The rate of change continues to accelerate, and HR is caught between the need to manage the change facing the workforce and adapting to the change it is faced with itself. With innovation on the cusp of becoming a top priority and the need to control labor costs moving to a top-three priority, HR will be challenged by the tension between the need to adapt and innovate and the need to control costs.
HR Trends Resource Center
Balance the emerging trends of tomorrow with the priorities of today.
1
HR in 2024: An Era of Change
The recognition of HR’s strategic leadership has never been stronger. Yet capacity continues to be a major obstacle, and HR professionals’ stress levels have increased dramatically year over year.
There is evidence that HR is looking to data and technology to solve these and other challenges and that these efforts are leading to success, but 2024 will be a key year for HR to adapt to known and unknown changes.
HR Trends Report for 2024
Training Program: Strategic HR Essentials
HR Organizational Alignment Diagnostic
Develop a Holistic Digital HR Strategy
Build a Resilient HR Team
HR Budgeting Guide
2
Rethinking the Approach to Skills
The short shelf life of many key skills has shone a spotlight on those skills and competencies that are more durable and resilient to change. Complicating the approach is the need to account for the experiences of employees whose jobs and nature of work are fundamentally different from each other, such as office and non-office workers. For all groups, leadership skills and competencies are a key area of opportunity for investment and development.
Management Fundamentals
Essentials for Leaders of Leaders
Create a Learning and Development Strategy
Develop a Comprehensive Competency Framework
Design and Build a Strategic Workforce Planning Toolkit
3
Delivering on the Employee Experience
Employees' expectations of a great employee experience have increased in recent years, and providing a great employee experience has been a top-two organizational priority since 2022. There is a clear case for providing a positive employee experience that goes beyond one-off or “nice-to-have” initiatives. A more systematic and intentional approach is needed for organizations to improve employees' lived experiences with the organization.
Employee Experience Resource Center
New Hire Survey
Employee Engagement Program
McLean Employee Experience Monitor
Employee Exit Survey
Facilitated Focus Groups
4
Flexibility Beyond Remote Work
The return-to-office (RTO) question is far from settled. Cutting through the noise is a challenge for organizations that want to take a data-driven approach to their working arrangements.
What is clear is that many CEOs want a return to office. However, in recent years employee expectations about what organizations offer in terms of flexibility have evolved. The demand for flexible work is here to stay.
Develop a Targeted Flexible Work Program
Return-to-Office Playbook
Prepare People Leaders for the Hybrid Work Environment
Handbook: Equip Managers to Effectively Manage Hybrid Teams
Sustain Work-From-Home in the New Normal
Facilitated Focus Groups
5
2024 Trends Spotlights
From generative AI to DEI and whether organizations take a public stance on social issues, these spotlights cover topics which should not be overlooked.
Harness the Potential of Generative AI in HR
AI in HR Primer
Create a People-First Diversity, Equity, and Inclusion Strategy
How to Be an Ally
Take a Stance, Make a Statement, or Stay Silent
Webinar: Taking a Stance on Political and Social Matters
Employee Engagement Trends Reports
Insights, analysis, and benchmarking data for McLean & Company’s Employee Engagement Survey. Understand broader trends impacting employee engagement across other organizations and inform employee engagement measurements and initiatives.
Plan for the Future
Plan for 2023 and beyond using McLean & Company’s proactive, future oriented research to prepare for the unknown, plan for future skill gaps, and more.
The Future of HR
Identify Skills of the Future
Don't rely on a crystal ball; instead, use an iterative process to proactively identify future skills.
Prepare for External Risks
Prepare the organization’s talent for the risks of tomorrow by uncovering HR initiatives to implement today.
Preparing for an Internal Talent Marketplace
Is a fundamental shift toward a skills-based talent sharing model using a talent marketplace platform right for your organization?
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