HR & Administration - what's new in the industry?

While employers have faced a talent shortage for years, in 2022 they were mainly concerned with retaining current employees within the organisation. In the past year, they have mainly been looking for HR business partners and employer branding specialists. The increase in their importance is strongly linked to building the image of the organization, but also to a comprehensive HR strategy. In addition to attracting the right talent, a properly structured incentive system, a clear succession plan for the organization and a training program have become key, as has the benefits and well-being system, which has undergone a revolution in recent years.

In 2023, the role of senior HR managers will be significant, as they will be responsible for shaping development programmes and incentive systems, as well as managing processes. The labour market is also beginning to build Generation Z, and their needs are very different from those of previous generations. It is the technological development of the organization, well-being, personal development - clear and well-planned - that makes the decision to choose a particular job offer. As a result, the need for experts in the field of training is also growing.

 

Looking at HR roles, the 10% increase in salaries we have seen recently has primarily been for HR business partners, talent acquisition specialists, HR and Payroll specialists and HR generalist roles. According to our observations, 4 out of 10 employees say they expect a salary increase this year. Unfortunately, the outlook for employers is less optimistic. Companies are increasingly indicating that the salary increases for new hires that took place in 2022 have reached such a level that the next one, scheduled for 2023, will be minimal or non-existent.

HR specialists are open to discussing a job change, but are very cautious about making a final decision to leave a company, carefully analysing whether such an offer will be satisfactory and meet their expectations. In 2022, candidates participating in recruitment processes most often cited a desire for a more attractive salary, a lack of opportunities for advancement and promotion, the atmosphere in the workplace and relationships with supervisors and co-workers as motivations for changing jobs. The location of the office and long commuting times are also increasingly cited as reasons for changing jobs, an issue that has become more important as employees have moved from home office to hybrid work.

Candidates in the recruitment process also highlighted the need for stability and long-term employment. Almost 70% of candidates cited job stability as the most important factor in their decision to change jobs, after financial expectations and location.\

 

Our statistics show that 8 out of 10 employees who made the decision to leave the organization received a counteroffer that often exceeded their current salary as much as 20%. Other factors cited by employers were the possibility of switching to a hybrid working model, a horizontal or vertical promotion, or working on an interesting project.

 

Authors: Anna Ilczuk, Permanent Placement Team Manager in Manpower & Anna Dobysz, Permanent Placement Team Leader in Manpower