2024 has arrived, and with it comes a wave of HR trends that will continue to revolutionize the way we work – including everything from hybrid and remote work models to prioritizing employee mental health.
Navigating an ever-evolving work environment and keeping up with trends in our modern fast-paced world can be overwhelming, but we've got you covered.
To understand exactly what leaders expect in the upcoming year, we gathered insights from eight seasoned professionals, including an HR Manager and a COO, to share the trends that they believe will shape the future of the HR sector.
Negotiating Remote Work as a Benefit
"As more and more businesses push for a return to office, the option to work remotely will be treated as a benefit. Some remote workplaces are in it for the long haul, seeing the benefits of not requiring in-office work. However, many companies have been pushing for an increased office presence over the last several months.
In 2024, it's likely that top talent will either seek out flexible work environments or negotiate for it as a perk."
Kelsey Bishop, CEO and Founder, Candor
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Skills Over Degrees Hiring Trend
"Many companies have been emphasizing skills and experience over degrees since 2022. This trend prevailed this year and may become more evident in 2024. Companies understand that many candidates couldn't pursue higher education due to circumstances such as financial or health problems. However, these individuals have rich skills and experience from working in various companies as interns.
With proper guidance, they can thrive even more and become assets to their companies. In 2024, companies will likely take more chances on these individuals. They will test their skills and analyze their experience. After hiring them, companies will invest in their upskilling and reskilling programs, and may also prepare them as leaders."
Wayne Mills, Head of Operations UK and Ireland, Seven Seas Worldwide
Prioritizing Employee Mental Health
"Employees' mental health has become a more prominent priority for employers and HR leaders in 2023. This trend will persist, or it may even become more assertive in 2024.
According to the many reports I have come across, many employees leave a company because of stress or burnout because their employers focus more on getting productive results for the company. They don't care how employees are going to achieve them, nor do they provide support or try to motivate them. It puts an excessive strain on the employees' minds.
As a result, some employees can't take the pressure anymore and quit the company. Simply hiring a mental coach for employees isn't enough; the coach should also teach the employers how to treat their employees well."
Steve Parr, Owner, Parr Business Law
Building Robust Talent Pools
"HR and business leaders can struggle to hire workers. Even if there are plenty of workers, finding the qualified ones is challenging. It's more problematic when you need new employees within a specific period. Capitalizing on the talent pool will be most helpful during such times.
As a result, I believe building a robust talent pool will be a prominent trend in 2024. It won't be an option to be taken lightly anymore. Employers and HR leaders will put more emphasis on it. For example, it will be in the recruiters' minds during the hiring process. They will include all suitable candidates in the database, irrespective of their selection. During an employee shortage crisis, it will be the most valuable resource."
James McNally, Managing Director, Self Drive Vehicle Hire
Empowering Employee-Led Development
"Employee-led learning and development is trending and will continue to push employees to take ownership of their development journeys in 2024. Mentorship programs, peer learning groups, and individualized learning plans are creating more flexible learning environments in which employees can choose their path and help their peers along the way.
Managers still have an important role in the learning process, but they're assisting and coaching their teams rather than building a structure they must follow."
Robert Kaskel, Chief People Officer, Checkr
Focusing on Internal Mobility
"In 2024, I expect a significant HR trend will be to tackle the industry-wide talent shortage: organizations will look toward prioritizing internal mobility.
With a scarcity of skilled professionals, HRs will be tasked with focusing on programs that facilitate existing employees' transition to mid- to senior-level roles within the company.
The key benefit lies in the retention of in-house talent already familiar with the company's operations. Internal candidates also offer the advantage of streamlined training and onboarding, minimizing the learning curve associated with external hires.
This emphasis on internal mobility signals a commitment to career development, enhancing the organization's appeal to both current and potential employees.
This strategic approach helps in talent retention and enhances training capabilities, as existing employees promoted to new roles can proficiently train and mentor incoming hires."
Dawn Gulanes, Headhunter for Commodities Trading, Kepler Search
Trend Towards Digital Upskilling
"I expect to see digital reskilling and upskilling as the most dominant HR trend in 2024. I believe this trend is set to define the HR landscape for many years to come, as organizations grapple with the necessity of preparing their workforce for the digital age.
According to the World Economic Forum's report, 93% of companies will retain existing employees in response to shifting skill needs. In fact, HR teams are already gearing up for this shift by adopting a "training-forward" approach, recognizing that most employees want to learn digital skills.
To bridge the skills gap by 2030, immersive learning experiences, sponsored schools, apprenticeships, and on-the-job training will become the norm."
Katharine Gallagher, Founder, Personal and Professional Growth, katharinegallagher.com
The Rise of Pay Transparency
"Pay transparency is seen as a major HR trend for 2024. The significance of pay equity considerations remains robust, particularly in light of the growing prevalence of pay transparency laws.
As various states and localities implement regulations mandating organizations to disclose salary information in job postings and upon request from employees, the imperative for pay transparency as a means to enhance pay equity is on the rise.
To effectively navigate these developments, organizations must possess comprehensive pay data, establish a robust compliance plan, and formulate a clear communications strategy. Failure to do so could pose challenges in communicating what an organization pays and the underlying rationale, which is increasingly crucial given the expectations of the current employee market."
Casey Taha, HR Manager, House of Sillage
From prioritizing skills over degrees and focusing on employee mental health to building robust talent pools and adopting innovative healthcare models, 2024 holds transformative possibilities for HR. The focus on employee mental health and the negotiation of remote work as a coveted benefit reflect the shifting dynamics in the workplace, while the emphasis on internal mobility reflects a strategic commitment to addressing talent shortages.
As we step into 2024, the HR sector is shifting to one where adaptability, employee well-being, and strategic foresight will be the guiding principles that shape the future of work.
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