While the world is constantly changing, the world of work cannot remain static. Today, managers in domestic companies are faced with issues that were not even on the agenda a few years ago. What happens if we can't find the right people for the production line? How long will young talent stay if a competitor makes an offer the next day? How does artificial intelligence affect HR processes - and is it a threat or an opportunity?
Every day, we see the questions multiplying and the answers becoming more complex, both for our customers and within HR Park. In this article, we have gathered the key trends and challenges that are affecting the HR profession in the country, and therefore business decision-makers.
1. Labour shortages have not gone away - they have changed
It would be a mistake to think that the labour market has "normalised" in the post-COVID period. Experience shows quite the opposite. Although the number of vacancies in some sectors has decreased, finding and retaining skilled, reliable workers remains one of the most pressing issues - especially in the manufacturing and logistics sectors.
Did you ever think that today, recruiting a skilled operator could require a bigger campaign than a middle management recruitment a few years ago?
The HR challenge here is no longer (just) recruitment, but finding employees who fit the position and can be motivated for the long term - and this often requires a strategic approach.
2. Intergenerational cooperation: together or side by side?
Most companies now have at least three generations working together - but that doesn't mean it's seamless. Baby boomers are looking for stability, Generation Y for empowerment, and Generation Z for quick feedback and flexibility.
The question is, are we prepared for these different needs to be a competitive advantage rather than a source of conflict?
Experience has shown that companies that consciously build intergenerational dialogue and develop their leaders to manage it perform much better - not only in HR, but also in business.
3. Employee experience is the best retention strategy
Many people still believe that the good pay sufficient to retain colleagues. Yet there is growing evidence that experience matters.
How does it feel to join the company? How often does someone get feedback? Do you have the opportunity to develop, progress, have your say?
The answer to these questions will make the difference between staying and moving on - often despite competitive wages.
An experiential workplace is not a luxury - but a competitive advantage. An HR audit, for example, or a well-structured development plan, drawn up objectively from the outside, can help.
4. Flexible working: still an issue, not a solution
While the home office was almost ubiquitous a few years ago, many organisations are now backsliding - or don't know how to deal with the consequences of hybrid operations.
Flexible working is now not only an option but an expectation. But how to ensure engagement and performance where there is no daily face-to-face presence?
There is no single right answer - but there is a tailored approach that takes into account the company's operations, culture and goals. It is often worth developing this with an external expert.
5. Is AI working with us - or against us?
Artificial intelligence is no longer the future - it's here and it's affecting HR. It can automate recruitment, pre-screening, data processing, and in some companies it is even helping with internal communications.
The question is not whether to use it, but how to use it well.
When does an AI-based chatbot become useful for applicants?
At which points is it worth automating administrative HR tasks?
And what makes AI "people-friendly" rather than alienating?
The key to the answers is conscious planning and strengthening the role of HR at the strategic level.
But why is it important to talk about this now?
That's because HR is no longer just a background function, it's a key to growth. Companies that recognise change early and think strategically about HR not only survive - they grow.
The biggest business goals are always people. And it makes sense to work with companies that not only understand that, but also help you achieve it.
Want to know how to prepare for these challenges?
The HR Park team brings concrete practical experience and a business perspective to help partners navigate this changing environment. Contact us for a free consultation to discuss how you can future-proof your HR processes!
