06Jun

In so many ways the impact of COVID-19 has been far-reaching, touching virtually every part of daily life. Among the most profound changes wrought by the pandemic has been how we work.

Human resources professionals agree that the workplace in 2021 will be very different from the one we knew at the end of 2019. Certainly, for some workers and in some industries, the changes will be less obvious and may even feel like “business as usual.” For others, it will be an entirely transformed experience.

What’s ahead? What are the workplace trends that human resources professionals will grapple within the year ahead?

Brian Kropp, chief of HR research at the consulting and research firm Gartner, shared on Human Resource Executive the HR trends he says will prevail next year. On his list – and on every other list from other HR professionals and thought leaders – is the acceptance of remote work as common practice, rather than some special benefit.

No longer a trend, Kropp says, “The next wave of flexibility will be around giving employees flexibility over when they work. Next year will see a rise of new jobs where employees no longer have an agreed-upon set of hours to work and instead just focus on a set of outputs to achieve, regardless of how long it takes them to achieve those outputs.”

Agreeing that remote work is now an established practice, HR thought leader Trish McFarlane, in her list for SAP, advised HR professionals to “Prepare to be flexible with scheduling and options for online trainings and upskilling.”

As part of the acceptance of work-from-home, Kropp sees a shift toward managing the life experiences of employees.

“We have seen (as a result of the pandemic) the struggles that they have faced when it comes to working from home, from balancing raising kids and working, and from caring for their family members,” Kropp writes. Supporting workers with these struggles gives them better lives and enables them to work more effectively.

“2021 will be the year where employer support for mental health, financial health and sleep will become table stakes of the benefits offer given to employees,” he says, addressing mental health support itself as one of the key HR trends: “Employers will work to de-stigmatize mental health by expanding mental health benefits, creating collective mental health days and supporting other initiatives to improve the mental health of their employees.”

Among the other HR trends Kropp sees are:

  • More companies will take public positions on societal and political issues.
  • States will compete to attract talent, rather than companies to move there.
  • The gender wage gap will intensify in 2021 as more men choose to return to the workplace than women.
  • Companies will shift from building talent to buying and renting it.

Like Kropp, other HR leaders see a broadening of the employee experience to be more encompassing of life experiences:

  • McFarlane says “Mental and emotional well-being will become central to the employee experience.”
  • The ReWork editors at Cornerstone predict the next step in the evolving employee experience is that “We will practice empathy in a virtual world.”

While all offer other, additional trends — some new, many accelerated by the pandemic — all see a different world of work in 2021.

As the ReWork editors wrote, “2020 has accelerated inevitable changes and forced industries, companies, and most importantly, people to adapt to these changes over a considerably short amount of time.

“And 2020, if nothing else, has shown us that people are resilient, organizations can adapt in the face of rapid change, and together, they can create extraordinary outcomes.”

Photo by Cytonn Photography on Unsplash

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Green Key

Why Is the Cybersecurity Gap Growing?

In 2016 Cisco estimated there were a million unfilled cybersecurity jobs worldwide. Last November, (ISC)2, the International Information System Security Certification Consortium, said the world was short 4 million cybersecurity professionals.

Why has the gap widened?

Dice.com, the tech careers site, says the reasons are numerous. Two, though, stand out, Dice says in a recent post:

  1. “Many cybersecurity workers feel constrained by a lack of career development and training offered to them.”
  2. “Enterprises that need highly-skilled and motivated employees to ensure the business is secure are not taking the right steps to nurture the talent needed to make that happen.”

To explain that, Dice cited a survey by Enterprise Strategy Group (ESG) and the Information Systems Security Association (ISSA), which revealed that 68% of the cybersecurity professionals feel they have no well-defined career path. Most moved into security because of a personal interest after first working in different IT areas.

Steve Durbin, managing director of the Information Security Forum, told Dice there’s a disconnect between human resources and security teams. HR doesn’t understand what skills are important, nor does it recognize the mental and physical toll cybersecurity takes.

“This hinders the organization’s ability to identify relevant talent and provide adequate support for the professional development of the security workforce,” Durbin said.

It’s easy to get “pigeonholed,” Morgan Mango, a cybersecurity researcher, says. As an example, she says someone working in PKI early in their career might get tagged as a specialist, limiting their options.

“I would always suggest people to find a job in cybersecurity that’s very flexible and very broad in terms of job description and tasks,” Mango told Dice.

Organizations have a responsibility to encourage development of their security professionals.

“To build a sustainable security workforce,” Durbin said, “Organizations should adapt to market demands by seeking candidates with diverse competencies and skill sets coupled with providing competitive benefits and structured career development. For some these changes are already underway but for the majority, the approach is still new and untried.”

Photo by Adi Goldstein on Unsplash

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Green Key