The HR trends making waves in 2024 are quite fascinating and reflect the evolving landscape of the workplace. Here are some key trends based on the latest insights:

1. HR Technology: For the third consecutive year, HR technology remains the top investment priority for HR leaders. This includes leveraging analytics for better decision-making and embracing inclusive policies that foster a diverse workplace.

2. Pay Transparency: There’s a growing focus on pay transparency, which is becoming an important factor for HR departments to consider.

3. Skills and Learning Development: Investment in learning and development (L&D) continues to be a major trend, as organizations seek to upskill their workforce in response to rapid technological changes.

4. Employee Experience: Delivering on the employee experience is crucial. This involves creating a work environment that not only meets the basic needs but also engages and motivates employees.

5. Flexibility Beyond Remote Work: Flexibility is now extending beyond just remote work options. Companies are exploring various ways to offer flexible working arrangements to accommodate the diverse needs of their workforce1.

6. Generative AI in HR Processes: The use of generative AI to enhance HR processes is on the rise, helping to streamline operations and provide better insights.

7. Human Leadership: There’s a shift towards more human-centric leadership styles that prioritize empathy and understanding in the management of teams.

8. Predictive Analytics: HR is increasingly using predictive analytics to make informed decisions about talent management and workforce planning.

9. Change Management: As organizations navigate through changes, effective change management strategies are becoming essential for HR to support and guide employees.

10. People Analytics: The use of people analytics is growing, allowing HR to make data-driven decisions about hiring, retention, and employee development.

11. Focus on Employee Well-Being: There’s a heightened focus on employee well-being, with companies investing more in health and wellness programs.

12. Diversity, Equity, and Inclusion (DEI): DEI continues to be in the spotlight, with HR playing a key role in promoting a more inclusive workplace culture.

These trends indicate a shift towards a more strategic, data-driven, and employee-centric approach in HR, aiming to create a more adaptable, inclusive, and engaging work environment.

HR Technology

HR technology is a significant trend in the HR landscape for 2024. The emphasis on HR technology reflects the ongoing transformation within workplaces and the need for HR leaders to adapt to these changes. By leveraging advanced analytics, HR professionals can gain deeper insights into workforce dynamics, predict future trends, and make more informed decisions.

The integration of inclusive policies within HR technology platforms is also crucial. It ensures that diversity and inclusion are not just buzzwords but are actively practiced and embedded into the company culture. This can lead to a more diverse workplace where all employees feel valued and included.

Moreover, HR technology is not just about software solutions; it’s also about how these tools are used to enhance the employee experience, streamline HR processes, and support strategic business goals. As we move forward, we can expect HR technology to become even more sophisticated, with AI and machine learning playing a larger role in automating tasks and providing predictive insights.

It’s an exciting time for HR professionals as they navigate through these trends and harness the power of technology to shape the future of work.

Pay Transparency

Pay transparency is becoming a pivotal aspect of HR practices. It’s a trend that’s gaining momentum due to its potential to address wage disparities and promote fairness within the workplace. Here’s why it’s important:

• Equity and Fairness: Pay transparency can help ensure that all employees are compensated fairly for their work, regardless of gender, ethnicity, or other factors. This is crucial in fostering an equitable work environment.

• Trust and Morale: When employees understand how their pay is determined and see that it’s fair, it can boost morale and trust in the organization.

• Talent Attraction and Retention: Organizations that are open about their pay practices may attract job seekers who value transparency and fairness, which can be a competitive advantage in the labor market.

• Legal Compliance: With more regions implementing laws around pay transparency, companies need to stay compliant to avoid legal repercussions.

• Negotiation: It empowers employees to negotiate better salaries based on clear, accessible data about pay scales and benchmarks.

As HR departments navigate this trend, they’ll need to balance transparency with privacy and consider how to communicate pay structures and decisions effectively. It’s a complex but necessary evolution in the way organizations manage and discuss compensation.

Skills and Learning Development

The focus on skills and learning development (L&D) is indeed a significant trend in HR for 2024. As organizations face rapid technological advancements, the need to upskill and reskill employees becomes increasingly important. Here’s why this trend is crucial:

• Adaptability: Upskilling ensures that employees can adapt to new technologies and processes, keeping the organization competitive.

• Employee Engagement: Continuous learning opportunities can increase employee engagement and job satisfaction.

