HR Trends in 2024

By Michael Halling

The last few years have proved to be a bit of a whirlwind for most sectors. From a pandemic, to economic uncertainty and now the emergence of AI, HR professionals have really had their work cut out for them. It’s been an era of adapt and react and we’ve seen this theme continue into 2024.

In such a chaotic market, it’s those in human resources who’ve had to to rebuild trust between employees and employers, pushing toward a more positive company culture, and diving head-first into emerging tech solutions to ensure that their organisation nots only survives but thrives in this new environment.

As new technology continues to advance at lightning speed, it’s getting harder to predict exactly what the future might look like. And yet, a recent study by Gartner shows that a whopping 84% of HR leaders are expected to do more now compared to three years ago.

Keeping up with the latest trends is critical to avoid falling behind! Staying in the loop helps organisations remain competitive and ensures the longevity of their practices.

So, let's explore some of the trends we’ve seen emerging this year.

1. Effective change management

The pandemic really pushed organisations to adapt quickly to new ways of working and since then, agility and the ability to shift gears at a moment’s notice has been high on the agenda. With the rapid evolution of AI there are more monumental shifts posed for the near future and organisations need to be ready to roll with the punches.

Effective change management ensures a smooth transition, keeping productivity up and morale high. It helps align strategies, processes, and people to meet the demands of the evolving workplace.

Trends in organisational culture

Traditional approaches to change management are changing. Agile principles, once used mainly in software development, are now being applied to manage organisational change.

This trend involves breaking down change initiatives into smaller, collaborative stages, promoting flexibility and quick adjustments based on feedback. For example, instead of following a step-by-step process, a project team implementing a new system might use agile practices, dividing the implementation into smaller sections with regular review sessions.

Adopting agile methodologies means moving away from rigid, linear approaches and embracing a more flexible and collaborative framework for navigating modern organisational transformations.

Agile change management

Organisations are using AI-powered tools and automation to improve change management. These technologies analyse large data sets, predict obstacles, and optimise decision-making during change initiatives.

For example, during a digital transformation, AI algorithms can analyse employee sentiments, predict resistance points, and suggest personalised communication strategies. Automation handles repetitive tasks, allowing employees to focus on more complex aspects of the change, speeding up the process and reducing disruptions.

This trend shows how technology and change management work together, improving efficiency and precision in organisational evolution.

AI and automation

In recent years, there has been a significant shift in the way organisations view and prioritise their culture and the well-being of their employees. Recognising that a positive work environment contributes to employee satisfaction, productivity, and overall success, organisations are placing greater emphasis on culture and well-being.

This shift stems back to the pandemic when new ways of working, like remote and hybrid setups, opened peoples eyes to the importance of having a healthy work life balance. Since then, we have seen a change in what employees come to expect from their employers with many favouring a positive culture over higher salaries.

Organisational culture sets the tone for how things are done in a company. It includes the values, beliefs, and behaviours that shape the work environment and how employees feel. In this new world of work, where flexibility is key, a strong organisational culture can make workflows smoother and boost productivity.

2. Organisational culture

With more data and advanced analytics tools available, organisations use predictive analytics to anticipate change challenges.

By analysing historical data and identifying patterns, leaders can make informed decisions. This helps the company predict potential bottlenecks and adjust its change strategy accordingly.

Collaboration

Several trends have emerged in organizational culture, reflecting the changing needs and preferences of employees in today's workplace. These include:

The 4-day work week: With the growing emphasis on work-life balance, many organisations are exploring the idea of a shorter workweek. The 4-day work week allows employees to have more time for personal pursuits while maintaining productivity and efficiency during their working hours.
Flexible work arrangements: Part-time and full-time roles are no longer confined to traditional office hours. Flexible work arrangements, such as remote work and flexible schedules, allow employees to balance work and personal responsibilities more effectively. This flexibility not only enhances employee satisfaction but also enables organisations to attract and retain top talent.
Remote and hybrid working: Hybrid working models, combining remote and in-office work, have gained popularity in response to the pandemic. This approach offers the best of both worlds, allowing employees to enjoy the benefits of remote work while still maintaining opportunities for collaboration and social interaction in the office. Alternatively remote working opens organisations up to a more diverse talent pool, enabling them to hire the best person for the job, regardless of location.

These trends reflect a shift towards prioritising flexibility in the workplace, leading to greater job satisfaction and productivity. By embracing these trends and fostering a positive and inclusive culture, organisations can create an environment where employees thrive and contribute to overall success.

Investing in technology

New technologies like AI continue to reshape the HR landscape. These advancements are revolutionising the way organisations manage their workforce. From recruitment and onboarding to performance management and employee engagement, HR technology is playing an increasingly vital role in streamlining processes and driving organisational success.

