August 5, 2021 6:03 pm Published by Categorised in:

Are you an HR? Are you facing challenges in your role as an HR with the current changes in the world? Do you want to nail your global HR role in 2021?

Covid-19 has certainly left its mark on the way we live and work. The changes that organizations had to go through challenged HRs to manage this by playing a key role in growing their respective businesses while innovating for success. This was an opportunity for HRs to redefine their positions, especially in ensuring employee responsiveness to positively impact morale, engagement, service levels, and company performance. In this article, we will cover 6 tips that could help HR nail its role in 2021.

The Hybrid Workplace

In 2020, people were forced to find an alternative for office work by adjusting to remote work. Many believed that remote work is here to stay even post-Covid. One of the trends in 2021 is the hybrid workplace model where employees are allowed flexibility to work both remotely and from the office. Things have changed; employees don’t need to be restricted to a specific spot. They can pick their desired spot and choose to work from even a café, a coworking space, or any other corner of the world as long as their productivity doesn’t drop. Since the hybrid model brings down both cost and commuting time, it directly impacts the output of the organization – and therefore this is one of the top HR trends we need to look out for.

Employee Wellbeing and Mental Health

The pandemic created huge awareness for the employees’ well-being and their mental health. This became one of the core areas HR leaders focus on. Employees’ job performance is likely affected due to mental health struggles. HR must ensure that they show empathy, offer their full support and resources to get help, and make themselves available, so workers can voice their fears or ask any questions they may have. HR leaders can create a wellness program, communicate with their employees, invest in digital mental health wellness apps so their workers remain in good health, stay productive, and feel more engaged at work.


Employees sometimes want to make small adjustments to their work. And it’s natural to do so. They want to work in a way that they feel comfortable. This is where a concept such as job crafting comes in. This technique enables employees to improve their job in five different ways; in terms of tasks, skills, purpose, relations, and wellbeing. Giving employees room to take ownership of their roles and customize their job is essential for job satisfaction and productivity in 2021. How can they do that? What role does HR play in this?

Job crafting aims to make deliberate and proactive changes to how they act, interact, and think about their work. It taps into the diverse strengths, talents, and experiences that too often lay dormant and untouched within organizations.

HR leaders can help with this by enabling job crafting conversations within the organization. This can be done through workshops or sessions with individuals where you encourage them to actively think about how they can make their job better and how they can job craft. HR can also introduce job crafting conversations and personalization conversations through check-ins and employee review discussions or do a team crafting meeting where everybody talks about elements of the way they work that they like or dislike. Finally, this can happen using data analytics tools and real-time insights can help HR build personalization.

Learning with Technology and Analytics

As much as it is important for employees to always keep learning, HR leaders should too. Future-oriented skills HRs are the most needed. This is why it is very important to dig deeper into technology and analytics.

A Data-Driven HR is the new trend. Usually, you deal extensively with data, and now is the time you put all those valuable insights to good use via HR analytics. By using big data, you can obtain deeper insights and thus make smarter decisions and predictions about the existing and future workforce. Global HR teams are looking to integrate people analytics with decision-making processes in order to drive improvements in areas like talent acquisition and employee management. Data analytics can be applied to HR in a variety of metrics, such as absenteeism, offer acceptance rate, turnover rate, and revenue per employee. Moreover, HR managers may also use analytics to measure employee productivity and well-being as well as get information on the causes for employee resignation.

On another note, you have a plethora of advanced technology at your fingerprints but Robotic Process Automation, Artificial Intelligence, and Virtual Reality are gaining the most traction. Automation tools can help you efficiently manage multiple formerly manual and time-consuming HR functions, including onboarding, payroll, benefits, and records management. RPA tools can automatically update the applicant tracking system, and gather the new employee’s necessary documentation, leaving HR professionals to focus on higher-value tasks. You can also use AI-powered tools to source, assess, and screen applicants or as we said earlier, to assess and follow your employee’s wellbeing.  

DEI major focus

Are you doing enough when it comes to supporting DEI initiatives (Diversity, Equality, and inclusion)? Even if the initiative is a priority for your company, it doesn’t mean you created a plan to achieve it. Especially with Hybrid work, you have to improve and sustain the DEI equation. This can happen by:

  • providing inclusion training to managers and employees
  • finding diverse groups of job candidates
  • tracking and reporting DEI metrics
  • creating employee resource groups geared toward DEI, and
  • establishing diverse project teams throughout the organization.

To add on, you can integrate everyone in the company to be part of the initiative as “inclusion” is part of DEI and it would let people engage with their ideas.

Emphasis on Skilling, Upskilling, and Reskilling

The world is in constant change. Today’s skills are certainly different from yesterday’s and the ones of tomorrow. Changing technologies and ways of working were disrupting jobs and the skills employees need to do them. The Covid-19 pandemic has urged changes and accelerated them. The skills of today are different from the skills of tomorrow. As stated by McKinsey, ‘companies can’t be resilient if their workforces aren’t’. This is why HR teams should retrain and upskill their employees by providing them with the right training and knowledge so they’re prepared to handle any challenges ahead. It is beneficial for you and your organization in several ways to meet future demand, identify hidden skills and create a culture of talent mobility.

You need to think that the post-Covid world is a new era. The employee experience will totally change. It is necessary to redesign the employee journey and think about their virtual experience as well.