11 HR Trends for 2024: Elevating Work

Summary

The 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

00:00

🌟 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.

05:01

🔍 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.

10:03

🛠 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.

Keywords

💡HR Trends

HR Trends refer to emerging patterns and shifts in human resources practices that influence how organizations manage their workforce. In the video, the hosts discuss 11 trends for 2024, highlighting how these trends will shape the future of work and the role of HR within companies.

💡Work-life balance

Work-life balance is the equilibrium between an individual's professional and personal life. The video suggests that the concept of work-life balance will evolve or be redefined in 2024, with a focus on new approaches that better accommodate the diverse needs and preferences of the workforce.

💡Productivity Paradox

The term 'Productivity Paradox' describes a situation where increased use of technology and efforts to engage employees do not result in increased productivity. The video script mentions that despite technological advancements and investments in employee wellbeing, productivity has not improved, indicating a need for HR to address this issue.

💡Hidden Workforce

The 'Hidden Workforce' refers to individuals who are willing and able to work but are not currently participating in the labor market due to various barriers. The video emphasizes the importance of HR in identifying and engaging this group, such as caregivers and people with long-term health problems, to address labor shortages.

💡DEIB

DEIB stands for Diversity, Equity, Inclusion, and Belonging. It is a concept that has reached a critical point in organizational focus, as discussed in the video. The script suggests that companies will need to adopt a more systemic approach to DEIB, ensuring that their initiatives are aligned with company values and have a measurable impact.

💡Climate Change Adaptation

Climate Change Adaptation involves adjusting to the effects of climate change to reduce harm and exploit beneficial opportunities. The video script highlights that HR will play a role in helping organizations adapt to climate-related risks, such as extreme weather events, to ensure business continuity and employee safety.

💡Silos to Solutions

The transition from 'Silos to Solutions' represents the shift in HR from operating in separate functional areas to integrating them into comprehensive solution areas. The video mentions that this will improve the candidate and employee experience by delivering a more cohesive approach to HR services.

💡HR Operating Model

The HR Operating Model refers to the way HR functions are structured and managed within an organization. The video discusses how this model will evolve in 2024, with HR delivering more value by bundling services, speaking up, and learning to influence perception.

💡Generative AI

Generative AI is a type of artificial intelligence that can create new content or outputs based on existing data. The video script discusses how generative AI, such as ChatGPT, can increase productivity and work quality, and HR's role in ensuring its responsible and beneficial use within organizations.

💡Work-life fit

Work-life fit is a concept that goes beyond the traditional work-life balance, aiming to accommodate the varying needs and preferences of employees regarding their work. The video suggests that HR will help organizations move towards a work-life fit approach, tailoring work arrangements to better suit individual employees' desires and lifestyles.

💡BS Jobs

BS Jobs, or 'Bullshit Jobs,' as discussed in the video, are roles that employees perceive as lacking meaningful contribution to society. The script points out that with the rise of AI and automation, the design of meaningful jobs becomes more critical, and HR will play a role in ensuring that jobs are not only efficient but also fulfilling for employees.

💡Talent Access

Talent Access refers to the strategy of focusing on promoting internal growth and mobility rather than solely acquiring new talent from outside the organization. The video script mentions that in a tight labor market, HR will prioritize talent access, rethinking career paths and better meeting employee expectations for learning and advancement opportunities.

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)