Hr Trends And Priorities: What Employers Can Expect In 2024

Here’s a quick summary of what HR teams can expect in 2024.

Smarter Talent Acquisition

It’s not always easy to find the right candidate for the right job. Nowadays, culture match has also become as important as skill set match. Therefore, HR needs to have an updated skill repository that helps find and hire people quicker in the year ahead. Another way to address this requirement is by redeploying existing employees by training them with newer skills. When employees find new meaning in their work, they become more productive and loyal to the organization. Talent acquisition teams must also be well-equipped to face the future requirements of the organization. In brief, smarter hiring processes not only reduce time and costs but also enhance efficiency.

Flexible Modes of Work

The pandemic introduced everybody to remote work. In this model, employers face multiple challenges related to HR policies, employee communication, employee feedback, wellness, and more.

The definition of ‘place of work’ has significantly changed in the post-pandemic era. Now, more and more talented folks have an opportunity to be considered for a role that they were, maybe, earlier filtering out because of their location constraints.

Seepika Singhal, Senior Director, Head ‒ Global Total Rewards, Brillio Technologies

Many organizations are either calling employees back or adopting the remote/hybrid model to offer greater flexibility. This trend is expected to continue in 2024 and beyond. But, yes, the issue of logistics will be compounded since the employer has to address the requirements of these different segments. HR can bring people together with virtual screens, break down silos, and drive home the point that deliverables matter. When this happens, work can become seamless and employees will also experience a higher level of job satisfaction.

Rewards & Recognition

The career journeys and preferences of different employees are different. Sometimes, they are radically different! Therefore, a one-size-fits-all approach may not work in a rewards and recognition (R&R) program. Although it is not practical to personalize everything, it is advisable to tailor programs where possible. For example, not everybody would be interested in a gym membership. So, it is better to offer multiple options, based on gender, age, race, region, etc., for employees to make a choice. This approach ensures transparency and inclusivity in rewards programs. After the R&R program is rolled out, it is critical to measure its usage and impact. Modern AI-driven data analytics tools help achieve this task with considerable ease.

Holistic Wellness Programs

During the pre-pandemic era, it was easier for HR to address the health-related issues of employees. Now, with multiple modes of work, it has become difficult to assess the physical and mental status of employees. So, HR needs to focus on implementing holistic wellness programs for promoting a healthy work-life balance. Today’s health insurance policies include a health checkup for employees. HR should urge them to make use of it. It’s a good idea to conduct a Wellness Week for the benefit of the employees. This also enables HR to know the status of their employees’ health. Employers are expected to lay greater emphasis on holistic wellness in the year 2024.

Artificial Intelligence, HR Tech & More

Although AI is not new, its acceptance has been slow before the pandemic. Many were skeptical since they were concerned about its implications like fear of job loss, data privacy issues, algorithm bias, and more. However, the recent popularity of AI has accelerated its adoption by HR teams across organizations. The rate of adoption is expected to rise in the coming years.

Whether AI is there or not, nobody can replace HR. So, HR plays the role of a mother, a sister, a mentor, and a leader.

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