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Whether you are an employer hiring new talent to fill a skills gap or a hiring manager looking to plan your hiring strategy for the next 12 months, it has never been more important to understand which competencies and attributes are the most sought-after in Human Resources. In uncertain times, innovative solutions are increasingly needed to solve complex problems.
With this in mind, we have collated a list of some of the top skills which are set to shape 2021 in Human Resources. These are the skills which teams will need to thrive and succeed this year. For team leaders, they illustrate areas that may require focus and may highlight skills gaps.
However, this should not be viewed as an issue but also as an opportunity to upskill teams and individuals to take advantage of the trends which will define the years ahead. The other articles in this eBook will help you hire with skills in mind, and help you understand why upskilling and reskilling are so important in a modern organisation.
The role of an HR professional has never been more complex. Technological advancements may be pushing forward the possibilities of people analytics and allowing for the automation of previously laborious processes, but the key challenges remain very human; these include the management of a 5-gen workforce and the ever-growing importance of policies around diversity and inclusion.
As generation-z professionals enter the workforce, it is important to know how to attract and retain them.
Although currently at the younger end of the labour market, Gen-Z is set to make up an increasing proportion of the workforce over the next 10 years. Sourcing and retaining this talent is crucial in securing the future of your organisation. Investing in perfecting your recruitment strategy and improving your culture to retain this talent, will prepare your workforce for tomorrow. Operating the newest technology and being innovative with your processes can attract new generational talent to your business.
Analysing data in HR can lead to strategic decision-making that will help your people to thrive.
People analytics is the future of HR. More data than ever is gathered on employees; having professionals in your team who can make sense of the information and use it to make decisions will be key in your attraction and retention strategies. Making significant data-led decisions can directly impact productivity, revenue, and profits. In the future, AI will enable us to make better informed decisions based on data that can help our people to improve. Therefore, it is important to have individuals with skills in this area who can drive this initiative forward.
Professionals who champion D&I can help to drive it within their organisation.
Diversity and inclusion remain high on the business agenda as we enter a new decade. It is crucial for businesses to have a voice in this space, and be working on action plans to improve D&I in their organisation. A diverse workforce has proven to improve the bottom-line, productivity, and workplace culture. Therefore, having a member of the HR team that can embody this and champion it throughout the entire organisation will be beneficial throughout 2021 and beyond.
Mentoring helps people to understand how they can tackle problems through the experience of others.
Getting the most out of your employees will mean developing them to become the best they can be within your organisation. Mentoring and reverse mentoring within the team is an important skill that will connect individuals and create a culture of cross-collaboration and continuous learning. Not only can this help individuals, but it can also reduce the reliance on managers and HR professionals to provide all the answers. Working with a senior mentor can really aid new members of staff to learn about the culture and expectations of an organisation.
As age diversity in the workforce increases, it is important that everyone feels included.
The HR function is at the heart of making sure that all people in the business feel included and supported in their roles and everyday lives. However, this is rarely a one-size-fits-all approach. Five generations are now active in the workplace, meaning that HR teams must be adaptable to ensure they are supporting each generation with their differing needs. Through the utilisation of data and analytics, you can understand demographics and formulate a comprehensive management strategy.
As more managers work remotely, it is important to keep your people engaged in their roles.
As the workforce continues to develop, the way that we work together in teams changes as well. Managing remotely is becoming more common in business. This is new territory for most people. Therefore, the ability to keep your teams engaged, even if team members or their leader are not present in the office, is a valuable skill that mirrors the dynamic workforce of the future. Effective management is crucial to ensuring your teams are working productively.
Communicating through digital platforms is crucial, as it boosts productivity.
Communication in business has always been paramount. But as systems continue to digitise, employees must be able to communicate effectively through digital platforms. Utilising tools such as Skype, Yammer, and IBM Sametime effectively can contribute to a smooth-running strategy. Being flexible in your approach will not only open digital communication to every member of your team, but will also allow everyone to feel comfortable and prepared to communicate digitally. Clear communication in the HR function is essential to ensure productivity in the team.
Effectively managing the implementation of new HR systems is crucial for businesses today.
HR is a function that continues to develop through the implementation of new systems and technologies, and the relentless pace of change is only set to accelerate. Having members of the team that are experienced and knowledgeable in this area can help to streamline this process and implement the system in a quick turnaround time. With the amount of new and improved HR systems available to businesses, professionals who know how to involve and excite the team when these are implemented can help with the process.
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