Core Themes and Trends in HR for 2024

1 min read

Based on the content from the HR Executive, Mercer, Forbes, and Josh Bersin's articles, here are core HR trends for 2024 and then discussion questions for HR leaders to help your journies into 2024.

  1. Artificial Intelligence in HR (HR Executive):

    • AI as a disruptive force in HR technology.
    • Role in reducing hire time, matching talent, improving employee experience, and aiding decision-making.
    • AI in removing silos and linking aspects of the employee lifecycle.

  2. CHROs' Preparedness and Skill Gaps (Mercer):

    • Diversity in CHROs' backgrounds but similar challenges faced.
    • Need for greater understanding of non-HR areas like finance and operations.
    • The desire for deeper knowledge in data analytics and working with boards.

  3. CPO-CFO Partnership and Financial Acumen (Forbes):

    • Importance of CPO understanding financials of the business.
    • Need for CPOs to lead with data and align people strategy with financial goals.
    • Building a partnership with the CFO for optimizing resource allocation.

  4. Systemic HR and Maturity Model (Josh Bersin):

    • Shift from traditional HR practices to a systemic, skill-focused approach.
    • Evolution of HR roles from transactional to strategic, solution-oriented, and systemic.
    • Importance of HR professionals becoming "full-stack" and cross-functional.

Discussion Questions for HR Leaders

  1. AI Implementation and Ethics:

    • How can we ethically implement AI in HR processes while ensuring transparency and fairness?
    • How can AI be used to enhance the employee experience without compromising human touch?

  2. Skill Development for CHROs:

    • What strategies can be implemented to ensure CHROs have a robust understanding of finance, operations, and data analytics?
    • How can CHROs better prepare for board interactions and strategic decision-making?

  3. Financial Acumen in HR:

    • How can HR leaders develop financial acumen to better align people strategies with business objectives?
    • What are effective ways to foster a collaborative partnership between CPO and CFO?

  4. Adopting Systemic HR:

    • What steps can be taken to transition HR from a traditional role to a more systemic, integrated function?
    • How can HR professionals be trained and developed to become "full-stack" and adapt to rapidly changing business needs?

  5. Leveraging Data in Decision-Making:

    • How can HR leaders better utilize data and analytics to drive strategic decisions and demonstrate their value to the organization?
    • What metrics should HR focus on to align with the company’s strategic goals?



Voice of the CHRO: Evolving the CHRO role in a rapidly changing world of work

Know Your Numbers: Exploring The CPO & CFO Partnership

Introducing The Systemic HR™ Initiative

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