{"id":20836,"date":"2024-04-10T16:58:15","date_gmt":"2024-04-10T14:58:15","guid":{"rendered":"https:\/\/benefex-dev.local\/sv\/sa-loser-du-de-3-storsta-utmaningarna-inom-hr\/"},"modified":"2026-03-22T10:51:32","modified_gmt":"2026-03-22T09:51:32","slug":"sa-loser-du-de-3-storsta-utmaningarna-inom-hr","status":"publish","type":"post","link":"https:\/\/benifex.com\/sv\/sa-loser-du-de-3-storsta-utmaningarna-inom-hr\/","title":{"rendered":"S\u00e5 l\u00f6ser du de 3 st\u00f6rsta utmaningarna inom HR"},"content":{"rendered":"

Alla som jobbar med HR st\u00e5r inf\u00f6r stora utmaningar. Det blev tydligt n\u00e4r Benify bad 551 svenska arbetsgivare svara p\u00e5 en unders\u00f6kning om hur de ser p\u00e5 framtiden. <\/p>\n

<\/p>\n

H\u00e4r \u00e4r tre av de st\u00f6rsta utmaningarna inom HR \u2013 och l\u00f6sningarna du kan b\u00f6rja implementera redan nu. <\/p>\n

 <\/p>\n

1. Kompetensbrist<\/h3>\n

Det \u00e4r ingen hemlighet att m\u00e5nga har sv\u00e5rt att fylla rekryteringsbehovet. Enligt ManpowerGroups unders\u00f6kning Talent Shortage har 77 procent av svenska f\u00f6retag sv\u00e5rt att hitta r\u00e4tt kompetens. <\/p>\n

S\u00e5 vad g\u00f6r man som arbetsgivare f\u00f6r att resa sig \u00f6ver konkurrensen och locka till sig talangerna, om man inte har utrymme i budgeten till att h\u00f6ja l\u00f6neniv\u00e5n drastiskt? M\u00e5nga arbetsgivare i v\u00e5r unders\u00f6kning erbjuder exempelvis flexibla arbetstider, m\u00f6jlighet till distansjobb och gener\u00f6sa f\u00f6rm\u00e5nsutbud. Enligt ett flertal av Benifys unders\u00f6kningar \u00e4r friskv\u00e5rd en f\u00f6rm\u00e5nskategori som medarbetare v\u00e4rderar v\u00e4ldigt h\u00f6gt. Med andra ord kan ett v\u00e4l tilltaget friskv\u00e5rdsbidrag \u00f6ka arbetsgivarvarum\u00e4rkets attraktionskraft. <\/p>\n

Men det g\u00e5r inte att f\u00f6rlita sig p\u00e5 en \u201done size fits all\u201d-l\u00f6sning. I v\u00e5r rapport L\u00e4r k\u00e4nna generation Z<\/a> avsl\u00f6jade vi att personer f\u00f6dda 1995 eller senare har andra \u00f6nskem\u00e5l och behov \u00e4n millennials, generation X och baby boomers. F\u00f6r att locka till dig framtidens arbetskraft beh\u00f6ver man positionera sig som en progressiv och modern arbetsgivare, och bland annat erbjuda f\u00f6rm\u00e5ner som bidrar till en sund \u201dwork-life balance\u201d. (I L\u00e4r k\u00e4nna generation Z hittar du hela listan med denna \u00e5ldersgrupps favoritf\u00f6rm\u00e5ner.) <\/p>\n

\"S\u00e5<\/p>\n

2. Sv\u00e5r<\/span>ighet<\/span> att beh\u00e5lla <\/span>talanger<\/span><\/h3>\n

I tider av kompetensbrist \u00e4r det ingen \u00f6verraskning att arbetsgivare \u00e4r extra m\u00e5na om att beh\u00e5lla de talanger de lyckats rekrytera. \u00c4ven h\u00e4r finns det m\u00e5nga l\u00f6sningar som inte bara handlar om att \u00f6ppna pl\u00e5nboken p\u00e5 vid gavel. Unders\u00f6kningar av Benify och olika analysinstitut visar att medarbetare uppskattar flexibilitet \u2013 b\u00e5de n\u00e4r det g\u00e4ller var, hur och n\u00e4r man arbetar. M\u00f6jligheten att distans- eller hybridjobba \u00e4r fortsatt popul\u00e4r, \u00e4ven nu n\u00e4r corona-pandemin krymper i backspegeln. Enligt Gallup<\/a> f\u00f6redrar en \u00f6verv\u00e4ldigande majoritet av den globala arbetsstyrkan ett hybrid-uppl\u00e4gg. <\/p>\n

