HR trends 2024: The TOP 5 of the pme experts
Our pme experts will tell you which current developments will shape HR work in 2024 and how you can create a future-oriented working environment.
In this article you can read:
The year 2024 holds challenging tasks in store for HR departments. Since the publication of ChatGPT, artificial intelligence (AI) has been a dominant topic in the HR world. Technical developments generate pressure to innovate. HR departments are therefore forced to evolve technically and digitally. In addition, the shortage of skilled workers and personnel is a huge concern for companies. Finding new employees or retaining staff requires perseverance and openness to new recruitment strategies.
There is also a greater focus on the well-being of employees. While a successful work-life balance was considered desirable a few years ago, mental health and exercise are now more important.
Our pme experts have put together five HR tips for HR managers to create a successful and future-oriented working environment for your company.
1. mental well-being: Actively supporting employees
Studies show an increase in mental illness in the German population. According to the German Society for Psychiatry and Psychotherapy, Psychosomatics and Neurology (DGPPN), almost 17.8 million (27.8 percent) of adults in Germany are affected by a mental illness. The three most common are anxiety disorders, depression and substance use disorders.
Many of these people are in the middle of their professional lives. Mental illness often leads to massive restrictions in private or professional life for those affected. According to the Federal Ministry of Health, around ten percent of days of absence from work are due to mental illness.
Although there are many reasons for this, prevention work, education and destigmatization are important. Employers also have a role to play here. They should create a working environment for their employees that promotes their mental well-being and provides social support if they fall ill.
In order to offer those affected a point of contact in their company, we train your employees to become competent first aiders for psychological emergencies. The "Mental health first aid" multiplier training course helps employees and managers to become more aware of their colleagues' mental illnesses.
2. employees need psychological safety
"The concept of psychological safety within a team is becoming increasingly important," says Darina Doubravova, Head of the pme Academy. "It is based on the concept that every opinion is valued in a team and that members are able to communicate openly without interpersonal risks. This includes the ability to address mistakes, ask for help and ask questions without fear of negative consequences".
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Climate change, the coronavirus pandemic and the wars in Ukraine and Israel are shaking our psychological foundations: whereas we used to feel relatively protected and safe, at least in the western world, we now realize that the world is characterized by fragility and uncertainty.
The American futurologist Jamais Cascio explains this social change in the BANI model: the acronym stands for brittle, anxious, non-linear and incomprehensible.
What does this mean in the work context? "The new situation requires different leadership in some areas than before," explains Darina Doubravova. "Research by Harvard professor Amy C. Edmondson with the Google project Aristotle shows that the success of teams depends largely on the psychological safety within the team."
This feeling of security arises when different opinions are heard and respected and it is possible to express concerns or feedback without fear of negative consequences for one's own self-image, status or career.Empathy and active listening are becoming increasingly important in order to develop a deep understanding of the needs and concerns of team members.
Transparency promotes trust and collaboration and helps to grasp the incomprehensible in small pieces. "If there is no longer a clear relationship between cause and effect and it is not clear which path is the only right one, a culture in organizations that positively integrates mistakes and feedback is the only way to remain successful and healthy as a person in the long term," says Doubravova.
Amy C. Edmondson, The Fear-Free Organization. How to create psychological safety in the workplace for more development, learning and innovation. Vahlen, 2020
3. artificial intelligence: using data management and tools correctly
In the age of digital transformation, artificial intelligence (AI) is becoming increasingly important in HR management. Since the release of ChatGPT, the topic of AI has taken center stage and accelerated the adoption of AI tools. Companies that want to maximize the success of AI in their HR departments must meet certain requirements.
The digitization and availability of high-quality data forms a central basis. It is therefore essential that companies optimize their data collection and processing in order to generate meaningful information for AI applications.
Whether for writing job descriptions, pre-selecting applications or personnel planning, there are many ways in which AI can be used in HR departments. For the implementation of AI in HR management to be successful, a sensible selection of useful AI tools is required. A clear definition of goals and requirements makes it possible to use AI tools in a targeted manner and tailor them to the specific needs of the HR department.
In addition, investment in training and the development of AI skills within teams is crucial. Employees must be empowered to deal with the new technologies and take full advantage of the opportunities offered by AI.
4th Boomerang Hiring: The return of top talent
Although not really new, "Boomerang Hiring " is proving to be invaluable in these times of skills shortages. With "Boomerang Hiring", employers bring former employees back into their company. After all, a skilled worker who has to be made redundant today or leaves voluntarily can be valuable to the company again tomorrow. Employers who do not make use of this potential risk long-term competitive disadvantages.
Former employees who have left the company are often overlooked in recruitment. However, investing in these potential returnees could pay off in the long term. This is because the reintegration of former employees offers considerable advantages. They are already familiar with the corporate culture, which enables faster onboarding. They also show a high level of loyalty and commitment to the company by returning.
Boomerang hiring measures are often part of a longer-term strategy. As a rule, they do not begin when the employee resigns, but well before. After all, only a team member who has a good reason for leaving will come back. For example, if the company fosters respectful communication and a positive corporate culture, employees feel comfortable and understood. This is a crucial point that is more important than ever for many employees.
Just like good onboarding, good offboarding should therefore be part of a company's good manners and the team member should be well prepared and given an appreciative farewell. After all, if the company and employee part on good terms, it is not so far-fetched that former employees will return at some point.
5 Working in retirement: retirement is far from over!
More and more employees are also working in retirement age. According to the IAB Brief Report 8/22, 15% of 65- to 69-year-olds and 13% of 70- to 74-year-olds were in paid employment in 2018. In comparison: in 1996, only 5.1% of pensioners aged between 60 and 85 were employed.
Even if financial motives play a role for 43%, most employees of retirement age focus on enjoying their work and the need for a meaningful task and social contact.
At pme Familienservice , employees who wish to continue working after retirement are welcome and receive a wide range of support.
Nils Hofert, Head of HR, and Meike Bukowski, Head of HR Development, see many advantages in employing and retaining older team members: "Older team members have a wealth of experience and specialist knowledge that they have built up over many years. This know-how is invaluable to our company. With their informal knowledge, they help younger colleagues to understand procedures, processes and informal rules and to find their way around. We also often find that they provide a lot of continuity and stability in the teams, which is very helpful in challenging times."
In order to promote the involvement of older employees and cooperation between the generations, pme Familienservice relies on a wide range of different measures. These include needs-based working time models, exchange formats such as the regular generation talk, training to become a generation manager and mentoring programs.
Expanding digital skills is a matter of course for pme - they are essential to keep up professionally and make it easier for older team members to access flexible working opportunities.
