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5 Unexpected HR Predictions in 2024

Remember those New Year's resolutions you scribbled down with glitter pens and unwavering optimism? Yeah, about that...


2024's HR landscape is shaping up to be a thrilling rollercoaster ride, filled with unexpected twists and turns. But fear not, fellow talent warriors, because we're here to navigate the curves with you! (Note: Find a bonus of Malaysian 2024 Employment Law Updates below)


5 Unexpected HR Predictions in 2024

Brace yourselves for these 5 game-changing trends:


1. The Rise of the Skill Chameleon (HR Prediction 1)


1. The Rise of the Skill Chameleon (HR Prediction 1)

Forget static resumes and one-size-fits-all job descriptions. Skill fluidity and adaptability will be the new gold standard.


A recent LinkedIn study paints a clear picture: 70% of professionals expect to switch careers multiple times throughout their lives! This isn't just career whimsy, it's a necessity fueled by technological advancements, industry evolution, and the very nature of the "gig economy."


Companies that embrace this fluidity will thrive. Think micro-credentials replacing static degrees, career lattice structures offering diverse pathways, and a culture of continuous learning empowering employees to become agile skill chameleons.



2. AI Ascends, but Humanity Endures


2.  AI Ascends, but Humanity Endures

(HR Pediction 2)

The rise of AI might send shivers down some spines, but fear not! 2024 marks the era of AI as a superpowered sidekick, not a job-stealing overlord.


Think about it:

  • McKinsey Global Institute estimates that by 2030, AI could create 23 million new jobs in Asia Pacific alone, many in fields like data analysis and creative content creation. This means employees can focus on developing their uniquely human skills like empathy, emotional intelligence, and critical thinking, which AI still struggles with.

  • A recent Accenture study found that 74% of HR professionals believe AI will improve the employee experience by automating mundane tasks and providing personalized recommendations. So, ditch the paperwork and spreadsheets, and use AI to streamline processes and create a more engaging work environment.


How to embrace AI in your HR toolbox:

  • Invest in HR tech solutions that automate repetitive tasks like onboarding, performance reviews, and talent acquisition.

  • Upskill your team on using AI tools effectively. Remember, AI is there to empower, not replace, your human expertise.

  • Focus on developing your own "soft skills" to complement AI's strengths. Communication, collaboration, and critical thinking will remain invaluable in the AI-powered workforce.


3. The Wellbeing Wins the Day


3. The Wellbeing Wins the Day

Forget the hustle culture of yesteryear, 2024 is all about embracing human-centric HR. Studies like Deloitte's Global Human Capital Trends survey shout it loud: 80% of employees who feel valued by their employer are more likely to stay. Investing in employee well-being isn't just a feel-good initiative, it's a sound business strategy with clear ROI.


Think of it this way: happy employees are productive employees. A recent study by the University of Warwick found a 12% increase in productivity for employees who participated in well-being programs. Reduced stress, increased engagement, and improved work-life balance all contribute to a happier, more effective workforce.

So, how can you champion well-being at your company? Here are a few actionable ideas:


  • Promote flexible work arrangements: Remote and hybrid work options offer autonomy and control, fostering better work-life balance.

  • Prioritize mental health: Offer employee assistance programs, access to counselors, and mental health awareness workshops.

  • Embrace healthy habits: Encourage breaks, physical activity, and healthy eating choices through on-site wellness initiatives.

  • Empower employees: Give them opportunities for growth, autonomy, and decision-making, boosting their sense of purpose and well-being.


By fostering a supportive and healthy work environment, you attract and retain top talent, reduce turnover, and unlock the full potential of your workforce. It's a win-win for everyone!


4. The Unexpected Allies: Gen Z and Baby Boomers, Working Side-by-Side? 


4. The Unexpected Allies: Gen Z and Baby Boomers, Working Side-by-Side? 

Generational divides? Forget it! 2024 ushers in an era of unlikely alliances, with tech-savvy Gen Zers and experienced Baby Boomers joining forces. As retirement ages rise, this intergenerational collaboration will bring a dynamic mix of fresh perspectives, diverse skills, and a wealth of experience.


