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Five Priorities for Human Resources and Management in 2023

Preparing for the future is a key responsibility and opportunity for leaders in human resource management. Here are five helpful priorities to support your ongoing planning for the new year.

  1. Review your Expectations about Leadership: It’s important to review your specific expectations about your role and responsibilities given the ongoing changes occurring in your organization and in society in general. Today’s work environment requires leaders to have greater empathy, a sense of authenticity, and the ability to adapt to expected and unexpected changes. Human resources can play an important role in humanizing the work environment to support personal growth and emotional health.
  2. Embrace Remote and Hybrid Work Strategies: The pandemic has changed the workforce and more workers than ever are seeking remote work settings over traditional office jobs. Resistance to flexible work sites can undermine productivity and recruitment of skilled talent. A majority of workers would consider resigning if they had to return to an office worksite full-time. Be open to future success stories with employees experiencing hybrid work strategies. Work with senior management to understand its impact on morale, productivity and recruitment.
  3. Develop a Culture of Continuous Growth: Recent studies show that only a quarter of workers have confidence in their current career path, while the majority are looking for a new role with a different organization. This finding has a direct impact on retention and motivation. It begs the question: What can we do in our company to increase the sense of motivation key employees feel in their current position and their career track as a valued employee. Listening to employees to better understand their needs and perceptions can help to guide company training and sound management planning. Some companies have had success with mentorship programs matching skilled long term employees with less experienced professionals in the early stages of their career development.
  4. Be a Purpose-Driven Organization: Every business has a sense of mission related to their products, services and related strengths and capabilities. Being purpose-driven is about the myriad of tasks and roles that support the overall mission. It’s about creating an environment where employees can see how their efforts and the work of their fellow employees contribute to the achievement of goals and objectives that support the mission.
  5. Take DEIB Seriously: DEIB refers to Diversity, Equity, Inclusion and Belonging (DEIB). While DEIB initiatives have received more visibility in the business world, research continues to show that many organizations are still led by the proverbial good ole boys club of mostly white males. It’s a reminder that HR professionals need to continue promoting diversity, equity, inclusion, and a sense of belonging as part of its business culture. Progress in this important area depends on senior leadership and open communication with leadership and employees throughout the organization.

 

 

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