Human Resources (HR) is an ever-evolving landscape that is characterized by its tenacity in adapting to the digital age and its curveballs. From shifts in workplace structure to the evolution of generative artificial intelligence, HR is never short of a solution. 2023 work trends consisted of aspects such as quiet hiring, the rise of remote work and employee wellness, bringing job seekers to wonder, what will 2024 look like? What are the trends predicted to shift the HR atmosphere and how will they affect employment trends? If you are like me, you are curious as to how AI will cement itself into the workforce and consequently how to be ahead of the curve. Look no further, below we will discuss the top priorities HR professionals are looking to prioritize this year. We will explore the techniques and possible solutions professionals may be employing to tackle the 2024 workforce giant.
According to sources such as the Academy to Innovate HR, productivity as measured in Canada, the United Kingdom, the Euro Zone and the United States is currently experiencing stagnation. Data reveals following the pandemic productivity between 2020 and 2022 saw an increase across each country but was soon followed by stunted growth between 2022 to 2023. Observe the graph below.
Undoubtedly productivity is essential in resource optimization, supporting organizational goals and efficient workflows. This explains the sudden demand for the return of the in-person work structure as seen in companies such as Google, Salesforce and Zoom that are now enacting return policies.
With that being said, here is a list of predictions compiled across numerous sources on how HR may choose to navigate productivity deficits.
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It was inevitable. With the influx of AI software, platforms such as Chat GPT are predicted to impact productivity levels. AI algorithms hold the promise of simplifying processes, streamlining workflows and increasing overall productivity by automating repetitive tasks.
Forbes reveals research conducted on the UK four-day workweek experiment. Forbes revealed 49% of companies reported an increment in business productivity with 71% of workers reporting less burnout. While the four-day workweek does not apply to every business, companies are continuing to innovate ways to support their employees consequently maximizing productivity and decreasing burnout.
A blended workplace is characterized by an amalgamation of full-time workers, part-time workers, contract staff and or digital workers. The workplace has seen an increase in outsourcing labour needs to supplement productivity levels. 2024 could be seeing an increase in blended workforces in a bid to augment productivity rates. This could possibly increase productivity by ensuring there is readily available talent to utilize resources that were otherwise going to waste.
Hybrid work scheduling is on the rise. A survey conducted by CBC revealed 31% of survey respondents in Canada would return full-time, however, seek alternative employment positions, 36% would return full time and lastly 20% would quit their job with immediate effect. This reveals over 51% of employees are not keen to fully return to office.
Hybrid work scheduling offers employers and employees a middle ground allowing employees to spend a designated number of days on site while simultaneously enjoying the perks that remote work offers. Therefore, allowing employers to collect data on productivity in office vs remotely providing a platform for an improved strategic direction.
Sustainability is increasingly becoming a defining characteristic of a top-tier company. With climate change reaching an all-time high as observed by reports outlining record-breaking statistics, the role companies play in sustainability will continue to grow.
Research shows talent is more driven towards organizations that promote sustainability across their business practices. So, how can HR support sustainability practices? What are some of the tactics the HR industry could project in their quest for improved sustainability?
This could include workshops on sustainability within the workplace, incentives based on the integration of sustainability policies or volunteer opportunities.
In tracking and reporting data based on the success of the different sustainability practices, HR can assess and re-evaluate their methods thus easing adaptation within the company.
Conversations surrounding diversity began long before 2024. This begs the question of why diversity, equity, inclusion and belonging remain a sore spot for many companies.
Authenticity continues to lack in DEIB initiatives, however, with the Supreme Court’s ruling on affirmative action, HR professionals are reminded to revise DEIB initiatives. Therefore, HR professionals are required to implement practices throughout 2024 to elevate equitable practices. Below are possible initiatives that we may be seeing this year.
With millennials moving into senior and managerial roles and the introduction of Gen Z into the workspace, navigating the different generations is important in fostering an inclusive work environment. Each generation has different needs with younger generations demanding policies that embrace gender expression, gender identity and radical diversity practices.
The development of clearly outlined communication on issues surrounding DEIB practices is a technique that will promote authenticity. Using official communication channels to blatantly state the company's stance and create proof points on DEIB practices ensures accountability and transparency within the company. This includes putting out communication on controversial topics to show support for underrepresented groups.
Tracking the evolution of HR requires taking note of trends that follow each year. Using data on the latest HR trends to target areas of improvement can help HR professionals curate plans that are not only strategic but have also stood the test of time. By leveraging research across the industry, professionals can stay relevant and adapt to the ever-changing work space. What would you like to see this 2024?
Ruby is a Marketing and Content Intern at Litespace. She is eager to apply her background in communications to transform thoughts into words and ideas into engaging narratives.
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