The HR Trends of the Current Year
- Ayhan (Bekirov) Caliskan
- Feb 18, 2024
- 4 min read
In 2024, the focus for business owners and personnel management professionals, with nearly one and a half months behind us, will undoubtedly be managing the impacts of digital transformation on people, alongside keeping the ships afloat financially.
While no one truly knows the full extent of the impact of artificial intelligence on the human workforce, 2024 will be a year for human resources professionals to dedicate to unraveling this puzzle.
Here are Forbes magazine's predictions about significant trends that will create seismic effects in many aspects of our work and how we conduct it:
Generative Artificial Intelligence: Products of generative artificial intelligence like ChatGPT have already begun to change the way we do business. AI will enhance our ability to manage talent and workplace dynamics in every aspect. From a daily perspective, HR professionals will be empowered to expedite many processes such as recruitment, personal development, workforce planning, and administrative tasks. At the same time, they will also need to manage the human implications of this radical change, striking a balance between AI efficiency and the human qualities still necessary in the business world. If you haven't encountered artificial intelligence yet and find yourself constantly scrolling through screens on social media, you might start to feel apprehensive!
Next Generation: In 2024, there will continue to be an increase in the entry of Generation Z into the workforce. Those born in 2000 are starting to transition into senior and managerial positions. The challenge for HR professionals lies in managing the different expectations of the younger workforce regarding culture and work life. These expectations often include improved work-life balance, fair compensation, continuous education and skill development, and a greater emphasis on diversity, inclusivity, and sustainability. Isn't this what we all expect!
HR Technologies: HR professionals will utilize various technologies and tools to understand workforce trends and manage behavior changes. Online learning platforms, augmented and virtual reality (AR/VR) training tools, and workforce monitoring systems capable of tracking engagement and performance will all be part of the toolkit. The challenge will be to use these in ways that do not jeopardize employee privacy or data protection rights.
Flexible Working: Managing the opportunities and challenges of the ongoing shift towards flexible work arrangements will be a priority for all HR professionals, especially those working in large organizations with geographically diverse workforces. This involves overcoming obstacles such as developing a corporate culture, maintaining team cohesion, and ensuring consistent communication channels and responsibilities while offering a greater chance of employee satisfaction. You can read my previous article on working from home killing love (https://www.miradvisory.com/post/ofisten-%C3%A7al%C4%B1%C5%9Fmak-a%C5%9Fk%C4%B1-%C3%B6ld%C3%BCr%C3%BCyor).
Strikes and Industrial Action: As the global economic outlook remains uncertain, workers will increasingly take their grievances to employers to improve wages and conditions. This often leads to strikes and industrial action. In 2022, according to the Bureau of Labor Statistics, the number of work stoppages involving 1,000 or more workers increased by nearly 50% compared to the previous year. Effective HR professionals will seize the opportunity not only to tackle workforce management challenges but also to engage in meaningful discussions about employees' needs and expectations. In Europe, strikes are occasionally seen in countries like Germany, the UK, France, and the Netherlands. Be careful!
Talent Development and Upskilling: A critical task for HR teams in 2024 will be determining which skills their organizations will need in the near future as machines and AI become more powerful and capable. This involves understanding how transformative technologies like generative artificial intelligence will enhance existing roles and identifying what human qualities and skills (strategic thinking, complex problem-solving, creativity, emotional intelligence) will complement machines. As a strategist, I can confidently say that there will be a greater need for strategy and strategic thinking competence in the future! Make sure to develop yourself in this regard...
Office Experience: As businesses strive to bring employees back to the office, HR professionals have the task of ensuring that employees see the value in returning to the office. This is not about providing bean bags and ping pong tables - it's about ensuring that workplaces provide opportunities for collaborative productivity, professional development, and learning from each other, which cannot always be achieved remotely. The need for new generation "co-working space" offices will increase.
Employee Retention: As a result of successfully training and developing their workforce for the AI age, employees become highly sought after even in competitive or entirely unrelated industries. To retain valuable investments, businesses must provide a real reason for their employees to remain loyal. This includes promoting a culture of reward and recognition and offering continuous development and learning opportunities, making it more likely for the best people to remain happy and committed. Employees want to be where they are valued, and nowadays, everyone can easily access how much value companies give to their employees on every platform.
With the hope of evaluating these predictions together at the end of 2024. Putting everything aside, you should strengthen the bond with your employees and occasionally listen to them!
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