Embrace the benefits of this unexpected partnership:

  • Mentorship: Veteran Boomers can share their wisdom and industry knowledge, guiding and supporting Gen Zers as they navigate their careers.

  • Innovation: Gen Z's tech-fluency and digital expertise can push boundaries and inspire Boomers to adapt to new technologies.

  • Breaking down age barriers: Intergenerational teams foster understanding and respect, creating a more inclusive and collaborative work environment.

  • Learning beyond generations: Both sides can learn from each other, with Boomers gaining exposure to digital trends and Gen Z acquiring valuable industry knowledge and soft skills.


To cultivate this powerful collaboration, consider:

  • Cross-generational project teams: Encourage interaction and learning by grouping team members from different age groups.

  • Reverse mentoring programs: Give Gen Zers the opportunity to mentor and upskill Boomers in digital skills.

  • Open communication and feedback: Create a safe space for open dialogue and mutual respect across generations.


By leveraging the unique strengths of both generations, you can create a dynamic and innovative workplace that thrives on shared learning and collaboration. Remember, age is just a number, and the diversity of experience can be a powerful engine for success.


5. Empathy Economy Arrives


5.  Empathy Economy Arrives

Forget transactional relationships and one-size-fits-all HR policies. The future belongs to companies that prioritize empathy and emotional well-being. Employees crave workplaces that understand their needs, value their contributions, and invest in their happiness.


This isn't just feel-good fluff:

  • A global study by Deloitte found that companies with a strong culture of employee well-being experience 21% higher profitability and 59% higher employee retention.

  • A recent report by LinkedIn showed that 78% of professionals would consider leaving a company with poor social or environmental practices. In the "Great Reshuffle" era, authenticity and purpose matter more than ever.


Building an empathetic workplace:

  • Promote open communication and active listening. Encourage employees to voice their concerns and ideas in a safe and supportive environment.

  • Implement flexible work arrangements and well-being initiatives. Show you care about their work-life balance and overall health.

  • Embrace diversity and inclusion. Create a workplace where everyone feels valued and respected, regardless of their background or differences.


5 Predictions for HR in 2024

Bonus: Malaysian HR Update Alert!

Let's not forget the local flavour! Here's a quick heads-up on some key Malaysian employment law changes for 2024:


1. Reduced working hours

From 48 to 45 hours per week (excluding meal breaks), ensuring better work-life balance for employees.

  • Clause: Section 60D

  • Old: Maximum 48 hours per week

  • New: Reduced to 45 hours per week (excluding meal breaks)


2. Expanded leave entitlements

Maternity leave extended to 98 days, and brand-new 7-day paternity leave for dads! Balancing family and work just got a whole lot easier.

  • Clause:

    • Section 60F (Sick Leave)

    • Section 60L (Maternity Leave)

    • Section 60M (Paternity Leave)

  • Old:

  • Sick Leave: 14-22 days (depending on service) with 60 days max if hospitalized

  • Maternity Leave: 60 days

  • Paternity Leave: N/A

  • New:

    • Sick Leave: 60 days with hospitalization, additional 14-22 days if not hospitalized

    • Maternity Leave: Extended to 98 days

    • Paternity Leave: Introduced, 7 days for married male employees (12 months service)


4. Expanded Coverage

All employees, from entry-level positions to higher-paid jobs, are protected by these crucial employment rights. This ensures greater equality and fairness within the Malaysian workforce.

  • Clause: Sections 60F, 60G, 60H, etc.

  • New: Applies to all employees, regardless of salary or job type.


5. Other Updates

  • Flexible working arrangements: The amended Act encourages and provides frameworks for remote work and flexible working hours, catering to modern workforce needs.

  • Whistleblower protection: Strengthened regulations safeguard employees who report workplace wrongdoing, fostering a culture of transparency and accountability.


Staying Ahead of the Curve


For more HR-related questions, contact us to book a consultation slot here.


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