The top 6 not-for-profit HR trends for 2022

HR team managing their not-for-profit business in 2022
By Anthony Wolny | 5th January 2022 | 3 min read

Not-for-profit businesses are no stranger to dramatic periods of change when it comes to their people; redundancies, resignations and restructures are commonplace due to fluctuating crisis needs and funds.

So, to help you manage change and get ahead this year, we’ve looked at the top HR trends for 2022 and examined how technology can help.

1) The talent war continues

Not-for-profits are renowned for their high staff turnover, with recruitment often being challenging and expensive.

In 2022, we expect the talent war to rage on and recruitment to become increasingly difficult, especially since 45% of not-for-profit employees plan to seek new jobs by 2025.

How HR software can help: by deploying modern HR software, you can optimise recruitment and onboarding, significantly increasing the number and quality of candidates.

See how HR software helped Salvation Army here.

2) The future workforce is remote, hybrid and flexible

For many not-for-profit businesses, remote frontline teams have always been the norm.

With hybrid working here to stay, this may be good news for some, but for others, such as care homes and hospices, it will require a rehaul of processes and policies.

See how you can make hybrid working a permanent offering in our recent blog.

How HR software can help: by deploying modern cloud HR software, you can accommodate the rise in remote working by empowering employees with self-service functionality via mobile apps and online portals.

3) Employee expectations are rising

Staff, volunteers and candidates are now expecting more from the employee experience.

To meet demands, you must offer employees and candidates modern, streamlined processes around applications, onboarding and day-to-day tasks.

How HR software can help: while employee experience is driven by strategy and organisational culture, technology is a primary enabler to instigate positive change.

Utilising the software’s automated workflows and self-service ensures you’re offering employees the best possible experience while simultaneously reducing your admin.

4) The need for improved up-skilling and cross-skilling

The pandemic sparked an uptick in demand for services and an accelerated rate of technology adoption, which in turn has created a competency gap.

As many not-for-profits are investing in HR and business technology, re-skilling must be available so employees can make the most of the tools.

How HR software can help: modern HR software use intuitive processes that employees can easily implement in their day-to-day.

5)  An increased focus on equality, diversity and inclusion

It’s clear now that employers can no longer pay lip service to issues around equality, diversity and inclusion (EDI), especially if their core mission touches on any of them.

How HR software can help: with the right software, you can confidently meet reporting requirements, including Government legislation relating to equal pay, recruitment, diversity and employment procedures.

6) Increased urgency to future-proof

The importance of future-proofing your business and the way you manage your workforce has been showcased over the pandemic.

As restrictions and disruption show no sign of slowing, you must be ready for any eventuality. 

How HR software can help: the best way to future-proof is by simplifying, streamlining and modernising HR tasks with a digital-first approach.

By choosing modular and scalable HR software, you can create a personalised solution that fits your business and mission, then adapt it as things change.

Simplify your HR with IRIS

The keys to managing constant change are simplicity, insight and flexibility; to learn how IRIS can help you modernise your people processes, visit our HR software page.