Evolving Role of HR in the Future Hybrid Workforce

Introduction 

The role of HR is evolving as the workforce becomes more hybrid. HR professionals are adopting HR analytics to enhance employee-oriented work cultures. The goal is to create work environments that are more engaging and productive. 

HR analytics is a powerful tool that can help HR professionals identify and address issues that may impact employee satisfaction and productivity. By understanding the data, HR professionals can make informed decisions about employee development, training, and retention. 

The future of HR lies in its ability to continue to adapt and change with the times. HR analytics will become increasingly important as the workforce becomes more hybrid. HR professionals who can use this tool effectively will be able to create work environments that are more engaging and productive. According to Apollo Technical’s productivity data, remote work might boost productivity by up to 77%. 

What Is the Role of HR Manager? 

The HR manager is responsible for managing the human resources function in an organization. They oversee the recruitment and hiring process, employee relations, and employee benefits administration. The HR manager also works closely with the organization’s senior management team to develop and implement strategic HR initiatives. 

A company’s human resources (HR) department is responsible for various functions. The most important functions of the HR department include:  

  • Identifying and Recruiting Talent:  

The HR department is responsible for identifying the company’s talent needs and then recruiting individuals who have the necessary skills and qualifications to fill those needs. This includes posting job openings, screening and interviewing candidates, and conducting reference checks. 

  • Building Strong Employer-employee Relations: 

The HR department works to build strong relationships between the company and its employees. This includes creating and maintaining a positive work environment, handling employee concerns and grievances, and administering employee benefits. 

  • Maintaining a Healthy Company Culture: 

The HR department plays a key role in maintaining positive company culture. This includes developing and administering policies and programs that support the company’s values and goals and promoting employee engagement and satisfaction. 

  • Handle Disciplinary Actions:  

The HR department is responsible for handling disciplinary actions, including issuing warnings and performance improvement plans and conducting termination meetings. 

  • Putting in Place Workplace Policies:  

The HR department develops and implements workplace policies related to equal employment opportunity, anti-discrimination, and harassment. 

  • Performance Monitoring:  

The HR department monitors employee performance and provides feedback to employees and managers. This includes setting performance goals, conducting performance reviews, and providing coaching and development opportunities. 

What is Hybrid work culture? 

Hybrid work culture is one that combines elements of both traditional and modern work styles. For example, a company may allow its employees to telecommute or work remotely part of the time but still have regular face-to-face meetings and require them to be in the office for certain days of the week. 

The goal of hybrid work culture is to create a more flexible and balanced work environment that meets the needs of both employees and employers. There are several benefits of this type of work culture, including increased productivity, creativity, and engagement from employees, as well as improved work-life balance. 

However, some challenges come with implementing a hybrid work culture. For example, it can be difficult to manage and monitor employees working remotely, and there may be some tension between those in the office and those not. 

Overall, hybrid work culture can be a great way to create a more flexible and enjoyable work environment. Before implementing this culture in your workplace, it is essential to consider the pros and cons. 

Some of the advantages of hybrid work culture for employees include: 

  • Increased Flexibility: One of the biggest advantages of hybrid work culture is that it offers employees greater flexibility. For example, employees may be able to choose when and where they work and how many hours they work each week. This can be a great way to improve work-life balance and reduce stress levels. 
  • Less Time Spent Commuting: Another advantage of hybrid work culture is that it can reduce the time employees spend commuting. This is because employees can choose to work from home when it is convenient for them, rather than having to commute to an office. 
  • Improved Morale: A hybrid work culture can also improve employee morale. This is because employees will feel more empowered and appreciated if they are given the opportunity to work in a way that suits them best. 

Some of the advantages of hybrid work culture for employers include: 

  • Increased Productivity: One of the employers’ biggest advantages of hybrid work culture is that it can lead to increased productivity. This is because employees will be more motivated to work if they are given the opportunity to work in a way that suits them best. 
  • Reduced Overhead Costs: Another advantage of hybrid work culture for employers is that it can reduce overhead costs. This is because employers will not need to provide office space for all of their employees. 
  • Improved Recruitment and Retention: A hybrid work culture can also improve recruitment and retention. This is because potential employees will be attracted to companies that offer this type of work culture. Additionally, employees will be more likely to stay with a company if they are happy with how they work. 

