Human resources are undergoing an unprecedented transformation.
In the past 40 years, many enterprises have achieved good growth through the "demographic dividend", and the focus of human resource management is mainly focused on the organization of staff increase and the management of "people".
However, in recent years, the international environment and business environment have been constantly changing, and 90% of corporate strategies have changed to steady growth and refined operations. "Talent streamlining" has become the main theme.
At the end of 2022, Open-AI released GPT-35. It has caused a global "**."
The environment has changed drastically, layoffs have been optimized, and AI technology development has ......In 2023, HR has experienced a year of "pain but hope". What new trends will HR usher in in 2024?
1. Embrace AITransform into a "technology-enabled HR."
The growth of generative artificial intelligence (GAI) is already having a huge impact on the workforce. More and more companies are starting to explore AI.
The first is to integrate AI technology into products to enhance product capabilities
The second is to integrate AI into enterprise management and replace some functions to reduce costs and increase efficiency.
As organizations continue to realize the potential of technological change, most organizations will integrate AI into more workforces and operations in 2024, enabling a "human+AI" interactive work model.
This will bring to the work of HRA shift in both directions:
1.Focus on and adopt new digital tools and systems to optimize processes such as recruitment, training, performance reviews, and employee benefits management
2.Transform corporate culture management to help enterprises enhance employees' in-depth understanding of AI and apply AI to production and work methods.
Human resources will also become more reliant on technology to improve efficiency and quality of decision-making.
2. Combine with PR and walk to the front of the stage
According to research, it is that
Seventy-three percent of HRDs and 76 percent of business managers believe that a company's HR team is too process-focused;
63% of business managers position HR in an executive role.
In the past, HR was often behind the scenes in human resource management.
However, with the development of social networking, the employee experience is becoming more and more open, and employees are more inclined to share sensitive information publicly, and corporate management issues have been moved to the forefront.
On Douyin, the number of on-site dismissals exceeded 100,000 times;
On Xiaohongshu, the label of "post-00s rectification of the workplace" exceeds 5200 million views;
The recent Dong Yuhui and New Oriental, Meng Yutong and Mingzhu incidents have been frequently discussed.
* The change of mode will surely drive HR to cooperate with the marketing department to formulate public relations strategies and go to the stage to build an employer brand in an all-round way.
On the one hand, HR needs to pay attention to the public opinion of the employer at all times and control the pressure of public opinion caused by negative events
On the other hand, HR should take the initiative to lay out mainstream social networking, establish an employer brand matrix, display corporate benefits and culture to the outside world, and create a positive corporate image.
3. Pay attention to WLB (Work-Life Balance).
The pandemic has torn off the bandages of people's tense relationship with work, and the WLB consciousness of working people has risen.
The balance between people's life and work will be an issue that HR must pay attention to.
For enterprises, although there is a surplus of talents, the market competition for outstanding talents is still fierce, and excellent talents pay more attention to the balance of work and life. Work-Life Balance will be more conducive to attracting the best talent and enhancing employee efficiency and loyalty.
In 2024, HR needs to integrate the overall market environment and employee care to help enterprises implement reasonable WLB policies, such as:
Flexible working hours:Employees are allowed to work their own working hours within reasonable limits to meet their personal needs and family responsibilities
Remote Work Policy:Provide remote work options that allow employees to work from home as needed, reducing commute time pressure and increasing productivity;
Provide online collaboration tools:so that employees can better communicate, collaborate, and manage time, and reduce unnecessary meetings and email exchanges
Corporate Culture:Create a positive and healthy corporate culture that encourages open communication, teamwork, and respect for diversity to increase employee job satisfaction and well-being
Workload Management:Ensure employees are responsible for a reasonable workload and avoid excessive overtime and fatigue by optimizing workflows and allocating resources
Fourth, expand recruitment ideasFrom talent acquisition to talent acquisition
Talent acquisition refers to the way in which an organization or enterprise actively seeks and attracts talents to the talent market.
Talent acquisition is a broader concept that refers to the entire process of acquiring, attracting and retaining talent. Talent acquisition is not limited to external recruitment.
Talent acquisition consists of the following 5 components:
Recruitment events and job postings.
Training and development of the competencies of existing employees.
Internal promotions and employee transfers.
Bring in external experts and consultants.
Talent retention measures such as benefits, incentives, and employee care.
In the past, "high-paying recruitment" was the primary means of talent acquisition, but it only involved proactively finding and selecting the right candidates to fill the needs of a specific position.
Talent acquisition, on the other hand, emphasizes the importance of developing, developing, and retaining existing employees to meet the overall talent needs of the organization.
Under the current needs of enterprises with steady growth and cost reduction and efficiency increase, HR should shift from talent recruitment to promotion within the organization to reduce labor costs.
According to a study, 48% of companies will improve talent promotion and promotion processes to increase talent availability.
Fifth, the layout of flexible forms of employment
In 2024, the business environment is likely to face more frequent changes and uncertainties, and the traditional full-time employment model may lead to a waste of resources.
Due to technological advancement, globalization and increased competition in the market,Businesses need to be more agile in their management to quickly adapt resources and manpower to changing market demands.
1.For some project jobs or seasonal demand, full-time employees may result in over-hiring or idle resources
2.Flexible forms of employment, such as contracting, part-time, or outsourcing, can reduce benefits costs, training costs, and the risk of long-term employment;
3.By embracing flexible employment, companies can select the right talent from a broader talent pool, rather than being limited to a specific geographic location.
In 2024, focusing on flexible forms of employment can better adapt to the rapidly changing economic environment.
In addition, policies may also be introduced to encourage and support these new forms of employment.
6. Pay attention to compliance and strengthen the protection of labor laws
In 2022, the state will officially take action against "996", increase the rectification of overtime work, and make it clear that "996" is a serious violation. The signal is clear:Rectify the current deformed overtime culture and ensure that workers work decently and live happily.
In October 2023, the 2024 holiday arrangement was promulgated, of which "no holiday in the Chinese New Year's Eve" rushed to the hot search.
The seemingly unreasonable holiday arrangement, in fact, the state gave an official explanation: according to the supervision data of the labor inspection department, the annual leave violations of enterprises are frequently punished, and behind the "Chinese New Year's Eve No Holiday", it is actually thereEncourage the implementation of paid annual leave to better protect the public's right to rest.
In addition, there are countless cases of labor laws and regulations being updated and inspections strengthened.
Judging from the trend in recent years, in 2024, China may further strengthen the protection of workers, and one of the major priorities of HR in 2024 is human resource compliance management
Establish clear systems and policies:Ensure that corporate systems and policies are clear, detailed, and consistent with national laws and regulations
Employee Training:Provide regular training to ensure employees are aware of the company's systems and policies, including internal controls, identification of potential compliance risks, data protection and security, etc.;
Review and update system:Regularly review and update the company's systems and policies, and make timely adjustments to adapt to the changing legal and regulatory environment and business needs, and avoid non-compliance;
External Compliance Consulting:Work with a professional law firm or compliance consulting firm to obtain professional advice and advice on compliance;
Strengthen communication and advocacy:Through internal publications, electronic documents, meetings, training, etc., we continuously strengthen the publicity and communication of the compliance system and convey the importance of compliance to employees.
2024 will be an even tougher year for HR.
Changes in the business environment and employee management will push HR to move towards a new positioning, from "specialists" to "generalists";However, the development of AI technology will also become a new dawn for HR.
That's the real power of human resources:In the ever-changing environment, strengthen your arms and move forward for the development of the enterprise.