The predicted 2022 challenges for Human Resources (HR) are not only becoming true. They are surging by the day. A renewed focus by the HR Business Relationship Manager (BRM) will help addressing these 2022 HR challenges. A focus on driving value, evolving culture, building partnerships, and on satisfying purpose is the answer. Learn why this shift in focus of the HR BRM will not only benefit your organization and those who are part of team. But also how it boosts your results and that of your stakeholders.
2022 HR Challenges
Industry experts predicted in late 2021 several challenges HR would face in 2022. So far, they have been spot on. What are some of those most common HR challenges? The list below pretends not to be complete. And the sources it has been pulled from are listed at the end of this blog.
- Hybrid Work is Here To Stay
- Focus on Diversity, Equity, and Inclusion (DEI)
- Compassionate and Empathetic Leadership
- Redefined Employee Experience (EX)
- Employee Belonging is Essential
- Skill-Based Hiring
- Leveling Up HR
- Technology Becomes the Transformational Driver
- Organizations Show Their True Colors
- Employee Retention
The Focus Areas of the HR BRM
According to the BRM Institute, the BRM role is the set of competencies required to advance the business relationship management capability. A business relationship management capability is everything it takes, both visible and invisible, to nurture relationships in an organization.
Examples of visible components are meetings, artifacts, and professional development, while examples of invisible components are knowledge learned, experience gained, trust, and confidence-building. Used effectively, these components build the endless reserve of energy necessary to:
As a result, these become the four focus areas of the HR BRM. Why? Because, according to the BRM Institute, positive relationships drive value in organizations and contribute the greatest positive impact to economic value, people, and the planet. When people believe in making such impact, they use this belief to make purposeful decisions. Their belief provides the energy and momentum necessary to solve complex problems. Not to mention, the power positive work relationships has to solve these problems. Those people make connections, orchestrate initiatives, and navigate the complex system of relationships in their organization. They see the bigger picture and practice the BRM role to drive value. And purpose plus effective work relationships dictate the energy source for an organization’s culture.
HR BRM Focus Areas and the 2022 HR Challenges
Now let us determine which 2022 HR challenge benefits from which HR BRM focus area.
- Hybrid working introduces a remote culture alongside an office culture. A majority of workers have experienced the positive aspects of distributed working and want it. HR BRMs can be instrumental in evolving this new culture.
- Most loved employers will follow through on their commitments to diversity, equity, and inclusion, or DEI. This culture of DEI is becoming a major focus. And a broader strategy to boost DEI is where HR BRMs have an opportunity to add value.
- Most loved leaders will model healthy behaviors and cultures. Compassionate and empathetic leadership is the new norm. And therefore leadership development is now more in the spotlight. HR BRMs can be role models evolving this healthy culture.
- Employee Experience (EX) is redefined. From pleasing the boss to creating a meaningful EX. As well as from submissive employees to independent co-creators of results and outcomes. Employee Value Propositions (EVPs) will matter more than ever. And employees will finally feel heard. HR BRMs have an opportunity as connectors, orchestrators, and as navigators.
- Teams play an essential role since the power of collaboration is now more magnified than ever. Furthermore, Gen Z employees put a real emphasis on feedback and collaboration – Most loved employers will get intentional about creating connections. As business relationship experts, HR BRMs can boost this employee belonging.
- Up-skilling HR Is critical to lead workforce transformations. But also turn HR from a bureaucratic administration to a client-focused HR operation. As well as to turn HR from advisers and bystanders to HR as activists. As a result, HR design is now a strategic focus. HR BRMs have an opportunity to raise business-savviness among their HR peers. Enabling HR to deliver value by surfacing and stimulating this Outside/In approach.
- HR gets more data-driven and therefor of more value. Data becomes the new currency. This means a shift from technology as a nice-to-have to technology as a major transformational driver. This comes with new online tools and new digital power skills. The HR BRM can be instrumental with this rise of digital literacy.
- A shift is taking place from work for income to work as an expression of purpose. Employees seek companies whose values match their own. In other words, their personal purpose needs to match with the organization’s purpose. Through employer branding organizations now show their true colors. Most loved employers will show prospective employees why their company rocks. HR BRMs have an opportunity to guide an HR for the people on the payroll to an HR for a purposeful ecosystem.
- The era of the great resignation is here. Employee well-being benefits can stem this great resignation. This well-being is highly influenced through the alignment of personal and organizational purpose. HR BRMs expertise and competencies in championing BRM capabilities can contribute to employee retention. Because most loved employers will invest in the people who make their company great.
Prioritize your people is a known success factor. After reading this blog, what may be a new aspect at play is the role the HR BRM can play when addressing the 2022 HR challenges. A role that is focused on maturing the business relationship management capability. A capability that has four focus areas. Each of which helps dealing with those challenges.
Intrigued and interested in learning more about business relationship management and how the HR BRMs are addressing the 2022 HR challenges? The list below offers more information ranging from options for free to paid-for services.
- Let’s talk: Contact Us (free)
- Webinar: BRM Executive Brief (free)
- Publication: BRM Explained: The Collected Works (Volume 1) (free for members, $89.99 regular price)
- Membership: BRM Institute Professional Membership ($195/year)
- Training: BRM Professional Certification Training ($1,795)
- BRM Coaching (starting at $2,400)
The 2022 HR challenges referenced in this blog originate from the following online publications. Listed in alphabetical order. Each of which add a wealth of information to this topic. You are encourage to take a peak at each.