2023 is around the corner, and the analysts anticipate it will be a challenging year for the HR department. HR will continue to experience pressure from establishing as the strategic partner that organizations require and from showing results in supporting and development of post-pandemic organizations.

We must deal with at least three realities that add more challenge to this difficulty:

First, a recession and an increase in inflation are imminent, and they don't just apply to one or two countries—this is the case globally. In reaction to economic considerations, major layoffs were made by international firms in the months of November and December. It is expected that additional organizations will fall into line in the month of

January.

Second, a significant change brought above by the pandemic was the evolution of the job standards required of our workforce. Employees want to be regarded as people, to have more time for their families and personal life, and to have access to development opportunities and flexible scheduling policies that enable them to achieve their own goals. Group resignations have also been seen in response to circumstances and working conditions that people find unacceptable, just as we have seen corporations fire large numbers of employees.

“In reaction to economic considerations, major layoffs were made by international firms in the months of November and December. It is expected that additional organizations will fall into line in the month of January.”

The third is to ensure the organization's survival and success in the coming and succeeding years while juggling conflicts between restraint and spending, investment and entrenchment, and working toward the best organizational strategic plans that make it clear where to invest and where to restrict funds.

How can the human resources department participate in light of these facts and circumstances to deliver on the promise of this strategic partner and produce outcomes for these organizational changes? To accomplish the aforementioned, three crucial factors unquestionably play a role:

1. Enhance and strengthen leadership. One of the primary tasks as human resources is to have the best management team to handle the challenges of 2023 and the years to come. Making sure you have the best team to lead the organization requires using talent assessments, 360-degree feedback, culture engaged leadership, development, and succession planning.

2. Strategically enable the business. To use the world cup as an analogy, you can't just play "goalkeeper" all the time, trying to prevent goals from being scored and controlling spending; you also need to accompany the organization and let it know when investments in human resources processes have a greater, more glaring return on investment and when they don't.

3. Never forget that people come first. People make the difference in companies. An organization with focused and happy people makes the outcomes happen. Also, keep in mind that trust requires a commitment. As long as our employees feel valued and trusted, their performance will improve.

Finally, 2023 has arrived, and this is a great chance to show that we have taken all necessary steps to guarantee that Human Resources plays a significant role in the success of enterprises throughout this year.