Where does the professional landscape for employers and HR stand in 2024?
You’re bound to be interested in this year’s HR trends, and everyone needs to be on their toes to stay open and competitive.
For several months now, the world of work has been undergoing a major restructuring/overhaul, and this is just the beginning, let’s face it.
So what can we expect?
Here’s a quick roundup of the changes that employers and HR need to be aware of.
- Increasing integration of AI.
No one will escape it, and HR could see a great opportunity with the intervention of AI in their HR processes.
Indeed, whether it’s recruitment, employee management or administrative tasks, AI can bring you many benefits by automating and simplifying processes. It would be a shame not to jump on the bandwagon.
You’ll be able to save time so you can concentrate on more strategic issues or dossiers, boosting your productivity and staying competitive in your market.
In concrete terms, AI could help with recruitment, for example, by filtering CVs or observing emerging trends in the job market, notably by forecasting retirements. But AI could also survey your individual training needs, analyze feedback from your employees and detect any problems, and set up an automated response system to answer your employees’ most recurrent questions. Finally, AI could save you a lot of time by automating some of your administrative tasks, such as employee leave.
And these are just a few examples of what AI can do for HR.
Think of it as a partner who can bring you a new strategic vision and help you make the best decisions for your business.
- The recruitment department will also undergo a major overhaul, both in terms of administration and processes.
Of course, AI can be a partner of choice for improving processes, but practices are also being turned upside down. Candidate sourcing, job posting, recruitment stages (interviews, testing) will also have to adapt to the new Generation Z that has already arrived on the job market. This new generation, with its own concepts, objectives and challenges, is going to shake things up. We’re going to have to develop new ways of seeing potential candidates not just in terms of their diplomas and experience, but as a whole, with their professional and related skills, as well as their potential and expectations.
And it doesn’t stop with the hiring process, but continues through the integration phase and every stage of the career.
- Which brings us to the next HR trend to watch: employee well-being at work.
With sick leave due to stress or burnout on the increase, employees’ health and mental health is a key priority for managers and HR professionals. Implementing new policies and concrete actions will be necessary to keep the upper hand and retain your talent.
Keeping your employees is not only a question of greater flexibility and autonomy, but also of better management of work/life balance.
For example, offering workshops on stress management, telecommuting or hybrid working, days off at your convenience, or mentoring, can help to attract and retain employees.
- Last but not least, the trend we’ve already observed with regard to diversity and inclusion in the workplace is set to continue.
Indeed, as part of modern HR policies, it is necessary to continue developing strategies to improve or create diversity and inclusion within organizations. Addressing compensation audits, policies and regulations to ensure perfect understanding, communications geared towards diversity and respect, creating a work environment where everyone feels respected and valued are all programs that employers and HR will need to focus on in order to have a high-performing, productive team willing to invest in its work.
In conclusion, AI as a back-up to better forecast and deploy teams, increased attention to employee well-being and a redefinition of the meaning and value of work – this is what’s in store for the job market in the coming months, if not years.
Are you ready for these changes? Do you need help to jump on the bandwagon?