It’s (Almost) a Wrap: 2022 at AIHR
It’s December again, which means time for a review of the year, and a sneak peek of what we have in store for 2023.
Let’s start with something that is not surprising! The AIHR team has grown again — from 47 people at the start of 2022 to 69 in December. I am very excited to see that the latest additions to the AIHR team share our established values that help us thrive while also bringing new ideas, expertise, and experiences to the team. I can’t imagine a better group of people to enter 2023 with.
But welcoming incredible new colleagues isn’t the only thing that made this year special for us.
Practicing what we preach
For me, the first five years of AIHR were about building the best courses possible. And last year, I was finally able to confidently claim that we truly have the best HR training courses that you can find online. We now have 3,000+ public reviews to prove that.
And even though we will never stop innovating our courses, reaching that milestone allowed me personally to shift the focus a bit to something else that’s perhaps even more important to me in building AIHR: Becoming the best employer we can possibly be.
For 2022, that meant working on a few specific initiatives:
- More flexibility for our people
- Building a leadership development program
- Organizational design
These initiatives came on top of all the things we are always doing to strengthen the unique culture that our people thrive in and love.
As a result, we are probably doing better than most employers out there. But I’m also the first to admit that’s not enough for a company named the Academy to Innovate HR.
In 2023, it’s time to double down on this. This means practicing what we preach, making progress on important topics like Mental Health and Well-being, Career Pathing, and implementing our first internal HRIS. And, of course, employer branding so that we can let the world know why AIHR is such a great place to work and attract even more exceptionally talented, motivated, ambitious, and kind people.
Creating the world’s largest online HR curriculum
We’ve kept doing what we are really good at and added almost 100+ hours to our course library, which adds up to a total of 350+ hours of course content. This includes adding new courses such as:
- Driving Business Value & Measuring Success
- The Employee Lifecycle
- HR in a Scaling Business
- HR Communications Toolkit
- Daily Operations & Strategy
- HR Generalist Certificate Program (consisting of the 5 courses above)
- Diversity, Equity, Inclusion, and Belonging
- Designing Digital Learning Experiences
- Automation in HR
- Digital Change Management
Meeting our own standard of excellence
Excellence is one of our core values. As part of this, we push ourselves a little bit further every single time we make a course.
Last year, this meant doubling down on the Tell-Show-Do-Apply methodology to ensure that our courses are not just very in-depth but also super practical. Continuous improvement also means re-investing in our older courses to make sure that everything meets our latest quality standards.
For that reason, we’ve created a brand new version of the Design Thinking & Employee Experience course and completely revamped our Digital HR Certificate Program. And on top of that, we’ve already started completely rebuilding our popular People Analytics Certificate Program, which will be released in Q1 2023.
Going beyond courses
On top of continuing to develop and publish excellent HR courses, we have also started expanding our offer.
Although 81% of HR Professionals believe in lifelong learning, we understand that that doesn’t mean our members are always interested in following courses back-to-back.
That’s why we have started exploring other ways to help our members succeed. Here are some of the things we’ve worked on so far (with more to come, of course).
HR Resource Library
We launched our exclusive members-only HR Resource Library in October.
The Resource Library is a database packed with practical playbooks, templates, and spreadsheets — all designed to provide our members with more on-the-job support, help them apply what they have learned, and make sure they never have to start from scratch. These templates will save our most active members dozens of hours every month because they won’t have to reinvent the wheel every time they start a new project.
Do you need to create an HR Scorecard, conduct a Training Needs Analysis, or perhaps create a retention risk matrix or a hybrid work policy? We have templates to help our members get started.
It’s been less than two months since the launch, and we’ve already added 50 consulting-grade templates. And for next year, we are planning to keep adding new resources every week.
Here’s the Resource Library preview:
Assessments and more
Since 2019, we’ve started experimenting with self-reported assessments based on our competency model for T-Shaped HR Professionals. With some very exciting (and better than expected) initial results, we decided to double down and hire an internal Psychometrician, Annelise.