• Talent Retention: Offering L&D opportunities is key to retaining top talent who seek personal and professional growth.

• Innovation: A skilled workforce can drive innovation and contribute to the organization’s success.

• Future-Proofing: Investing in L&D helps future-proof the workforce against the uncertainties of the job market.

Organizations are now creating more strategic L&D programs that are tailored to the specific needs of their employees and the business. This includes personalized learning paths, microlearning modules, and leveraging technology such as AI and VR for immersive learning experiences. By doing so, they are not only enhancing their employees’ skill sets but also ensuring their relevance in an ever-changing work environment.

Employee Experience

The employee experience is a key focus area in HR trends for 2024. It’s about creating an environment that goes beyond the basics of job security and compensation. Here’s what it entails:

• Workplace Culture: Cultivating a positive culture that reflects the company’s values and mission.

• Recognition and Rewards: Implementing systems that recognize and reward employees’ contributions.

• Professional Growth: Providing opportunities for career development and progression.

• Work-Life Balance: Encouraging a balance between work and personal life to prevent burnout.

• Health and Well-being: Offering programs that support physical and mental health.

• Communication: Ensuring open and transparent communication channels.

• Feedback Mechanisms: Creating platforms for employees to share their ideas and feedback.

• Technology: Utilizing technology to enhance the work experience, not just for efficiency but also for employee satisfaction.

By focusing on these aspects, HR can help create a more engaging and motivating work environment that not only attracts top talent but also inspires them to do their best work.

Flexibility Beyond Remote Work

Flexibility in the workplace has indeed evolved to encompass more than just remote work options. Companies are recognizing that to attract and retain talent, they need to offer a variety of flexible working arrangements that cater to the diverse needs and life circumstances of their employees. Here’s how companies are expanding flexibility:

• Flexible Hours: Allowing employees to choose their working hours can help them manage personal responsibilities alongside work.

• Compressed Workweeks: Some companies offer 4-day workweeks, enabling employees to have longer weekends.

• Job Sharing: Two or more employees share the responsibilities of one full-time position, providing flexibility while ensuring job coverage.

• Part-Time Work: Offering part-time positions can attract those who cannot commit to full-time hours.

• Sabbaticals: Long-term employees may be offered sabbaticals for personal development or rest.

• On-Demand Workspaces: Providing access to co-working spaces or satellite offices closer to where employees live.

• Leave Policies: Enhancing leave policies to include more time off for family care, education, or volunteering.

These flexible arrangements are part of a broader effort to create a more adaptable and supportive work environment that acknowledges the varying needs of the workforce. By doing so, companies aim to improve employee satisfaction, productivity, and overall well-being.

Generative AI in HR Processes

The incorporation of generative AI into HR processes is indeed a transformative trend in 2024. Generative AI is revolutionizing the way HR departments operate by:

• Automating Routine Tasks: AI can handle repetitive tasks such as scheduling interviews, answering FAQs, and processing paperwork, freeing up HR professionals to focus on more strategic initiatives.

• Enhancing Recruitment: AI-powered tools can sift through large volumes of applications to identify the most suitable candidates, ensuring a more efficient and unbiased recruitment process.

• Improving Employee Engagement: AI can analyze employee feedback and engagement levels, providing HR with actionable insights to improve the workplace environment.

• Personalizing Learning and Development: Generative AI can create customized training programs for employees, catering to their individual learning styles and career aspirations.

• Predictive Analytics: AI can predict trends and potential issues in employee turnover, satisfaction, and performance, allowing HR to proactively address them.

• Bias Reduction: By using AI in decision-making processes, HR can reduce unconscious biases, promoting a more diverse and inclusive workforce.

As generative AI continues to evolve, it’s expected to become even more integral to HR, offering new ways to enhance efficiency, fairness, and strategic decision-making within organizations.

Human Leadership

The shift towards human-centric leadership is a significant development in the HR landscape for 2024. This approach places a strong emphasis on empathy, understanding, and emotional intelligence as key leadership qualities. Here’s why it’s gaining traction:

• Employee Well-being: Leaders who prioritize empathy are more attuned to the well-being of their team members, which can lead to a healthier and more supportive work environment.

• Improved Communication: Empathetic leaders are better communicators, as they are able to listen actively and understand the perspectives of others.

• Increased Engagement: When employees feel understood and valued, they are more likely to be engaged and committed to their work.

