HR Trends in 2024

Introduction

Human Resources (HR) is an ever-evolving landscape that is characterized by its tenacity in adapting to the digital age and its curveballs. From shifts in workplace structure to the evolution of generative artificial intelligence, HR is never short of a solution. 2023 work trends consisted of aspects such as quiet hiring, the rise of remote work and employee wellness, bringing job seekers to wonder, what will 2024 look like? What are the trends predicted to shift the HR atmosphere and how will they affect employment trends? If you are like me, you are curious as to how AI will cement itself into the workforce and consequently how to be ahead of the curve. Look no further, below we will discuss the top priorities HR professionals are looking to prioritize this year. We will explore the techniques and possible solutions professionals may be employing to tackle the 2024 workforce giant. 

This article is a 2024 HR outlook, drawing on earlier research and period examples. Its predictions, references to “this year” and closing question reflect expectations for 2024, not current employer-policy guidance or legal compliance instructions.

Areas of Emphasis for the Current HR Work Model 

Productivity

The historical chart below, branded by the Academy to Innovate HR and credited to OECD Data, covers 2015–2023. Its four lines follow different paths around 2020 and change little between 2022 and 2023. The image does not identify the productivity metric. Use it as a dated illustration, not as current productivity data or evidence that returning to the office will increase productivity. 

Undoubtedly productivity is essential in resource optimization, supporting organizational goals and efficient workflows. 

With that being said, here is a list of predictions compiled across numerous sources on how HR may choose to navigate productivity deficits. 

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1 - Generative Artificial Intelligence

It was inevitable. With the influx of AI software, platforms such as Chat GPT are predicted to impact productivity levels. AI algorithms hold the promise of simplifying processes, streamlining workflows and increasing overall productivity by automating repetitive tasks. 

2 - Four-Day Work Week

Forbes reveals research conducted on the UK four-day workweek experiment. Forbes revealed 49% of companies reported an increment in business productivity with 71% of workers reporting less burnout. While the four-day workweek does not apply to every business, companies are continuing to innovate ways to support their employees consequently maximizing productivity and decreasing burnout. 

The two figures describe different respondents and stages of the UK trial. In 4 Day Week Global’s midpoint check-in, 49% of responding companies self-reported better productivity: 34% slight improvement and 15% significant improvement. The University of Cambridge’s end-of-trial report found that 71% of employees self-reported lower burnout at the end of the June–December 2022 trial compared with its start. These are historical trial reports, not guarantees for another employer.

3 - Blended Workplace

A blended workplace is characterized by an amalgamation of full-time workers, part-time workers, contract staff and or digital workers. The workplace has seen an increase in outsourcing labour needs to supplement productivity levels. Companies are increasingly partnering with nearshore software development outsourcing companies to efficiently access skilled talent while maintaining alignment across time zones and work cultures. 2024 could be seeing an increase in blended workforces in a bid to augment productivity rates. This could possibly increase productivity by ensuring there is readily available talent to utilize resources that were otherwise going to waste. Gig platforms such as Gigster or one of the Gigster alternatives are a great choice to support you in your outsourcing needs

4 - Hybrid Work Scheduling 

An Angus Reid Institute study published in April 2023 and reported by CBC asked people already working from home at least some of the time how they would respond to a full-time office return. Of that group, 36% said they would return, 31% would return but consider switching jobs, and 21% would likely hand in their notice shortly afterward. These were stated intentions within that remote-work subgroup, not observed resignations or a forecast for all Canadian employees. 

Hybrid work scheduling offers employers and employees a middle ground allowing employees to spend a designated number of days on site while simultaneously enjoying the perks that remote work offers. Therefore, allowing employers to collect data on productivity in office vs remotely providing a platform for an improved strategic direction. 

Sustainability 

Sustainability is increasingly becoming a defining characteristic of a top-tier company. With climate change reaching an all-time high as observed by reports outlining record-breaking statistics, the role companies play in sustainability will continue to grow.

Research shows talent is more driven towards organizations that promote sustainability across their business practices. So, how can HR support sustainability practices? What are some of the tactics the HR industry could project in their quest for improved sustainability?

1 - Strategic Culture Plan

This could include workshops on sustainability within the workplace, incentives based on the integration of sustainability policies or volunteer opportunities. 

2 - Tracking and Reporting Sustainability Data 

In tracking and reporting data based on the success of the different sustainability practices, HR can assess and re-evaluate their methods thus easing adaptation within the company. 

Diversity Equity Inclusion and Belonging (DEIB)

Conversations surrounding diversity began long before 2024. This begs the question of why diversity, equity, inclusion and belonging remain a sore spot for many companies. 

The Supreme Court’s June 2023 decision in Students for Fair Admissions concerned the admissions systems at Harvard and the University of North Carolina. It should not be read as a general requirement for employers to launch new DEIB practices in 2024. The initiatives below are workplace ideas, not legal compliance instructions. 

1 - Mastering Inter-Generational Dynamics in the Workplace

With millennials moving into senior and managerial roles and the introduction of Gen Z into the workspace, navigating the different generations is important in fostering an inclusive work environment. Each generation has different needs with younger generations demanding policies that embrace gender expression, gender identity and radical diversity practices.

2 - Systemic Change 

The development of clearly outlined communication on issues surrounding DEIB practices is a technique that will promote authenticity. Using official communication channels to blatantly state the company's stance and create proof points on DEIB practices ensures accountability and transparency within the company. This includes putting out communication on controversial topics to show support for underrepresented groups.  

Conclusion

Tracking the evolution of HR requires taking note of trends that follow each year. Using data on the latest HR trends to target areas of improvement can help HR professionals curate plans that are not only strategic but have also stood the test of time. By leveraging research across the industry, professionals can stay relevant and adapt to the ever-changing work space. What would you like to see this 2024?