《HiBob:2023年人力资源五大关键目标(英文版)(19页).pdf》由会员分享,可在线阅读,更多相关《HiBob:2023年人力资源五大关键目标(英文版)(19页).pdf(19页珍藏版)》请在三个皮匠报告上搜索。
1、1Guides by HiBob|Visit our Resource CenterHiBob|HiBTOP 5 HR GOALS FOR 20232Guides by HiBob|Visit our Resource CenterIntroductionWhat are HR goals?How do HR goals support organizational goals?Putting your HR goals into action Goal#1:Build a global change management strategy Goal#2:Develop effective a
2、nd future-ready leaders Goal#3:Improve remote and hybrid workplace culture Goal#4:Invest in competitive compensation and benefits Goal#5:Leverage HR tech and automation to increase HR efficiency Looking ahead into 2023 and beyond3 44569111315 173Guides by HiBob|Visit our Resource CenterBetween the C
3、OVID pandemic,global inflation,and a looming recession,the last three years have brought more than their share of challenges to the workplace.HR has grappled with shifts in work trends driven by responses to the pandemic and an increasingly dispersed,global workforce as businesses expand internation
4、ally.With the widespread adoption of remote and hybrid work for the long term,HR sits at the crux of logistical challenges as organizations transition to managing dispersed teams online.HR teams everywhere are looking for ways to gather input from people,manage onboarding and offboarding from a dist
5、ance,and support managers tasked with keeping their dispersed teams satisfied and engagedall while trying to maintain a positive organizational culture.IntroductionAccording to research from Gartner,leader and manager effectiveness is the top priority of HR leaders going into 2023.While many compani
6、es today are pushing a return to office work for local employees,remote and hybrid work structures are here to stay.In addition,global expansion means businesses must continue communicating digitally with international teams no matter what their back-to-office or remote policies require.To meet the
7、needs of todays workforce,employers need to determine what to focus on for the coming year and plan accordingly.4Guides by HiBob|Visit our Resource CenterModern HR professionals sit at the table as leadership team members,and their ultimate goal is building the people strategies that propel organiza
8、tions to success.When planning your people strategy,consider using the HR SMART goal framework.SMART(Specific,Measurable,Achievable,Relevant,and Time-bound)goals can help you structure solid strategies designed to improve various areas of the business,including company culture,workforce planning and
9、 development,employee wellbeing,and productivity.What are HR goals?How do HR goals support organizational goals?People are the fuel and engines of every business.Modern businesses that view people and business strategies as two parts of one whole see the greatest rates of success:Great people strate
10、gy lowers attrition,increases retention,promotes productivity,and ultimately boosts the bottom line.5Guides by HiBob|Visit our Resource CenterHR leaders can leverage the SMART goal framework to structure meaningful people strategies designed to help organizations adapt to an ever-evolving reality.As
11、 the world heads into even more uncharted waters,these five goals should be at the top of every HR professionals list for 2023:Putting your HR goals into actionDevelop effective and future-ready leadersImprove remote and hybrid workplace cultureInvest in competitive compensation and benefitsLeverage
12、 HR tech and automation to increase HR efficiency#1#2#4#3#5Build a global change management strategy6Guides by HiBob|Visit our Resource CenterBy nature,people are averse to change.This is especially true in todays economic climate,with inflation at record heights,layoffs making headlines every week,
13、and a global recession.The key to surviving and thriving is having a change management strategy that keeps people confident in their roles,value to the company,and personal financial stability.In other words,business stability in the modern world of work requires agility and the ability to recognize
14、,anticipate,and adapt to constant and unpredictable global changeand keep your talent happy,engaged,and motivated to change with you.Goal#1Build a global change management strategySuccessful change management strategies put people front and center.That means building a strategy that incorporates ele
15、ments that enable fast adaptation and strong communication across all your teams.When creating your strategy,consider starting with these best practices.7Guides by HiBob|Visit our Resource CenterReinforce your business with an agile workforce planning strategy Depending on the state of your business
16、 and the macroeconomy,you may need to shrink or grow your workforce at the drop of a hat.One of the best ways to enable this kind of agility is to practice ongoing workforce planning.Ongoing workforce planning can provide you with an accurate picture of the talent you have and the talent you need.Bu
17、ilding a versatile workforce is also key to surviving and thriving.Consider investing in liquid teams,freelancers,and consultants to reinforce your business agility and prevent burnout.Prepare your people for change with a strong and ongoing reskilling and upskilling program to ensure they have the