Her scope went in two directions:
- Knowledge-based assessments to objectively assess more function-specific competency levels
- 360-degree-feedback assessments to help people measure their skill level across the T-Shape
The 360 degrees feedback assessment is the first one that our members will get to experience for themselves very soon.
Over the past few months, we’ve run the first user test with a selected group of members. And we’re aiming to release the first version of this feature to all of our members in Q1 next year.
Here’s a sneak preview of what the dashboard will look like:
HR Career Map
Earlier this year, we introduced the HR Career Map to help HR Professionals get an overview of all the roles on the HR spectrum and plan their careers.
Initially, we designed it more as a marketing asset — with, let’s be honest here, a terrible user interface. But we were blown away by the positive response it received. So much so that for next year, we’re planning to fully integrate the HR Career Map into our learning platform. This will allow our members to plan their careers, track progress, and even get personalized course and resource recommendations.
The skills gap is only getting bigger
We’ve been putting our best efforts into helping 23,000+ HR professionals continuously upskill to turn HR into an essential driver of business success. And it’s becoming clearer than ever just how important upskilling is.
Because let’s face it: The skills gap is only getting bigger. McKinsey predicts that 87% of organizations will have a skills gap in the next few years, and yet, only 40% of employees say their company is upskilling. Looking at HR specifically, our research shows that only 21% of HR professionals have the skills needed to become future-ready. And with economic setbacks, talent shortages, and changing employee expectations, the pressure on HR to upskill is higher than ever.
Cutting L&D budgets in 2023 is the worst option
L&D budgets are an easy target in economic downturns. But cutting investment in training is one of the worst decisions your company can make. Offering fewer L&D opportunities means:
- Widening skills gap (which is expected to cost companies in the U.S. alone $8.5 trillion by 2030)
- Demotivated employees
- High unwanted turnover and greater difficulty in attracting new talent
- Underskilled workforce
The truth is economic downturns are the perfect moment to double down on your greatest asset – the people whom you rely on to get your organization through difficult times. A skilled workforce will increase your organization’s competitiveness and innovation capacity.
Of course, you can’t just throw money into upskilling indiscriminately. Developing the skills that will make a difference requires a strategic approach. This would mean HR would need to replace old learning habits with more contemporary techniques to maximize the ROI of L&D.
Discover how L&D teams should navigate the recession in our guide on Recession-Proof L&D Strategies.
HR for HR and other trends
In times of crisis, employees turn to HR for support. The question is: Who takes care of the well-being of you and your HR colleagues?
HR teams have been going above and beyond to guide organizations through a global pandemic, a talent shortage, and now a recession.
But, to ensure that we don’t forget to take care of ourselves, I’m a big advocate of HR for HR. Let’s walk the talk to avoid HR burnout and improve HR’s own well-being!
And as a part of that, we shouldn’t forget to keep investing in building our own skill set so that we’re well-equipped to guide our organizations through the inevitable next crisis. And the first step is understanding what the future of work has in store for you and your team.
To this end, we’ve created a list of 11 HR trends we expect will be shaping work in 2023. Some of these trends have been ongoing for a while now, while others result from drastic changes organizations have had to make.
Looking forward & holiday wishes
The post-pandemic world of work is turning out to be a rather uncertain one. Still, there’s one thing that I can say with certainty: Despite the unprecedented expectations placed on the global HR community, HR professionals will continue to go above and beyond as both partners to the business and advocates for the employees.
The Academy to Innovate HR will also play our part in this by doing everything we can to continuously educate 100,000 HR professionals by 2025. And we’d love to see you on this journey.
Our most popular content
And just in case you’re looking for more to read (or watch), I’ve compiled an overview of our most popular content from the past year.
- HR Career Path: Everything You Need to Know
- How HR Can Manage Rising Inflation: 8 Scenarios
- HR for HR: 9 Ways to Avoid HR Burnout & Improve Well-Being
- 11 HR Trends for 2023: Seizing The Windows of Opportunity (Video)
- HR OKRs: All You Need to Know (With 11 Examples)
- 13 Future HR Skills You Need to Start Building Now
- HR SMART Goals: The What, How, and 12 Examples