10 ways Human Resources will continue to change in 2023

Home > News

10 ways Human Resources will continue to change in 2023

Table of Contents

Here are 10 ways HR experts anticipate human resources departments and employers will adapt and adjust as companies manage their workforces in a dynamic era.

Employers must pay attention to several critical human resource trends as standard work environments change. Employers should anticipate an increase in demand for training opportunities, strong leaders, and strategically implemented technology.

Human resource professionals should take note of the continued emphasis on developing health and well-being programs, improving remote policies and procedures, and sustaining strong company cultures.

Table of Contents

1. Companies will provide progress reports on diversity and inclusion efforts.

Emphasis on diversity, equity, and inclusion (DEI) initiatives: DEI initiatives will continue to be a top priority for HR teams in 2023. This will involve creating a more inclusive workplace culture and promoting diversity in hiring and promotion.

2. HR departments will use technology for some automated HR processes.

Although many businesses already use software to help with employee onboarding and recruitment, these processes are becoming more digitized. Automated onboarding tools, in particular, are becoming more common, thereby speeding up and optimizing the hiring process for both employers and employees.

However, it is important to note that only a portion of these tasks can be automated and human HR professionals are here to stay. 

3. More companies will adopt dynamic in-office and remote policies.

When the COVID-19 pandemic forced many businesses to close their doors in 2020, in-office employees were forced to work remotely. Many businesses now manage a remote workforce on a regular basis, and remote work options are commonplace in the workplace.

 
Despite the popularity of remote work and flexible work policies, some employers and employees prioritize in-office time to improve team collaboration or to get a change of scenery. As a result, more offices are implementing hybrid policies for remote and in-office days, giving employees the freedom to make the best decisions for their circumstances.

4. Employers will virtually maintain company culture and employee engagement.

Organizations that are entirely or partially remote must find innovative ways to keep remote employees engaged and foster a positive company culture. Employees, particularly new hires, may feel isolated or disengaged if there is no physical office space or daily routine to connect with coworkers.


Prioritize employee engagement and culture by hosting virtual meetings and hangouts, conducting interest surveys, and improving internal communication. Keep in mind that employees can experience online-meeting fatigue known as Zoom burnout, so consult with your team to find the ideal communication balance.

5. Employers will focus on their employees’ well-being.

Health and wellness are hot topics these days. Employers are more conscious than ever of the value of employee well-being and its impact on business success. Employees’ well-being and mental health, on the other hand, will undoubtedly fluctuate during stressful and uncertain times. 


Transparency and clear communication within an organization can help company leaders improve their employees’ health and wellness.

6. HR teams will modify employee benefits.

Employee benefits and working conditions were altered as a result of the pandemic. Employers should consider their employees’ changing needs as they strive to provide the best health insurance and benefits possible. Employers are also providing more thoughtful vacation options for employees with irregular schedules.

7. Employers will dedicate more resources to the employee experience.

Professional development and resource access are important aspects of the employee experience that employers must consider in order to attract and retain top talent. Employers should remember the following points:

  • Employees will leave organizations that do not provide career opportunities. Employees aren’t afraid to look for new opportunities if their organizations don’t provide professional development support or clear paths for advancement. 

 

  • Employers must emphasize internal career opportunities. Managers may assist employees in seeking in-role growth opportunities or potential paths after they have been hired.  It is the responsibility of HR and management to communicate internal growth opportunities to all valued employees.

 

  • Managers with “employee experience” should be considered by employers. The number of job titles requiring “employee experience” is increasing rapidly. These individuals are in charge of ensuring that employees have access to internal opportunities and resources.

8. Employers will focus on improved leadership training

Leadership training and development must evolve in tandem with changing work environments. Today’s leaders require training in areas such as coaching, mentoring, and inclusion initiatives.

  • Coaching and mentoring: As employee engagement remains low, current and potential company leaders will need to rely on coaching and mentoring. Coaching programs that are well-designed prepare leaders to deal with conflict, support their team members, and improve processes. Leaders who have been coached are better prepared to coach their own employees.

9. HR departments will face new compliance requirements.

New compliance requirements will arise as workplaces continue to evolve. HR teams must stay up-to-date with compliance regulations to avoid legal penalties. HR managers will rewrite employee handbooks and reevaluate rules pertaining to workplace harassment measures, leave benefits, and drug testing. 

Editor’s note: WTS Energy, with its worldwide presence, helps your organization stay compliant with local and international laws. With local expertise in 50 countries, we make sure that relocation and hiring is done smoothly. 

10. HR teams will see an increase in the use of human resource analytics or people data.

The use of human resource analytics or people data is becoming more common in HR departments. These analytics can help organizations make data-driven decisions that improve business outcomes.

In conclusion, HR is constantly evolving to meet the needs of businesses and their workforces. WTS Energy can help your organization stay up-to-date with HR trends and develop customized solutions that meet your business needs.

How is your company implementing the measures above?

 

Sources: 

Business News Daily. (2016, February 22). The Future of HR: 10 Strategies for Every Human Resources Team. Retrieved from https://www.businessnewsdaily.com/9383-future-of-hr.html

Peoplespheres. (2022, December 12). 6 Ways the Future of HR Will Keep Changing in 2023. Retrieved from https://peoplespheres.com/6-ways-the-future-of-hr-will-keep-changing-in-2023/

On the look for a job in the Energy industry?

WTS Energy connects energy talent with energy pioneers worldwide.
Share this article

News and Insights

Recognizing and benefiting from the changes around us, lie at the core of personal, corporate and societal transition. That’s why we like to share our thoughts and experiences with you.

Our offices around the world.

  • Europe

    Germany, Netherlands, Norway, Monaco, Romania & UK

  • Middle East

    United Arab Emirates & Iraq

Log in to one of our portals.

  • Clients

    Access the protected information for our customers.

  • Consultants

    People working via WTS Energy can log in here.

  • Consultants

    People working via WTS Energy can log in here.

  • Candidates

    Are you in a recruitment process? Log in here.

My Profile

Log in to one of our portals.

  • Clients

    Access the protected information for our customers.

  • Consultants

    People working via WTS Energy can log in here.

  • Candidates

    Are you in a recruitment process? Log in here.