18、knowledge and practical skills to leverage the critical and emerging technologies modern businesses rely on.Investment in career development for your people also provides you with the kind of cutting-edge workforce that can pivot quickly to meet the demands of an ever-evolving customer base and busi
19、ness climate.8Guides by HiBob|Visit our Resource CenterBuild a global comms and tech infrastructure No matter how much you invest in your workforces skills,if your globally dispersed teams cant talk to each other,youll run into larger-scale problems.Top-notch collaboration depends on building a tech
20、 stack that enables easy,fast,and secure communication.Tools like email,Zoom,Teams,Slack,and others(e.g.,project management systems like Jira,Asana,Monday,etc.)are essential to maintaining global workflows,building relationships,and nurturing your company culture across multi-national sites.Implemen
21、ting a stable,fast,and secure global tech infrastructure is critical to guarantee a continuous and secure flow of work.Work with cybersecurity professionals to build a company-wide cybersecurity policy and awareness program to safeguard your people info,IP,and customer data from data breaches.Be pat
22、ient and transparent with your people Adjusting to change isnt easy and always takes time.When it comes to building a change management strategy and guiding your people successfully through change,small or large,its imperative to practice patience and transparency.Make one-on-one meetings a regular
23、practice and weave them into the fabric of your company culture.One of the easiest and most effective ways to gain trust and increase your peoples confidence in their roles is to listen to their concerns.Its also imperative to be transparent:Its not just enough to act on your peoples feedback.Commun
24、icate to them how youre building new programs and policies in response.Additionally,let your people know how your business is doingand dont hold back.This is especially important in economically uncertain times.Communicate the good and bad,what plans you have in place to continue driving the busines
25、s forward to success,and the roles each person plays in achieving your goals.9Guides by HiBob|Visit our Resource CenterEffectively leading your people through change takes effective and future-ready leadership.And while leader and manager effectiveness is a priority for 60%of HR leaders,24%say their
26、 leadership development approach does not prepare leaders for the future of work,says research by Gartner.So,what does it take to develop great,future-ready leaders?1)Training Professional development and leadership training must be a continuous and ongoing practice for everyone across your organiza
27、tionfrom C-level executives to middle and lower managementfor businesses to stay competitive.Developing skills helps keep your organization agile and provides the inspiration,knowledge,and expertise to navigate unforeseen challenges.2)Going global Nurture your leaders to invest in the power of globa
28、lly dispersed teams and how to break into new markets to grow the business.Expanding your team internationally can help weather the economic storm and organically diversify your workforce.Going global also helps keep the business lean,enabling greater flexibility and the ability to cut costs without
29、 sacrificing essential programs by shifting them to less costly regions.3)Prioritizing DEI&B Amidst the layoffs and budget cuts of late 2022 and 2023,DE&I initiatives“are among the first to go,”according to a report from M.But this kind of knee-jerk reaction ignores the data:Organizations sporting“r
30、acially and ethnically diverse leadership and executive teams have a 35%higher likelihood of financially outperforming companies with little or no diversity.”Additionally,companies with diverse workforces“enjoy 2.3 times more cash flow per employee as compared to less inclusive,more monolithic envir
31、onments.”Goal#2 Develop effective and future-ready leaders10Guides by HiBob|Visit our Resource Center4)Giving your people autonomy One of the hallmarks of great leadership is knowing when to let go and give your people free rein and trust.Leadership is about guidance and support.When leaders provide
32、 their people with guidance and support,engagement rises and innovation flourishes.Leveraging your peoples diversity of experience is fundamental to propelling your company through obstacles and setting you apart from the competition.5)Keeping an eye on where you are and where you need to go Underst
33、anding what skills your workforce has and how youre efficiently applying them to tackle current business needs is just the starting point.To thrive in todays world,businesses need to stay at least one step ahead and keep one eye on the future.Leaders need to lead the charge in identifying all your p
34、eoples skills,tapped and untapped.Get creative with how you can leverage them to build business resilience.Lean into horizontal and internal mobility,mentorships,and upskilling and reskilling talented professionals who can adapt and evolve their expertise to changing business needs.When companies ce
35、nter their leadership programs around these five principles,they fortify themselves against unpredictable challenges,market ups and downs,and the fast-evolving world of work.11Guides by HiBob|Visit our Resource CenterIf were talking about the fast-evolving world of work,no one can ignore the broad,g
