HR Trends Report 2022

1 HR TrendsReport2022 HR as a product Collaboration by design Talent marketplaces & talent allocation Career experiences HR owning business transformation Preparing for multiple futures Tech for good From DEI to DEI&B The shift from people analytics to data literacy Impactful rewards The skills economy1234567891011 Never has the role of HR been more important to an organization's success than in these volatile and unpredictable times. As the world recovers from the coronavirus pandemic and takes on additional emerging challenges such as rising inflation, lagging supply chains or severe talent shortages, HR departments will be the driving force behind any and all necessary changes. In 2021, HR solidified its strategic position as part of every organization's decision-making process this was essential to help companies survive COVID-19 and stay in business. In 2022, however, HR will need to go one step further: it will need to expand into new areas of business activity to help C-Suite leaders tackle new, ever more complex challenges.

2 In other words, HR will need to push the boundaries of the possible to bring even more positive value because the changing times and the business demand key takeaway from the past two years is that change is continuous, not episodic. From the sudden shift towards remote work, numerous lockdowns and re-emerging health concerns, to the Great Reopening (followed by the Great Resignation and talent shortages), change is here to stay. Responsible HR professionals and CHROs are already anticipating and preparing for new challenges to stay one step ahead of the Report analyzes 11 HR Trends that will shape the future of work in 2022 and beyond, helping HR departments transition their organizations from the current survival mode to thriving of contentsExecutive summaryDiscover the challenges CHROs will face in 2022 and need-to-know information on the 11 4 Trend 1 HR as a productPage 7 Trend 3 Talent marketplaces & talent allocationPage 11 Trend 2 Collaboration by designPage 9 Trend 4 Career experiencesPage 13 Trend 5 HR owning businesstransformationPage 15 Trend 6 Preparing formultiple futuresPage 16 Trend 7 Tech for goodPage 18 Trend 9 The shift from people analytics to data literacyPage 23 Trend 8 From DEI to DEI&BPage 21 Trend 10 Impactful rewardsPage 25 Trend 11 The skills economyPage 27 The solutions The sum of these challenges puts a lot of pressure on HR departments, which are now more involved in driving organizational change from within.

3 Under HR's leadership and with its support, companies are having to invent and deploy innovative solutions, moving away from the old-fashioned one-size-fits-all assist CHROs and their teams in navigating these unchartered waters, this Report lists the most important Trends that will shape the future of how human resources are On the one hand, businesses are struggling with the aftermath of COVID-19 including economic disruption, record-high voluntary "quits" of employees (with some industries, in particular retail, having seen more than a 100 percent employee turnover since March 2020) as well as a major rethinking of the world of work, with employees reconsidering their relationship with work and employers redesigning the physical and digital workplaces to fit new demands. On the other hand, COVID-19 has also accelerated already existing Trends such as digitalization of the workplace and the need to take into account the differences of various demographics based on age, gender, people's socio-economic status or belonging to a minority or underrepresented state of HR Businesses are struggling with the aftermath of COVID-19 as well as a major rethinking of the world of workEXECUTIVE SUMMARY5.

4 HR owning business transformationFuture-ready companies operate with a fixation on speed and simplicity, and grow by scaling up their ability to learn and innovate. It is up to HR to drive transformation in all these Preparing for multiple futuresWith change being a constant, companies need to be prepared for different scenarios, and be agile enough to react swiftly. And so does HR, which needs to keep its finger on the pulse of the organization the world beyond HR tech for goodIn the face of the workplace's unstoppable digital revolution, HR must become digitally savvy enough to leverage technology to the benefit of its organization, employees, and clients. 1. HR as a productTo better serve customers, companies will need for HR to change from thinking in terms of projects to thinking in terms of products. This move will change the way HR delivers value and creates more business Collaboration by designCOVID-19 forced companies to adopt remote work, and employees now demand flexibility by choice.

5 HR needs to ensure that teams can effectively collaborate in this new Talent marketplaces & talent allocationIn the current tight labor market, companies can no longer rely on only hiring their employees externally. They need to make better use of the talent they already have and partner up with other companies to expand their existing talent Career experiencesCareer advancement is now a deal-breaker for many job seekers. Employees want better career experiences and employers are finding new ways to deliver SUMMARY10. Impactful rewardsThe pandemic has fundamentally shifted why we want to work and what we value in our jobs. HR will need to help organizations make their employee value proposition more inclusive and reward people based on skills rather than Preparing for multiple futuresIt is crucial for organizations to accurately map available internal skills. But employees also benefit, thanks to more accurate remuneration and better training From DEI to DEI&BCurrently there is a large gap between what is expected of employers when it comes to values, inclusion and belonging, and what employers are doing or prepared to do.

