4: Expanded employer role as social safety net “While gig workers offer employers greater workforce management flexibility, HR leaders will need to evaluate how performance management systems apply to these workers and determine whether they will be eligible for the same benefits as their full-time peers.” No. “Our research finds that 32% of organizations are replacing full-time employees with contingent workers as a cost-saving measure,” says Kropp. Gartner analysis shows that organizations will continue to expand their use of contingent workers to maintain more flexibility in workforce management post-COVID-19, and will consider introducing other job models they have seen during the pandemic, such as talent sharing and 80% pay for 80% work. Many organizations responded to the pandemic's economic impact by reducing their contractor budgets, but there has since been a shift. The economic uncertainty of the pandemic has caused many workers to lose their jobs and exposed others for the first time to nonstandard work models.
Read more: Do’s and Don’ts of Using Employee Data No. Make sure to follow best practices to ensure responsible use of employee information and analytics. While some companies track productivity, others monitor employee engagement and well-being to better understand employee experience.Įven before the pandemic, organizations were increasingly using nontraditional employee monitoring tools, but that HR trend will be accelerated by new monitoring of remote workers and the collection of employee health and safety data. Gartner analysis shows that 16% of employers are using technologies more frequently to monitor their employees through methods such as virtual clocking in and out, tracking work computer usage, and monitoring employee emails or internal communications/chat.
Consider whether and how to shift performance goal-setting and employee evaluations for a remote context. As organizations shift to more remote work operations, explore the critical competencies employees will need to collaborate digitally, and be prepared to adjust employee experience strategies. 1: Increase in remote workingĪ recent Gartner poll showed that 48% of employees will likely work remotely at least part of the time after COVID-19 versus 30% before the pandemic. Visit now: The Future of Work Reinvented No. And in some cases, COVID-19 has forced the pendulum of a long-observed pattern to one extreme. Of the nine HR trends, some represent an acceleration of existing shifts others are new impacts not previously discussed. "Leaders who respond effectively to these HR trends can ensure their organizations stand out from competitors.” “It’s critical for business leaders to understand that large-scale shifts are changing how people work and how business gets done,” says Brian Kropp, Distinguished Vice President, Gartner.
“ģ2% of organizations are replacing full-time employees with contingent workers as a cost-saving measure 2022 is likely to be an exciting year for the engineering and construction industry, and our annual outlook explores five key themes to watch closely.The imperative for those leaders now is to evaluate the impact each HR trend will have on their organization’s operations and strategic goals, identify which require immediate action and assess to what degree these HR trends change pre-COVID-19 strategic goals and plans. These technologies can help E&C firms support initiatives such as smart cities, urban air mobility, and climate change programs and help enhance internal operational efficiencies, reduce costs, and improve margins. The industry has increased its investments in digital, including through mergers and acquisitions (M&A), as it prepares to shift toward connected construction capabilities. The residential segment is expected to stay strong and exhibit similar activity as it did in 2021. The Infrastructure Investment and Jobs Act (IIJA), with investments across health care, public safety, and other public infrastructure, is expected to bode well for the E&C firms and is likely to accelerate recovery across the nonresidential segment. In 2022, as we move into the second year of recovery, the industry has a big role in supporting the nation’s growth plan. The 2020 recession was among the shortest ever, but its impact continues to be observed across both the larger US economy and the engineering and construction (E&C) industry.