Top 10 HR trends in 2021 that help to shape your Strategy

2020 has been a year like no other. COVID-19 has changed the way we work. While we are still living with the pandemic at the time of publication, we need to start preparing for a post-COVID world. In this article, we'll reflect on the 10 HR trends we expect in 2021 and beyond. While some trends have been going on periodically and were simply accelerated by the developments for the year, many of them are the inevitable result of drastic changes that businesses had to go through and in some cases still are faced

What is HR analytics ?

Call it as people analytics or talent analytics or workforce analytics all referred to HR analytics which involves collecting, analyzing, and reporting HR data like Employee surveys, Attendance record, reviews, career history, Demographic and Personality data, and much more. This data helps to measure overall business performance and make decisions based on data for organization growth. Since that day Human Resource Management has changed dramatically with technological transformation. The HRMS has shifted from an operational discipline towards a more strategic approach, The popularity of the term Strategic Human Resource Management (SHRM) demonstrates this. The data-driven approach that characterizes HR analytics is in line with this development, by using analytics HR doesn't have to rely on gut feeling anymore. Furthermore, HR analytics helps to test the effectiveness of HR policies and different interventions within the organization. In this age of disruption and uncertainty, it is vital to make the best decisions in order to navigate our new realities.

1. Remote work model

Although working from home has become more and more common. HR teams develop telecommuting policies to manage different work situations in a wide variety of industries. HR technology vendors are also gearing up to tackle issues like performance management of virtual employees, secure access to online payroll information, integration of license management features, and more. The shift to telecommuting has also affected the mindset of employers and employees. One important trend that appears to be on the decline is that of “presenteeism”. Previously, many employees spent more time at work - well beyond office hours - to create a good impression. This approach is about to be abandoned due to remote working.

2. Cloud-based HR system

Since the onset of the COVID-19 crisis, companies have made major investments in HR technology, with a focus on cloud-based HR systems that are easily accessible anytime, anywhere, with total data confidentiality.

With organizations working remotely, you should:

  • Stay connected and up to date with employees
  • Access employee data in real-time
  • Track employee schedules
  • Set agile goals, monitor employee performance, and provide feedback
  • Focus on workforce planning for uncertain situations
  • Provides solutions that balance productivity and employee well-being
  • Implement self-service portals for employees to empower employees
  • Provides reports, dashboards, and analytics for managers and HR for informed decision making
  • Automate recruitment and onboarding to improve the candidate experience
3. Employee Experience

Before the pandemic, employers were paying attention to the employee experience. but COVID 19 has forced HR teams to rethink the employee journey while measuring the practical experience of the job - from hiring the job to job resignation. It was agile to manage the employee experience, and it is still agile to examine the staff of employees when they are working from home.

Employee feedback and mentoring will be part of the new enhanced employee experience. A trend emerging from HR 2021 will be visible for employee experience strategies maturing as flexible telecommuting policies, 360 ° surveys, ensuring employee well-being, learning, and developing business shifts. services and more.

4. Training and Upskill

Skills upgrading is the process of acquiring relevant new skills that are needed today and in the near future. Some examples of improvement efforts include analytical skills, digital skills, and organizational transformation skills.

While there was already a strong need to qualify much of the global workforce before COVID-19, this need only became more evident in the following months. Unfortunately, in the search for HR professionals with forward-looking skills, harvests are scarce. Rather than continually looking for new talent, the most effective way is to improve the skills of your HR team, ensuring that they have the expertise necessary to ensure success in a changing future. Upskilling in these areas of Data literacy, Business acumen, Digital integration will help make your HR department ready for the future.

5. Employee Health

With the onset of COVID-19 Physical health is very important, but now is the time to take care of the mental well-being of employees as well. And, without a doubt, HR has a unique role to play in this regard. Employee well-being will be one of the major HR trends in 2021.

Organizations are already rethinking holistic ways to recreate employee wellness programs and benefits, including physical wellness, mental health, flexible work hours, childcare, personal care for the elderly, paid holidays, etc. The trend to maximize employee safety will continue in 2021 as employers invest in employee wellness initiatives.

6. Acing analytics

Analytics is one of those oft-repeated topics we've seen on HR trend lists over the past few years. While people analysis is gaining traction in many organizations, the impact of its findings often does not yet exist. We have three recommendations for organizations looking for the best in analytics. While HR tracks a lot of data, there is often a gap in the areas that add the most value. One of the main concerns of CEOs is leadership; HR tracks very little data in this regard. examples include training and development and performance management. Tracking value-added data related to key organizational issues will drive more performance.

The fact that we collect little data on key topics is indicative of a lack of strategic integration of our HR systems. We need to have systems in place for the areas that help boost the business. It can be a one-off software-based solution or searchable through regular surveys. If this is the case, they must be managed by an HR strategic research steering unit.

The only point of failure in organizations isn't the people analytics team, it's the HRBP struggling to leverage data and insights from people analytics to make things happen. HRBPs need to learn to read, understand and communicate data as information for this to be resolved.

7. Digital Onboarding

Hiring is a time-consuming task, it requires time and attention for selecting an appropriate candidate. Many times candidates are not able to attend the interview on time because of a distant location this also affects the productivity of an interviewer as the scheduled interview has been behind the schedule many times this results in a negative impact. Addressing this issue, Humanware mobile applications are integrated with the feature of Digital interviews. The hiring department can now interview with just their smartphones.

8. Performance management

Tracking employee growth is not an easy task, requires continuous monitoring and updates. The human resources department cannot maintain or track the growth and development of each individual. With Humanware HRMS software, you can easily manage employee performance reviews. Graphical reports are useful when needed. Employees and HR can define their tasks themselves and view graphical reports, also on their smartphones. This allows HR to see employee performance on the go

9. Mobile Application

The audience for mobile users is larger and steadily growing, with the use of devices such as smartphones, wristwatches, and tablets for shopping or entertainment is increasing. Unfortunately, business technology hasn't changed quickly enough to match this ease, so why not make your life easier, even at work. The Humanware application mobile designed for user-friendly, attractive, and intuitive mobile use allows users to do their work anywhere.

The Humanware mobile app is a powerful and responsive mobile app designed to empower businesses. With increased efficiency and convenience, employees can now stay connected to the organization anytime and from any location. It empowers employees with Chatbot, Employee Centric, Essay Entrigation, and 24/7 connectivity.

10. Data-Driven HR

HR teams process a lot of data and information. HR teams can use analytics to better understand the data they collect. This data-driven insight can be invaluable to businesses and their leaders. They can be harnessed to make smarter workforce forecasts and decisions. HR teams can use this data to learn about employee productivity habits, which tools they find most useful, and more. Other parameters to which the analysis can be applied are absenteeism, turnover rate, rate of acceptance of offers, etc. In addition to evaluating team performance, HR professionals can also use this data to understand the reasons for these numbers and come up with workable solutions.


No matter small or a large company, if you are looking for an HRMS system, consider the Humanware HRMS software because of its modules such as Employee Central, Digital Onboarding and Recruiting, Learning, analytics and reporting, and many other features. with the help of Humanware HRMS software digitize your HR process.