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The last three years have taught HR teams to anticipate the unexpected.

As we begin 2024, various predictions are influencing upcoming global HR trends. These forecasts provide organizations with an initial glimpse into how they'll need to manage their talents, address their needs, and remain competitive.

We have compiled the key predictions for HR trends in 2024, which will significantly impact the well-being and performance of your employees next year.👇

Predictions for HR Trends in 2024

Recent years have been marked by the emergence of new work modes and technologies. From the COVID-19 pandemic and the shift to remote work to technological advances with new digital tools and the integration of AI in Human Resources, changes have been plentiful.

What does 2024 hold? Forecasts highlight several aspects, such as organizational prosperity based on skills, the transformed role of HR, and the increasing integration of AI in talent management and acquisition.

New Hiring Strategies (Emphasis on Skills)

The recruitment challenges in 2023 have led companies to recognize the importance of investing in the skills development of their current employees. A culture of continuous training, mentoring programs, and resources promoting career advancement will be crucial for attracting and retaining talent.

Skills at the Core of Organizations: Focus on SBO (Skills-Based Organizations)

Organizations are shifting towards a skills-centric approach rather than focusing on degrees, allowing them to tap into untapped sources of talent. SBOs concentrate on the demonstrated skills and abilities of employees rather than traditional qualifications.

The Role of Managers in Talent Development and Mentoring

Managers will play a crucial role in career development, working in tandem with HR to reorganize performance evaluation processes and adopting a new approach focused on the professional development of teams. Managers and HR teams should keep this in mind during their next annual review: take the time to chart a progression path for each employee and engage in a dialogue about their personal and professional goals.

New Career Management

The needs of employees are evolving with the arrival of new generations in the job market, and traditional career plans are no longer sufficient. 2024 will be the year to design personalized and agile career paths, emphasizing internal mobility and providing opportunities for advancement.

Investment in Employee Experience for Better Engagement

As the concepts of "Quiet Quitting" and "Loud Quitting" have marked recent years, it might be time for HR to delve into the underlying causes and motivations behind this persistent trend, which shows no signs of abating in 2023. As mentioned earlier, talents seek an authentic experience to stay within their company. In 2024, HR teams will need to establish deep connections with employees, taking the time to understand the reasons for their disengagement and developing strategies to improve the employee experience. This collaborative approach has the potential to reduce turnover and retain qualified talents, a crucial necessity given the shortage of skills and talent.

New Role of HR: Designers of the Employee Experience

The HR function is no longer limited to being the "guardian" of rules and procedures; it is becoming a strategic partner in the service of employees. The main goal now is to oversee and "design" the talent experience from end to end, at every stage of their professional journey. By adopting this user experience (UX Design) inspired perspective, HR integrates empathy and creativity into the core of their strategy. This approach aims to create engaging experiences for employees, aligning their skills with the company's goals and enhancing their motivation at work.

AI Automation in HR and Data-Driven Decision-Making

AI, with the data it gathers, offers considerable opportunities, especially in skills, career, and talent management. When used well, it opens up prospects for companies looking to automate their processes, adopting an employee-centered approach and aligning their business needs with those of the labor market and their teams.

The Challenge of Diversity and Inclusion Still Relevant

Providing a safe and inclusive workplace for everyone: that will be the motto for your DEI initiative in 2024.

Work-Life Balance and Burnout

Total well-being encompasses physical, mental, emotional, social, and financial health. By promoting the well-being of employees in all these areas, organizations can improve productivity, reduce absenteeism, and boost employee morale. Beyond employees, HR must also pay particular attention to their own well-being at work. Burnout in the field of HR is not simply individual fatigue; it impacts the effectiveness of entire organizations and can hinder talent retention and acquisition. HR services are at the heart of the evolving dynamics of work. The Harvard Business Review emphasizes the importance of preventing burnout within the staff, a particularly crucial consideration for HR professionals who represent the frontline defense for employee well-being.

The year 2024 is shaping up to be a period of major change for HR, extending its influence beyond traditional functions. By embracing these changes, HR services can create a professional environment conducive to the flourishing of employees and the achievement of organizational goals.

2024 offers a range of possibilities, and it's time for HR services to explore new horizons in this era of constant change.