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Find out more about the current trends and changes that have shaped the exciting world of HR, a people first industry.

The last few years have drastically transformed the way people live and work, and of course, how businesses operate. Not surprisingly, the HR function has and will continue to play a critical role in shaping the future of the working world as they fundamentally give themselves a ‘modern-day makeover’, if you will, to keep up with the demands of today’s rapidly changing workplace environments.

To this end, we’re taking a look at what the new face of HR will look like as we move forward and how it’ll help get organisations and their employees on track and looking their best in 2023 and beyond.

HR trends: What's next?

Similar to the fashion and technology industries (and nearly any other industry for that matter), each year, you can typically count on at least one or two new and emerging trends. However, much like boot cut jeans, sweater vests, and flip phones, you can’t always guarantee they’ll stay on-trend.
For the HR industry, in particular, the inevitable question of ‘what’s next?’ is on every HR professionals mind…

Since industry trends come about based on current workplace landscapes and influences, we can expect that the new face of HR, while very similar to trends from years previous, will come with some contemporary changes that will (hopefully) stick now and into the future.

Here’s a look at three of the latest HR trends you should be keeping tabs on and why they’re important for the new face of HR.

1. The Digital-First Landscape

The digital landscape has been evolving for quite some time now with the growing trend that digital technology was included in most, if not all areas in the workplace - especially as an HR function.
Employees, for example, can search and apply for jobs, work from home, check their payslips, and even complete workplace orientation online. And while we still do all of the things and then some, the newest trend in the workplace digital landscape is that we’re doing these things - but way more often and to a much larger degree.

Most notably, HR and employers are realising that they can save time and money by employing more remote workers and are taking advantage of upskilling their staff through e-learning platforms (like us, for example!), benefiting employees by keeping them engaged, motivated and productive as we navigate through the new working world.

Being that the digital landscape is a regular part of our day-to-day (these days perhaps more so than we’d like), it’s important that HR recognises the value of using virtual learning as a tool for innovation and change. This way, working professionals are prepared for whatever challenges come next in their careers.

The key to mastering this trend is, after all, adaptability.

2. Employee Experience

Employee experience is fast becoming somewhat less of a trend and more of a necessity for successful organisations, with up to 23% greater profitability for companies who value their staff, it’s said that those who are engaged, remain motivated and motivated employees work harder. 

Employee experience begins and ends with the employee’s journey - right from the time they’re recruited up until they leave the company. This is why organisations are - now more than ever - honing in on how they can improve the employee experience with a strong employer brand strategy and a positive work experience. 

So, how can people professionals help keep the employee experience a conclusive one as the new face of HR emerges? Here are a few suggestions:

  • Strive to improve internal business communication (i.e. targeted and in real-time)
  • Improve remote onboarding best practices 
  • Offer training and development opportunities (i.e. virtual or otherwise) 
  • Maintain a culture of appreciation and feedback (i.e. internal surveys and polls)
  • Act on employee feedback and critique 
  • Focus and improve on the level of employee engagement 

To give employee’s the workplace experience they want (whether at home or in the office), people professionals need to consider the needs and values of their employees, otherwise organisations risk losing their best talent to top competitors.

3. Employee Wellbeing

In recent years, employee health and wellbeing has shifted into the spotlight and embracing the new face of HR means people professionals need to shine an even brighter light on the blemishes of this growing trend, rethink their best practices and improve their solutions.

We think it’s safe to say that many of us have taken the importance of human connection for granted at some point and while remote working, for example, for some people is the norm or an easy adjustment, for others it's been tough to deal with.

In order to take care of their employees, organisations are realising that they need to pay closer attention to what will help workers get by during the good times and the bad. This means recovering, reshaping, and looking at new ways of addressing their workers’ changing social, emotional, physical, and financial needs.

For instances, here are some of the most common ways HR and employers are ensuring this happens: 

  • Increasing virtual team building (i.e. to stay motivated and connected) 
  • Offering financial aid and benefits where they can 
  • Providing mental health support and resources 
  • Checking in on employees wellbeing (i.e. using polls, surveys, regular touchpoints) 
  • Encouraging and incentivise staff to focus on their physical health 
  • Championing a working culture (remote or otherwise) that recognises and rewards their employees  

When employees know their company is behind them and cheering them on, it’s all the more likely that they’ll remain content in their role and continue to produce tremendous results for the organisation. 

Changing gears: A quick look at CIPD

As a leading innovator and all-around trendsetter in the people profession, it’s worth taking a look at how the CIPD is contributing to HR’s new look, and this year they’ve come up with a fresh and contemporary way to do that - with their all-new Profession Map.

About The Profession Map

With the CIPD’s Profession Map, you can confront today’s imminent challenges and prepare for future ones with confidence, all by utilising their comprehensive and easy-to-follow map as it relates to you and your career as a people professional.


The purpose of the HR and L&D is to encourage and promote better work and working lives,  which is solely what the Profession Map is built on.

Working from the centre outwards, you can interact with the map on the CIPD’s website, drilling down on the CIPD standards and focus areas, which include:

  • Core Knowledge such as: People Practice, Culture and Behaviour and Business Acumen
  • Core Behaviours such as: Ethical Practice, Professional Courage and Influence and Valuing people
  • Specialist Knowledge such as: Employee Experience, Employee Relations and Diversity and Inclusion 

By studying and coming to understand the principles-led, evidence-based, and outcomes-driven standards, the Profession Map enables you to make better, more informed decisions, enhance your performance, drive organisational change, and progress your career in the new age of HR - whether you’re a CIPD member or not.

If you’re looking to upgrade both your profession and your organisation, focus on these long-lasting and ever-evolving HR trends and resources that will provide you with the knowledge and results that you are looking for.


Discover how an online CIPD qualification with us can accelerate your HR or L&D career. Get your free online CIPD course guide today to get started.