Business

The technological transformation of HR and L&D practices in 2024

Patrick Gallen
Patrick Gallen Patrick Gallen

AS we approach the New Year, technology breakthroughs, cultural changes, and an emphasis on inclusivity and agility are all driving unprecedented changes in the professional environment.

Anticipating the year 2024, a number of developments are expected to have a substantial influence on learning and development (L&D) and human resources (HR) strategies.

The discussion around artificial intelligence (AI) in the workplace has seen enormous growth in the last year but its potential has not been fully leveraged.

According to Gov.Uk AI contributed £3.7 billion to the economy in 2022, a figure that is expected to grow annually. AI integration is poised to transform L&D and HR practices.

2024 will see the implementation of AI as deeper insights into employee performance will be made possible by AI-driven analytics, which will support data-driven personnel management strategies and customised training initiatives. This allows the HR professional to invest their time elsewhere to better suit the needs of the business.

The stigma surrounding AI is beginning to wain and more employers are becoming aware of its benefits.

HR teams will have a profound role to play in equipping their own people for this technology. These people professionals know their colleagues better than anyone else and business leaders should consider their inclusion in the employee change management strategy for the implementation of this new technology.

Resilience to change when introducing new technology to the workplace is inevitable, but HR professionals will have a crucial role to play in framing new skills training as opportunities for growth and for upskilling.

In 2024, the goal of equity, diversity, and inclusion (EDI) may drop down the priority list. However, businesses should not let new technological priorities eclipse EDI efforts that have been steadily building steam.

Employees are more likely to pursue a place of employment that values them if they notice and internalise workplace changes that downplay EDI. The commitment to EDI efforts must remain constant.

In L&D initiatives, the idea of horizon scanning will be crucial. HR professionals will work closely with industry experts and educational institutions to identify new skill sets in anticipation of future skill requirements.

By taking a proactive stance, organisations will be able to reskill and upskill their employees, keeping them competitive in a market that is constantly changing.

Horizon scanning will see a rise in the need for intergenerational leaders in 2024 as businesses that employ a multi-generational workforce recognise the importance of the unique viewpoints that each generation brings to the table.

HR initiatives will also aim to build understanding and cooperation between various age groups in order to close the gap and reduce the likelihood of conflicts.

2024 is going to be a transformative year for the HR & L&D sectors. By embracing innovation, promoting inclusivity, and developing talent, businesses that quickly adjust to these anticipated developments will have a competitive advantage.

Organisations must continue to be flexible and progressive as we embrace this transformation by navigating the nature of work in the future while keeping a close watch on these game-changing developments in HR & L&D.

:: Patrick Gallen is people and change consulting partner at Grant Thornton Ireland