11 HR Trends for 2024: Elevating Work
Summary
TLDRThe 2024 HR Trends video, hosted by Neelie Verlinden and Erik van Vulpen, spotlights 11 pivotal trends reshaping the HR landscape. Key themes include realignment of HR priorities to address the productivity paradox, tapping into the hidden workforce, and advancing systemic diversity, equity, inclusion, and belonging (DEIB). The video also discusses the evolution of the HR operating model, emphasizing the importance of bundling services, data literacy, and HR's strategic influence. Lastly, it highlights HR's role as a force for good, focusing on AI empowerment, work-life fit, meaningful job design, and shifting from talent acquisition to talent access, all aimed at fostering a more engaged and productive workforce.
Takeaways
- 🌟 The concept of work-life balance is being redefined in 2024, with a shift towards a more flexible and personalized 'work-life fit' approach.
- 📈 HR is focusing on resolving the 'Productivity Paradox' by leveraging data and technologies like generative AI to improve performance and productivity.
- 🌍 There is a push for HR to tap into the 'hidden workforce', which includes underutilized groups such as caregivers and neurodiverse individuals, to address labor shortages.
- 🔄 The DEIB (Diversity, Equity, Inclusion, and Belonging) approach is evolving towards 'systemic DEIB', where companies will focus on targeted action with measurable impact.
- 🌱 HR's role is expanding to include climate change adaptation, with a focus on minimizing organizational risk and ensuring business continuity amidst environmental shifts.
- 🏢 The traditional HR silos are breaking down to form integrated solution areas, aiming to improve the candidate and employee experience, and reduce attrition.
- 💼 HR professionals are encouraged to 'lean in' and assert their value in driving business results, moving away from being seen as merely administrative.
- 🗣️ HR will increasingly engage in public relations, as employee experiences and company policies become a matter of public discourse and reputation.
- 🤖 Generative AI is set to empower the workforce by enhancing productivity and work quality, with HR playing a key role in its responsible integration.
- 🛑 The trend of 'End of BS Jobs' highlights the need for job redesign to ensure meaningful work, improving job satisfaction and reducing burnout.
- 🔄 There is a strategic shift from talent acquisition to talent access, focusing on internal growth and mobility to meet the demands of a tight labor market and younger generations' expectations.
Q & A
What is the main focus of the 2024 HR Trends video?
-The 2024 HR Trends video focuses on 11 trends that will impact the way we work, categorized into three overarching themes: HR realigning priorities, HR operating model changes, and HR as a force for good.
Why is the concept of work-life balance being revisited in 2024?
-The concept of work-life balance is being revisited because of the shift towards 'work-life fit', which accommodates different expectations from work and aims to create a renewed relationship with work where it helps people flourish and fulfill their personal ambitions.
What is the 'Productivity Paradox' mentioned in the video?
-The 'Productivity Paradox' refers to the situation where despite technological advancements and increased employee engagement interventions, productivity has stagnated. HR is encouraged to step in by formulating strategies to measure and improve performance.
How does HR plan to address the issue of the hidden workforce?
-HR plans to address the issue of the hidden workforce by removing obstacles to work and intentionally seeking out this group, which includes caregivers, neurodiverse people, ex-inmates, and others. Policies will include inclusive benefits, flexible working arrangements, and promoting a culture that values diversity.
What is the significance of the shift from 'Diversity, Equity, Inclusion, and Belonging (DEIB)' to 'Systemic DEIB'?
-The shift to 'Systemic DEIB' signifies a more focused and consolidated approach where companies concentrate their DEIB initiatives on issues that the company and its employees care about, backed by proof points, and taking targeted action on these issues.
How is HR adapting to climate change and its impact on business?
-HR is adapting to climate change by conducting a climate risk audit, setting up councils on business continuity and disaster recovery, and implementing labor practices that accommodate extreme weather conditions to ensure business continuity and better care for workers.
What does the trend 'From Silos to Solutions' imply for the HR function?
-'From Silos to Solutions' implies that traditional HR silos are breaking down into integrated solution areas, such as Strategy, Advisory and Transformation, and Awareness and Attraction. This integration aims to improve the candidate and employee experience and decrease first-year attrition.
What is the essence of the trend 'HR Leans In'?
-The essence of 'HR Leans In' is for HR professionals to assert their importance and value to organizational success, becoming clear on the value they provide, standing up for themselves, and investing in their own enablement and empowerment.
How is the employee experience becoming a public good in the context of HR?
