2024 is positioned to be transformative for HR. The integration of artificial intelligence, coupled with transparent employee experiences and a focus on L&D means HR leaders will see their influences extend beyond the traditional scope of the function.
Adapting to the changing demands of the modern workforce, HR is poised to redefine its priorities. This involves championing meaningful change, embracing transformative technology, addressing disengaged workforces directly, and enhancing opportunities for learning and development.
HR leaders find themselves at a crossroads.
They can either ride the wave of change, future proofing their organizations, or stick with the status quo and risk a disengaged and disillusioned workforce.
In the road ahead, HR must embrace innovation, authenticity and foresight to navigate the professional terrain.
What will this journey look like? Here are three key HR trends we anticipate in 2024.
The growth of Generative AI profoundly impacted the workforce in 2023 and, as the hot topic of the last year, it’s no surprise that Generative AI will come into play for many HR functions in 2024.
According to a Deloitte survey, a staggering 81% of HR professionals agree that Artificial Intelligence (AI) significantly impacts their work.
In 2024, leaders can anticipate the emergency of smarter and more user-friendly HR technologies. Generative AI will play a central role in streamlining HR processes. This technology empowers leaders to focus on their workforce and scale operations efficiently, all without the need for additional resources.
There is much to like, indeed, Generative AI has proven instrumental in automating tasks and providing valuable insights into employee performance. Nevertheless, the broad implementation of AI presents challenges related to data privacy, employee trust, and the possibility of bias in automated decisions, so must be exercised with caution.
As the line between human tasks and machine functions becomes increasingly blurred, adopting a holistic approach to AI will become essential for sustained business growth. Recognising the transformative potential of AI, the majority of organizations are expected to integrate it into their HR operations in 2024.
The visibility of employee experience is increasingly public. Whether it’s the spectacle of live firings filmed on TikTok accumulating millions of views, benefits packages being openly shared online, or the widespread coverage of how large corporations are navigating the post-pandemic work landscape; HR is effectively operating in a glass box.
Internal policy grievances are frequently shared openly, and these narratives grab headlines with little consideration of the internal context or the communication process with employees. Regardless, these stories significantly influence public opinion.
On top of this, employees themselves are taking on a more activist role, feeling increasingly at ease sharing sensitive information rather than using internal organisational channels to voice their concerns.
And when employee dissatisfaction is at a high, addressing it is imperative.
Hence, in 2024, a shift from work-life balance to work-life fit is anticipated. The pandemic exposed the underlying issues in work relationships, and the Great Resignation and ‘quiet quitting’ phenomenon painted a sobering portrayal of how employees perceive their connection to work and, consequently, the organisations they are part of.
This shift can be seen through a growing desire for alternative work lifestyles. A majority of employees involved in a trial of the four-day workweek expressed a reluctance to return, with 15% stating that ‘no amount of money’ would convince them to return to a five-day working week.
With shifting attitudes and the increasingly public nature of employee experience, HR leaders must be mindful of the heightened transparency in work relationships in 2024.
L&D is no longer a ‘nice to have’, but a business imperative. The LinkedIn 2023 Workplace Report revealed that 75% of L&D professionals consider L&D a top organisational priority, and 89% say upskilling is fundamental to the future.
Upskilling and L&D are essentially intertwined, serving as complementary aspects in preparing both employees and managers for success.
In 2024, there should be an emphasis on enhancing the skills of current talent pools, and leaders will increasingly recognise the pivotal role that L&D plays in fostering organisational growth.
The notion of core competencies was blown out of the water during the digital transformation. With particular skills needed to harness increasingly sophisticated technology in the workplace, the pandemic threw us into greater dependence on digital work environments and AI has prompted another jump as we learn to harness it.
Prioritising skills over degrees or years of experience enables recruiters and managers alike to be more adaptable in identifying and promoting the most suitable talent.
Organizations need to deliver not just L&D programs, but a learning culture. A recent edX study found a gap that needs to close:
“While half of executives believe their organisation provides employees with a strong culture of learning, as well as the time to spend learning, that’s not what most employees think.”
Prioritising this is crucial as, according to Gallup, people consider opportunities to learn and advance as essential when applying for new roles.
That’s where Insights comes in…
Insights Discovery lays the foundations for a culture of continuous learning.
Introducing a shared language of colour facilitates open and honest communication across your organisation, fostering a positive culture of collaboration and development.
Using a foundation of awareness, Insights Discovery helps teams navigate the changing landscape of the working world, builds relationships and empowers employees to take control of their learning.
Interested in learning more? Get in touch today.