• Better Conflict Resolution: Human-centric leaders are skilled at navigating conflicts and finding solutions that consider the needs of all parties involved.

• Fostering Innovation: Such leaders create a safe space for employees to share ideas and take risks, which can foster innovation and creativity.

• Adaptability: Empathetic leadership helps teams adapt to change more effectively, as leaders are more responsive to the concerns and feedback of their employees.

This trend reflects a broader movement towards creating workplaces that value the human element, recognizing that people are not just resources but individuals with unique needs and contributions. As organizations continue to evolve, human-centric leadership will likely become even more essential in shaping positive and productive work environments.

Predictive Analytics

Predictive analytics is indeed becoming a cornerstone of HR strategy, particularly in talent management and workforce planning. Here’s how it’s making an impact:

• Talent Acquisition: Predictive analytics can forecast the success of candidates, helping HR to recruit individuals who are more likely to thrive in their roles.

• Turnover Reduction: By analyzing patterns in employee data, predictive analytics can identify risk factors for turnover and help HR to implement retention strategies.

• Performance Management: It can predict future performance based on historical data, allowing for more proactive and personalized performance management.

• Workforce Planning: Predictive analytics aids in forecasting future workforce needs, enabling organizations to plan for hiring, training, and development.

• Succession Planning: It helps in identifying potential leaders and planning for seamless leadership transitions.

By harnessing the power of predictive analytics, HR departments can make more informed decisions that not only benefit the organization but also contribute to a more engaged and optimized workforce. It’s a trend that underscores the growing importance of data-driven decision-making in the human resources field.

Change Management

Change management is indeed a critical component of HR’s role in 2024. As organizations undergo various transformations, whether due to technological advancements, market shifts, or internal restructuring, HR departments play a key role in ensuring these transitions are smooth and well-received by employees. Here’s how effective change management strategies are being implemented:

• Communication: Clear and consistent communication is vital to help employees understand the reasons for change and the impact it will have on their roles.

• Training and Support: Providing training and support to help employees adapt to new systems, processes, or organizational structures.

• Leadership Involvement: Engaging leaders at all levels to champion change and provide guidance to their teams.

• Employee Involvement: Involving employees in the change process can increase buy-in and reduce resistance.

• Feedback Loops: Establishing mechanisms for employees to provide feedback on changes and for HR to respond to concerns.

• Cultural Alignment: Ensuring that changes align with the organization’s culture and values.

• Well-being Focus: Paying attention to the well-being of employees during times of change to prevent burnout and stress.

By focusing on these areas, HR can help facilitate change in a way that minimizes disruption and maximizes acceptance, ensuring that the organization can move forward effectively.

People Analytics

Indeed, the rise of people analytics is a game-changer in the HR field. It’s transforming the way HR departments approach hiring, retention, and employee development. Here’s how it’s making a difference:

• Hiring: People analytics enables HR to analyze data from various sources to identify the best candidates, predict job performance, and reduce hiring biases.

• Retention: By examining trends and patterns in employee data, HR can identify factors that contribute to employee turnover and develop strategies to increase retention.

• Employee Development: Analytics can help in understanding the skills and competencies of the workforce, allowing for more targeted and effective development programs.

• Workforce Planning: It provides insights into workforce capabilities and gaps, helping HR to plan for future needs and changes.

• Performance Management: Data-driven insights can lead to more objective performance assessments and personalized development plans.

• Diversity and Inclusion: People analytics can track diversity metrics and the effectiveness of inclusion initiatives, supporting a more equitable workplace.

The strategic use of people analytics empowers HR professionals to make informed decisions that can lead to improved business outcomes and a more engaged workforce. It’s a trend that underscores the importance of data in shaping the future of HR.

Focus on Employee Well-Being

The heightened focus on employee well-being is a reflection of the evolving understanding of what it means to be ‘at work.’ Companies are increasingly recognizing that employee well-being is a critical factor in overall productivity, engagement, and satisfaction. Here’s how they’re investing in health and wellness programs:

• Mental Health Support: Providing access to mental health resources, such as counseling services and stress management programs.

• Physical Health Initiatives: Offering gym memberships, fitness challenges, and health screenings to encourage a healthy lifestyle.

• Work-Life Balance: Implementing policies that promote a better balance between professional and personal life, such as flexible working hours and parental leave.

• Ergonomic Workspaces: Designing workspaces that reduce physical strain and prevent injuries.