36、lobal shift into multi-national,hybrid,and remote work the COVID pandemic catalyzed in 2020.Although some companies are pushing for a more full-time return to the office(e.g.,Apple,Google,Goldman Sachs),workplace experts say the state of remote,hybrid and in-person work is reaching an equilibrium po
37、int and that todays level of RTO will probably stay put,even in the face of recession warnings.As it stands,the experts expect most companies to stick with hybrid policies that require people to come into the office between two and three times a week.And whether people return to work on-site more fu
38、ll-time or not,todays businesses must contend with the challenges of maintaining strong Goal#3 Improve remote and hybrid workplace culturecommunication and healthy company culture for their globally dispersed teams.Establishing a sense of connection can be harder to create and maintain when people l
39、og in from their coffee table,juggle interruptions from people at home,and feel like they are on a never-ending stream of video calls.Your companys remote work culture doesnt have to stray from the culture youve been enjoying,but you must recognize that it may look different.If elements of your work
40、 culture traditionally required people to meet face-to-face,dig into translating them to a remote modality.For example,leverage your telecommunications tools to introduce more one-on-one meetings between managers and team members to build stronger connections.Its also important to invest more in pee
41、r mentorship programs(both in-person and remote)to provide great work experiences for your new joiners and workforce newcomers who are eager to learn on the job from more veteran colleagues.12Guides by HiBob|Visit our Resource CenterMaybe your teams enjoy sharing monthly happy hours to celebrate eac
42、h other,or theres great enthusiasm around the quarterly in-person town hall meetings.Identify what makes the employee experience rewarding and connects your people to your culture.Then find a way to recreate those elements as part of your culture in virtual form.In addition to the overall culture,as
43、 people continue to work and interact remotely,employers must be sure to address topics like harassment prevention and maintaining confidentiality.With the rise of more internationally dispersed teams,its also important for everyone on the team to be sensitive to cultural differences and practice re
44、mote team etiquette.These topics are essential for sustaining a good work environment for in-person and dispersed workforces.Insensitivity to cultural differences,harassment,and discrimination erode company culture no matter where it happens.13Guides by HiBob|Visit our Resource CenterThe pandemic,ri
45、sing inflation,and a global recession have illustrated the importance of examining employee benefits,identifying gaps,and correcting disparities.In early 2020,just as COVID began to shut things down and send everyone home to work,57 percent of employees said their benefits package was more important
46、 to them than ever before.Today,those benefits include flexible work arrangements.According to Gallup,60 percent of US professionals prefer hybrid work arrangements,and fewer than 10 percent prefer working on-site full-time.HiBob research found that 62 percent of people find that hybrid work enables
47、 more work-life balance.In fact,36 percent say theyll leave their jobs if their company forces them to return full-time to on-site work.Goal#4 Invest in competitive compensation and benefitsMental health and wellness benefits During the pandemic,employee health and wellness became top priorities.Tha
48、t sentiment has grown and working to determine the type of benefits that mesh with your peoples current circumstances is key.Its also in the best interests of companies to invest more in their peoples health and mental wellness.According to the WHO,depression and anxiety cost the global economy roug
49、hly$1 trillion a year in lost productivity.Additionally,92 percent of employees reported that mental health challenges impact their work.Companies can also consider increasing cost-sharing for health plan expenses such as deductibles,premiums,or co-payments,adding or expanding voluntary benefits,aug
50、menting services for managing high-cost claims,adjusting leave policies,or adding life insurance options and childcare benefits.Adding or enhancing telehealth and mental healthcare benefits could also be a welcome change and can help you provide the support people need today and in the future.14Guid
51、es by HiBob|Visit our Resource CenterFlexibility benefits and paid leave In addition to paid mental health and wellness benefits,one of the most cost-effective and impactful benefits is providing your people with flexible schedules.Allowing your people to set their own schedules reduces stress,boost
52、s productivity,and increases engagement.For people working from home,consider providing a stipend for home office equipment.You can also consider increasing paid leave and expanding what that covers,from floating holidays to parental leave,mental health days,and time in-lieu policies.Options and sha
53、res Another great way to double down on great benefits,especially in tough economic times,is to offer equity shares or stock options.Not only can these benefits ease peoples worries about their financial future,but they can also improve retention rates and boost productivity as people feel a more pe
