{"id":594,"date":"2024-01-01T22:24:56","date_gmt":"2024-01-01T22:24:56","guid":{"rendered":"https:\/\/clevelandbenefitpartners.com\/?p=594"},"modified":"2024-01-01T22:25:37","modified_gmt":"2024-01-01T22:25:37","slug":"8-hr-trends-for-2024","status":"publish","type":"post","link":"https:\/\/clevelandbenefitpartners.com\/8-hr-trends-for-2024\/","title":{"rendered":"8 HR Trends for 2024"},"content":{"rendered":"

With the arrival of 2024, Human Resources<\/a> professionals are contemplating the future. Everyone is looking into that crystal ball to try and understand what the most pressing issues in talent management<\/a>\u00a0will be.<\/p>\n

HR Exchange Network is no different, so we turned to the experts on\u00a0Featured<\/a>\u00a0to ask what they think will be the biggest trend of the coming year. Discover their predictions:<\/p>\n

THE EMERGENCE OF THE \u201cHIDDEN WORKFORCE\u201d<\/h5>\n

\u201cWith so many employers still facing talent shortages, 2024 will be the year of the \u2018hidden workforce.\u2019 This refers to the 27 million Americans who are often rejected or underutilized because of unfair hiring practices, like caregivers, retirees, or neurodivergent professionals.<\/p>\n

In 2024, you can expect to see more employees taking on technology and recruitment strategies that help them dig into this unexplored segment. Technology makes it easier to tap into the hidden workforce and simultaneously customize workflows so that diverse hires are set up with the right tools for success.\u201d-Robert Kaskel, Chief People Officer, Checkr<\/em><\/p>\n

PRIORITIZING DATA PRIVACY OF EMPLOYEES<\/h5>\n

\u201cI believe that in 2024, a significant HR trend will be the heightened prioritization of employee data privacy. With the shift toward remote work and digital operations, the importance of securing employee data escalates. We expect HR departments to introduce advanced data-protection measures and privacy-centric policies.<\/p>\n

For instance, companies may adopt end-to-end encryption for internal communications and invest in training staff to recognize and mitigate data risks. This rising priority on data privacy not only safeguards against data breaches but also signals to employees that their personal information is respected and protected, further reinforcing their commitment to the company.\u201d-Nuria Requena, Talent Acquisition Manager, Spacelift<\/em><\/p>\n

INTEGRATING AI IN HR<\/h5>\n

\u201cIn 2024, I anticipate a significant advancement in integrating artificial intelligence within HR technology. Many HR professionals will learn to\u00a0leverage AI<\/a>\u00a0to their advantage. Notably, in recruitment, AI has shown efficiency through streamlined candidate screening, a reduction in unconscious bias, substantial time and cost savings, and an elevated candidate experience marked by prompt and personalized responses.<\/p>\n

An HR trend I hope to increase is remote and hybrid work models. Many roles do not necessitate a physical office presence, and the benefits of remote work are manifold. I encourage all employers to critically evaluate their organizational structure to identify opportunities for implementing and optimizing remote and hybrid work arrangements.\u201d-Antwan Robertson, HR professional<\/em><\/p>\n

ADAPTING TO NEW WORKFORCE DEMOGRAPHICS<\/h5>\n

\u201cAdapting HR systems and practices to changing workforce demographics will be one of the leading HR trends going into 2024 and beyond.<\/p>\n

As workplace technology evolves, the workforce demographics are growing as well, and many HR teams find themselves having to support and meet the needs of their workforce. Choosing to focus on one or the other is no longer a realistic solution, and HR needs to adapt its practices to serve both its aging and young workforce.\u201d-Max Wesman, Chief Operating Officer, GoodHire<\/em><\/p>\n

REBRANDING HR AS \u201cPEOPLE & CULTURE\u201d<\/h5>\n

\u201cIn the next year, I foresee more and more HR departments rebranding to \u201cPeople & Culture.\u201d This signals a systemic shift in how the function operates and views its role within an organization. It is the next step in the function\u2019s evolution, which originated as \u201cPersonnel,\u201d to the current state, \u201cHuman Resources.\u201d<\/p>\n

