The HR landscape is constantly evolving, and 2024 is expected to bring about significant changes in the way organizations manage their workforce. Here are some key HR trends and predictions for 2024:
1. Limiting Tech Addiction and Work Burnout
Technology has the whole world in its hands. From the moment we wake to the time we sleep, we are occupied with technology — whether it’s the internet, laptop, mobile phone, or social media. This excessive use of tech is leading to a number of health issues (tech addiction, anxiety, depression, burnout, digital dementia) as well as physical issues (back pain, shoulder pain, eye strain, sleeping disorders). Such issues have a significant downstream impact on the productivity, engagement, and retention of employees.
The security of the organization can also suffer; the more workers are stressed and overworked, the more prone they are to human error. In fact, 95% of data breaches are said to originate from human error.
Reducing tech addiction should become a top priority for HR professionals in 2024 and beyond. Some practical strategies to reduce addiction and burnout include designating digital-free time for employees; limiting work emails outside of working hours; and creating more opportunities for in-person interactions and life experiences such as local events and social gatherings.
2. Leveraging Technology to Enhance HR Processes
HR teams are usually so involved in their routine transactional duties that they have no time to perform real HR work, such as improving workplace experiences, boosting employee morale, and increasing job satisfaction. By implementing automation technologies like artificial intelligence (AI), HR teams can automate tasks, improve efficiency, and gain insights into the workforce.
More importantly, they can free up and devote time to projects that truly help move the needle for the business. For instance, HR can leverage AI to write job descriptions, screen resumes, schedule interviews, onboard employees, and provide employee support. Studies indicate that 75% of HR leaders plan to deploy AI in 2024.
In addition to AI, HR teams are likely to use a broad range of technologies for the purposes of gamification (to boost employee participation and engagement), remote work management (to improve remote work culture and processes), feedback management (to understand employee needs and sentiments), learning and development (to improve employee alignment with culture, policies, and processes), and phishing simulation technologies (to improve security awareness and boost secure behavior in employees).
3. Building a Security Culture for Remote Employees
Historically, cybersecurity has been viewed as an IT function; however, this is all set to change. Building a culture of security has become a top priority for security leaders and who better at understanding and building organizational culture than HR teams? HR teams have a deep understanding of social norms, they are strong communicators, they know how to design and implement corporate policies, and they have significant experience in areas of compliance and risk management.
With increasing cybersecurity obligations and HR’s knowledge authority in employee engagement and culture-building, HR will play an increasingly important role in building and nurturing a culture of cybersecurity in 2024 and beyond.
Cybersecurity teams can seek HR’s help in designing and communicating cybersecurity policies, improving participation and enthusiasm in security awareness workshops and increasing adherence to security procedures and protocols. In addition, cybersecurity teams can leverage HR touchpoints to communicate cybersecurity messages. For instance, employee onboarding and compliance training, employee check-ins, employee assistance ‘programs (EAPs), and other HR communications.
4. Addressing the Talent Shortage
Employers around the globe are facing the highest shortage of skilled workers in the last 17 years, particularly in tech and cybersecurity. By 2030, it is estimated that 85 million jobs might go unfilled. HR teams will need to tackle this problem head-on; they will need to get creative in their efforts to attract and retain talent.
Strategies to address the skills shortage problem include offering flexible work arrangements, developing attractive compensation and benefits packages, upskilling and reskilling existing talent, hiring veterans, developing a better understanding of the needs and concerns of employees, and creating a culture of support.
5. Increased Focus On Health and Safety
Health and safety of course do not only apply to their physical aspects. Health also translates to mental well-being, and safety also encompasses health. Recent studies show that Gen Z employees want assurances of mental health and well-being while at work.
There are several factors (work environment, leadership approach, company culture, financial health, work-life balance) that influence well-being; however, most organizations often ignore cyber safety. Cyber-attacks have become extremely common and major incidents can take a significant toll on the mental well-being of employees. One in 7 employees shows trauma symptoms months after a security incident.
HR is not just responsible for building a safe and secure environment; they also must ensure that people feel safe working online. Some strategies that HR teams can adopt include imparting cyber training regularly; fostering an open environment where employees feel valued and trusted; allowing employees to make mistakes without fear of recrimination; and practicing security incident response plans regularly so that employees feel less confused and frustrated when an incident strikes.
HR teams that can adapt to these trends and make necessary adjustments to company policies and culture can be well-positioned to help their organization succeed in the years to follow.
Uncommon Knowledge
Newsweek is committed to challenging conventional wisdom and finding connections in the search for common ground.
Newsweek is committed to challenging conventional wisdom and finding connections in the search for common ground.
