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12 Crucial HR Trends For 2024

25/01/2024 minute read Damien Durston

Human Resources is continually evolving to adapt to the changing needs of the workforce. From AI’s impact on working methods and staffing to the evolving work-life demands of Gen Z, HR departments can’t afford to do things “the way they’ve always been done” any more. This article explores the driving forces shaping the HR landscape in 2024.

1. Embracing Generative AI in HR

1.1 The Evolution of AI-assisted Work

Generative AI is predicted to become a game-changing ally in HR management. As AI technologies like ChatGPT become more advanced, they’re expected to revolutionise many aspects of talent management and workplace dynamics. From aiding recruitment processes to personal development and workforce planning, AI tools will become a natural extension of the HR tech stack.

1.2 AI and HR Leaders

The rapid adoption of Generative AI will transform how managers lead. As Generative AI continues to evolve, managers will need to train employees on how to use these tools while also learning to lead teams comprising humans and digital workers. This new dynamic will require investment in re-skilling and up-skilling workforces.

1.3 AI Tools: The New Work Buddies

One HR trend that’s being seen across virtually all industries is the rise of AI-powered assistants, or “AI work buddies”. From grading homework for teachers to aiding architects with design, AI "work buddies" will significantly enhance productivity, and the same trend is likely to happen in the HR space. However, integrating these AI tools into the workplace will require strategic thinking and training to maximise their potential.

1.4 Chief Artificial Intelligence Officer 

With the rise of AI in the workplace, organisations are starting to appoint a new C-suite player: the Chief Artificial Intelligence Officer. This role will be crucial in developing an AI strategy, creating governance practices, and guiding the safe, ethical, and responsible use of AI.

2. The Rise of the Next Generation

2.1 Gen Z Enters the Workforce

2024 will witness an increasing number of Generation Z individuals entering the workforce. As the younger generation starts to move into positions of seniority and management, HR professionals will face the challenge of aligning the company's culture and work expectations with the desires of these younger workers.

2.2 Gen Z’s Expectations

Gen Z's expectations often include a desire for better work-life balance, continuous education and upskilling, and a stronger emphasis on diversity, inclusion, and sustainability. These expectations will require HR to rethink traditional workplace practices and cultures.

3. Technology and Tools in HR

3.1 HR Tech Expansion

People management software and new technology used in HR management will continue to expand. HR professionals will have access to various tools and technologies to understand workforce trends and manage behavioural shifts, including online learning platforms, time tracking tools, and workforce tracking systems.

3.2 HR Tech for Employee Experience

The rise of workplace technology will enable HR professionals to perform tasks more efficiently and improve the overall employee experience. With the integration of AI and other advanced tools, HR departments will be better equipped to manage employees’ needs and expectations. Technology will also streamline repetitive tasks and allow HR professionals to spend more time and energy on business growth by fostering genuine relationships with employees, and aligning HR practices with overall business outcomes.  

4. The Flexibility Reset

4.1 Flexible Working Arrangements

The shift towards flexible working arrangements will continue to dominate the HR agenda in 2024. As remote and hybrid work models become more prevalent, HR professionals must navigate the challenges of maintaining a corporate culture, ensuring team cohesion, and keeping communication lines open.

4.2 Flexibility for All

The push for flexible work arrangements should not only come from employers but also from employees. As organisations adapt to new work norms, employees will also be required to adjust their expectations and approaches to flexible working.

5. Upskilling and Reskilling the Workforce

5.1 The Need for New Skills

As AI and machines become more powerful, HR teams in 2024 must identify the necessary skills for their organisations. This will involve understanding how transformative technologies will augment existing roles and determining which human qualities are needed to complement machines.

5.2 Investing in Skills Development

In the face of talent shortages, building skills from within is predicted to become a top priority. This shift will help address talent gaps and prove to be a cost-effective lever for retention, helping employers retain talent by investing in career management and encouraging internal mobility within their workforce.

6. Rethinking the Office Experience

6.1 The Value of the Office

As businesses try to attract workers back to the office, HR professionals will have to ensure that employees see the value in returning to the workplace. This means creating an environment that fosters collaborative productivity, professional development, and networking.

6.2 Company culture can’t be an afterthought

Company culture will become an ever more important factor in 2024. It can’t be a simple by-product or afterthought but something that’s actively planned for, fostered and monitored by management as a priority.   

6.3 Commute-Worthy Experiences

In 2024, organisations will need to create "commute-worthy" experiences. These could include sessions with leadership where employees can get real-time feedback or "mini work conferences" where ideas are sparked and connections made.

7. Staff Retention Strategies

7.1 Retaining a Skilled Workforce

As organisations succeed in training and upskilling their workforce for the AI age, these employees will become highly sought-after. To retain these valuable assets, businesses will need to offer compelling reasons for their workers to remain loyal.

7.2 Retention Through Recognition and Development

This will involve fostering a culture of reward and recognition and providing opportunities for continuous development and learning. While employees, especially the good ones, will always seek new challenges, focusing on retention strategies will ensure that the best people are more likely to remain engaged and satisfied.

8. Addressing People's Fear of Obsolescence

8.1 The Impact of AI on Job Security

While employers are excited about the productivity gains that can be achieved through AI, many employees are concerned that AI will make their jobs obsolete. Addressing this fear will require organisations to invest in training their employees on how to use AI and acquire new skills.

8.2 Investing in Career Development

Companies are increasingly investing in internal talent portals as they struggle to recruit external talent. These portals connect employees with internal career opportunities and resources, helping them to grow in their careers.


9. The Blended Workforce

9.1 A Mix of Full-time, Part-Time, Contingent, and Digital Workers

The workforce of 2024 will be a blend of full-time employees, part-timers, contingent workers, and digital workers. The growth in all sectors except full-time workers indicates a shift towards a blended workforce.

9.2 Managing the Blended Workforce

Managing this new workforce ecosystem will require new management practices and leadership approaches. HR will need to play a central role in coordinating all the cross-functional disciplines that hire internal and external workers.

10. The Four-Day Workweek

10.1 A Shift in Work Patterns

The concept of a five-day workweek is being challenged as both frontline and knowledge workers seek more flexibility in their work schedules. The idea of a four-day workweek with no pay reduction is becoming increasingly popular.

10.2 Adopting the Test and Learn Approach

As companies experiment with shortened work weeks, they will need to adopt a "test and learn approach". This will involve understanding the changes required to implement a shortened work week, the level of employee and manager training needed, and the type of well-being support required for new ways of working.

12. Rethinking Performance Management 

12.1 Annual reviews are out (to an extent)

Continuous performance management has become pivotal for HR professionals in 2024, replacing annual reviews with ongoing feedback mechanisms tailored to today's dynamic work environments.

12.2 Continuous Performance Management 

This approach fosters a culture of continuous improvement by promoting regular check-ins and real-time feedback, enhancing employee engagement and enabling timely course corrections.

12.3 Agile Goal Setting

HR teams utilise continuous performance management to identify potential issues early, proactively addressing concerns and supporting professional development. In remote and hybrid work settings, leveraging technology is crucial. HR professionals employ digital platforms and AI-driven tools to ensure consistent and actionable feedback reaches employees, regardless of their physical location.


Final thoughts 

From the rise of AI and the entry of Generation Z into the workforce to the shift towards a blended workforce and the push for more flexible work arrangements, HR professionals must adopt agile people management technologies to ensure they remain competitive.

By leveraging OneAdvanced People Management solutions, HR professionals can effectively support and empower their people. These technological tools can help manage the changing dynamics of the workplace, ensuring that organisations are well-equipped to navigate the future of HR.