Overall, hybrid work culture has a number of advantages for both employees and employers. 

Benefits Of Digital HR in a Hybrid Work Culture 

Digital HR tools are revolutionizing the process of managing employee data and analytics across the globe. They are providing organizations with new ways to identify, attract and retain the best talent. Additionally, digital HR tools are helping employees to achieve a better work-life balance and providing a more holistic approach to employee grievances. 

The traditional HR process is often time-consuming and paper-based. This can make it difficult to manage employee information and data effectively. Additionally, the process of recruiting and onboarding new employees can be lengthy and complicated. Digital HR tools are changing all of this. 

Digital HR tools are enabling organizations to manage employee data more effectively. They are also providing new ways to identify, attract and retain the best talent. Additionally, digital HR tools are helping employees to achieve a better work-life balance and providing a more holistic approach to employee grievances. 

Some of the benefits of digital HR tools include: 

  • Managing Employee Information Across the Globe:  

With digital HR tools, organizations can manage employee data more effectively. This includes managing employee information, tracking employee performance, and managing employee records. Additionally, digital HR tools can help organizations identify, attract and retain the best talent. 

  • Leveraging Data and Analytics:  

Digital HR tools are providing organizations with new ways to collect, analyze and use employee data. This data can be used to improve organizational performance, identify trends and make better decisions about employee development and retention. 

  • High-quality Recruitment:  

Digital HR tools are helping organizations streamline the recruitment process. This includes automating job postings, managing applicant tracking, and conducting video interviews. Additionally, digital HR tools can help organizations identify the best candidates for a role and assess their suitability. 

  • Enhancing Employee Experience:  

Digital HR tools are changing the way employees interact with HR. This includes providing employees with self-service options, online portals, and mobile applications. Additionally, digital HR tools can help organizations to improve communication and collaboration between employees and HR. 

  • Focus on Employee Development:  

Digital HR tools are helping organizations to focus on employee development. This includes providing employees with access to learning and development resources, tracking employee progress, and assessing employee performance. Additionally, digital HR tools can help organizations identify training and development needs and create customized development plans. 

  • Helping Employees Achieve Work-life Balance:  

Digital HR tools are helping employees to achieve a better work-life balance. This includes providing employees with flexible working options, managing leave requests, and tracking employee attendance. Additionally, digital HR tools can help organizations provide employees with access to child care, health, and wellness resources. 

  • A Holistic Approach to Employee Grievances:  

Digital HR tools are providing a more holistic approach to employee grievances. This includes providing employees with access to an online portal where they can raise concerns, track progress and provide feedback. Additionally, digital HR tools can help organizations to investigate concerns, resolve issues and provide employees with support. 

Examples of Digital HR Adoptions 

Organizations are increasingly turning to digital HR methodologies to enhance productivity. By automating HR processes and automating communication, digital HR can help organizations keep track of employee performance, identify training and development needs, and improve employee engagement. Additionally, digital HR can help reduce the administrative burden on HR staff, freeing them up to focus on strategic initiatives. 

One example of an organization that has adopted digital HR methodologies is GE. GE has implemented an HR management system that allows employees to access their HR information online. This system enables employees to view their performance data, request time off, and update their personal information. The system also allows managers to approve time off requests and access performance data. By automating these processes, GE has improved efficiency and reduced the administrative burden on HR staff. 

Another example of an organization that has adopted digital HR methodologies is Microsoft. Microsoft has implemented a My HR system that allows employees to access their HR information online. Employees can view their performance data, request time off, and update their personal information. The system also allows managers to approve time off requests and access performance data. By automating these processes, Microsoft has improved efficiency and reduced the administrative burden on HR staff. 

Digital HR can help organizations keep track of employee performance, identify training and development needs, and improve employee engagement. Additionally, digital HR can help reduce the administrative burden on HR staff, freeing them up to focus on strategic initiatives. 

Conclusion 

The role of HR will continue to evolve in the future hybrid workforce as the workforce itself becomes more hybrid. HR will need to be more strategic in their approach to managing the workforce, and they will need to be more flexible and adaptable in their approach to managing employees. They will also need to be more proactive in their approach to employee engagement and retention. If you want to become a qualified HR professional, you should enroll in UNext Jigsaw’s IIM Indore-certified Certificate Program in People Analytics & Digital HR. 

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