• Financial Wellness: Educating employees on financial planning and providing support for financial well-being.

• Social Well-Being: Creating opportunities for social interaction and community building within the workplace.

• Environmental Well-Being: Ensuring that the work environment is safe, comfortable, and conducive to well-being.

By focusing on these areas, companies are not only enhancing their employees’ quality of life but also building a more resilient and sustainable workforce. This trend towards prioritizing employee well-being is likely to continue as organizations strive to create workplaces where employees can thrive both professionally and personally.

Diversity, Equity, and Inclusion (DEI)

Diversity, Equity, and Inclusion (DEI) are indeed central to the HR agenda in 2024, reflecting a commitment to creating workplaces that are as diverse as the world we live in. Here’s how HR is playing a key role in this area:

• Diversity Recruitment: Implementing strategies to attract a diverse pool of candidates to build a workforce that reflects global diversity.

• Inclusive Policies: Crafting policies that support equity and inclusion, ensuring that all employees have access to the same opportunities.

• Bias Training: Providing training to reduce unconscious bias in hiring, promotions, and daily interactions.

• Employee Resource Groups: Supporting groups that offer a space for employees from various backgrounds to connect and share their experiences.

• Equity Audits: Conducting regular audits to assess and address any disparities in pay, promotion, or representation.

• Inclusive Leadership: Encouraging leaders to foster an inclusive environment where every voice is heard and valued.

• Accessibility: Ensuring that the workplace is accessible to all, including those with disabilities.

• Cultural Competence: Promoting understanding and respect for different cultures and perspectives within the organization.

By focusing on these initiatives, HR is not just complying with legal requirements but also driving positive change, fostering innovation, and enhancing the organization’s reputation. DEI is not a one-time initiative but a continuous journey towards creating a truly inclusive culture.

Summary HR Trends for 2024

Here’s a summary of our discussion on the HR trends for 2024 and their priorities:

1. HR Technology: Continues to be a top priority with a focus on leveraging analytics for strategic decision-making and fostering a diverse workplace.

2. Pay Transparency: Gaining importance as it promotes equity, trust, and legal compliance, and aids in talent attraction and retention.

3. Skills and Learning Development: Critical for upskilling the workforce in response to technological changes, enhancing employee engagement, and driving innovation.

4. Employee Experience: Essential for creating a motivating and engaging work environment that goes beyond basic needs.

5. Flexibility Beyond Remote Work: Expanding to include various working arrangements like flexible hours, compressed workweeks, and job sharing to accommodate diverse employee needs.

6. Generative AI in HR Processes: On the rise to streamline operations, enhance recruitment, and provide predictive insights.

7. Human Leadership: Emphasizing empathy and understanding in leadership to improve communication, conflict resolution, and adaptability.

8. Predictive Analytics: Increasingly used for informed decision-making in talent management and workforce planning.

9. Change Management: Becoming essential for HR to support employees through organizational changes with effective strategies.

10. People Analytics: Growing in use for data-driven decisions in hiring, retention, and employee development.

11. Focus on Employee Well-Being: Companies are investing more in comprehensive health and wellness programs.

12. Diversity, Equity, and Inclusion (DEI): Continues to be a focus, with HR promoting an inclusive workplace culture.

These trends highlight a shift towards a strategic, data-driven, and employee-centric approach in HR, aiming to create adaptable, inclusive, and engaging work environments. The priorities are clear: embrace technology, ensure fairness and transparency, invest in people, and build a culture that values every individual.

Create a Budget for each HR Trend

Creating a budget for HR trends can vary widely depending on the specific needs and resources of a company. However, I can provide a general framework that businesses of different sizes might consider when allocating their HR budgets for these trends:

Small Business (<300 employees):

• HR Technology: $5,000 - $25,000

• Pay Transparency: $1,000 - $5,000

• Skills and Learning Development: $10,000 - $50,000

• Employee Experience: $5,000 - $20,000

• Flexibility Options: $2,000 - $10,000

• Generative AI in HR Processes: $3,000 - $15,000

• Human Leadership: $2,000 - $10,000

• Predictive Analytics: $4,000 - $20,000

• Change Management: $5,000 - $25,000

• People Analytics: $3,000 - $15,000

• Employee Well-Being: $5,000 - $30,000

• DEI Initiatives: $2,000 - $10,000

Medium Size Company (300-1000 employees):

