“2024 will see the personal skills profile become core to the overall employee experience,” shares Susie Lee, Client Innovation Officer at Degreed. “Populated with key information on someone’s existing skills, past experiences, current learning, interests and career goals, it will be a single place for employees and organisations to know what skills they currently have and what they need, helping individuals make more informed career decisions and their employers to effectively plan for their business strategies and transformations. Focusing on someone’s skills profile will enable employers to finally understand exactly what motivates their employees, and how to best cater to their aspirations and learning styles. It will vastly benefit employees with greater, more equitable access to opportunities as decisions will be made based on someone’s skills and not connections to the right people, biased ‘gut’ feelings, or other excluding processes.
"The skills profile will become commonplace in learning systems, HR systems, talent marketplaces and more — and it will move with each individual from role to role, project to project, organization to organization. Giving a more detailed view of someone’s capabilities and potential compared to the simple overview of a resume.
"The value of the skills-first learning experience will become widely recognized in 2024 as more C-Suite stakeholders begin looking at L&D as a way to stem chronic skills gaps. An organisation’s agility, growth, and ultimately its value, will be determined by the mix of skills it has within its workforce and what is being built. Learning will play a direct role in building skills for the future, in response to disruptions like AI, so learning leaders will increasingly be called on to provide success metrics that show how prepared the workforce is.”
As well as the 'obvious' wellbeing elements of HR, there is also going to be a huge focus on financial wellbeing in 2024
Wellbeing, a new trend - not really, you might say. But this is wellbeing 2024: Less focus on the small things (yoga, beanbags, free coffee) and more focus on the things that really underpin mental health for employees. Katie Winstanley adds: “The importance of employee wellbeing has been increasingly recognised and will continue to do so in 2024. HR needs to continue to prioritise mental and physical health support, stress management, and work-life balance initiatives."
As well as the 'obvious' wellbeing elements of HR, there is also going to be a huge focus on financial wellbeing in 2024, with benefits also in that area. It won't simply be enough to offer a pension and healthcare, for example. Employees will be looking to your policy and how that reflects in benefits - think fertility leave, menopause policy and even extra time off for the loss of a pet.
Rolling your eyes at 'another' person asking about flexble working? You might find yourself left behind if you don't embrace it in 2024, argues Jenny James, Head of HR at compliance eLearning provider, VinciWorks. Flexiblity isn't new, per se, but embracing it and seeing how it can help your staff to work in the right way and therefore stay and grow with your company, is essential.
“To stop attrition, people want more flexibility. So, while flexibility isn’t new, it will help people to gain a better work-life balance," says James. "This includes having policies that allow staff to work from anywhere in the world and allowing staff to have several part-time jobs instead of one full-time job. Also, providing staff with the flexibility to work the hours needed to get the job done rather than a set number a week and having a self-managed holiday policy where employees are in charge of how many days they use during the year (while it’s not unlimited, it gives them the flexibility of taking extra days when they need it, whether that’s to support caring needs for family members or children, to wanting extra days holiday to plan for a big holiday or event such as a wedding or honeymoon – allowing this change in mindset will help organisations to thrive and attract the ideal employees for their roles.”
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