Let's be a force for good this year

Have you read Josh Bersin’s HR Predictions for 2022 report?

"This year’s report touches on 15 predictions encompassing all areas of HR against the backdrop of an historically tight labor market, empowered workforces, and continued pandemic uncertainties."

Fill out the short information form here: https://joshbersin.com/hr-predictions-for-2022/ and download your copy.

I promise it's worth it, no matter what your official job title or function is.

My key takeaways are: 

1. The labor shortage isn’t going away. Continue to get creative around hiring requirements – does a role really need a specific degree? Are there ways to assess incoming skills and/or partner with a 3rd party to provide ‘on-ramps’ for basic training instead of rejecting a candidate?
2. No matter what your current product or service offering is, it’s going to become more service-focused over time. That means that more of your organization needs timely, actionable training around customer service skills. To help with that, you may also want to consider reviewing / updating the metrics you use around service encounters.
3. The technology that’s prevalent in many of our personal lives is more and more expected in the workplace. Cue the “metaverse,” VR, AR, immersive training experiences, etc. But, it’s not just technology for technology’s sake – it’s critical to start with an organizational assessment, define career pathways and development experiences, then use technology to bring the relevant training to life.
4. People first, business second. We all know this instinctively, but often not all our business systems and processes align with that approach. Consider weaving in informal coaching and mentoring deeper and broader throughout the organization.
5. Data belongs in HR and L&D. There is value in collecting and analyzing existing data and in forecasting – based on both historical experience at your organization and from industry reports and 3rd party experts. This is an unprecedented time of change, and to stay competitive it’s time to move beyond separate spreadsheets holding different sets of people data.
6. The irresistible organization – Check out Figure 9 on pages 12/13. This is one to print and tape to the desk!
7.  

*** What would you add to the list? ***