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1. Diversity, equity, inclusion, and belonging (DEIB).

Diversity and inclusion in the workplace continue to be key topics in talent acquisition and management in 2024. To combat concerns about a lack of diversity among employees, some HR staff are using hiring tools that help them eliminate any bias toward race, gender, age, etc. This is also called blind hiring.

How does a company put blind hiring into practice? It could start with simple things like having candidates remove their names from their resumes and job applications before they submit them. This way managers are unable to identify their gender or ethnicity and lean towards an unconscious bias.

Another method is to have all candidates for an open position work on a test or assessment that scores their competency in one or all areas related to the job. With these results hiring managers can find the best candidate based on performance.

Read our article on the benefits of diversity and learn about the difference between diversity and inclusion in the workplace.

2. Pay transparency.

Connected to DEIB is the topic of pay transparency and the new laws about disclosing pay in job descriptions and upon request. Employers will need to implement better compensation models that will fit the ongoing realities of equitable pay for all, regardless of gender, race, age, etc., as well as being paid on time.

Employees should also be rewarded for excellent results and surveys have shown employees appreciate being given vouchers to help with their commute. This is important as work habits return to normal after the pandemic and employees weigh up the pros and cons of returning to the office.

Pay transparency where employees can see that pay is fair and equitable can help to improve employee retention, as competition for talent is strong. It will also help to build greater trust between employees and employers.

3. Streamlining tasks with AI.

AI, such as ChatGPT, is continually being introduced into the workplace to streamline work processes. However, this has an impact on the workforce and HR will need to develop policies that strike a balance between the efficiency of AI and the human qualities that are essential in business.

With the implementation of AI, employees may see it as a shortcut so they don't need to put in as much individual effort. They may also believe that the AI will displace them. Therefore, HR should develop policies to implement AI in such a way that it amplifies the work done and reduces the amount of time spent on unproductive tasks, while also ensuring that the AI is inclusive for all, regardless of proficiency.

HR tech is also on the rise. Your employment policies, hiring, benefits administration, and other important but repetitive tasks could all be handled by an AI system. Furthermore, this more sophisticated HR tech can handle the remote, hybrid, flexible, and multi-hub workplaces that have become common.

4. Continuous learning and upskilling.

Due to the growing sophistication of AI in the workplace, there is a great need for upskilling. Employees need continuous upskilling and reskilling to develop and maintain the skills and qualities needed to complement the machines and tech in a digital work environment. This also has the benefit of improving staff retention with a culture of rewards and recognition.

Anytime that a business can find new ways to add value by giving their employees new knowledge or skills, they should seize the opportunity. As e-learning platforms and online learning modules have become more advanced, it has become easier to train employees and continue their development within your organization.

This also makes learning more efficient, because modules can be assigned to individuals and assessments can be scored automatically, eliminating the need for lengthy group training sessions that are led by a member of your HR staff.

Finally, a shift from college degrees and experience to skills needed for a particular job gives HR more flexibility in finding and promoting talent. Employers can give employees the resources, time, and safe space to engage in learning.

5. Hybrid work culture.

The shift to remote and flexible work arrangements initially driven by necessity during the pandemic is here to stay, and now that we have data on the productivity levels from the years of remote working, HR can finalize plans for maintaining corporate culture, team cohesion, and communication with a remote workforce.

While some companies seek to return to full-time on-site arrangements, flexible work options have become a major consideration for job seekers and employees. 2024 may see more companies offering hybrid or fully remote work options. However, employers can create office experiences that encourage employees to go to the office, such as team meetings and development opportunities.

This, of course, presents challenges for HR when it comes to ensuring productivity as well as fostering a conducive work culture. In preparation for this, HR teams may need to revisit existing policies, develop new ones, consider new tools to facilitate hybrid work and collaboration, and find ways to maintain company culture. It's also important for employers to implement office experiences to leave employees enough time to complete the work that needs to be done.

6. Change in generational workers.

In 2024, the next generation will be officially moving into the workforce while the previous generation will be moving into senior and management positions. These changing dynamics create different expectations and a desire to find a better work/life balance. This new generation is also more open to communication, having grown up with social media. They will have different approaches to feedback, encouraging open, two-way communication, and creating connections.

Final Thoughts:

Traditional boundaries in the workplace are falling away, giving HR room to experiment and innovate new fundamental policies for the workforce and the workplace. Whether you are aware of these trends, or you're reading about them for the first time, it is never too late to step up your effort and continue to develop an HR department that is keeping pace with the ever-changing landscape of work.

Pay close attention to these six trends this year, and ask yourself honestly how your business is doing in each of these areas. Open communication and clarity as to the company's goals will help the employees regain trust in their employers, particularly after the "quiet quitting" phenomenon that took place in 2023 as a response to cost-cutting and retrenchments.

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What is the latest trend in HR?

Technology is becoming increasingly important to human resources. Analytics and automated tools can be used to maximize efficiency and identify workforce performance issues. Due to this, upskilling is also increasingly important for employees.

What is new in HR technology?

  • AI is being used to identify trends and enhance decision-making.
  • VR will be used for sexual harassment training.
  • Augmented analytics is being used increasingly to analyze people and achieve greater insights.
  • Visual storytelling is increasing in the recruitment process.
  • Self-service HRMS is used to increase productivity.

What is Artificial Intelligence in HR?

AI offers significant opportunities to improve HR processes, including self-service transactions, recruiting, talent acquisition, payroll, and reporting.

What are HR technologies?

The are many tools that are used by HR personnel, mostly software tools that include hiring and software tools, workforce management features, and others.

Why is human resources important?

Human resource management plays an important role in managing employees along with workplace culture and environment. HRM deals with compensation, performance management, safety, benefits, and employee motivation.

What are the future challenges of human resource management?

  • Diversity management.
  • Collaboration and contracting with other organizations.
  • Including technology as a tool for communication, connection, and evaluation.
  • Finalizing remote and hybrid working plans.
  • Creating a company culture of diversity, inclusion, and continuous learning.

What are HR best practices?

  1. Innovative recruitment strategies.
  2. Healthy workplace.
  3. Performance rewards.
  4. Benefits.
  5. Employee feedback.

What is people enablement?

People enablement is the intentional empowerment of employees to develop their skills with the assistance of technology, human resources, performance insights, and leadership.

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