\u00c4ven f\u00f6rm\u00e5ner relaterade till ledighet och arbetstid \u00e4r uppskattade. Men minst lika viktigt \u00e4r att v\u00e4rna om personalh\u00e4lsan. Arbetsgivare som prioriterar frisk- och sjukv\u00e5rd, och uppmuntrar en sund livsstil, s\u00e4kerst\u00e4ller att medarbetarna b\u00e5de m\u00e5r och presterar b\u00e4ttre. Dessutom visar man god vilja genom att g\u00e5 dem till m\u00f6tes och fokusera p\u00e5 f\u00f6rm\u00e5ner som de sj\u00e4lva efterfr\u00e5gar. <\/p>\n

\"S\u00e5<\/p>\n

3. Sjunkande <\/span>engagemang<\/span><\/h3>\n

Enligt Gallups \u00e5rliga unders\u00f6kning State of the Global Workplace \u00e4r bara 21 procent av svenskarna engagerade p\u00e5 jobbet. Det h\u00e4r syns tydligt i Benifys unders\u00f6kning, d\u00e4r arbetsgivarna svarade att engagemanget b\u00e5de \u00e4r en av deras st\u00f6rsta utmaningar, och ett av de omr\u00e5den de kommer fokusera sina HR-insatser p\u00e5. <\/p>\n

\u00c4ven h\u00e4r kommer man l\u00e5ngt genom att lyssna p\u00e5 medarbetarnas \u00f6nskem\u00e5l g\u00e4llande f\u00f6rm\u00e5ner och flexibilitet. F\u00f6r att p\u00e5 ett statistiskt p\u00e5litligt s\u00e4tt sp\u00e5ra trender och f\u00f6r\u00e4ndringar i dessa \u00f6nskem\u00e5l beh\u00f6ver man en digital HR-plattform, som samlar in och analyserar organisationens egna anv\u00e4ndardata. Genom att tyda m\u00f6nster i anv\u00e4ndarnas val kan man f\u00e5 reda p\u00e5 vilka f\u00f6rm\u00e5ner som faktiskt efterfr\u00e5gas och anv\u00e4nds, s\u00e5 man inte riskerar att investera fel. <\/p>\n

Men f\u00f6rm\u00e5ner \u00e4r inte allt. Ytterligare faktorer som v\u00e4ger tungt n\u00e4r det g\u00e4ller engagemanget \u00e4r f\u00f6retagskulturen och kommunikationen. Organisationer med en stark kultur, byggd p\u00e5 tydliga v\u00e4rderingar \u2013 som respekt, tillit och integritet \u2013 skapar en st\u00f6rre psykologisk trygghet, vilket \u00e4r viktigt f\u00f6r engagemanget. Och f\u00f6r att uppr\u00e4tth\u00e5lla denna kultur \u00e4r det viktigt med riktad och relevant kommunikation. En HR-strategi med tillh\u00f6rande verktyg som l\u00e5ter er n\u00e5 medarbetarna vid r\u00e4tt tillf\u00e4lle, via r\u00e4tt kanal \u2013 oavsett om det \u00e4r mejl, push-notiser eller meddelanden i sj\u00e4lva plattformen \u2013 s\u00e4kerst\u00e4ller att de k\u00e4nner sig inkluderade, sedda och d\u00e4rmed engagerade. <\/p>\n

\n

Ta din organisations HR-strategi till n\u00e4sta niv\u00e5. Ladda ner rapporten Framtidens HR idag och uppt\u00e4ck l\u00f6sningarna p\u00e5 HR-branschens st\u00f6rsta utmaningar.<\/span> <\/p>\n

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