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2024 is here, and many people leaders are beginning the transition back to work. For those looking to plan for the year or those just looking for a refresher, here’s a guide for HR planning.
AHRI unpacked this in the Areas of Focus for HR in 2024 report. The five key themes explored were:
1. Addressing skills shortages
A significant issue for just about every industry in 2023 was the skills shortage. Many were left stranded as in-demand talent became hard to come by.
Addressing this issue should be a top priority for leaders in the new year. As noted by AHRI, there are a variety of factors influencing this theme. Tighter borders are restricting migrant workers, and high turnover is making the war for talent much more competitive.
The businesses that will overcome the shortage are those that are able to be agile. Succession planning is a key aspect of this, as promoting from within can build skilled workers internally.
2. Prioritising middle management
Middle managers are an underappreciated and crucial component of any business. In fact, AHRI described them as the “most important job”.
Therefore, support must be maintained to allow managers to operate effectively and keep them happy. This will require investment of both time and resources.
Training may also be necessary, as AHRI noted that a lack of experience, especially through the remote and hybrid work settings of the pandemic, is exacerbating burnout and mental health issues.
3. Workplace legislation and compliance
Legislation and compliance processes are constantly evolving. As we enter 2024, a refresher may be necessary to stay up to date.
Compounding this, said AHRI, is employees’ increased willingness to push back against issues. Keeping staff up to date on their responsibilities and entitlements, and regulations should be of key concern.
4. Leading in the next tech revolution
As with legislation, tech is also constantly evolving. Keeping up can be a headache, yet it is often necessary, especially in the current AI-driven world.
AHRI noted that generative artificial intelligence (AI) will increasingly mould into our everyday lives, and employees must be ready for the revolution.
Employers can stay prepared by investing time and resources into the development of digital skills. Not only will this improve the skill set of employees, but it will also prepare workplaces for any further shifts.
5. Focus on workplace culture
Culture can make or break a company. Workplaces that realise and leverage this can help to stay ahead in 2024.
The hybrid and remote working models that have increased through the last couple of years can make promoting culture more of a challenge. Employers who are able to work around this will benefit.
AHRI highlighted just how important benefits policy is in shaping positive attitudes. Prioritising engagement, experience, and relationships can create happier workers and, in turn, create a more productive workforce.
Jack Campbell
Jack is the editor at HR Leader.