-The employee experience is becoming a public good as it is increasingly shared and discussed publicly through platforms like LinkedIn and TikTok. HR's role in crafting and communicating policies has become more strategic, with transparent and fair HR policies becoming a strategic asset.
What role does generative AI play in the HR trends for 2024?
-Generative AI, such as ChatGPT, is expected to increase productivity, improve work quality, and reduce the performance gap between high and low performers. HR will play a key role in ensuring organizations can safely benefit from generative AI by removing barriers, training employees, and adding safeguards for responsible data and IP use.
What is the concept of 'work-life fit' and how does it differ from 'work-life balance'?
-'Work-life fit' is a concept that moves away from the traditional 'work-life balance' by accommodating different individual expectations from work. It focuses on flexibility and fairness, aiming to create a more personalized and fulfilling relationship with work.
What does the trend 'The End of BS Jobs' signify?
-The trend 'The End of BS Jobs' signifies a shift towards job design that focuses on meaningful work. It involves improving management quality, removing unnecessary hierarchy, and ensuring that workers see their contribution to the organization's goals.
How is HR shifting from 'Talent Acquisition' to 'Talent Access'?
-HR is shifting from 'Talent Acquisition' to 'Talent Access' by rethinking traditional career paths, promoting internal growth and mobility, and better delivering on employee expectations to retain talent in a tight labor market.
Outlines
🌟 HR Trends 2024: Redefining Work Dynamics
The script introduces the 2024 HR Trends video, highlighting the shift from work-life balance to a new paradigm. Neelie Verlinden and Erik van Vulpen, founder of AIHR, present 11 trends categorized into three themes. They emphasize the importance of HR's evolving role in the face of environmental shifts, legislative changes, and societal movements. The video encourages viewers to engage with the content by liking, subscribing, and turning on notifications. The first theme discussed is 'HR realigning priorities,' with a focus on the 'Productivity Paradox,' where despite technological advancements and employee engagement efforts, productivity has not improved. The speakers suggest that HR must develop strategies to measure and enhance performance, leveraging data and tools like Microsoft's triple peak day and Shopify's meeting cost calculator. Generative AI, such as ChatGPT, is presented as a potential solution to boost productivity and work quality.
🔍 Unleashing the Hidden Workforce and Advancing DEIB
This section delves into the concept of tapping into the 'hidden workforce'—individuals who are willing and able to work under the right conditions but are currently not participating in the labor market. This group includes caregivers, neurodiverse individuals, ex-inmates, and others. The script points out the need for HR to remove barriers and seek out this workforce, offering inclusive benefits and flexible arrangements. The trend 'The Point of No Return for DEIB' discusses the evolution of Diversity, Equity, Inclusion, and Belonging (DEIB) to a systemic approach, focusing on issues that matter to both the company and its employees. The role of HR in driving climate change adaptation is also highlighted, with suggestions to conduct climate risk audits and establish business continuity plans to address organizational risks posed by changing weather patterns.
🛠 HR Operating Model Transformation and Strategic Influence
The script moves on to the second theme, focusing on changes in the HR operating model. It discusses the breakdown of traditional HR silos into solution areas, such as Strategy, Advisory, and Transformation, and Awareness and Attraction. This integration aims to improve the candidate and employee experience and reduce first-year attrition. The trend 'HR Leans In' addresses the need for HR professionals to be recognized for their strategic contributions and to advocate for their own value and empowerment. The script also introduces 'HR Meets PR,' emphasizing the importance of HR in managing public perception and communicating policies transparently. The final theme, 'HR is a force for good,' begins with the trend 'AI empowered workforce,' discussing the impact of generative AI on performance and productivity, and the role of HR in facilitating its responsible use.
🌱 Work-Life Fit, Meaningful Jobs, and Talent Access
The final paragraph explores the shift from work-life balance to 'work-life fit,' acknowledging the diverse needs and preferences of employees regarding work. HR's role is to facilitate these ambitions and support managers in accommodating them, potentially leading to a more meaningful and enjoyable work experience. The trend 'The End of BS Jobs' addresses the issue of job meaningfulness, suggesting that with AI and automation, job design should focus on ensuring that work is satisfying and contributes to organizational goals. The last trend, 'From Talent Acquisition to Talent Access,' discusses the importance of promoting internal growth and mobility in a tight labor market, emphasizing the value of learning opportunities and career advancement for younger generations. The video concludes by inviting viewers to share their thoughts on the trends and to access the full HR Trends article for more information.
Mindmap
Keywords
💡HR Trends
💡Work-life balance
💡Productivity Paradox
💡Hidden Workforce
💡DEIB
💡Climate Change Adaptation
💡Silos to Solutions
💡HR Operating Model
💡Generative AI
💡Work-life fit
💡BS Jobs
💡Talent Access
Highlights
The year 2024 will see a shift away from traditional work-life balance concepts.