3. HR Technology and AI

In today's competitive business environment, investing in the right HR technology is no longer optional – it's essential to staying ahead of the curve. Organisations need to recognise the importance of embracing digital solutions to remain agile, efficient, and competitive in the near future. Investing in HR technology enables employees to automate repetitive tasks, improve decision-making through data-driven insights, and enhance their overall experience at work.

Selecting the right technology for your needs is essential. Consider how these tools align with organisational goals, processes, and culture. HR professionals must assess their current systems and workflows to identify areas for improvement and determine which technologies will best support their objectives.

Investing in your people

Skill-based organisation is something that people have been talking about for a while in HR. It focuses on identifying and developing specific skills that are most relevant to organisational objectives, rather than traditional job roles. Though having not yet been realised in the real world, the fact that this continues to be a hot topic reflects the increasing importance of adaptability and agility in the workforce, where individuals need to be able to apply their skills across various projects and roles. New digital learning solutions which offers skill mapping, assessment and tailored learning channels demonstrate that the conversation about skill based organisations is not over.

Overall, the emphasis on cognitive skills, digital curiosity, and skill-based organization highlights the need for continuous learning and development in the workplace. HR professionals play a crucial role in fostering these skills among employees to ensure they remain competitive and resilient in the face of technological advancements and evolving job roles.

4. Skills and learning

About the author

Michael Halling

Michael, or Mike, is the CEO of Vitro and works closely with clients to discuss and define their current and future HR ambitions across the talent management spectrum. He knows that technology and process improvements are the greatest organisational enablers and understands systems and processes which can help an organisation meet their needs.

Organisations are recognising the value of investing in their existing talent pool to fill key positions rather than relying solely on external hires. This shift not only saves on recruitment costs but also boosts employee morale and engagement. Succession planning, mentoring programs, and talent development initiatives are becoming increasingly important to groom internal talent for future leadership roles.

The emergence of AI

Optimising your systems

While many are investing in new tech, there are some who are holding out and instead investing in their existing systems by optimising what they already have to better meet their evolving needs. This is a cost saving approach and it’s not surprising given the shaky economy and the fact that many AI tools are still in the early staged of trial and development with more powerful features likely to come later in the year and beyond.

Skills-based organisations

AI is a key trend that’s only going to get grow in scale. AI is poised to change HR forever and in no time at all. As AI can analyse vast amounts of data very quickly it can help HR teams make better, more informed decisions and reduce administrative burdens on employees, even personalising the employee experience.

Engaging stakeholders and equipping leaders

As the World Economic Forum estimates that 44% of workers' core skills are expected to change in the next five years, the importance of cognitive skills is growing significantly. This trend is driven by the increased demand for creative and analytical thinking in the age of AI and automation.

Generative AI, in particular, is driving the need for cognitive skills as it becomes more prevalent in the workplace. This form of AI requires individuals to think critically, creatively, and analytically to leverage its capabilities effectively.

Additionally, technological literacy, resilience, flexibility, curiosity, and lifelong learning are also becoming increasingly important skills. Digital curiosity is emerging as a foundational skill, involving the ability to seek out and use new and emerging digital technologies to enhance cognitive abilities.

5. Career management and internal mobility

As the workplace continues to evolve, so too does the approach to career management and internal mobility. With the growing emphasis on talent retention and development, organisations are rethinking their strategies to attract and retain critical talent from within.

As a result, HR professionals are shifting their focus towards creating flexible career paths and providing opportunities for upward and lateral movement within the organisation.

Conclusion

The HR landscape in 2024 is defined by rapid change and innovation. From the continued impact of the pandemic to the emergence of AI and the growing emphasis on organisational culture and employee well-being, HR professionals have been at the forefront of navigating these shifts.

Effective change management has become more critical than ever, with agile methodologies and AI-powered tools playing key roles in driving organisational transformations. As organisations adapt to new ways of working, the importance of fostering a positive and inclusive culture has come into focus, leading to trends such as the 4-day work week, flexible work arrangements, and remote and hybrid working models.

HR technology continues to evolve, with AI reshaping the HR landscape and transforming processes from recruitment to performance management. Investing in the right technology is essential to stay ahead of the curve and ensuring organisational success.

Skills and learning are also evolving to meet the demands of the future workforce, with cognitive skills, digital curiosity, and skill-based organisations emerging as hot topics. HR professionals play a crucial role in fostering these skills among employees to ensure they remain competitive and resilient in the face of technological advancements.

Finally, career management and internal mobility are becoming increasingly important as organisations focus on retaining and developing talent from within. By investing in their existing talent pool and providing opportunities for growth and advancement, organisations can ensure they have the skills and leadership needed to succeed in the future.

In conclusion, HR professionals must continue to adapt and innovate to meet the evolving needs of the workforce and the organisation. By embracing these trends and focusing on culture, technology, skills development, and talent management, HR can drive organisational success in 2024 and beyond.

Ready to take that next step?

Contact our HR transformation team on engage@vitroglobal.com