As we step into 2024, the world of work is standing at a crucial crossroads, shaped by the "Great Resignation," subtle workforce dynamics, and the impact of automation and AI. In this era of unprecedented change, the role of HR and Learning and Development (L&D) leaders has never been more critical. To thrive in this dynamic environment, business leaders must embrace a proactive approach to address the challenges and opportunities presented by the future of work by prioritizing major aspects of people's advancement.
In our blog, we will explore the top 5 priorities for CHROs and L&D leaders in 2024, providing a roadmap to help businesses navigate the complexities of People Advancement.
As the future of work continues to evolve, several critical factors are reshaping the world of business and employment. Let’s delve into the key drivers that are influencing the future of work:
One of the foremost challenges in the contemporary workforce is the widening skills gap. This disparity between the skills organizations need and those available in the labor market poses a significant hurdle for businesses.
The traditional employer-employee dynamic is undergoing a substantial shift. As employees increasingly advocate for more flexibility, including remote work options, HR leaders are grappling with how to shape their organization's culture to accommodate these changes.
The advent of Artificial Intelligence (AI) and its integration into the workplace are ushering in a new era. These disruptive innovations are revolutionizing the way we work, requiring HR leaders to be proactive in understanding and leveraging these technological advancements.
In the pursuit of profitability, executives and investors are placing significant emphasis on productivity and efficiency. However, this drive for performance is taking a toll on employees, leading to workforce fatigue.
In a world that increasingly values diversity and inclusivity, businesses are recognizing the significance of creating an environment where all employees feel welcome and valued. Yet, a significant number of employees believe that their organization's Diversity, Equity, and Inclusion (DEI) efforts are divisive.
These factors collectively underscore the dynamic nature of the future of work, where businesses are required to adapt, innovate, and foster a supportive environment to drive organizational excellence. This imperative has paved the way for the setting up of the key priorities for CHROs and L&D leaders in the year 2024.
The global workforce is currently grappling with a significant skills gap, where the majority of workers will require new skills by 2027, despite limited access to training. To address this challenge, CHROs and L&D leaders must prioritize upskilling and reskilling strategies, which play a vital role in attracting and retaining top talent. These strategies emphasize role-based and interest-based skill development, ensuring a workforce that is not only well-equipped but also adaptable.
A well-trained workforce holds the key to enhanced productivity, innovation, and engagement, ultimately leading to improved organizational performance. As such, it's imperative for companies to place a strong emphasis on training and development. This can be achieved by assessing skills for job readiness, benchmarking against industry and functional standards, and monitoring employees' skilling progress. These steps ensure that an organization's workforce is equipped with the skills required for both current and future business needs.
Organizations like Deloitte have successfully leveraged skilling platforms like Disprz to create personalized learning experiences, leading to substantial improvements in workforce performance.
Employee engagement and retention are vital to the success of any organization. A disengaged workforce can lead to costly turnover, while an engaged one is more productive and satisfied. For instance, if you're hiring for a job that pays $60,000, you may spend $180,000 or more to fill that role. Of those costs, 30 percent to 40 percent are hard costs, and the other 60 percent are soft costs. To foster a positive organizational culture and to enhance employee engagement and retention, it’s imperative that CHRO’s and L&D leaders invest in employee appreciation and recognition program. In fact, companies boasting highly engaged staff members achieve a 21% boost in productivity compared to organizations with lower levels of employee engagement.
Companies often overlook the benefits of internal talent pool. An internal mobility program can also serve as a powerful source of top-notch talent, reducing the cost of talent management and enhancing organizational agility. Therefore, companies must relook at their talent management strategies and invest in an intelligent platform like Disprz to enhance employee engagement and retention and build a positive organizational culture.
Today's leaders and managers are expected to be multifaceted, managing teams and driving change while excelling in their current roles. But, a concerning 73% of HR leaders have noted that leaders and managers are often ill-equipped to navigate these complexities. Therefore, leaders must conduct skill-based assessment to analyse skills and potential of first-time managers or leaders before selecting or promoting them to help understand their current performance as well as their potential for new responsibilities.
Once they are well-equipped, it becomes essential to furnish managers with enhanced visibility into their team's performance, not only for their own personal growth but also as a pivotal means to elevate the overall performance of their teams. This can done by providing them access to a comprehensive dashboard to track real-time key performance indicator (KPI) metrics and identify areas of concern or excellence.
Leveraging an intelligent platform like Disprz, organizations can gain in-depth insights into skill scores, identifying top candidates for managerial or leadership roles. This platform also offers insights into individual performance, enabling the automation of performance-based coaching to enhance the overall workforce.
Before the emergence of GenAI, HR and L&D leaders faced numerous challenges in their roles. They grappled with labor-intensive, time-consuming tasks like manually screening resumes, creating training materials, and managing onboarding processes. Finding relevant content for upskilling and training was a common issue, often leading to disengagement among learners. The onboarding process, a crucial part of HR responsibilities, was often cumbersome and inefficient.
GenAI has emerged as a priority for HR and L&D leaders because it effectively addresses these challenges. It automates tasks, saving time and resources, and enhances the employee experience through personalization, transforming every aspect of the employee lifecycle. GenAI has streamlined content discovery, simplified content authoring, and optimized onboarding administration, thereby making HR and L&D operations more efficient and effective. This transformation is essential in an era where organizations are striving to be agile, cost-efficient, and competitive by prioritizing employee development and engagement.
The journey from traditional HR practices to a Data-Driven Transformation has been nothing short of revolutionary. Before this transformation, HR teams often grappled with inefficiencies, relying on manual processes and gut instincts. Decision-making was often based on limited insights, leaving skill gaps unaddressed, organizational performance suboptimal, and business growth stunted.
However, the advent of data analytics represents a transformative opportunity for HR, elevating it into a strategic asset capable of driving business growth. This transformation has ushered in an era of informed decisions, where data analytics empower HR and L&D teams to pinpoint skill gaps with precision, enhance onboarding process, improve their succession planning strategies. The results? Enhanced organizational performance, evidence-based decisions, and a substantial positive impact on business growth.
Companies like Petronas have harnessed this data-driven approach, leveraging an AI-powered learning and skilling platform to cultivate a leadership pipeline capable of meeting evolving business challenges.
The year 2024 presents HR and Learning and Development (L&D) leaders with a unique set of challenges and opportunities in the ever-evolving world of work. The "Great Resignation," technological advancements, and changing workforce dynamics have made the roles of CHROs and L&D leaders more crucial than ever.
To navigate these complexities and drive organizational excellence, we've outlined the top 5 priorities for 2024:
Upskilling and Reskilling: Addressing the skills gap to attract, retain, and develop talent.
Fostering a Positive Organizational Culture: Enhancing employee engagement, retention, and recognition.
Leader and Manager Effectiveness: Equipping leaders with the skills and tools they need to excel in their roles.
Leveraging GenAI: Harnessing the power of Generative AI to automate tasks, personalize experiences, and create new opportunities for learning and growth.
Data-Driven Transformation: Using learning data analytics to make informed decisions, identify skill gaps, and enhance organizational performance.
These priorities are essential for business success in a dynamic and competitive landscape. This blog is merely the tip of the iceberg. To gain a comprehensive understanding of the top 5 priorities for CHROs and L&D leaders in 2024, along with detailed insights, solutions, and strategies, we encourage you to download the entire whitepaper. Our comprehensive resource delves deeper into each priority, offering actionable steps to help your organization thrive in the dynamic world of work.
Don't miss out on this insights-packed guide.