As we step into 2024, the HR landscape is set to undergo transformative changes. The top HR trends 2024 to 2030 are linked to the change in HR skills, innovation of technology and the new generation of employees.
Staying ahead of the curve is not just a necessity but a strategic advantage for CEOs and HR professionals. It is essential to understand the transformative impact on the organisation and employees, but also how to capitalise on these HR trends for sustainable growth and success.
HR Trends 2024
1. AI and Automation Integration
In December 2020, I explored the impact of Artificial Intelligence in HR and its potential implications. Now, three years later, it is crucial for HR to adopt artificial intelligence and automation. This shift will revolutionise HR processes, utilising AI algorithms for streamlined operations and automating routine tasks. This grants professionals the opportunity to concentrate on strategic initiatives and employee development.
Before implementing AI, it is essential to initially outline HR processes to consider incorporating Lean Six Sigma. This approach involves reviewing and identifying waste and non-essential activities within the processes. The goal is to either discontinue these activities or improve them before integrating the HR processes with AI.
2. Employee Well-Being
The next five years we will witness a heightened focus on employee well-being. Companies will go beyond traditional benefits, incorporating wellness programs, mental health support, and flexible work arrangements.
The emphasis will be on creating environments that nurture both professional and personal growth. A healthy and engaged workforce is more productive and contributes positively to the company. Absenteeism can be prevented, controlled, and influenced by employers, and it is important for companies to know the 10 underlying causes of absenteeism in the workplace.
3. Continuous Learning and Skills Enhancement
One of the HR trends in 2024 will be that the future-ready workforce should be equipped with the skills to navigate evolving industry landscapes. CEOs should support by creating budget for HR to implementing training initiatives and leveraging learning technologies and investing in employee development programmes.
A learning path is essentially a personalised journey of acquiring knowledge and skills that are tailored to an individual’s professional goals or a group goal. It is more than a collection of training sessions. It is a well-thought-out sequence of learning experiences designed to build expertise progressively.
Development programmes should extend beyond employees; both the Works Council and HR professionals should not be overlooked, considering their unique paths and professional growth needs.
For Works Council training excellence, the Human in Progress Academy has designed courses to support the members. Our learning path ensures that members stay ahead of the latest trends, tools, and best practices for Works Councils. It facilitates a mindset of continuous improvement, vital for the Works Council’s success.
In addition to the Works Council courses, the Academy offers practical masterclasses, HR training courses, and programmes for HR professionals as well, available in various formats, ensuring accessibility across online and offline platforms.
It is important for organisation to become skill-powered organisations, to teach employees new skills to deal with the potential talent shortage in the market.
4. HR Metrics, Analytics and Data
HR professionals should be prepared to use more data and analytics to show their value to the management. Metrics as of turnover rates or hiring results will still be valid however more data is required e.g. tracking of productivity, programmes/ initiatives that will have an impact and tracking filters/ mechanism to get the best candidate out of the big pool.
Therefore, HR professionals will have to deal with more analysis and data tracking and need to have the skills to analyse, predict and work with data and tools.
5. HR Outsourcing
In-house HR jobs will partly disappear as transactional tasks will be outsourced services. The innovation in technology allows companies to delegate administrative and transactional activities to external HR agencies . In response, companies are adapting by introducing self-service tools for employees, fostering a more streamlined and efficient approach to HR functions.
Outsourcing HR functions to a third party offers numerous benefits for CEOs. This approach ensures cost efficiency, granting predictable budgeting while providing access to specialised HR expertise. By outsourcing non-core HR tasks, company’s benefit from reduced administrative burden, enhanced compliance, and improved employee satisfaction.
Overall, HR outsourcing and the evolution of the HR model will empower CEOs to scale their business, optimise resources, foster growth, and concentrate on advancing the academy’s core objectives.
Human in Progress is assisting international companies residing in the Netherlands with continuous operational HR support, offering the advantages of HR operations without the requirement to hire a full-time HR employee.
Companies benefit from HR services, ranging from fundamental guidance on daily HR administration to handling HR processes and work instructions. Trusting an HR and legal expert team to handle the administration helps reducing the risk of costly legal problems and other issues for any business.
In summary, HR is commencing the transformative journey to shine in this new era of work. Embracing the HR trends 2024 and changes will empower organisations to foster a work environment where employees thrive and the business to achieve their goals.
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