11 HR trends for 2024 are presented, categorized under three overarching themes.
HR is set to realign its priorities due to environmental shifts, legislative changes, and societal movements.
The 'Productivity Paradox' trend highlights a stagnation in productivity despite technological advancements and employee engagement interventions.
HR's role in 2024 is to improve productivity through strategic formulation and data utilization.
Generative AI, such as ChatGPT, is shown to increase writing task productivity by 37% and work quality by 20%.
HR will tap into the 'hidden workforce', including underutilized groups like caregivers and neurodiverse individuals.
Diversity, equity, inclusion, and belonging (DEIB) have reached a tipping point, necessitating a reinvention of approach within organizations.
Systemic DEIB will focus on issues that both the company and its employees care about, with tangible proof points.
HR is increasingly involved in driving climate change adaptation within organizations.
The HR operating model is evolving, with a shift from traditional silos to integrated solution areas.
HR professionals will need to develop skills like data literacy and business partnering to drive business results.
HR will 'lean in' in 2024, asserting its importance to organizational success and moving beyond administrative roles.
Employee experience has become a public good, with HR playing a role in managing public perception and policy communication.
HR is positioned as a force for good in 2024, with a focus on driving better employee practices for business results.
Generative AI is set to empower the workforce, improving productivity and enabling a focus on creative and strategic work.
The concept of work-life balance will shift towards 'work-life fit', accommodating individual preferences and needs.
The 'End of BS Jobs' trend suggests a redesign of jobs to increase meaningfulness and reduce dissatisfaction.
Talent acquisition will transition to 'talent access', focusing on internal growth and mobility to retain talent.
The video concludes with a call to action for viewers to engage with the content and subscribe for more HR insights.
Transcripts
- Hi everyone,
and welcome to our HR Trends video for 2024.
The year in which we will say goodbye
to work-life balance.
Want to find out why?
Stay tuned.
My name is Neelie Verlinden
and I'm here with Erik van Vulpen,
founder of AIHR.
- We are incredibly excited to bring you
this list of 11 trends for 2024.
HR is changing and so is the way we operate.
- [Neelie] We've identified the HR trends
that will impact the way we work in 2024.
We've categorized these trends
into three overarching themes
that will help us better understand
the forces shaping the world of work.
- Neelie this is the fourth year
that we're bringing this out
and I think this version is our best version yet.
But before we dive into the trends
and the themes don't forget to like this video
subscribe to our channel
and hit that notification button.
(upbeat music)
- Let's get started with our first theme,
HR realigning priorities.
Environmental shifts, legislative changes
and societal movements
are driving a major transformation in HR.
Putting traditional HR frameworks
and priorities under scrutiny.
Our first trend within this theme
is called Resolving the Productivity Paradox.
- Over the past decade
organizations have invested in interventions
for employee engagements,
experience, and wellbeing.
On top of that technological advancements
let us automate task
and augment decision making.
And although we feel busier than ever,
productivity has stagnated,
and now it's time for HR to step in.
Australia, Britain, Canada
but also the Gulf countries and the Euro area,
have seen minimum productivity gains.
With unemployment at its lowest level
since World War II,
an aging workforce and a chronic lack of digital
and technical skills, productivity increases
are needed to raise salaries
and guarantee employment.
The greatest contribution HR can make to workers
and the organization in 2024
is improving productivity.
HR can do this by formulating strategies
to measure and improve performance
and rewarding behaviors that drive productivity.
Data plays a key role here.
Think of the triple peak day that Microsoft introduced,
that showed that productivity went up
between 6:00 and 8:00 PM
and then design strategies to support this.
Or Shopify's meeting cost calculator,
which try to reduce the time spent in meetings
by calculating their financial costs.
Finally, generative AI also offers a solution.
A recent study shows that ChatGPT
increases productivity on writing tasks by 37%
and work quality by 20%.
- Our next trend provides
a relatively underutilized approach
to solve today's lack of available workers
and is called HR tapping into the hidden workforce.
While we've never had so much work
and so few available workers,
there's a massive hidden workforce
that does not participate but is willing
and able to work under the right conditions.
This includes caregivers,
neurodiverse people, ex-inmates,
people with no degree, some retirees
and people with long-term health problems.
Did you know, Erik,
that in the US alone this group
is around 25 million people.
In 2024, we cannot ignore this hidden workforce.
