There have been a lot of changes this year, post-pandemic. Some of these include a large proportion of employees utilising hybrid or remote work, record levels of inflation, cost of living challenges, and plenty of political unrest.
However, things aren’t going to slow down into the New Year. With new advancements and changing priorities, the world of HR has a lot to keep up with.
HR Predictions for 2024
1. Generative AI
One thing we can be sure of is that AI is going to significantly change the way we work. With the prospect of improving our productivity by as much as 10-20%, we should prepare for the advancements to come in 2024.
Generative AI adapts tools to your organisation and processes to automate day-to-day tasks. By taking over administrative duties such as benefits management, answering common employee queries, and processing leave forms, AI will allow us to dedicate time and skills to new strategies that positively impact our organisations.
As a result, HR departments can increase operational capacity and influence overall business success.
So, instead of seeing AI as a threat, we need to consider how we can benefit from it. Our competitors are going to end up 10-20% more productive than us if we choose to disregard the benefits of AI.
“76% of HR leaders believe that if their organisation does not adopt and implement AI solutions in the next 12 to 24 months, they will be lagging in success compared to those that do.” – Gartner
Moreover, making use of AI within HR and then encouraging this across the organisation could result in higher levels of productivity at every level. With more companies adopting a four-day work week to help retain employees and attract new candidates, AI could make this a real possibility.
By improving productivity and using AI to its full potential, there is no reason why five days’ worth of work could not then be done in four.
2. Internal Comms
Employees are already looking to work in organisations where they see transparency and fairness. This need is particularly high in Gen Z employees and will continue to become a priority for candidates and employees in 2024.
Whether or not we are treating our employees fairly when it comes to performance management, pay or career progression becomes irrelevant if our employees perceive that everything is unfair or biased. They form these perceptions when we don’t communicate clearly and honestly.
Too often, planning and communication doesn’t go further than the senior leadership team. In 2024, there will be an increasing need to make sure that we communicate in a more transparent way to our employees.
“One of the best predictors of employee engagement is your ability to communicate clearly and honestly.” – Payscale
This is even more important now because we don’t speak to or interact with each other as much as when employees were in the office full-time. With increasing flexibility, people who work in the office more regularly might have access to a lot more information than people who are working from home. In order to make sure that everyone is fully informed, we have to focus on making sure that we communicate to employees in different ways.