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Points of attention for HR professionals in 2023

Published on December 20, 2022 by Pierre Belhache - 5 mins reading time
SMALL BUSINESSES Companies Environment Invoices Procedures

Human resources managers have always had the mission of optimizing their company's productivity by making the most of their workforce. Of course, technology has continued to transform human relations within companies, but other things, other factors are also coming into play that are forcing HR managers to evolve their function. Among the new concerns of these professionals are employee engagement, the implementation of a CSR (corporate social responsibility) policy, talent and expense management, among others. Let's take a look at the points to watch out for and not to neglect for HR professionals on the horizon in 2023.

Engaging and mobilizing employees

Employees increasingly feel the need to give meaning to their work. The HR manager must ensure that recognition is reinforced to develop employee involvement. Digital evolution requires rapid decisions. Change can be difficult. The HR manager must understand the real needs and enable teams to make the most of digital transformations.

The time has come for individualized, participative management. This means identifying personality types andadopting a communication style suited to each. Frequent interaction between managers and employees encourages dialogue and enables information to be gathered on any fears or demands.

Employees are an integral part of the company. Employees who have more freedom, less hierarchical pressure, and to whom management assigns responsibilities and tasks compatible with their skills and wishes, will be more effective and more motivated. By placing its employees at the heart of its history, the company will develop its own identity, which can only be beneficial.

A good team atmosphere is also essential for better internal cohesion. This is a major factor not to be overlooked.

Talent management

Faced with the current economic difficulties, companies need to be competitive. The ability to compete also depends on the quality of the workforce. Finding, motivating and retaining new talent means changing the way we recruit and manage. The balance of power has shifted. It is now up to the company to make itself attractive.

In the post-Covid period, jobseekers are favored by a tight labor market. This trend will continue into 2023. More than ever, HR managers are called upon to match labor supply and demand.

Telecommuting, for example, is massively in demand among employees, who see it as a better way of reconciling their private and professional lives. Employers therefore have every interest in offering it.

Workplace well-being, like salary, is an essential factor in retaining talent. Talent aspires to greater flexibility, not only in terms of working hours and location, but also in terms of assignments and contracts. Digitalization makes this flexibility possible. It's high time companies equipped themselves with high-performance digital tools.

CSR policy

The majority of French companies are realizing that they need to become socially and environmentally responsible to appeal to future employees.

A poor brand image in this area is detrimental to recruitment. On the social side, it's all about ensuring the health, safety and happiness of employees in the workplace. On the environmental side, waste treatment, recycling, the use of renewable energies and the reduction of greenhouse gas emissions are even mandatory since the 2019 Pacte law.

Human resources managers are at the heart of this policy. It's up to them to drive forward ideas within the company and ensure they are implemented.

Cost and expense management

Excessive staff turnover and absenteeism have a negative impact on a company's performance, while also representing a significant expense.

One of the functions of the HR manager is to minimize costs by anticipating personnel requirements. Payroll remains by far the largest item of operating expenditure.

The HR budget includes funds allocated to hiring, salaries and benefits, training, staff recruitment and working conditions.

Although people now play a key role in the company, they must also add real value.

Investing in business expense management software can be a wise move, as it willautomate various tasks andprovide real-time tracking.

It is also advisable to set up relevant dashboards, install cost accounting software and develop internal processes for managing payroll expenses.