MCLEAN-2021年人力资源趋势报告（英文）-2021.3-47页_2mb

2021 HR Trends Report Summary

Core Content

The 2021 HR Trends Report by McLean & Company outlines key shifts in HR practices and challenges faced by organizations in the wake of the pandemic. It highlights the evolving role of HR, the importance of diversity, equity, and inclusion (DEI), the rise of remote work, and the acceleration of digital transformation.

Main Viewpoints

Diversity, Equity, and Inclusion (DEI) is at the Forefront

• DEI is not a quick fix but a strategic, ongoing initiative.
• Organizations are increasingly focused on creating inclusive environments.
• Only 38% of organizations have a DEI strategy, despite the growing emphasis.
• A lack of strategic DEI practices leads to lower organizational performance and employee experience.
• Leadership commitment to DEI is critical, with less than half of organizations showing such commitment.
• DEI efforts that focus only on compliance fail to address systemic inequities and cultural norms.

HR is in the Spotlight

• HR's role in business continuity planning (BCP) is now more critical than ever.
• HR must be equipped with expertise and resilience to support organizational continuity during crises.
• HR's involvement in strategy has increased, especially due to the pandemic and social movements.
• HR is now seen as a strategic partner, with 44% of organizations reporting this, up 8% from 2020.
• Organizations where HR is involved in strategy are more likely to be resilient and innovative.

Remote Work is Here to Stay

• Remote work has proven to be viable for many roles, and organizations are not expected to return to pre-pandemic norms.
• Over 90% of organizations are planning to continue or implement remote work options in 2021.
• While 37% of eligible employees work remotely some days, 36% work remotely full-time.
• Some leaders remain resistant to permanent remote work, citing concerns about culture and innovation.

Digital Transformation is Accelerated

• HR's involvement in selecting and implementing digital tools has increased, leading to higher HR effectiveness.
• Quick fixes were enough to survive the pandemic, but long-term digital transformation requires proactive action.
• HR must be actively involved in digital transformation to support organizational goals and remain effective.

Key Information

HR Headcount and Effectiveness

• HR headcount and HR to FTE ratio remain stable in 2021.
• 45% of HR respondents rate their HR department as highly effective (up 7% from 2020), while only 26% of non-HR professionals do.
• HR effectiveness is linked to organizational performance, workforce productivity, and social/environmental sustainability.

Strategic HR Involvement

• HR's role in strategy is more strategic than ever, with 44% of organizations reporting HR as a strategic partner.
• Organizations where HR is involved in strategy are more likely to be resilient and innovative.
• Only 14% of HR departments in small organizations are not involved in strategy, compared to 8% overall.

Employee Experience and DEI

• A greater focus on employee needs during the pandemic is associated with higher organizational performance and workforce productivity.
• Organizations that prioritize employee experience are more likely to have a positive impact on DEI performance.
• DEI is linked to improved employee experience, organizational performance, and innovation.

Challenges and Recommendations

• HR stress levels have risen, especially due to the increased strategic role.
• HR must develop resilience techniques and clarify decision-making authority.
• Scenario planning is essential for effective BCP and future readiness.
• Proactive implementation of DEI strategies is necessary to realize long-term benefits.
• Organizations must move beyond compliance and focus on cultural change and inclusion.

Key Statistics

• 45% of HR respondents rate their HR department as highly effective.
• 38% of organizations have a DEI strategy.
• 44% of organizations report HR as a strategic partner.
• 36% of eligible employees work remotely full-time.
• 25% of day-to-day and long-term HR decisions are made by non-HR leadership.
• 50% or more of roles in many organizations are capable of being performed remotely on a permanent basis.

What Comes Next?

• Organizations must continue to focus on DEI, remote work, and digital transformation.
• HR needs to be strategic, resilient, and involved in decision-making to ensure effectiveness.
• A defined DEI strategy, inclusive culture, and scenario planning are essential for future readiness.
• Balancing employee needs with organizational goals is crucial for maintaining a positive employee experience and organizational performance.