Five challenges the HRs are facing in 2022

Introduction

HR departments play a key role in any organization. However, HR faces several challenges when hiring new people or retaining existing employees. In this blog, we will discuss these challenges in detail and learn how to overcome them!

1. Staff retention: This is a significant challenge for HR and will only worsen over time. The primary problem with staff retention is finding the right people in the first place, and then even more difficult to stick them with the company. This may result in high turnover rates and low engagement levels: if your employees don't feel like they're making an impact or feel their work is challenging them, they may seek employment elsewhere. However, it's not simply a matter of offering better salaries and benefits packages; it can go in a different direction if you don't get them right.

When you hire an employee who doesn't fit your company culture or needs new skills, it will be difficult (or impossible) to keep them happy at work and engaged with their responsibilities. This person's negativity will also affect morale and the staff around them, who may begin to feel that their shortcomings are being blamed on them. They may even look for other jobs.

For example, If you have a promotion policy that rewards seniority over performance, or if you don't provide team members with the opportunity to meet their expectations on major projects after being with your company for five years. Employees may leave out of frustration due to a lack of growth opportunities within their current roles.

Solution: To combat this challenge of retaining top talent, companies should focus on aligning employee values with company culture so that employees feel like they are learning new skills while working on meaningful projects they believe in.

2. Increased pressure to reduce costs : In a growing economy, where companies continue to expand their workforce, the cost of employing people becomes an increasingly significant expense. The following are some examples:

• Cost of hiring - Costs are associated with recruiting, screening applicants, and hiring a new employee. These include advertising costs and the fees charged by third-party background check providers.

Solution: Companies can save money using technology such as applicant tracking systems (ATS) and automation tools like chatbots to help screen candidates during the application process. By automating the initial screening process, companies can save time and reduce costs associated with hiring. They can also use phone interviews, which helps cut down on internal resources needed for hiring.

• Cost of training - It is estimated that it takes 6 to 8 months to train an employee in their new role, and up to 27% of turnover is attributed to a lack of training/mentoring.

Solution: Provide resources such as online courses, white papers, and books that cover vital topics. These resources should be available online so employees can access them during their lunch break or at home after hours. When possible, let employees share their knowledge through blogs or social media channels like LinkedIn groups or Facebook groups, where they can post questions and answers about best practices within their industry or company. This approach allows employees who are experts in particular areas to help others without requiring additional training from an internal trainer.

• Cost of firing –It can also be expensive because it includes legal fees, severance payouts, and any lost productivity due to morale issues caused by terminating employees who do not work out well in their roles or positions within your business."

Solution: Some companies have developed innovative approaches to reduce the cost of firing employees. For instance, some companies offer early retirement packages or other incentives for employees close to retirement age. This approach can be practical when combined with different strategies, such as reducing workloads and introducing flexible work schedules.

Other companies have implemented programs to help employees improve their performance before firing. It includes employee assistance programs, which provide counseling for personal problems and coaching on job performance; mentoring programs; and training programs that teach new skills or improve existing ones.

3. Employee engagement and productivity issues : Employee engagement and productivity are interrelated but do not mean the same. Employee engagement measures how much energy and commitment employees bring to their work. It includes all aspects of how employees feel about their jobs and their employers:

• Do employees feel valued by their company?

• Are they proud to be part of your organization?

• Do they trust that you have their best interests at heart?

• Are there opportunities for growth within your organization?

Employee productivity measures how much work employees produce on behalf of your organization. You can measure employee productivity by looking at revenue generated by each employee or the number of hours worked per year (the latter would include vacation time).

Solution: Identifying the root cause of employee unhappiness and dissatisfaction is the first step in solving these issues. Once you know what is causing your employees to be unhappy, dissatisfied, or unmotivated, you can take steps toward solving the problem.

For example

a. If your employees are unhappy because they don't have any opportunities for promotion, then you can create more opportunities for promotion by making a clear career path for them.

b. If your employees are unhappy because they don't get enough recognition at work, you can create a formal recognition program where they get regular performance feedback and praise when they do a great job.

4. Rapid changes in skill requirements : As the economy evolves, so do the skills that are in demand. Employers are looking for employees with experience from various professional backgrounds and industries. They want employees who can adapt quickly and easily learn new things without much training or guidance. In addition, employers also look for employees with transferable skills and the technical expertise gained through years of practice in one specific area of study.

Solution: Organizations can provide access to online courses and certifications through platforms like Udemy, Coursera, etc. This will help employees gain exposure to new concepts and technologies, which they can apply in their day-to-day jobs.

5. HR digitization : HR digitization is a process that involves the use of technology to enhance HR processes, from recruiting and onboarding through performance management, training and development, and compensation—all while reducing costs and improving employee engagement.

Solution: HR professionals are often getting challenged by complex business needs. However, they can overcome these challenges by adopting a digital approach to working with employees across all levels of the organization. Technology at your fingertips allows you to make informed decisions based on accurate data at any given time. To be successful in 2022 requires an understanding of how technologies like artificial intelligence (AI) will impact your work; AI will help you connect with candidates more efficiently by automating parts of the hiring process or uncovering insights about candidates' personalities based on their resumes or interviews—all without having been hired yet! You should also ensure that all your systems are up-to-date with current trends and technologies like machine learning for better decision-making within your organization. They'll help you keep track of important information about employees, such as their resume history or job performance reviews, so that when someone applies for another position in your company.

Conclusion

The five challenges discussed above are the most pressing and immediate issues facing HR professionals today. However, with a strong understanding of your company's problems and thoughtful planning, you can take steps to overcome them and make your company more successful in 2022.

Your first step should be to create a plan of action for each challenge based on what you've learned throughout this article. Once you've made these plans, it's essential to implement them immediately, so you don't miss out on any opportunities for growth or improvement at work. Finally, ensure that once your plan has been implemented, measure its success. If you use all the presented solutions appropriately by understanding your workforce's retention problems, these surely will help you win.