The last two years have brought about a sea change in global HR.
Navigating a global pandemic, skills shortages, remote working, and the transition back to hybrid working, in many cases, have led to an evolution in expectation from employees and employers. Business and employee mindsets have been changed because of the pandemic and international HR professionals will have to bridge any gaps in expectation that might exist.
High priorities for global HR professionals in 2023 include:
Hybrid working was introduced by many employers to encourage their fully remote workforce back to in office working on a flexible basis. Global statistics are difficult to find but research in the US shows 74% of previously office-based employees are now working on a hybrid basis. In Singapore 80% of employees favour hybrid working.
Data shows there are many benefits to working from home and office. Many employees report higher levels of productivity, better work life balance and much less time spent commuting. However, it has not been without its challenges. Employees are conscious of:
It is going to be essential for international HR teams to help employees accentuate the positives of hybrid working while mitigating the challenges. This may be in the form of changing the company culture, so it is easier to engage with in a hybrid workplace, encouraging employees to make collaboration and communication more intentional.
Organisational culture has been impacted by a global move to hybrid working. Research by Gallup showed 32% of employees feel less connected to their organisational culture while hybrid working. As organisational culture is a key factor in recruiting and retaining employees, there is likely to be pressure on management and global HR teams in 2023 to create a culture that functions well regardless of where employees work.
This can be achieved by:
A survey by Glassdoor found transparency improved company culture and employee engagement. While it may be easy to be transparent when everyone is in the office, it becomes more challenging when people are working from multiple locations. Make it easier for employees to know what is happening within the business by:
One of the challenges global HR teams have had to contend with in the past year have been skills shortages. This, coupled with the potential of recession looming in parts of the world there may be more pressure on global HRs to do more with existing employees rather than reaching out to the market. HR departments can offer upskilling or training programmes to existing employees who already have tacit knowledge of how the company works.
There is no doubt 2023 is going to continue to pose some challenges for international HR however it is also likely to be a year filled with opportunity. With careful planning and execution your business can do more with your existing workforce by improving the culture and environment they work in.
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