HR will remove obstacles to work
and intentionally seek out this forgotten workforce.
Policies will include more inclusive benefits,
flexible working arrangements,
a fluid retirement age, increased offers accessibility
and promoting a culture that values diversity.
Technology will also play a role
through personalized onboarding and learning
real-time feedback and on-demand pay platforms.
Unlocking the hidden workforce
as a new external talent pool is a great opportunity
to promote equity and inclusion
by removing barriers to work
and creating systemic equity.
And that Erik, is what our next trend is about titled,
The Point of No Return for DEIB.
- Diversity, equity, inclusion
and belonging or DEIB,
has reached a tipping point.
With the Supreme Court striking
down affirmative action and DEIB roles
being hit the hardest in the recent tech layoffs,
we need to reinvent how we approach DEIB
in our organizations.
Think for example of Nike sparking controversy
by supporting Black Lives Matter,
while less than 10% of their Vice Presidents are Black.
Or Target canceling its Pride collection
because of backlash, only to create even more backlash
because they canceled it
and losing 5% in quarterly sales as a result.
We believe that 2024 will see a new form of DEIB,
which we call systemic DEIB.
Systemic DEIB means that,
companies will consolidate their efforts
and focus their DEIB initiatives
on issues that the company
and its employees care about,
with proof points to back up deposition.
Once these proof points are clear,
systemic DEIB will take targeted action on these issues.
Our last trends that showcases
HR's real life priorities
is HR driving climate change adaptation.
- New regulations in the US, EU
and UK are forcing companies
to report on climate related business risks.
This sustainability agenda
is often handed to HR.
Which is why we see organizations renaming
their CHRO role as a chief people
and sustainability officer.
In line with this, sustainability metrics
are being added to the HR scorecard.
Changing weather patterns lead to organizational risk.
Think of flooding and power outages
impacting business continuity,
or how heath waves affect day-to-day work.
For HR to help minimize disruption
and productivity loss,
it should focus on how the organization
can best adapt to climate change.
This starts with a climate risk audit
and setting up a council on business continuity
and disaster recovery in case of floods
and other natural disasters.
But also implementing labor practices
that accommodate extreme weather.
Through climate change adaptation
HR can ensure business continuity
and take better care of workers.
- That brings us to our second theme
for this 2024 HR trends edition,
which is about HR operating model changes.
But this is not the only major change
that will hit HR.
So stay tuned till the end of the video,
to find out more.
As HR realigns its priorities
the way HR operates will also evolve.
In 2024 HR will deliver more value
by bundling its services,
speaking up and learning how to influence perception.
So let's dive into the next trend
which is called From Silos to Solutions.
- More and more we see traditional HR silos
breaking down into solution areas.
Functional areas like organizational development,
organization design, HR strategy,
and change management will become one solution area
called Strategy, Advisory and Transformation.
Similarly, we will see
an integration of employer branding.
Talent acquisition, candidate experience,
talent insights and employee experience,
into what will be called awareness and attraction.
This allows a full integration of the candidate
and new hire experience,
ensuring we can deliver on the employer brand promise
made to candidates once they are hired.
A successful integration
of these silos will improve the candidates
and employee experience
and decrease first year attrition.
In each of these solution areas,
the traditional HR functions
work together to deliver impact.
Next it is bundling of HR functions.
We will also see the skills profile
of HR professionals change.
Every HR professional will need skills
like data literacy and business partnering,
as they're essential to driving business results.
- Driving business results brings us
to our next trend, which is called, HR Leans In.
HR is a profession that deserves respect
is backed by data and robust science,
and is practiced by knowledgeable individuals
who wholeheartedly chose a career in HR,
but that's not how we see ourselves.
73% of HR leaders think their team
focuses primarily on processes,
and 63% of C-suite leaders
see HRs role as administrative.
That's why we see recent layoffs
disproportionately hitting HR professionals.
2024 is the year in which HR will lean in
and show others that it is vital to organizational success.
This requires us to be clear on the value we provide,
what we do and what we do not do.
And with that become HR first
and make our voices heard
when it comes to strategic business topics.
Becoming HR first, also means standing up for ourselves
and investing in our own enablement
and empowerment through career paths,
upskilling and prioritizing our own wellbeing.
This will also change our language.
2024 is the year in which
we'll stop saying that,
"I'm an HR because I want to work with people."
We are in HR because we drive business results
and we drive those results through helping people.
- Do you know what else we drive through people Erik?
Our YouTube subscribers.
Did you know that 85% of the people
who watch our videos are not yet
subscribed to our channel?
