The 5 HR trends for organizations in Australia looking to redefine their HR function

The 5 HR trends for organizations in Australia looking to redefine their HR function

Popularly known for its natural wonders, Australia is one of the world’s most urbanized and fastest-growing countries. But like every country in the world – Australia too faced the consequences of COVID-19.  While industries like healthcare and social assistance, public administration, finance and insurance, and mining have seen a positive impact of COVID-19, organizations, in general, were forced to take a momentary break to rethink the way forward.

As per a survey conducted during COVID-19 in Australia (CLICK HERE TO READ MORE), organizations mentioned business continuity, remote working, and employee well-being as significant concerns. Change in work practices, tracking performance and productivity, and managing employee well-being were among the top reasons organizations found transitioning to remote working particularly challenging.

Overall, just like every other organization globally, organizations in Australia are also witnessing a paradigm shift. Here are key trends that are redefining HR and its operations for organizations in Australia –

Hybrid Working Model – Now, more than ever, employees seek hybrid working models that provide employees the flexibility to work from their place of choice – office or remote! The “new normal” redefines how employers strike a perfect balance in offering flexibility to work and maintaining productivity levels. Remote working is undoubtedly a trend that is here to stay! A massive reform to the conventional way of working.

Digitizing HR in and out – The recent pandemic has made significant inroads for technology in organizations all over Australia. Whether it is building data and analytics-driven organization or engaging employees based in various remote locations, or merely automating HR processes, the face of technology is now going to take organizations by storm. This also means that HR will have to be more fluent and well-versed with digital concepts and not take a leap of faith while selecting an HR technology platform. HR will have to strike a balance by keeping one foot in the past (experience) and another foot in the future (vision) to make informed decisions for selecting HR tools/modules that are best-fit for their organizations.

Pay and Compliance – In 2019, organizations in Australia witnessed a massive crackdown on employment compliance. The crackdown uncovered many large employers in Australia were underpaying their staff up to hundreds of dollars. What makes this worst is the complex Australian pay system and to add to the existing burden was the pandemic. It is no longer ‘OK’ to pay employees on-time or run your organization on basic employment rules. The constantly changing business environment with uncertainties requires an organization to leverage technology to calculate and disperse employee payroll accurately and on-time. Further, help organizations keep abreast and adapt to the changing laws.

Employee well-being and development as a new form of engagement – A study published by Aetna indicates 70% of employers believe they provide reasonable access to health and wellness benefits. In comparison, only 23% of employees agree. Companies will now have to invest in helping their employees manage stress and depression to promote overall employee well-being and promoting a strong “employee-driven” culture. This will significantly go long for organizations looking to create brand advocates and attract and retain top talents.

More power to the users – Employees, aka users, are among the most critical aspects that can make or break any HR process. Employees are the key stakeholders that ultimately use the technology and define the sustainability of any product or change implemented in the HR function. Empowering users (You can also refer to – with the right set of tools and techniques can not only help make the life of an HR personnel easier but employee’s experience far more superior.

The trends identified above can be looked at as steppingstones for Australian HR executives and managers. These are a few trends that critical and need for the hour. HR, in general, should learn from every experience and downfall they face as these helps in preparing them to overcome the challenges of tomorrow and to fulfill the needs of the businesses they serve adequately!

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