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HR trends for 2024: What we're predicting...

Keeping up-to-date with HR trends is quite a challenge. 

Adapting to societal shifts and changes in workforce dynamics, ensuring that organisational policies, practices, and culture align with emerging trends, and complying with the latest legal and ethical standards takes considerable effort.

In addition, advancements in HR technology like AI and automation and working out where to focus your efforts can be exhausting.

Nonetheless, putting too much emphasis on future trends can divert attention from the present. Continuously pursuing what lies ahead can lead HR teams to overlook their current strengths and successes–which is critical for prioritising operations.

Discover our predictions for HR trends in 2024 and find a balance between preparing for future changes and making the most of what you already do. 

The HR trends we’re predicting here will help set up your organisation to handle challenges now and in the future with confidence and flexibility.

We’ll cover:

  1. Embrace innovative ways to attract new talent
  2. Offer flexible solutions to support remote working
  3. Prioritise internal upskilling over external hiring
  4. Advance DEI&B efforts
  5. Make better use of resources
  6. Invest in management and leadership development
  7. Complement AI and automation with human interactions
  8. Improve the employee experience

1. Embrace innovative ways to attract new talent 

According to the Future of Jobs Report 2023 44% of employees’ skills are expected to be disrupted in the next five years.

Looking forward to the year ahead, attracting the right talent in an increasingly competitive market is no mean feat. With multiple companies trying to hire from the same group of people, businesses will need help attracting top talent due to the high demand for skilled professionals.

Outdated recruitment strategies, such as requesting paper CVs, won’t appeal to modern job seekers. Failure to embrace innovative approaches, like using social media, can lead to a lack of visibility and attractiveness to top talent.

2024 will see companies encouraging current employees to refer friends or contacts for open positions by offering rewards or bonuses. Considering almost two-thirds of businesses use word-of-mouth recommendations to recruit for open positions, they can be a powerful way to bring in new talent.

Over the next year, organisations will showcase team members' stories and experiences on their company website or social media. Real stories from actual people will draw in candidates who connect with a company's culture and values.

Many companies offer creative job opportunities, such as ‘job tryouts.’ Instead of traditional interviews, this hands-on approach provides a practical demonstration of skills and allows the candidate and the company to assess compatibility in a real-world scenario.

2. Offer flexible solutions to support remote working

With 16% of UK workers working exclusively from home in 2023 and 25% working a hybrid week, remote work remains a standard part of working life. Having comprehensive tools and systems to support remote working is essential for 2024.

Tools such as employee self-service and online timesheets allow businesses to cater to the unique challenges and needs of remote teams, providing a framework for efficient remote employee management.

Over the next year, companies will manage remote employees and work-related tasks with HR solutions and will be able to:

  • Streamline the recruitment process. HR solutions streamline recruitment, allowing HR teams to source, interview, and hire candidates remotely. Additionally, these solutions facilitate virtual onboarding processes, ensuring new hires seamlessly integrate into the company culture and understand their roles.
  • Integrate with collaboration tools and platforms. Communication and teamwork among remote and hybrid employees will improve. Features such as chat functionalities, video conferencing, and project management tools will contribute to a cohesive and connected remote work environment.
  • Monitor employee performance. Remote-specific performance management tools will enable HR teams to set clear goals, track progress, and provide timely feedback to remote employees. 
  • Track time and attendance. Appogee Time, for example, has features for tracking employee work hours, attendance, and productivity. These tools will help ensure accurate compensation, monitor remote work patterns, and support fair and transparent management practices.


3. Prioritise internal upskilling over external hiring 

According to LinkedIn's 2023 Workplace Learning Report, empowering employees with career development tools engages learners and expands workforce skills.

2024 will see HR focus on training current employees instead of hiring externally to address a lack of talent. This will create a culture of continuous learning, flexibility, and long-term sustainability. 

Since internal upskilling can be a more cost-effective solution than frequent external hiring, it reduces recruitment costs, onboarding expenses, and the time required for new employees to become fully productive.

Employers will assess the current skills of their people to identify areas where there are gaps or additional expertise that will help them meet organisational goals. In turn, this will inform the focus of internal upskilling efforts.

The mobilisation of internal talent to build a knowledge-sharing culture where employees willingly share their expertise with colleagues will take centre stage. This collaborative environment accelerates the upskilling process and creates a more knowledgeable and skilled workforce.