• HR Technology: $25,000 - $100,000

• Pay Transparency: $5,000 - $20,000

• Skills and Learning Development: $50,000 - $200,000

• Employee Experience: $20,000 - $80,000

• Flexibility Options: $10,000 - $40,000

• Generative AI in HR Processes: $15,000 - $75,000

• Human Leadership: $10,000 - $50,000

• Predictive Analytics: $20,000 - $100,000

• Change Management: $25,000 - $125,000

• People Analytics: $15,000 - $75,000

• Employee Well-Being: $30,000 - $150,000

• DEI Initiatives: $10,000 - $50,000

Large Company (>1000 employees):

• HR Technology: $100,000 - $500,000

• Pay Transparency: $20,000 - $100,000

• Skills and Learning Development: $200,000 - $1,000,000

• Employee Experience: $80,000 - $400,000

• Flexibility Options: $40,000 - $200,000

• Generative AI in HR Processes: $75,000 - $375,000

• Human Leadership: $50,000 - $250,000

• Predictive Analytics: $100,000 - $500,000

• Change Management: $125,000 - $625,000

• People Analytics: $75,000 - $375,000

• Employee Well-Being: $150,000 - $750,000

• DEI Initiatives: $50,000 - $250,000

These figures are estimates and can vary based on the region, industry, and specific company circumstances. It’s important for each business to conduct a thorough analysis of their needs and consult with HR and financial professionals to tailor their budget accordingly. Additionally, companies should consider the return on investment for each initiative and prioritize based on their strategic goals.

Create and allocate hours invested in each HR Trend 2024

Allocating hours for HR trend implementation can be quite variable and depends on many factors, including the complexity of the initiative, the current state of the organization’s HR practices, and the availability of resources. However, I can provide a general estimate of the number of hours that might be spent on each HR trend for companies of different sizes:

Small Business (<300 employees):

• HR Technology: 100 - 500 hours

• Pay Transparency: 50 - 200 hours

• Skills and Learning Development: 200 - 1,000 hours

• Employee Experience: 100 - 500 hours

• Flexibility Options: 50 - 250 hours

• Generative AI in HR Processes: 150 - 750 hours

• Human Leadership: 50 - 250 hours

• Predictive Analytics: 100 - 500 hours

• Change Management: 100 - 500 hours

• People Analytics: 150 - 750 hours

• Employee Well-Being: 100 - 500 hours

• DEI Initiatives: 50 - 250 hours

Medium Size Company (300-1000 employees):

• HR Technology: 500 - 2,000 hours

• Pay Transparency: 200 - 800 hours

• Skills and Learning Development: 1,000 - 4,000 hours

• Employee Experience: 500 - 2,000 hours

• Flexibility Options: 250 - 1,000 hours

• Generative AI in HR Processes: 750 - 3,000 hours

• Human Leadership: 250 - 1,000 hours

• Predictive Analytics: 500 - 2,000 hours

• Change Management: 500 - 2,000 hours

• People Analytics: 750 - 3,000 hours

• Employee Well-Being: 500 - 2,000 hours

• DEI Initiatives: 250 - 1,000 hours

Large Company (>1000 employees):

• HR Technology: 2,000 - 10,000 hours

• Pay Transparency: 800 - 4,000 hours

• Skills and Learning Development: 4,000 - 20,000 hours

• Employee Experience: 2,000 - 10,000 hours

• Flexibility Options: 1,000 - 5,000 hours

• Generative AI in HR Processes: 3,000 - 15,000 hours

• Human Leadership: 1,000 - 5,000 hours

• Predictive Analytics: 2,000 - 10,000 hours

• Change Management: 2,000 - 10,000 hours

• People Analytics: 3,000 - 15,000 hours

• Employee Well-Being: 2,000 - 10,000 hours

• DEI Initiatives: 1,000 - 5,000 hours

These are rough estimates and should be adjusted based on the specific context and needs of the business. It’s important for each company to conduct a detailed analysis and consult with HR experts to determine the precise amount of time required for each initiative. Additionally, these hours may be spread over several months or even years, depending on the scope and scale of the implementation.

Estimate the difficulty levels for implementation of each HR Trend 2024

Estimating the difficulty levels for implementing HR trends can vary based on several factors, including the company’s existing HR infrastructure, resources, and expertise. However, I can provide a general assessment of the relative difficulty levels for small, medium, and large companies:

Small Business (<300 employees):

• HR Technology: Moderate - Limited resources may make implementation challenging.

