PositivePeople March 1, 2022 No Comments

MAKE YOUR HR PLAN MATTER IN 2022

HR SUCCESS IN 2022

PERMANENT FLEXIBILITY & AN EMPLOYEE FOCUS

 

It’s been a tough two years, with plenty of change and many challenges thrown our way. And 2022 is shaping up to be the same. Many businesses and teams have done an amazing job during the Covid period – you have shown resilience, adapted quickly and demonstrated creativity and compassion in your Covid responses.

But what happens now?

NZ is right in the midst of the Covid wave, and at some stage this year we hope to emerge on the other side.

Looking ahead to what to expect in the HR space this year will be critical to continuing your strong business performance, attracting and retaining talent – and keeping your team safe and sane.

As you finalise your planning for 2022, here are some of the top considerations for your HR Plan:

  • The tight recruitment market – You will have all seen the labour market statistics, and with near full employment in New Zealand and the tight restrictions on immigration it is a candidate’s market right now. The number of applicants you receive will be well down on usual numbers, and quality candidates will be in the mix for several roles. It is critical you review your employment branding and recruitment processes to ensure you present a positive Company image, deliver a great candidate experience, and move quickly. Your offer needs to come first and be the most enticing if you are to win the war for talent. Is your employment brand attractive to candidates?

 

  • Retention of talent – With such a tight market, direct approaches to candidates are becoming more frequent. Even the most loyal team member can be tempted to take a look at a role promising a decent salary increase and other enticing benefits. Staying close to your talent will help you combat this. Make sure you know how they are feeling, what their career goals are and keep their development going – even during these trying times. Your investment in them and support will be remembered and repaid by continued service.

 

  • Wage Pressure – The tight labour market has driven up market rates. Add this to the minimum wage increase and the current inflation rates, and staff expectations are high. Recent articles in the media and statements from Unions around the cost of living has added to this. Getting ahead of the curve and reassessing your remuneration strategy is a proactive step to take so you can keep up with the market and retain your team members.

 

  • Wellness – While this has been critical throughout the pandemic, with Covid fatigue well entrenched, now is the time to think creatively about how to ensure your staff are taking real action to stay well. Most people have seen plenty of social media posts and posters around keeping well – but are they listening and is it working? Is it time to adapt to this entrenched environment and try something new on the Wellness front?

 

  • Flexible work – While this has been a top consideration for candidates for some time, it will become a critical factor for your current team once we steer through the Omicron wave. Employees are used to working from home, and for the most part have learned to do this effectively. They have also adapted their life accordingly. Once the wave passes and we start to go back to “normal” it will be a good time to review what that “normal” will look like. Staff that once happily commuted to work may not like the transition back, and new patterns will have emerged that your team may not want to give up, like picking up the kids from school and taking lunch time walks. It is time to take the learning from this period and design a flexible work system which accommodates this and becomes your new “normal”.

 

Being proactive in your HR planning and recognising which factors are important right now will help you implement the right HR strategies for current times. It is not a normal time – and a normal approach won’t be effective.

Positive People has 27 years’ experience helping businesses design HR plans which deliver great employment results and are fit for your individual circumstances.

Contact us now on 09-445 1077 to assist you to develop and implement an effective HR Plan.

HR Trends in 2019

HR Trends in 2019

Becoming an Employer of Choice

Increasingly, building an Employment Brand is essential to attract and retain the type of employee you want. Taking action to enhance your organisation’s ability to become an Employer of Choice stands at the centre of attracting and retaining the people who have the skills to advance your business. This involves developing and implementing a deliberate strategy to build an Employment Brand that sees your organisation established as a sought after employer. Having employees lining up to work for you is the goal.

Values Stand Tall

Values in the workplace matter more than ever. Having organisational values that stand tall in the market place encourages potential employees to self-select your Company as a place to work. This makes your job of ensuring the “fit” is right so much easier.

Collaboration

Employees expect to be consulted with and involved on projects. This is particularly the case at senior levels. Collaborative platforms allow for connection between team members, which improves both effectiveness and efficiency of operation, as well as improving morale.

Total Wellbeing

Having a Wellness program that includes exercise and diet is no longer enough. Total wellbeing is now holistic and includes the complete wellness of each employee, including looking after the mental health of employees. It has elements of inclusiveness and belonging.

The March of Technology

Technology in the HR space continues to advance, none more so than the practical application of AI, with a blend of humans and robots being the trend where it makes sense. Also under the technology umbrella, recruitment technology has blossomed. People analytics is a focus along with the increasing use of data for decision making. Digital workplace strategies are increasingly common.

Recruitment

New levels of recruitment experience are emerging. With the skill and talent shortages there is a battle to win over passive candidates and LinkedIn has become a key tool for recruitment. Allied to this is the importance of the Employment Brand. Building a talent pool waiting in the wings is also favoured

Atypical Working

Flexibility is mainstreaming. All organisations need to creatively develop working patterns and approaches that accommodate the flexibility of work that employees now expect.

Individual Learning and Development

An individualised learning and development experience is what employees want. It has to suit their needs and aspirations.

Working with Positive People will ensure you are ahead of the curve when it comes to HR. Contact us on 09 445 1077 or info@positivepeople.co.nz to start implementing proactive HR initiatives that really work.