4. Advance DEI&B efforts

Anticipating the year ahead, organisations will revisit and revamp their DEI&B efforts. And this won’t be just a checklist activity; 2024 is a real opportunity to reshape workplaces to truly create an inclusive culture. 

Businesses will pause and assess what has happened in the past and what lies ahead. This isn’t an easy task, considering to-do lists continue to grow.

There will be a particular focus on answering the ‘So what?’ or ‘How can we?’ questions. Organisations will evaluate their efforts more robustly to understand how their current DEI&B programs match employee needs and organisational goals. Businesses can gather employee feedback at all levels by using data to understand demographic trends (more on this next). 

These results will help companies develop a DEI&B plan with practical steps to help them not only get ready for 2024 but also take the lead in building a workplace that values diversity, has equity as its foundation, and ensures inclusion for everyone.

5. Make better use of resources

Data-driven HR analytics is one of the current HR trends that will maintain its dominance in 2024. Continued technological advances will allow organisations to maximise HR analytics for data-driven decision-making. 

Rather than basing decisions on instinct or limited information, businesses will make solid decisions based on factual evidence to develop effective strategies. So, rather than depending on limited information, companies will use real evidence to design and implement HR operations like employee training programs and hiring processes. 

HR experts will use advanced tools like Appogee HR Success to understand the key drivers of employee turnover, the effectiveness of onboarding processes, and much more. This will help to optimise HR strategies for better workforce management.


6. Invest in management and leadership development

Alarmingly, 68% of employees don’t trust their senior leader to do what is right. Because trust in the workplace boosts morale, job satisfaction, and overall engagement, this positive relationship increases productivity, security, and a more collaborative work environment for employees and employers. 


2024 will see leading employers providing fresh support and training to deal with the widening managerial and leadership skills gap to build trust and credibility among its people. 

Well-trained leaders and managers with solid skills are better prepared to navigate and guide their teams through periods of change. Investing in development programs ensures that leaders are adaptable, resilient, and capable of steering an organisation through challenges.

This leadership style encourages creativity and innovation by giving teams the freedom to work on big projects. It creates a trusting environment where employees welcome change and solve problems in creative and groundbreaking ways.

7.  Complement AI and automation with human interactions

Technology is already transforming how we work and interact in ways we could not have dreamed of only a few years ago. Staying on top of these tech trends is essential for HR leaders to adapt, improve efficiency, and create an environment that meets the needs of today's workforce.

For HR leaders in 2024, it's crucial to recognise how AI and automation can work alongside human interactions. Embracing technologies that complement AI with human abilities can streamline routine tasks, allowing HR teams to focus more on empathetic aspects of their roles, such as resolving conflicts and disputes. This harmonious blend of AI and human touch enhances efficiency and creates a more personalised and people-focused approach. 

8. Improve the employee experience

Although the workplace has seen an increase in employee engagement levels, worker stress has remained at a historic high–negatively affecting productivity and performance. HR and business leaders aiming to maximize the recovery should focus on addressing well-being issues and enhancing engagement as their top priorities for 2024.

Given the continual challenges of remote work, the cost of living crisis, and the economic downturn, the year ahead will see employers prioritise employee well-being. HR solutions that improve the employee experience include wellness and Employee Assistance Programmes (EAPs), flexible working, and support with money management. These initiatives can help address mental health, work-life balance, and employee welfare.

2024 will see a renewed focus on stress management. Since chronic stress can lead to burnout, decreased productivity, and increased absenteeism, stress management training and resources can create a healthier work environment, improve overall job satisfaction, and create a resilient and productive workforce.

Award-winning software like Appogee Leave can help improve employee experience and reduce burnout. By encouraging employees to take enough leave at regular intervals throughout the year, organisations can promote a healthier life/work balance.


Are you ready to tackle the challenges of 2024?

As HR managers, stepping into the challenges of 2024 needs a proactive approach and a keen awareness of industry developments.

Use these HR trends for 2024 to get ahead and develop your strategic plans. By proactively setting priorities and goals now that align with your business needs, you can get ahead and make the best use of resources.

Our comprehensive HR and productivity solutions are designed to support businesses with current trends. To learn more about Appogee HR Success, request a demo or try our software free for 14 days.