The year 2023 is definitely over. This means that with the new year 2024, there is room for new challenges and opportunities in the field of human resources. 2024 is a time of rapid change and dynamic development to which HR must be able to respond. What trends and challenges can we expect in 2024 and how will they affect the work of HR managers and employees themselves?
Extension of hybrid and remote working models
Hybrid and remote working models are becoming more prevalent and this will not change in 2024. Working from home allows many employees to have a better work-life balance, which has a positive impact on their satisfaction and overall productivity. However, no company should forget that hybrid and remote working models bring with them challenges for which they must be prepared.
Virtual meetings, lack of communication or loss of team spirit. These are all things managers can face when there is insufficient adaptation to these working models in the company. It is important to create a model that suits both managers and remote workers. Open communication, transparency, but also, for example, team events or regular 1:1 meetings with the manager can be a good prevention against possible problems associated with hybrid working.
Emphasis on skills and training
The rapid development of technology places ever greater demands on the continuous training of employees. But it is no longer true that education = university degrees. On the contrary, it is about continuous learning and acquiring skills relevant to the specific job. Companies around the world have found that by focusing on skills instead of degrees, they can tap into an under-appreciated talent pool and create new opportunities for everyone. And studies show that it really pays off. Companies that focus on skills are more competitive and adaptable in an ever-changing job market.
Use of hidden workforce
The hidden workforce represents people who are neglected in traditional work models for various reasons. This can include pensioners, people with long-term health problems, people caring for young children or other dependents, but in some sectors, for example, people without a degree. In 2024, this situation should change and employers should look for ways to create opportunities and remove barriers for this workforce so that they are no longer left behind and their full potential is realised.
Integration and use of AI in HR
Artificial intelligence has already rocked the HR world last year. Initially, generative AI was a bogeyman for many people, but over time the tables have turned and people have begun to see AI as an opportunity to improve and streamline their work. Artificial intelligence can be a good help in the HR department. If you feel that your HR is not ready for such changes, start slowly. Use AI when creating job ads or try incorporating chatbots into the recruitment process. Explore what specific tasks AI can make easier for you, and get to work on implementation. AI is constantly evolving, so good luck to those who don't get discouraged and react quickly to change.
Investments in automation and digitalization of HR processes
Digitalization of HR processes has been a burning topic for HR specialists for several years. In the Czech Republic, it is still not an exceptional situation that companies with 100 or more employees manage their HR using spreadsheets and keep records in binders full of papers. This is of course inefficient and exhausting, especially for HR managers themselves. The inevitable key to efficiency is the introduction of HR software that frees up HR managers' hands and makes their jobs easier. And not just HR managers, but managers and other colleagues who can use the time saved for more important tasks.
Of course, preparation is important, because implementing HR software takes time. But if you can identify your needs accurately and choose a suitable supplier based on them, you've largely won. Once implemented, you can reap the rewards of digitizing HR processes every day.
More comprehensive diversity, equality and inclusion initiatives
It is said that 2024 will be the year of reinventing diversity, equality and inclusion. Why? Because up until now, this has been talked about in theoretical terms and little of it has actually been put into practice. Diversity, equality and inclusion are an integral part of modern corporate culture. It's not just about numbers and statistics, but about a real transformation of the corporate environment in which diversity, equal opportunities and inclusion are important values. Employees are the most important asset of any company, so every company should care about making them feel valued and supported in the work environment, regardless of their identity.
Designing personalised and agile employee career paths
New generations are entering the labour market with different needs, so change is inevitable in the area of career management. For many employees, traditional career plans no longer meet their expectations or the company's requirements. For millennials, for example, learning, interesting work and progression are often the most important things in a job. Generation Z, on the other hand, values remote working, a work environment that encourages innovation and work-life balance.
Personalised career development paths are thus becoming a key factor in employee retention. In addition, the introduction of flexible career models allows employees to shape their career paths individually. By discussing their long-term goals with individual team members, the HR manager can help employees find a path that not only meets their expectations but also contributes to company goals.
While HR is of course not just about blindly following trends, it is good to follow them and be inspired by them when deciding which direction to take in 2024. Like everything, HR is dynamically changing and transforming year after year, so every HR department needs to be prepared for all the changes. Only by evolving and adapting to change can we shape the future of a work environment that both employees and employers are happy with.
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