HR trends for 2024 are slowly starting to be published, so I suggest we start talking about them too.
So, here is an outline of trends from Erik van Vulpen from Holland
So, here is an outline of trends from Erik van Vulpen from Holland
Resolving the productivity paradox:
Employee engagement and well-being have not impacted productivity.
HR needs to find solutions to improve productivity in the modern workplace.
Leveraging the hidden workforce:
HR needs to include workers who are traditionally overlooked and underutilized.
The use of technology can help identify and integrate the hidden workforce.
Point of no return for DEIB:
Diversity, Equity, Inclusion and Belonging (DEIB) efforts are becoming unstoppable.
HR plays a vital role in driving meaningful DEIB change.
HR promotes adaptation to climate change:
HR plays a leading role in promoting sustainability practices in the workplace.
Environmental responsibility becomes a key focus for HR.
From silos to solutions:
HR breaks down silos and takes a collaborative approach.
Integrated solutions and cross-functional partnerships increase HR's influence.
HR is leaning in:
HR becomes a strategic partner and trusted advisor to the business.
HR actively contributes to business growth and success.
HR meets PR:
HR focuses on employer branding and reputation management.
HR aligns internal and external messaging to attract and retain top talent.
Evolving the workforce with artificial intelligence:
AI and automation are changing the workforce and the role of HR.
HR is using AI to improve decision-making and workforce management.
Increased productivity through smarter goal setting and artificial intelligence:
Companies should focus on smarter goal setting, monitoring results, and promoting proven tools that improve productivity.
Generative Artificial Intelligence (GAI) can play a critical role in improving productivity: studies show significant gains in efficiency and quality.
Leveraging the hidden workforce:
HR should invest in the hidden workforce, which includes retirees, caregivers, neurodiverse people and ex-prisoners.
Expanding talent horizons can address labor shortages and create a more inclusive workforce.
Removing barriers to work for a forgotten workforce:
Improving talent attraction practices, ensuring equal access to training and retraining, and recognizing transferable skills over experience and qualifications can help remove barriers to the forgotten workforce.
Technology can play a key role in attracting and empowering these employees.
Point of no return for DEIBs:
2024 will be the year of rethinking diversity, equity, inclusion and belonging (DEIB).
Organizations need to move to a systemic approach to DEIB by focusing on fair practices, developing a clear HR voice on issues, and taking targeted action.
Addressing DEIB is critical to attracting and retaining talent and avoiding public criticism and backlash.
HR facilitates adaptation to climate change:
As companies face the challenges of climate change, HR has a critical role to play in ensuring employee resilience and preparedness.
HR professionals should focus on educating and preparing employees for environmental changes.
Sustainability and climate adaptation:
Sustainability-related legislation is changing around the world
Leading companies are investing in climate change adaptation
HR's role in climate change adaptation:
HR plays a key role in talent, utility and office management.
ESG metrics are being incorporated into the HR scorecard
Climate adaptation actions:
Conduct a climate risk audit and define a roadmap
Implement disaster recovery plans and clear communication strategies.
Implement labor practices that account for extreme weather conditions.
Ensure tracking and reporting of corporate sustainability data.
Evolve the HR operating model:
Moving from silos to integrated solution areas
Four solution areas: workforce strategy, talent acquisition, employee experience, workforce growth and empowerment.
Combining critical skills:
Business partnerships become relevant for everyone working in HR
Data literacy as a critical skill for effective decision making
Employee engagement and well-being have not impacted productivity.
HR needs to find solutions to improve productivity in the modern workplace.
Leveraging the hidden workforce:
HR needs to include workers who are traditionally overlooked and underutilized.
The use of technology can help identify and integrate the hidden workforce.
Point of no return for DEIB:
Diversity, Equity, Inclusion and Belonging (DEIB) efforts are becoming unstoppable.
HR plays a vital role in driving meaningful DEIB change.
HR promotes adaptation to climate change:
HR plays a leading role in promoting sustainability practices in the workplace.
Environmental responsibility becomes a key focus for HR.
From silos to solutions:
HR breaks down silos and takes a collaborative approach.
Integrated solutions and cross-functional partnerships increase HR's influence.
HR is leaning in:
HR becomes a strategic partner and trusted advisor to the business.
HR actively contributes to business growth and success.
HR meets PR:
HR focuses on employer branding and reputation management.