If you made it this far into the video
you are interested in HR content
so make sure you like
and subscribe to our channel
and help us reach as many HR professionals as possible.
The third way in which
HR's operating model is changing,
is a trend we call HR Meets PR.
The employee experience has become a public good.
Every email Elon Musk sends his staff
is guaranteed to be published on the internet.
People share their experiences of being fired
on LinkedIn or TikTok,
and we know the remote work policies
for companies like Zoom, JP Morgan and Goldman Sachs
because any policy change makes headlines.
In 2024, the battle in the court of public opinion
will not be fought by PR or marketing alone,
but also by HR
and how we craft and communicate policies.
This means that transparent and fair HR policies
will become a strategic asset.
HR departments will have to actively
manage public expectations
while communicating clearly
and delivering on their employee promise internally.
- That brings us to our third and final theme
for this trends video,
which is HR is a force for good.
This theme is about the unique opportunity
that HR has in 2024 to drive business results
through better employee practices.
This theme contains our last four trends
starting with the AI empowered workforce.
The meteoric rise of generative artificial intelligence,
like ChatGPT has rocked our worlds.
Generative AI promises higher productivity
better work quality,
and lower cost of production for the organization.
Early data showed that generative AI
is reducing the gap between high performers
and low performers.
So enabling the workforce to leverage AI
might be the best thing HR can do to improve performance.
Generative AI can also empower employees
to spend less time on operational work
and more on the creative, strategic
and interpersonal aspects of their role.
HR will play a key role
in ensuring organizations
can safely benefit from generative AI.
They'll do this by removing barriers to use,
training employees on how to leverage AI
and adding safeguards,
for the responsible use of data and IP.
- Another way in which HR
can empower employees and drive impact
is through our next trend.
Shifting work-life balance to work-life fit.
Erik, I wonder how many fancy synonyms you know
for the term disengaged employees.
- Well there's quiet quitting.
There's lazy-girl jobs.
There is laying flat
and there's bailan.
All these words show,
that our relationship with work
and with our employers has changed.
Different people want different things from work.
Some of us don't mind working 60 hours a week
while others may prefer a four day work week
or just work 9:00 to 5:00
and prefer to spend the rest of their day
with their loved ones or on their pet projects.
We will move away from work life balance
to accommodate what people want from work,
something that we call work-life fits.
HR will help organizations accommodate
these different expectations from work
and help strike the balance
between flexibility and fairness.
This means identifying
what people want from work,
facilitating these ambitions
and equipping managers to accommodate them.
If managed well,
work life fit can create
a renewed relationship with work
where work helps people flourish,
and fulfill their personal ambitions.
As AI is impacting how we do our work
and work life fit allows people
to fulfill their personal ambitions,
work can become more meaningful.
This brings us to our next trend
which probably has the spiciest title of them all.
The End of BS Jobs.
- Yes, Erik.
I think this must indeed be
the most controversial title of all.
A recent study in 47 countries
showed that 17% of workers
doubt the usefulness of their jobs.
With 19% of US workers
finding their jobs socially useless.
People in meaningless jobs are dissatisfied
less productive, and more likely to burn out.
With the rise of AI and automation
and the changes they bring to how work is done,
job design has become more important.
But often we give limited attention
to whether the job we designed
will be meaningful for the individual.
This needs to change.
We can design better jobs
by improving management quality,
removing unnecessary hierarchy,
and ensuring that workers see how they contribute
to what the organization is trying to achieve.
- This brings us to our final trend for 2024
which is called From Talent Acquisition to Talent Access.
Younger generations value opportunity
to learn and grow, interest in the type of work
and opportunities for advancements
when looking for jobs.
On top of that, 48% of organizations
identified improving talent progression and promotion
as key business practices
to increase the availability of talent.
In a historically tight labor market,
HR will focus on talent access,
over talent acquisition.
This means rethinking traditional career paths
enabling and promoting internal growth
and mobility and better delivering
on employee expectations to retain talent.
- That's right, Erik.
I think this run sums up much
of what we've already discussed in this video.
As HR delivers more value to employees
by adding purpose, removing barriers to work
and breaking internal functional silos
to deliver a better employee experience
hence making jobs more meaningful and enjoyable.
And that brings us to the end of this video.
Let us know in a comments down below
which trends you're excited about
and what other trends you're seeing in your organization.
And if you want to read more about these trends
check out the full HR Trends article
which link in the description of this video.
And if you haven't done so already,
like this video and subscribe to our channel.
- Thank you very much for joining us
for this year's edition of HR Trends.
We hope you'll have a brilliant day.
Bye.
(upbeat music)
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