Five HR priorities for 2024
Author: Hannah Mason
HR professionals have been navigating their organisations through unprecedented times over the last couple of years. Here, drawing on our latest HR roles and responsibilities survey, we look at how they are preparing for the 12 months ahead and pick out some of the areas making HR's priority list for 2024.
1. Management skills
Organisations are focusing on supporting managers to drive forward change. For example, one explained that developing the skills of line managers and leaders was a priority in order to support change management and employee wellbeing.
Another reported that it would focus on manager and supervisor development as "there has been a lot of internal promotion, so managers are missing some people management and leadership skills in this area".
In terms of how they plan to approach this area, several organisations said that they would be reviewing their manager training or putting together training materials. For additional upskilling support, the HR & Compliance Centre training resources provide clear guides for line managers on employment law and leading practice, covering areas including discipline and grievances, employee wellbeing and performance.
2. Evaluation of employee performance and productivity
Organisations reported that they would be paying increased attention to monitoring employee productivity and performance. This is likely as a result of the shift in ways of working since the COVID-19 pandemic. One commented that "due to home working, productivity has fallen in some areas".
The emphasis on employee performance is not necessarily a reflection of poor performance. One respondent explained that their organisation was working towards the "implementation of a fit-for-purpose process for an evolving business. This is to ensure staff can see their growth areas and remain focused and motivated."
3. Recruitment and redundancy
Around a quarter of respondents indicated that management of staff levels would be an important issue. Some reported that management of redundancies would be their focus, while others said they would be concentrating on recruitment and staff retention.
One organisation reported that "sustainability planning" would be a central focus next year, ensuring that any recruitment undertaken was essential.
Retention of staff was also mentioned as a priority, with respondents emphasising the need for employee experience initiatives. For example, one reported that in order to support retention, their organisation would be "focusing on creative initiatives, employee benefits, brand awareness, ensuring talent pools are maintained and effective onboarding".
4. Technology and AI
The adoption of new technology and AI is on the horizon for many organisations. Some respondents said they would be adopting new HR information systems (HRIS) in the coming year, while others indicated the use of AI would be one of the areas they would be focusing on.
One respondent explained the reasons for, and benefits of, changing system: "We are implementing a new HRIS which will allow the people team to measure performance of the organisation and the staff. It will also allow further metrics to be analysed, for example recruitment costs."
5. Employee wellbeing
Employee wellbeing was regularly cited as a priority. One respondent said: "We need to make sure our workforce/colleagues know they are cared about and that their health and wellbeing is an organisational concern."
Another reported that their policies were shaped by employee feedback: "our employee benefits survey highlighted the need for more wellbeing benefits. We are introducing a readily accessible/self-service employee assistance programme, as well as creating a wellbeing strategy, training mental health first-aiders and hosting different events throughout the year."
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