In order for organizations to stay on top in 2022, it’s critical to have the right strategies in place that not only considers employee preferences and the changing talent landscape, but one that also sustains and aligns with the desired culture and overall vision of the credit union. This is especially true for the increasing changes the HR role has been and will continue experiencing. Below are a few trends to rethink, understand and prioritize in the new year.
Over the past two years, here have been significant changes to the way we work, when we work and where we work. While some changes have proven to be positive—such as increased flexibility—there are many changes for which we can’t yet predict an outcome. Therefore, it’s important to shift talent strategies around needed skills rather than the role or job title.
This change is necessary for a couple of reasons. First, with roles and job descriptions continuing to shift rapidly, employers are looking for experts with specific skill sets and reskilling their current employees to prepare for the pace of change. In fact, 40% of HR leaders say that they are unable to build skill development solutions fast enough to meet the needs of evolving skills, according to Gartner. With remote work being a more permanent solution than we have seen in the past, employees also have more flexibility to obtain online certifications in areas that focus on specific skills. Another reason this change in mindset is important is to retain top talent. Rather than staying stagnant, training and upskilling employees can lead to higher-performing teams, innovation and talent retention to better cater to the needs of the organization and shifts in business strategy.
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