Human Resources departments are obliged to always remain at the forefront of technological changes and manage major challenges, such as retaining and attracting competitive talent or the pressure to generate value at the same cost, during a global economic recession.
What can we expect for next year? In this article we are going to comment on the main Human Resources trends in 2024.
People analytics and Business Intelligence
It is not an isolated trend, for years data analysis and automation have been essential for adequate decision-making. But in 2024, people management professionals will further incorporate accurate measurements of the productivity and performance of each person in companies.
With the incorporation of people analytics and Business Intelligence (BI) platforms, the research method of the people who are part of the company will be improved and, consequently, help to make better decisions.
Obtaining data is not enough for complex reflections, since it is necessary to collect, analyze and visualize it correctly. This trend will improve the discovery of talent preferences and trends, monitor and make improvements on an ongoing basis, driven by the data obtained.
Security and treatment of sensitive data
New technologies such as artificial intelligence or machine learning have brought numerous challenges to people management. First, organizations must face the pressure of new public regulations on privacy, processing and security of sensitive data. They must also be more transparent about how they use technology, make their data audits public, and give employees and candidates the option to opt out of data processing processes.
As more companies opt to implement high technology in selection processes, the ethical and moral extensions of these practices in relation to diversity, inclusion, privacy and data equity become increasingly indisputable.
Employer Branding
In the employment landscape of 2024, employer branding will be essential to attract and retain talent. Those companies that invest in a strong brand and a positive experience for their employees will have a significant competitive advantage in attracting and retaining talent.
Companies will focus on personalizing the employee experience from the first contact. From recruitment to onboarding and development, strategies will be tailored to the individual needs of employees. It goes beyond recruitment marketing, communicating the value that the company brings to employees, transcending the salary aspect.
Creating memorable experiences for candidates during the recruiting process, as well as for employees throughout their work life cycle at the company, will be prioritized.
Innovative technological tools will be used to convey and strengthen the employer brand. From interactive platforms to social networks specialized in employment, technology will be essential for employer branding.
Labour flexibility
Hybrid flexibility is a trend that is proposed as the protagonist in 2024. Both in person and remotely, the registration of working hours, time control and signing are still necessary. To control these aspects, one of the best solutions is to use digital platforms such as time registration software, a tool that makes it easier and simpler to manage and monitor your employees’ time records.
In this sense, digital onboarding (chatbots, checklists, multimedia applications, etc.) is presented as the first element to avoid demotivation, accelerate adaptation, improve the retention rate, increase efficiency, promote commitment and integrate the people.
Employee Experience: Diversity and Equity
The focus will not only be on skills development, but also on inclusion. Companies will seek diverse perspectives to improve their performance and problem-solving. Inclusion, awareness and monitoring strategies will be essential for this trend.
Diversity, not only in terms of gender, ethnicity or age, but also in experiences, backgrounds and perspectives, will be key in 2024. Companies that foster a diverse and multicultural environment will enjoy greater innovation. Including multiple voices and points of view will drive creativity and problem-solving from broader, more complete angles.
Equity will become the heart of the organizational culture. Companies will strive to ensure equity in opportunity, fair compensation, and equal access to resources and programs. Pay equity, merit-based promotion and equitable access to training and professional development will be central aspects of HR strategies.
Artificial Intelligence and Automation in Talent Management
AI will continue its rise in talent management. From recruitment to retention, AI and automation tools are expected to transform the way we recruit, evaluate and develop employees. Automation will allow HR professionals to focus on strategic tasks and make more informed decisions. AI-powered data analytics deliver valuable insights into trends, skills gaps, and areas for improvement in talent management.
Integrating artificial intelligence and automation into talent management not only streamlines processes but also increases accuracy and efficiency in decision-making. However, it is essential to remember that these technologies must be complemented with a human approach, providing empathy, ethics and understanding in their application to create a balance between technological efficiency and human sensitivity.
The year 2024 awaits us with significant changes in the management of human talent. Get ready for a new era in human capital management!