Discover the HR trends and developments of 2024

HR/learning in organisations

As an HR manager, what themes should you focus on in 2024? We figured it out for you!

Every year, we find it interesting to list the latest trends and developments for you. Which themes will be in the spotlight in 2024? Sometimes the opinions of the various research firms are still a bit divided, but we have picked out the biggest common denominators for you.

1. Applying AI technology

It is not without reason that this one is number one. Over the past year, AI, and in particular its brother ChatGPT, has been highly regarded. Almost every student and student shamelessly submitted an automatically generated paper to the lecturer; many entrepreneurs filled the website with texts that came from a robotic brain.

However, there are still some risks associated with AI. For example, texts that are not born from human thought often rank less high in Google; the information on which it is based is not always neutral, let alone up to date. Not to mention the pleasure of reading, which somehow doesn't feel quite the same as when a human copywriter sat at the keyboard.

So why do we give AI the podium anyway? Simply because it still has so much potential. If you ask the right questions, you can be amazed at the quality that can roll out a little later. And there will be when we speak Still busy tinkering with the technology by all kinds of bright minds. So keep a close eye on this automation miracle in the coming year. It can make your HR life so much easier.

Devising smart training programs, keeping labour market developments up to date, identifying trends, collecting information about a complicated subject, laying a good basis for boring correspondence, or providing inspiration for SEO-worthy vacancy texts, to name just a few things. Before you know it, you will soon have space in your agenda for other things that can only be achieved by human intelligence and attention.

2. Labour market tightness

The tide may be turning a bit, but we are far from there. It is still very difficult to fill vacancies with the right people. You notice the staff shortage almost everywhere. Ordering your 3-course menu is increasingly having to be in English, stores are closing earlier or on more days and are you having leaks? Then see how to get a plumber. Quite complicated.

However, this development also has some advantages, especially for those sitting at the other end of the selection table. Applicants who used to fall 1-0 because they didn't quite meet the ideal picture are more likely to get the benefit of the doubt these days. And employers are more willing to invest in the employees they have in-house, but more about that later.

3. Invest in health and lifestyle

Eating healthy, exercising more, going to bed on time, but also Dry January or yoga: themes that used to be mainly reserved for the health freaks or weary types among us have now become increasingly normal. In fact, an increasing number of employers are offering lifestyle facilities. Many MT agrees without discussion to arrange a gym subscription, work fruit or free coaching for employees. This is because this healthy trend has several advantages, viewed from the perspective of HR.

A healthy lifestyle can prevent a lot of physical and psychological absenteeism. This is very interesting, especially with the increasing retirement age and tight staff planning. In addition, offering interesting fees or a nice chair massage also works wonders for you. employer branding. Given the tight labor market (hey, here he is again!) Of course, such an extra applicant magnet wouldn't hurt at all.

4. Workplace diversity and inclusion

Some of us may breathe a big sigh when reading these terms. Perhaps we have been hit around the ears a little too often in a compelling, negative way recently. And now, diversity and inclusion are also increasingly enforced by laws and regulations. That probably requires extra registration and hassle, we hear you think...

Our advice? Get over your bureaucratic tiredness quickly. Don't see diversity and inclusion as an opportunity, but as an opportunity. This is because it offers absolutely positive benefits. When every employee feels safe, welcome and valued, job satisfaction increases and absenteeism decreases. Surely that sounds like music to the ears of the average employer.

In addition, a nicely mixed workforce provides more creative ideas and a different view of things that the established order simply takes for granted. And, maybe you can feel it coming again: if you're known as an open-minded employer, you'll significantly expand the target group of interested applicants.

5. Less flexibility and more security

The Government is targeting zero-hour contracts. In other words, these will most likely be exchanged for basic contracts by 2025. Only pupils and students with a side job are excluded. This means that all employees will soon receive a work guarantee of a fixed number of hours, and will therefore also be assured of a fixed basic income. With the positive note for employers that they will soon be able to count on the mandatory availability of employees at the agreed times. In certain sectors, such as healthcare and childcare, where people often work with flexible contracts, this will have a considerable impact.

Another change is in the pipeline in the field of security: the continued renewal of temporary contracts, with the famous revolving door structure with a few months of waiting time, is also being further restricted. In the future, you will have to wait no less than 5 years before offering a new temporary contract.

Make it easy for yourself
With these trends and developments on the horizon, it doesn't hurt to invest in properly arranging and updating your workflows, arrangements, and sources of information. If you pre-sort properly now, it will save you a lot of time later. Could you use some tips for this? Contact us. After all, online knowledge sharing is our specialty!

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