HR aligns internal and external messaging to attract and retain top talent.
Evolving the workforce with artificial intelligence:
AI and automation are changing the workforce and the role of HR.
HR is using AI to improve decision-making and workforce management.
Increased productivity through smarter goal setting and artificial intelligence:
Companies should focus on smarter goal setting, monitoring results, and promoting proven tools that improve productivity.
Generative Artificial Intelligence (GAI) can play a critical role in improving productivity: studies show significant gains in efficiency and quality.
Leveraging the hidden workforce:
HR should invest in the hidden workforce, which includes retirees, caregivers, neurodiverse people and ex-prisoners.
Expanding talent horizons can address labor shortages and create a more inclusive workforce.
Removing barriers to work for a forgotten workforce:
Improving talent attraction practices, ensuring equal access to training and retraining, and recognizing transferable skills over experience and qualifications can help remove barriers to the forgotten workforce.
Technology can play a key role in attracting and empowering these employees.
Point of no return for DEIBs:
2024 will be the year of rethinking diversity, equity, inclusion and belonging (DEIB).
Organizations need to move to a systemic approach to DEIB by focusing on fair practices, developing a clear HR voice on issues, and taking targeted action.
Addressing DEIB is critical to attracting and retaining talent and avoiding public criticism and backlash.
HR facilitates adaptation to climate change:
As companies face the challenges of climate change, HR has a critical role to play in ensuring employee resilience and preparedness.
HR professionals should focus on educating and preparing employees for environmental changes.
Sustainability and climate adaptation:
Sustainability-related legislation is changing around the world
Leading companies are investing in climate change adaptation
HR's role in climate change adaptation:
HR plays a key role in talent, utility and office management.
ESG metrics are being incorporated into the HR scorecard
Climate adaptation actions:
Conduct a climate risk audit and define a roadmap
Implement disaster recovery plans and clear communication strategies.
Implement labor practices that account for extreme weather conditions.
Ensure tracking and reporting of corporate sustainability data.
Evolve the HR operating model:
Moving from silos to integrated solution areas
Four solution areas: workforce strategy, talent acquisition, employee experience, workforce growth and empowerment.
Combining critical skills:
Business partnerships become relevant for everyone working in HR
Data literacy as a critical skill for effective decision making
Rebranding and repositioning HR:
HR needs a fundamental shift to make optimal contributions
Rediscover your identity and engage in a strategic conversation
Create a strategic vision for HR:
Define the purpose, identity and contribution of HR
Set priorities and boundaries, identify the skills and behaviors needed.
Embracing the challenge:
HR needs to be heard in business discussions
Lean in and assert yourself as a strategic partner
Employee empowerment and development:
HR professionals realize the need to prioritize their own development and skills.
Investing in HR talent succession channels and knowledge/tools is critical to HR success.
HR and PR collaboration:
HR needs to collaborate with the marketing department to have a PR strategy to control the narrative in the public domain.
Monitoring employer brand perception and proactive measures are important to address public relations issues.
Transparent and fair HR policies:
Transparent and fair HR policies will be a strategic asset.
Managing public expectations and communicating clearly with employees are essential.
Investing in training HR teams in PR tactics is critical to image management.
HR as a force for good:
HR will lead transformational change that benefits organizations and employees.
Generative artificial intelligence and internal markets will drive business results by improving employee practices.
Evolution of the workforce through artificial intelligence:
Organizations will integrate AI into the workforce, blurring the line between human and machine tasks.
Tools like ChatGPT will empower low-performing employees and reduce the difference between high-performing and low-performing employees.
HR needs to increase technological self-efficacy and take steps to ensure ethical use of AI.
Digital agility for HR professionals:
HR professionals need to capitalize on technological advancements and ensure compliance.
Digital transformation will create an AI-enabled workforce while maintaining ethical standards.
AI will improve work efficiency, automate tasks and add efficiency and meaning to work.
Changing the work-life balance towards work-life alignment:
Pandemic has revealed an imbalance in the work-life relationship.
Adopting a work-life fit approach with employee preferences is crucial.
HR needs a fundamental shift to make optimal contributions
Rediscover your identity and engage in a strategic conversation
Create a strategic vision for HR:
Define the purpose, identity and contribution of HR
Set priorities and boundaries, identify the skills and behaviors needed.
