Trends shaping the HR function in 2021

We are seeing major shifts in the way we work and in the future of work. Much of what we have learnt from the crisis comes down to seeing how adaptable we are, and with the help of technology, many of today’s job roles can be handled remotely.  In this blogpost we take inspiration from a recent article published by Forbes to highlight the overall trends that are especially affecting the HR function in organizations, and can be relevant to our interim managers, current and future clients. 

1. The rise of the blended workforce

With the pace of unpredicted change, organizations and their leaders are under more pressure than ever before. They are required to innovate and embrace new technologies more quickly, spot and seize opportunities in weeks rather than months or years. To do this, they must have access to deep expertise and experience, ensure that teams are operating effectively, and flexibly adjust their workforce as skill demand change. This new reality, combined with the growing number of managers choosing to work independently and project-based rather than as full-time employees, means that businesses must view the management of a blended workforce as a strategic imperative.

Looking from a HR perspective, agile and flexible talent should not be viewed as a competitor to HR and to the full-time employees. Instead, he/she should be viewed upon as a compliment and an added resource which allows the business to reach its desired potential, while also helping full-time employees becoming more successful.

HR teams can leverage interim managers to help their organization meet objectives more quickly and successfully. By hiring outside talent allows for a fresh perspective and expertise as well as innovative way of thinking and processes. This is possible since the interim manager is free from any internal history with the business. Read about the process of hiring an interim manager here.

2. Reshaping the traditional business landscape

Covid 19 has changed the traditional image of the office and ways of working, by incorporating flexibility in many organizations. Virtual teams, meetings and remote collaborations will become more acceptable and frequent than rare even in the post pandemic world, as they allow for agile way of thinking and behavior. Here, HR leaders will play an important role in the collection and interpretation of strategic insights from this current period. These insights will act as the foundation upon which to reimagine and reshape organizational design for the future.

3. Trust in leadership is highly important

As organizations continue to deal with an environment of disruption, the nature of effective leadership itself has been transformed. According to a study by the analytics firm Gallup, employees who trust their leadership are twice as likely to commit to staying with the organization a year from now. A study by Korn Kerry state that “a majority of leaders cannot make decisions and take smart actions quickly enough, motivate people effectively or build trust – all of which is needed to ensure their organization’s survival into the future.” This concern is shared in a study by Russell Reynolds which conclude that companies require leaders who think deep and act fast, and who welcome change. These are the type of skills that interim managers possess. High-trust organizations also have an enormous advantage in the speed at which the business operates.

When dealing with a blended workforce, it will become important for the CHROs to build trust and credibility between the interim manager and the organization and employees, especially when dealing with shorter time spans in which the interim manager is working. Building an environment where there is trust and faith in that the interim manager can solve his/her task will be lay the basis to a successful outcome.

4. The growing role of technology

HR was already moving at an accelerated pace in adopting and utilizing cloud-based HR technology and intelligent automation tools and the organizations that are going to gain competitive advantage are those that will show the ability to adopt newer technologies in response to the need for speed and efficiency, while also keeping humans at the center.

Is your HR function struggling with adapting to these changes? We are happy to have a non-binding and confidential talk with you on how interim managers can create positive results to your business.

Want to know more?

Nextt Management are experts in Interim Management and have operated in the industry since 2003. Our philosophy is to provide top quality managerial solutions that  your business achieve your desired results.

Contact us today if you found this blog post relevant or if it sparked your interest. We are happy to have an informal talk with you on how an interim manager can create positive results to your business.