What will be the top priorities for HR leaders in 2024? When asked, HR professionals often cite the challenges and concerns troubling their organisations. However, a broader look at the global priorities of HR and talent leaders reveals that employee concerns top the agenda this year. Recent reports indicate that workers in the Middle East prioritise self-care, wellbeing, and work-life balance. They also express concerns about the rise of artificial intelligence in the workplace and the challenge of adapting to new technologies, feeling underprepared for these evolving demands. As a result, HR professionals are shifting their focus from business-oriented to an employee-centric approach, considering the needs and priorities of workers. Additionally, they aim to shape workplaces in ways that align with business sustainability goals.

Some of the top priorities of HR in 2024 are: 

Employee L&D to address skill gap 

Employee learning and upskilling are top priorities for HR professionals, particularly as AI technologies become increasingly integrated into the workplace, sparking a range of concerns and leaving workers worldwide feeling anxious. A notable 59 per cent of workers in the GCC region admit to 'not fully understanding' AI and its applications, with the older generation expressing significant worries about the uncontrolled impact of new technologies in the workplace. While these concerns are undeniable, it's crucial to recognise that much of the anxiety stems from a lack of preparedness. Ruchee Anand,  Senior Director - Talent, Learning and Engagement Solutions at LinkedIn said, “We are seeing a pronounced shift towards skills - both technical and soft skills - to thrive in the era of AI. With skills for jobs globally expected to change by 68 per cent by 2030, we are seeing a greater emphasis on learning both technical and soft skills with a majority of employers surveyed agreeing that this balance will be critical for organisations to succeed in the age of AI,”

Consequently, HR leaders must introduce effective learning and development programmes that empower workers to upskill and adapt to the rapidly changing work environment. A sentiment shared by Nitin Thakur, who said, “Nurturing talent within the organisation is indispensable for fostering continuous growth. Therefore, it is paramount not only to recruit talented individuals but also to retain them within the organisation.”

In addition, HR professionals should identify the specific learning needs of their employees to ensure the effective utilisation of these programs. Lakshmi Mittra, sharing insights on emerging HR trends for 2024, emphasises the importance of understanding emerging talent needs, stating, “Workforce planning and anticipating future talent needs is one trend that will be a top priority for HR leaders across the globe.”

Engaging workplaces 

Disengagement, both loud and quiet, is becoming a serious concern, accelerated by fears of job security, lack of skills, and stressful working conditions. This situation casts the workplace in an alarming light, emphasising the underlying issues that may be silently affecting workers. HR professionals must identify and directly address these problems. Implementing targeted interventions to boost engagement is crucial; these might include addressing job security fears, providing skills training, and improving work conditions. Additionally, offering flexible work options, prioritising work-life balance, focusing on retention, fostering a culture of continuous learning, and helping employees integrate AI into their work are essential strategies for building more engaging workplaces, as resonated by Kristin Supancich, the Chief People Officer at AHEAD. 

Inclusivity and diversity 

Recent years have been transformative, especially for HR professionals who have navigated dramatic changes in workplace dynamics as they adapted organisations to evolving work environments. The global shift towards varied work arrangements has broadened hiring practices, bringing together a diverse mix of workers from different backgrounds and cultures. This diversity necessitates that HR professionals deepen their understanding of cultural nuances to foster an inclusive workplace, and mitigate serious mistakes. By implementing targeted strategies that address biases, promote equity, and provide comprehensive training on diversity, equity, and inclusion, HR leaders can build resilient, innovative, and inclusive organisations. In the context of creating inclusive well-being initiatives for a global and diverse workforce, Kristin shared that ‘we need to customise benefits to suit regional needs, whether through flexible work hours, caregiving leave, or inclusive well-being programmes extended to family members, including those with special needs.’ She added that this shift towards a more human-centric approach to management has challenged HR leaders to adapt and support employees in new ways, ultimately enhancing organisational competitiveness and attracting top talent.

AI for automating HR processes 

Believe us when we say that HR professionals highly demand painless HR processes, not just for themselves but for their employees. These tech-enabled HR processes have the power to reduce potential risks. AI-powered HR tools can transform workplaces in all aspects, from recruitment and engagement to learning and development, performance reviews, and enhancing the overall employee experience with seamless processes.

QIC Group's Lars Gerhmann shared, "AI revolution is transforming every aspect of our operations. At its core are people - our employees. As a result, the landscape in HR is undergoing a profound shift. While we have amassed sufficient knowledge and experience in organisational transformation and empowering individuals, we must now adapt our approach. With AI assuming a larger role in performing tasks, we must empower our employees to focus on higher-order thinking and value-added activities, moving beyond mundane administrative duties. This paradigm shift necessitates a re-evaluation of our practices in hiring, retaining, reskilling, and collaborating with our workforce."

Brian Sommer, founder and president of TechVentive, highlighted, 'AI can aid in predicting skill development needs or identifying talent competencies. It can also solve complex problems like automating accounting transactions or streamlining tasks such as payroll integration with the general ledger.' However, he also underscored the importance of asking the right questions and conducting thorough due diligence when implementing AI in HR, and cautioned about the risks associated with HR transformation to ensure these efforts are not wasted.

These are some of the key priorities of HR leaders in 2024. People Matters is also conducting the 'State of HR Industry 2024' research across Asia Pacific and the Middle East. The survey aims to decode trends and offer deep insights into the evolving HR technology market, addressing the uncertainty of tech usage. To participate and share your invaluable perspectives, take this 5-min survey here.