Today, more and more are rebranding to \u201cPeople & Culture\u201d to show the value and priority of the two most important aspects of their organization\u2014the people and the culture. When both are thriving, the business will equally thrive. In contrast, if either is suffering, it will be evident in business outcomes. \u201cPeople & Culture\u201d teams play a critical role in shifting HR from a paper-first, transactional department to a people-first, transformational pillar of the business.\u201d-Lindsey Garito, Director of People and Culture<\/em><\/p>\n

MORE COMPREHENSIVE DEI INITIATIVES<\/h5>\n

\u201cOne trend we foresee is a growing recognition of the need to encompass various aspects of diversity, including race, gender, sexual orientation, and disability, within DEI initiatives. Organizations are expected to adopt more comprehensive and inclusive approaches. Additionally, there will be a continued focus on promoting mental health, emphasizing the creation of a supportive ethos, and offering resources. As remote work becomes prevalent, organizations will grapple with DEI challenges related to a globally diverse workforce, addressing cultural differences and remote inclusion.<\/p>\n

Continuous education and training on\u00a0DEI<\/a>\u00a0topics will therefore persist as a key trend, with a focus on cultivating an inclusive culture and minimizing bias. Also, there may be a greater push for transparency in reporting and accountability to showcase progress in DEI efforts.<\/p>\n

To navigate these trends successfully, organizations will need to engage with DEI experts and adapt their strategies to foster a more inclusive workplace.\u201d-Arundhati Chafekar, Principal Consultant, Vertical Lead \u2013 Learning and Strengths, NamanHR<\/em><\/p>\n

FORWARD-LOOKING HIRING STRATEGIES<\/h5>\n

\u201cIn 2024, I expect one significant trend in HR to be the intensifying competition for top talent. This development follows a period where companies have become more adept at retaining their existing talent pools post-pandemic. As a result, attracting the best candidates for new positions has become more challenging.<\/p>\n

In response to this trend, HR and talent acquisition professionals should adopt a more forward-looking approach to their hiring plans. They should start the recruitment process early and maintain a consistent effort to build and nurture a talent pipeline. Fostering relationships with target talent ahead of time can also give companies a competitive edge in securing the right candidates when the need arises.<\/p>\n

This proactive approach is vital in a job market where availability is often characterized by the urgency of yesterday\u2019s needs.\u201d-Katie Tu, Managing Director, Kepler Search<\/em><\/p>\n

DEI AND CONSTRUCTIVE ARGUMENTS<\/h5>\n

\u201cWith more and more attention being brought to DEI issues globally, I foresee more conversations and demand for solutions that consider cultural contexts. Similarly, I see an integration of conflict-management principles into DEI and HR work, where disagreements and conflict are not avoided or seen as destructive, but to collaborate and problem-solve.<\/p>\n

This also reflects the shift of DEI work from purely the role of a select, passionate few into the hands of every working professional to prioritize the cultivation of diverse, equitable, and inclusive environments in the workplace and beyond.\u201d-Xin Yi Yap, Global Diversity, Equity, and Inclusion Product Manager, Aperian<\/em><\/p>\n

By Francesca Di Meglio<\/p>\n

Originally posted on\u00a0HR Exchange Network<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

With the arrival of 2024, Human Resources professionals are contemplating the future. Everyone is looking into that crystal ball to try and understand what the most pressing issues in talent management\u00a0will be. HR Exchange Network is no different, so we turned to the experts on\u00a0Featured\u00a0to ask what they think will be the biggest trend of […]<\/p>\n","protected":false},"author":1,"featured_media":595,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[4,30],"tags":[105],"class_list":["post-594","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr","category-human-resources","tag-hr-trends"],"acf":[],"yoast_head":"\n8 HR Trends for 2024 - Cleveland Benefit Partners<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/clevelandbenefitpartners.com\/8-hr-trends-for-2024\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"8 HR Trends for 2024 - Cleveland Benefit Partners\" \/>\n<meta property=\"og:description\" content=\"With the arrival of 2024, Human Resources professionals are contemplating the future. 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