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The last year showed everyone just how fast the world can change. The world of work was undergoing disruption before the pandemic, and it’s going to continue changing when it ends too.

HR professionals probably feel this acutely. Work from home is here to stay in some capacity. Technology will continue to drive innovation in the HR space. Employees will keep pushing for a redefinition of work-life balance, and Gen Z will be major drivers of this kind of rethinking.

How can you make sure your HR department is ready to face the rapid evolution of the workspace and the workforce? You can take these steps.

Create a Strategic Plan

By recognizing the need to be prepared for the rapid changes, you’ve taken your first step. Creating a strategic plan for HR is your next move. You may already have a strategy for the business or for other departments. HR needs one too.

The strategic plan in HR will help you plan for the growth of your team. You’ll want to look at training and development programs, as well as the hiring process. What do you think the business will need over the next year? The next five years? A strategic plan helps you grow in a more structured way and fill in skills gaps.

A plan can also outline technology adoption and changes. You’ll want to look at everything from the people in HR to the processes you use to deliver.

Adopt the Right Technology

Once you have a plan in place, it’s time to adopt the technology you need to run the HR department of the future. HR technology is crucial for the remote environment and the virtual office. It helps you retain talent, as well as enabling more informed decisions about everything from schedules to benefits, to project estimates.

The right technology also allows you to digitize processes like benefits administration or onboarding. In turn, your HR team can deliver seamless service to other members of your team. That saves them time, which frees them up to help with compliance, employee support, development, and so much more.

Stay on the Lookout for Trends

Next, you’ll want to use the data your technology can collect to help you identify trends within your business. This can help you do everything from building better compensation packages to identify talent gaps and so much more.

You’ll want to look outside the business for trends as well. Your own data may not be able to inform you of the latest trend in HR technology or legal issues. Your data can determine how wise it is to invest in “trendy” solutions. An example might be pet insurance. Everyone might be talking about how Gen Z wants this as a benefit, but benefits use and surveys of your own team may paint a different picture.

Using this two-pronged strategy, you can identify trends that make sense for your business and your team.

Build Change into Your HR Culture

Finally, you’ll want to review the culture of your HR department. A culture of change embraces new ideas and shows interest in improvement. Make learning, development, and innovation core values for both your HR team and the rest of your organization.

Why is this important? Even if you want to adopt progressive solutions, a culture that doesn’t value change makes it difficult to find new solutions. Employees may resist new ideas or continue doing things the way they’ve always been done.

By crafting a culture of change, you can make change and transition easier for your team. You’ll be more ready to face the demands of an ever-evolving world of work.

Ready to discover the kinds of technology that can support your HR team? Get in touch with our expert team and learn about what the right human resources information system can do for you.

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Margaret Reid

As the senior vice-president of Apri Insurance Services Inc., Margaret is a benefits consultant and manager of technical support. She has almost 40 years of experience in employee benefits as well as processing health and dental claims, benefits administration, and client service and groups sales. Margaret worked at Crown Life, a major insurance carrier, for 20 years, then worked at CG&B as the manager of their group department. She moved to B.Comm Financial Insurance Solutions in 2007, which merged with several other benefit consulting companies in 2011 to create Apri Insurance Services Inc. Margaret has unintentionally followed in her father’s footsteps. He was a group sales rep with Crown Life when she was a child and helped her get her first job in group insurance, which led to her current career path.

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