HR Trends in 2021

Due to the fact that the last few months have been the most difficult in work-related topics in recent decades, all eyes are now on 2021 and in the eternal question: "what changes will take place in the workplace and in the way we work?", giving the HR area a relevant role.

That's why here you will find, based on the practices of companies of all sizes and sectors at a global level in recent months, the main changes in the world of Human Resources that you will most likely see in the coming year:

1. The candidate's experience

Talent acquisition will focus on the candidate's experience during the recruitment and selection process. The tech tools will help to give more certainty regarding the status of the process. Companies will be able to implement branding elements in this process, taking advantage of the impetus that a candidate usually has in a selection process, which could be used to generate commitment in the eventual new employee and make clearer their expectations and objectives, ensuring better performance.

Also, a good experience in the process of talent acquisition can translate into an improvement in reputation in the eyes of others.

2. Blockchain

Though Blockchain is unlikely to be a trend in Human Resources in 2021, it will be a trend in ABSOLUTELY EVERYTHING in 2021. But how can the Blockchain improve the Human Resources area? Basically, its usefulness will turn to the registration and protection of confidential information, performance evaluation and job valuation, processes where the registration of each operation is key and it is required to have full visibility of the behavior of certain indicators in the past. Can you imagine a software that records absolutely all the information generated about an employee carrer, from his application to a job vacancy, his performance in the selection process, his acceptance, onboarding, training, operation, performance review, incidents, compensation and even his termination? Can you imagine what decisions could be made with all the information generated by hundreds or thousands of employees over the years? Blockchain will make it possible.

3. Focus on a multi-generational workspace

The subtle integration of Generation Z into the workplace will not go unnoticed. The distinctive social features of this generation will impact on corporate policies, which will now have to be adapted by considering aspects such as multi-generational work coexistence and career plans. Motivation will also be a key aspect; we are dealing with a generation that has seen absolutely everything from the palm of its hand.

4. Changes in the HR structure

There will be a trend towards specialization in the area of Human Resources. Aspects that have taken on relevance within human resources in the last five years such as data analysis, talent management and operation through digital media, the trends to improve the employee's experience, employee rewards and continuous learning will be a specialty in itself, gradually disappearing generalists from the map. This also implies being faced with a potential decentralization of the Shared Services Centers, which will automate their operation and encourage Human Resources management to become strategic.

As part of the above, the outsourcing of Human Resources services will have a boom in the coming years and will very possibly be the standard in smaller companies, something that nowadays can be observed in many parts of the world.

5. The employee experience

Following the trend of recent years, the focus on the employee will continue to be strong in 2021. Aspects such as flexibility in schedules, work-life balance, more opportunities for remote work and continuous feedback and development will continue to be the focus of Human Capital management. Extracurricular business activities (even in times of social distancing) and continuous development will continue to be the focal point for gaining the commitment of employees, although perhaps their experience will become completely digital. In addition, the wide acceptance of Employee Assistance Programs will complement the employee experience.

While widely adopted, Employee Assistance Programs, even targeting former employees, will become the most important of the benefits. Their relatively low cost and broad scope (with topics such as psychological, financial or nutritional counseling) will encourage their inclusion in startups or smaller companies.

6. Wellness plans

Wellness plans will continue to move up the ranks in employee benefits, but will no longer focus exclusively on workplace stretching, healthy food offerings and gym memberships; now self-service modules and HRIs will begin to integrate online exercises and questionnaires on physical activity and eating habits, not only facilitating and promoting a healthy lifestyle, but encouraging it. Wellness programs are the fastest benefit being adopted by new and small businesses

7. Artificial Intelligence

The implementation of AI, robots and chatbots that automate operational processes is not something particular to human resources, but it is one of the areas that will see greater changes in shorter time frames. Many of the tasks that involved one-on-one interaction with the employee have found replacement in automated software that offers a shorter response time and greater accuracy than a real person. Again, we are facing a trend that will push human resource professionals into more strategic roles.

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Fingo HR 2020