For businesses across industries and around the globe, 2020 was defined by the need to do one thing above all: adapt. As we kick off 2021, HR must do more than simply adapt to survive. The key is to adopt an agile approach, one that offers sustained success across three business-critical areas—and continues to serve your business well beyond the next phase of pandemic-fueled uncertainty. The name of the game will be agility and the stakes are higher than ever before. Here are three strategies you can use to become a more agile HR function—and some reasons why it’s imperative you do.
Sometimes, when you need to hire hard-to-find talent, the fastest and most cost-effective route is to acquire a company where that talent currently works. Known as acquisition hiring (or “acqui-hiring” for short), this practice also allows companies to add new products and services to their repertoire if they choose—but the driving factor behind the transaction is always human capital.
At the start of the year, few people imagined they’d soon be working from home for the foreseeable future. Few leaders did, either. As such, when businesses around the world were faced with the prospect of transitioning to a remote work model in a matter of days, not months, some found themselves scrambling to ensure that important documents, information, and tools kept in filing cabinets and on on-premise computers wouldn’t be out of reach. Others managed a more seamless transition. They’d already transitioned to the cloud.
In a 2019 survey, Deloitte found that 84% of business and HR leaders viewed improving the employee experience (EX) as important—and 28% considered it urgent. In the pre-pandemic world, with low unemployment and rising turnover rates, providing a positive EX was an essential talent attraction and retention tool. Then COVID-19 hit.
HR Case Management software can transform the HR function, reducing the amount of time your team spends fielding routine questions and making it easier for employees to access the answers and support they need. But since any new technology requires an investment of both time and money, it’s essential to frame your request effectively to secure buy-in from your leadership team. The strongest business cases are built around tangible business outcomes, such as an increase in your department’s productivity or a boost to employee job satisfaction. It can also help to paint a before-and-after picture of adoption, built around scenarios that your leaders can immediately grasp. To increase the chances that your project will be approved and funded, here are four compelling HR case management software use cases to consider weaving into your pitch.
In the early days of the COVID-19 pandemic, the idea that this unprecedented situation could be anything other than temporary was almost inconceivable. Employees talked about “when things get back to normal,” and managers planned for short-term disruption, rather than long-term change.
When experts speculated back in January what the biggest HR trends would be this year, few could have predicted how radically the face of work would change just a few months later. The coronavirus has altered the course of HR radically and, perhaps, permanently. There are few silver linings to the pandemic, but some of these changes may be for the better. Many employers are re-examining their relationships with employees through an increasingly empathetic lens. And many HR leaders are embracing the idea of building greater agility and flexibility into their policies and plans. As you start to think about what the future looks like for your HR team, here are a few HR trends that have been upended by COVID-19—and a few that have been accelerated.