6 It is up to HR to help companies walk the walk, not just talk the The shift from people analytics to data literacyDespite its growing impact on HR, people analytics' potential remains largely untapped. The added value of data literate HR will be in putting data to good use to ultimately drive better business entails the following: Deep understanding of employee characteristics and what they want from work Applying design thinking principles to craft human-centered solutions that create a memorable, personalized, and engaging experience Thinking about value in terms of continuous incremental innovations moving to market quickly and improving value based upon employee , HR functioned with a project mindset: a project has a clear timeline, set deliverables, a predefined set of resources, and is aimed at being run efficiently. A product, on the other hand, is ongoing. It doesn't necessarily have an end and it is aimed at providing value , with (additional) resources being allocated as impact increases.

7 The role of HR If HR is to adopt a product mindset, it will require a different approach towards designing HR practices and services. 7HR as a productTREND 1 One of the most notable HR Trends we are seeing right now is the shift away from HR focused on projects towards HR focused on products. This represents a fundamental change to how HR operates. FocusProject mindsetProduct mindsetLifecycleOne and doneOngoing evaluationPurposeCreate efficiencyDeliver valueOutcomeSolution focusCustomer focusPerformanceFollow the planDeliver valueProject vs. product mindset ExampleA good example is an organization that launched a WhatsApp chatbot to resolve employee queries. Instead of waiting for the chatbot to offer all services, it was launched as quickly as possible with basic functionality that provided value . Based upon employee feedback, the next batch of queries were prioritized and developed. This shift in mindset will not only increase the quality of HR s service delivery, it will also enable HR to better build capabilities that help improve the businesses bottom line.

8 8 Adopting a product mindset requires a different approach towards designing HR practices and services it, remote and flexible work will shrink people's networks further and make organizations even more siloed (as became evident during the pandemic).Moreover, data from ADP suggest that remote workers have fewer ad hoc conversations with colleagues than those working on-site (60 percent vs. 77 percent respectively). All of this has a negative impact on collaboration and role of HRThat's why in 2022, HR will need to be more deliberate and involved in helping organizations reshape collaboration, co-creation, and innovation. HR can help create conditions that will allow employees to work on different projects across the organization, or even trans-organizationally (see Trend 3: talent marketplaces).There is no doubt that the role of the office as we knew it has fundamentally changed. It is clear that excellent work does not only happen in the office.

9 In fact, 77 percent of people who work remotely see their productivity increase and 30 percent are able to do more work in less time. As a direct consequence of the pandemic, many of us have reconsidered our relationship with work. So much so, that many of us are thinking of quitting our current jobs altogether with the figures ranging from 20% globally (according to Edelman's Trust Barometer), to 39% in the US (according to Microsoft's own research), to 52% in the UK (as claimed by Momentive). As many as 71% of workers dissatisfied with their employer's level of flexibility are looking for a new job in the next year. To meet this demand, companies will need to rethink the way their teams operate and collaborate because without 9 Collaboration by designTREND 2In the next five years, nearly 28% of professionals in the will be fully remote. According to Mark Adams, Adobe's Chief Security Officer, this new reality requires collaborative team culture which, if done well, can prove to be the company's best asset.

10 To that end, HR will need to step in and help teams better collaborate in this new hybrid era of taking a design approach to collaboration, HR can help create an organization that provides the comforts of working from home, while ensuring that collaborative practices keep delivering value and innovation to the organization. This is an HR trend that we're expecting to see much more of in can be done through: Designing workplaces (both physical and digital) that help teams work together and connect instead of simply being where they sit at a desk to work. Organizational designs that drive cross-functional teams of traditional employees, gig-workers, and contractors to intentionally drive collaboration and diversity of thought. Talent programs that allow for rotation (see our Trend 4: career experiences). Leveraging digital platforms to connect employees asynchronously so that they can work together anytime, anywhere. And so driving collaboration in the new era of work HR will need to become more deliberate in helping organizations reshape the way collaboration, co-creation, and innovation happenbegun to experiment by partnering up with other companies to create a bigger talent pool.