54、rsonal connection to the long-term success of your business.And a bonus?They dont come out of your budget.15Guides by HiBob|Visit our Resource CenterNo matter how you look at it,the COVID-19 pandemic changed the workplace landscape.Teams are dispersed globally,and despite a push by some companies to
55、 return more frequently to the office,only 3 percent of US CEOs“said they were planning to reduce remote work at their companies.”On top of that,5 percent reported“they were planning to expand it.”Globally,56 percent of companies are either hybrid or completely remote.According to recent research,78
56、 percent of CEOs“believe remote collaboration has to be thought of as a long-term business strategy.”For many,the days of being in the office five days a week and stopping by someones desk to ask for data are largely gone,Goal#5 Leverage HR tech and automation to increase HR efficiencyas are local f
57、iles and departments operating in silos.HR leaders know that finding the right tech to support their strategies and priorities is critical.At the 2020 HR Technology Conference,HR analyst Josh Bersin noted dramatic transformations in the HR field,saying that companies are redesigning the ways things
58、get done at a pace Ive never seen Theyll need technology to support their efforts.Indeed,to be as effective and strategic as possible,anything related to the people side of the business needs to be on one system.A unified system allows the necessary peopleHR leaders,managers,admins,and specialistsac
59、cess to all the information they require when creating reports and tracking the main KPIs of HR.Today,companies have transformed their business strategies,the way they work,how their people communicate,and how they get everything done,from recruitment to employee engagement.16Guides by HiBob|Visit o
60、ur Resource CenterEvery HR Technology platform brings two value propositions to your company,”Josh Bersin states in a recent article.“(A)they automate a lot of junk work,and(B)they transform the way you operate If you look at HR Tech as primarily the first value proposition,youll see a lot of time s
61、aved,but you may not wind up a better company as a result.If you really want to improve recruitment effectiveness,internal mobility,growth,or employee engagement,you need to think about these systems as Business Transformation Platforms.”Gallaghers latest HR Technology Pulse survey found that busine
62、sses focus today is on HR technology solutions for payroll,time tracking,performance management systems,and employee communications tools.The researchers attribute the trend to the growing importance of HRs ability to support the expanding remote and hybrid work environment.The need for collaboratio
63、n continues,even in the post-pandemic era.People are 3.5 times more likely to partner with five or more teams when working remotely than when they work in an office setting,according to Gartner.This means providing a platform that ensures people can easily connect to the organization and each other,
64、regardless of their location,is vital.Equally important,these solutions need to enable managers to support their teams and provide ongoing development opportunities for their people.17Guides by HiBob|Visit our Resource CenterLooking ahead into 2023 and beyondAs the workforce adapts to the post-COVID
65、 world,record inflation,and a global recession,we will likely face even more challenges in the year ahead.Identifying the top HR priorities can help you focus on implementing the tools needed to support those efforts.Focusing on these top five HR goals can also help position your company to successf
66、ully navigate the challenges and provide your people with the support they need to be productive and stay engaged.Most importantly,make the most of what this year has to offer with intelligent,data-driven decisions and priorities that set your people and organization up for success.18Guides by HiBob
67、|Visit our Resource CenterAt HiBob,weve built a modern HR platform designed for modern business needstoday and beyond.We focused on building something robust yet intuitive and easy to use,which has led Bob to be the platform of choice for thousands of fast-growing modern,mid-sized organizations.For
68、HRIt automates many common processes,allows greater oversight and visibility of the business,and centralizes all people data in a secure,user-friendly environment.For employeesIts the tools and information they need to connect,develop,and grow throughout their journey.For managersIt provides access
69、to data and insights to help them lead more effectively and streamline processes.Meet BobIn a short time,Bob can be deployed to enable communication,collaboration,and connectivity that drives stronger engagement,productivity,and business outcomes.19Guides by HiBob|Visit our Resource CenterNow is the
70、 time to make smarter decisions when it comes to your people and organization.To learn more about HiBob and our data-driven tools,get in touch with us at SCHEDULE A DEMOHNEW YORK205 Hudson St.New York,NY 10013TEL AVIV28 Ben Avigdor St.Tel Aviv 6721848AMSTERDAMWeesperstraat 61-1051018 VN AmsterdamNetherlandsSYDNEYRedlich,Level 6519 Martin PlaceSydney NSW 2000LONDONBoundary House91-93 Charterhouse St.London EC1M 6HR,UK