The burnout syndrome It is more widespread than the average citizen can imagine. In recent months, changes in the labor market are shaping a new ecosystem, in which the pressure to find increasingly scarce talent has increased exponentially.
A situation that, according to the study “The changing face of HR” produced by Sage, the company specialized in technological solutions for accounting, finance, human resources and payroll for small and medium-sized companies and professional offices, is promoting that 81% of professionals in the area of human capital is experiencing what is known as burn-out syndrome or professional exhaustion, while even 62% of those surveyed are considering leaving their profession.
The study, which has had the participation of more than 1,000 leaders of the personnel management departments and C-Suite of SMEs from six of the largest economies in the world (United States, United Kingdom, Canada, Germany, South Africa and Spain) , points out that 92% of professionals believe that the general perception of their work also implies a challenge for the profession.
Along these lines, 73% of human resources leaders consider that the term itself is obsolete, while the figure rises to 85% in the case of managers of the SMEs surveyed. Additionally, 91% of HR leaders say the scope of its powers It has changed drastically in recent years.
But while 86% of people leaders say the industry is adapting to be faster and more agile, more than 60% of business executives still view the department’s role as merely administrative—many business leaders don’t expect to play a leadership role in key areas that would traditionally fall within its purview, such as workforce planning and company culture.
“HR leaders are often the unsung heroes of an organization, but in recent years they have demonstrated their influence, visibility, agility and impact more than ever before”says Amanda Cusdin, Sage’s Chief People Officer.
“Given the acute shortage of talent, and phenomena like the great resignation, business leaders must prioritize investing in technology and increasing HR training. As an industry, we need to embrace technologies that liberate professionals from administrative tasks and allow them to focus more on strategy, supporting companies and employees to achieve their growth and development objectives”, Cusdin concludes.
The future of HR
By 2024, 90% of HR leaders believe that a limited recruitment budget It will be one of the main challenges to overcome, followed by the lack of resources (89%) and the lack of support from company leaders (83%). In this sense, 42% consider that it would be necessary to increase the skills of human resources departments and a greater investment in specialists (37%). In addition, 40% also require more technological knowledge.
In light of this data, while 91% of HR leaders are excited about the future of the professionn, 83% agree that not having the right technology is a challenge for the future: only 59% of organizations currently use cloud-based people analytics systems, and only 54% have some form of automation HR instead.
“HR managers choose this profession because they want to make a difference. Unfortunately, paperwork and administration all too often get in the way. So it’s no wonder they’re more exasperated than ever.”says Helen Armstrong, CEO and founder of Silvercloud HR, a Sage partner. “Thanks to automation, or data analytics, people leaders have a greater opportunity than ever to finally trade administrative work for strategy and rediscover why they chose this profession”concludes Armstrong.
