Jan 15, 2021

Gartner: 5 future work decisions for HR to address in 2021

Gartner
HR
Strategy
Georgia Wilson
3 min
Human capital - HR
Business Chief North America takes a look at the five future work decisions HR leaders need to address in 2021 identified by Gartner...

As organisations continue to grapple with the ever changing challenges presented by the ongoing COVID-19 pandemic, Gartner explains the need for organisations to revisit their hybrid workforce strategies, the role of the corporate office, as well as diversity, equity and inclusion initiatives. 

In its latest report titled ‘5 Decisions About the Future of Work HR Leaders Must Make in 2021’, Gartner identifies five future work decisions HR needs to address in 2021. 

“2021 will be a year of not just recovery, but renewal and acceleration as organizations adopt new business, technology and talent strategies. Given the tectonic shifts of 2020, HR leaders will have to face decisions they must be ready to make in order to set their organizations up for success,” commented Emily Rose McRae, director in the Gartner HR practice.

Revising workforce strategies

First up on the list is the need to revise workforce strategies., “At some point in 2021, organisations will need to revisit the remote and hybrid work policies written during the crisis,” comments Gartner. 

The report highlights that successful HR leaders will establish triggers for reviewing and revisiting remote and hybrid workforce strategies, instead of waiting for the strategies to be impractical.

Emerging technologies

Next up, Gartner recognises that leaders will need to look at reducing the amount of tasks that are performed onsite, with emerging technologies playing a vital role in achieving this.

“Robotic process automation (RPA) and immersive technologies – such as virtual and augmented reality – are two categories of technology that are likely to help reduce the need for onsite work [...] A 2020 Gartner survey revealed that nearly a quarter of senior finance leaders plan to increase investments in RPA as a direct result of the COVID-19 pandemic.”

Redefining office space

“In 2021, employees will work at home, onsite and potentially in third-party spaces,” stated Gartner, who explains that organisations will need to decide what their corporate offices can offer employees that other spaces can’t. 

To achieve this HR leaders need to understand the emotional needs of employees, and identify opportunities so that the workplace can meet such needs.

“This requires HR to work with other business leaders to make decisions about the purpose of corporate spaces and how to evolve them, while also determining how and when to reduce the organization’s real estate footprint,” added Gartner.

Employment models

“Many organisations experimented with innovative employment models as a pandemic response, such as offering 80% pay for 80% of full-time hours to employees who needed more flexibility, bringing in gig workers for pilot projects or setting up formal talent sharing arrangements with other employers to make up for low talent supply,” reflects Gartner. 

Going forward, organisations need to determine whether to continue using the same employment methods. Gartner states that this will be particularly important for those with a high percentage of older employees in critical roles.

Diversity, Equity and Inclusion (DEI)

Finally at number five, Gartner identifies diversity, equity and inclusion (DEI) as a key area for HR to address in 2021. With many organisations making new or heightened commitments for more diverse, equitable and inclusive workplaces in 2020, Gartner states that the demand for employers to “take a stance on current societal or cultural issues, even if those issues have nothing to do with their employer,” have become more urgent.

“In 2021, HR leaders need to evaluate their organisation’s talent strategy to ensure it will meet their commitments to DEI.” 

For more information on business topics in the United States and Canada, please take a look at the latest edition of Business Chief North America.

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Jun 6, 2021

Business Chief Legend: Former PepsiCo CEO Indra Nooyi

PepsiCo
businesslegend
Leadership
CEO
Kate Birch
4 min
As the first and only female CEO of PepsiCo, Indra Nooyi smashed corporate America’s glass ceiling and transformed the performance and purpose of PepsiCo

At a recent Asia Pacific-focused event, organised by P&G and UN Women, the former CEO of PepsiCo, Indra Nooyi, shared why enabling a diverse and inclusive workforce can directly impact the bottom line.

“If 80% of our products are bought by women because they were the gatekeepers at home, or make all the purchases, why don’t we have a large number of women represented in our ranks,” she told a virtual global crowd of thousands. 

Such business advice may seem rather obvious today, but in 2006, when Nooyi put this business philosophy into practice at PepsiCo, it was both pioneering and progressive. Because not only did the performance of PepsiCo transform under Nooyi’s 12-year tenure as CEO, but so did its purpose and people, with Nooyi widely praised for transforming the firm’s diversity and inclusion agenda.

And who better to do so than someone who had herself smashed the corporate American glass ceiling. Because, when Nooyi became CEO in 2006, following 12 years as Chief Strategist, not only was she among just a handful of female CEOs leading Fortune 500 firms, and one of very few foreign-born executives, she was both the first female CEO to lead PepsiCo, and the first person of colour. Not to mention also being a wife and mother.

Proving performance and purpose can co-exist

And she more than got the job done, growing PepsiCo revenues by 80%, making the firm more global than it had ever been, so that by the time she stepped down in 2018, nearly 20% of net revenues came from MENA, Asia and Latin America, and expanding the business significantly with key acquisitions (Tropicana) and mergers (Quaker Oats).

But it was Nooyi’s strategic redirection of PepsiCo, transforming both its purpose and people, that really made an impact. As chief architect of PepsiCo’s pledge, Performance with Purpose, unveiled in 2006 and a precursor to the modern sustainability movement, Nooyi repositioned the firm to focus on what is best for the world and for its people, from sustainability and social responsibility to diversity and diet.

She transformed the firm’s D&I agenda, created a culture where workers were encouraged to stay with the company, moved corporate spending away from junk food and into healthier alternatives, redesigned packaging to reduce waste, and switched to renewable energy sources and recycling.

As she told Forbes in 2017, “I wanted to make sure that PepsiCo was not only delivering top-tier financial returns but doing so in a way that was responsive to the needs of the world around us.”

Indra Nooyi talking with US President Biden (then Vice President) in 2014

Smashing corporate America's glass ceiling

And it was this ability to realise a world in which business is both practiced and recognised as a force for good that has earned Nooyi a place in CEO history books and landed her numerous accolades, including 11 honorary degrees, the Hero of Conscious Capitalism award at 2017’s CEO Summit, consistent inclusion in the world’s 100 most powerful women (including #1 by Forbes in 2009/10) and most recently, induction into the National Women’s Hall of Fame.

Not bad for a girl from Chennai, India, who was expected to lead a conventional life as a wife and mother, but by her own admission was a bit of a “rebel”, with a passion for playing cricket and lead guitarist in a band. In the late 70s, she relocated to the US, earning herself a Master’s in management from Yale, and beginning a four decade-long strategy-focused career that was born at BCG in 1980 where she spent six years and ended in 2018 following 24 impactful years at PepsiCo.

And while she has now retired from corporate life, Nooyi continues to wield the influence that so positively changed the direction of one of the world’s largest companies. As well as serving on the board for ecommerce giant Amazon, she speaks at summits close to her heart, and has recently penned her memoir, advising corporates on better integrating work and family.

And while she has now retired from corporate life, Nooyi continues to wield the influence that so positively changed the direction of one of the world’s largest companies. As well as serving on the board for ecommerce giant Amazon, she speaks at summits close to her heart, and has recently penned her memoir, advising corporates on better integrating work and family. 

Indra Nooyi's memoir will be available from September 28, 2021, and can be pre-ordered. 

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