Embracing the challenge:
HR needs to be heard in business discussions
Lean in and assert yourself as a strategic partner
Employee empowerment and development:
HR professionals realize the need to prioritize their own development and skills.
Investing in HR talent succession channels and knowledge/tools is critical to HR success.
HR and PR collaboration:
HR needs to collaborate with the marketing department to have a PR strategy to control the narrative in the public domain.
Monitoring employer brand perception and proactive measures are important to address public relations issues.
Transparent and fair HR policies:
Transparent and fair HR policies will be a strategic asset.
Managing public expectations and communicating clearly with employees are essential.
Investing in training HR teams in PR tactics is critical to image management.
HR as a force for good:
HR will lead transformational change that benefits organizations and employees.
Generative artificial intelligence and internal markets will drive business results by improving employee practices.
Evolution of the workforce through artificial intelligence:
Organizations will integrate AI into the workforce, blurring the line between human and machine tasks.
Tools like ChatGPT will empower low-performing employees and reduce the difference between high-performing and low-performing employees.
HR needs to increase technological self-efficacy and take steps to ensure ethical use of AI.
Digital agility for HR professionals:
HR professionals need to capitalize on technological advancements and ensure compliance.
Digital transformation will create an AI-enabled workforce while maintaining ethical standards.
AI will improve work efficiency, automate tasks and add efficiency and meaning to work.
Changing the work-life balance towards work-life alignment:
Pandemic has revealed an imbalance in the work-life relationship.
Adopting a work-life fit approach with employee preferences is crucial.
Alternative lifestyles:
Employees want alternative lifestyles such as a four-day work week or telecommuting.
Organizations need to address this trend in HR management and accommodate different work preferences.
Work-life balance:
A shift from work-life balance to work-life alignment is expected in 2024.
A mutually beneficial integration of work and life will lead to success.
Different people have different priorities and trade-offs.
Balance between flexibility and expectations:
HR must redefine the employee value proposition to accommodate different work preferences.
Transparency and alignment between HR, managers and employees is critical.
Legal considerations should also be taken into account.
Meaningful work:
Many employees see their work as socially useless or meaningless.
Meaningful work improves employee well-being, satisfaction and productivity.
HR should focus on job design, working conditions and adaptation.
Access to talent:
Organizations are moving from attracting talent to accessing talent.
It is important to build internal talent pools and promote internal mobility.
Leveraging data and technology can facilitate access to internal talent.
A transformational year for HR:
2024 will bring significant changes and challenges for HR.
HR will need to embrace these trends to create a thriving work environment.
The potential rewards are immeasurable.
HR is driving growth, inclusivity and sustainability:
In this new era of work, HR will lead organizations to new heights of excellence.
2024 opens up a world of opportunities for HR to grow and shine.
Prepare your HR career for the future:
Continually expand your skill set with the newest and most relevant HR skills.
Check out our courses to enhance your HR skills.
HR courses online: distance learning for HR managers - HR management courses at Mike Pritula HR Academy
Employees want alternative lifestyles such as a four-day work week or telecommuting.
Organizations need to address this trend in HR management and accommodate different work preferences.
Work-life balance:
A shift from work-life balance to work-life alignment is expected in 2024.
A mutually beneficial integration of work and life will lead to success.
Different people have different priorities and trade-offs.
Balance between flexibility and expectations:
HR must redefine the employee value proposition to accommodate different work preferences.
Transparency and alignment between HR, managers and employees is critical.
Legal considerations should also be taken into account.
Meaningful work:
Many employees see their work as socially useless or meaningless.
Meaningful work improves employee well-being, satisfaction and productivity.
HR should focus on job design, working conditions and adaptation.
Access to talent:
Organizations are moving from attracting talent to accessing talent.
It is important to build internal talent pools and promote internal mobility.
Leveraging data and technology can facilitate access to internal talent.
A transformational year for HR:
2024 will bring significant changes and challenges for HR.
HR will need to embrace these trends to create a thriving work environment.
The potential rewards are immeasurable.
HR is driving growth, inclusivity and sustainability:
In this new era of work, HR will lead organizations to new heights of excellence.
2024 opens up a world of opportunities for HR to grow and shine.
Prepare your HR career for the future:
Continually expand your skill set with the newest and most relevant HR skills.
Check out our courses to enhance your HR skills.
HR courses online: distance learning for HR managers - HR management courses at Mike Pritula HR Academy