• Pay Transparency: Easy to Moderate - Smaller workforce makes it easier to implement, but requires careful planning.

• Skills and Learning Development: Moderate - Requires significant investment in content and training platforms.

• Employee Experience: Moderate - Personalized approaches are easier with a smaller team but require dedicated effort.

• Flexibility Options: Easy to Moderate - Easier to manage with fewer employees but needs clear policies.

• Generative AI in HR Processes: Moderate to Hard - May require external expertise due to complexity.

• Human Leadership: Easy - Smaller teams allow for closer relationships and leadership impact.

• Predictive Analytics: Moderate to Hard - Data collection is easier, but analysis may require specialized skills.

• Change Management: Moderate - Smaller scale changes are easier to manage but still require careful planning.

• People Analytics: Moderate - Less data to manage, but requires analytical capabilities.

• Employee Well-Being: Easy to Moderate - Easier to implement personalized well-being initiatives.

• DEI Initiatives: Easy to Moderate - Smaller scale makes it easier to foster inclusion but requires commitment.

Medium Size Company (300-1000 employees):

• HR Technology: Moderate - More resources than small businesses but coordination is more complex.

• Pay Transparency: Moderate - Larger workforce requires more detailed planning and communication.

• Skills and Learning Development: Moderate to Hard - Broader range of skills to develop across a larger workforce.

• Employee Experience: Moderate - More resources to create a good experience but also more employees to manage.

• Flexibility Options: Moderate - Requires more sophisticated scheduling and policy management.

• Generative AI in HR Processes: Hard - Complexity increases with company size.

• Human Leadership: Moderate - More leaders to train and align with human-centric approaches.

• Predictive Analytics: Moderate to Hard - More data to analyze, requiring more sophisticated tools and skills.

• Change Management: Moderate to Hard - Larger scale changes are more complex to manage.

• People Analytics: Moderate to Hard - More data points to analyze, requiring robust systems.

• Employee Well-Being: Moderate - More programs to manage but can have a greater impact.

• DEI Initiatives: Moderate - Larger employee base requires more structured and strategic approaches.

Large Company (>1000 employees):

• HR Technology: Hard - Complexity and scale of implementation are significant.

• Pay Transparency: Hard - Requires extensive planning, communication, and system updates.

• Skills and Learning Development: Hard - Diverse needs and large scale make this a complex initiative.

• Employee Experience: Hard - Creating a consistent and positive experience across a large company is challenging.

• Flexibility Options: Moderate to Hard - Logistical challenges increase with size.

• Generative AI in HR Processes: Hard - High complexity and need for integration with existing systems.

• Human Leadership: Moderate to Hard - Scaling human-centric leadership across a large organization is challenging.

• Predictive Analytics: Hard - Large amounts of data require advanced analytics capabilities.

• Change Management: Hard - Managing change across a large organization requires significant effort and coordination.

• People Analytics: Hard - The complexity of analytics scales with the size of the workforce.

• Employee Well-Being: Moderate to Hard - More resources available but also more employees to reach.

• DEI Initiatives: Moderate to Hard - Requires a comprehensive and well-coordinated approach.

These difficulty levels are indicative and can vary significantly based on the specific context of each company. It’s important for businesses to assess their unique situation and capabilities before embarking on these HR initiatives.

Tabel HR Trend Budget Estimate Allocation of Hours and Difficulty of Implementation

HR professionals follow these trends do you estimate

Based on the information available, it’s estimated that there should be 1.4 HR staff for every 100 employees¹. However, this ratio varies by company size, with an average HR-to-staff ratio of 2.57. For small organizations, the ratio goes up to 3.4, then down to 1.22 and 1.03 for medium and large organizations, respectively¹.

Considering these statistics, it’s reasonable to infer that a significant portion of HR professionals are influenced by or follow the latest trends to some extent. With leadership development being a top priority for 60% of HR leaders¹ and 47% reporting employee experience as a priority¹, it’s clear that the 2024 HR trends are having a substantial impact on HR professionals’ strategies and practices.

Moreover, with 44% of companies not providing compelling career paths¹, many HR professionals are likely to adopt new trends to improve employee satisfaction and retention. Therefore, while an exact number of HR professionals following these trends is not specified, the influence is widespread and significant within the HR community.