HR issues in 2023

The human factor occupies an important place in any company, it goes without saying that the human resources department plays a predominant role within a company. The intervention of the latter is necessary at each stage of the employees’ working lives. However, as a business leader, manager or human resources director, you will undoubtedly be confronted with several problems in the accomplishment of your missions. What are the issues? How to deal with them? These are the questions answered in this article.

Retain employees and talents

Retaining employees and talent is certainly the most important HR issue in a company. Indeed, the worst nightmare of human resources departments is to spend several months, or even years, training employees who eventually leave. This situation kills the company’s economy and resets it, as recruitment and training require large budgets.

In addition, good profiles are rare and turnover can, in addition to being expensive, compromise the productivity and image of the company. Not only is the recruitment process long and tedious, but it will also be necessary to train the new recruit and integrate them into the team.

To avoid this loss of time and money, HR has an interest in retaining the employees that the structure already has. To do this, the human resources department must activate certain important levers. It must:

• be transparent about remuneration;
• improve the work environment and corporate culture;
• communicate internally;
• organize incentives such as going to the cinema, parties, etc. ;
• provide training for employees to improve and develop their skills.

Taking the opinion of employees via a platform of trust of employee opinions is also necessary to solve the HR problem of loyalty. Thanks to these opinions, the company will know the needs and difficulties of its staff to better satisfy them. In addition, these reviews give new employees valuable information such as working conditions, benefits of working in this organization, atmosphere, etc. This promotes employee and talent retention.

Improve employee engagement and motivation

In 2023, motivating employees is a major HR issue for human resources management departments. The tools used to address this issue are almost identical to those used for employee retention. For example, the HRD can organize team buildings and seminars to strengthen team spirit. It can also offer employees a monthly gym membership or yoga sessions per month.

Whether employees are on permanent or fixed-term contracts, they must benefit from the same motivation programs. In addition, to better involve and motivate them, it is possible to involve them in the development of the structure. This involves taking into account their ideas and suggestions or their participation in the definition of strategic issues .

In addition, to engage and motivate workers, HR departments can offer them regular support. This action may consist of a periodic assessment, a skills assessment or the personalisation of their career. Other tips to solve this HR problem in business :

• put each employee in the position that is adapted to them according to their skills;
• give meaning to the work of staff,
• ensure the management of conflicts at work within HR,
• Give feedback and celebrate every success.

The more engaged and motivated your employees are for work, the more productive they are. The HR issue of employee motivation should therefore not be neglected.

Respect diversity and professional equality

It is a pity that we have to mention this subject among the problems of human resources in structures. But we cannot escape the reality that diversity and professional equality represent a major HR issue in companies. It is not uncommon to see employees suffer or complain of discrimination in their work environment.

To address this issue, companies need to have a workplace diversity policy. It is also necessary that:

• the recruitment procedure is free from any form of discrimination, whether at the level of job offering, interview or refusal of application;
• HR includes disabled people in the workforce according to the proportions provided for by law or the company pays compensation to the FIPHFP (Fund for the Professional Integration of Disabled Workers);
• the HRD really advocates professional equality between women and men for remuneration as well as for career development opportunities.

In addition to these rules, human resources can promote an organizational culture that promotes collaboration and inclusion by respecting the 4 essential elements of corporate culture. Thus, they prevent any discriminatory act in the company.

Managing change

There is no shortage of changes within a company and their impact depends on how they are managed. Their management is therefore a significant HR issue . For example, HR is the first to be affected by digital transformation in companies. In addition to technological changes, this new mode of operation involves organizational and structural changes. Its implementation will therefore be the responsibility of the HRD. The role of human resources is to ensure that all employees are informed, trained and equipped to adapt to these changes.

Also, since the Covid-19 health crisis , working methods in structures have undergone significant changes. These range from the recruitment of new employees to the reorganization of teams, including dismissals, job changes, the introduction of teleworking, etc.

The HR problem of change management generates several others such as that of remote management. HR must find new management strategies to engage remote employees.

Improving the quality of working conditions

Here’s another HR issue HR professionals face when managing people in 2023. Employee motivation and retention depend directly on the quality of life at work. This brings together the various actions that HR implements to improve the working conditions of staff and by extension the overall performance of the organization.

For legal reasons, it is necessary for HRD to guarantee workers a safe working environment in all circumstances. It must also ensure that employees are well trained in the use of their work tools, that they have the necessary information about their responsibilities and the risks they face.

Regarding the equipment, the company is obliged to ensure that it is always in good condition and complies with standards. After the security component, human resources must think about the implementation of a QWL policy. This strategic lever of human resources makes it possible to engage employees and improve the performance of the structure.

Conducting a staff satisfaction survey to optimize the employee experience is still a possible solution for the HR problem related to the quality of working conditions. To apply it, it is possible to consult an example of an employee satisfaction questionnaire. All these measures reduce absenteeism, stress at work, sick leave, risk of accidents, etc.

Attract, recruit, train and monitor talent in the company

As in most companies, recruitment management in France, and more specifically in Paris, is a very important HR issue . Indeed, it is difficult today to find the right profiles, that is to say candidates with the hard and soft skills necessary for the positions.

This is mainly due to the meteoric growth in the number of freelancers. But thanks to digital, there are now multiple channels to attract and recruit the best talent. For example, it is possible to recruit new employees free of charge on social networks such as LinkedIn.

After recruitment, human resources must face the HR problem of training new recruits. They must ensure that they are sufficiently seasoned to accomplish their missions. Finally, successfully integrating new employees, monitoring and managing employees’ skills is another challenge. It promotes employee engagement, motivation and retention while attracting other talent.