HR Trends to Watch out for in 2024

What HR trends will mark 2024? Between the transformation of the HR function, artificial intelligence, organizational upheavals, and new recruitment methods, HR news promises to be rich and stimulating.

HR Trends to Watch out for in 2024

Human resources are now a particularly sought after service within any company. They must adapt to changes in society and to the upheavals in the world of work, in particular:

  • labour shortage;
  • seeking a better balance between personal and professional life;
  • digitization of professions and professional environments;
  • difficulties in mobilizing employees.

How will HR evolve in the current post-pandemic context? We have identified the 7 major HR trends to watch out for in 2023.

Well-being at work

A public health issue, the subject of well-being at work will continue to gain momentum in 2023. Companies understand that fulfillment at work is at the crossroads of different notions: productivity, performance and employee loyalty. These are all elements that affect the competitiveness of companies.

According to the Mental Health Commission of Canada, 500,000 Canadians miss work each week due to psychological health issues. In France, the question of the mental health of workers is also significant, in particular that of young people (under 30), who appear to be more stressed than the average worker.

Highlighting these figures forces employers to take up this issue. How to set up an effective well-being policy at work?

Labour shortage

According to Statistics Canada, the labour shortage is an obstacle for 35% of companies. This issue affects all sectors, and the demographic curves confirm that the trend will continue. According to the Ministère du Travail, de l’Emploi et de la Solidarité sociale, it is estimated that, by 2030, some 1.4 million jobs will have to be filled, in particular due to retirements, in addition to the jobs that were lost due to the impacts of COVID-19.

It will therefore be necessary to combine several tools to address this issue: compensation, but also training, prospects for progress, etc. Young workers have specific expectations, particularly in terms of autonomy and work organization. 2023 will have to bring out new organizational and management models likely to meet these aspirations. Here are some examples:

  • collaborative management,
  • full-time teleworking,
  • asynchronous work,
  • unlimited time off,
  • intrapreneurship.

Employee engagement

The phenomenon of “quiet quitting” is gaining popularity. If the concept is not recent, the novelty is that employees no longer try to hide their disengagement. Employers are sensitive to the phenomenon and are aware of the need to strengthen employee engagement.

According to a report publishedby Gallup, 33% of American and Canadian workers consider themselves involved in their work. This level is certainly the highest in the world, but it highlights another reality: 2 out of 3 American and Canadian workers do not feel involved in their work. The issue of employee engagement will therefore be a big challenge for 2023.

Organization of work: flexibility

Flexibility at work is no longer an exception, but a new standard. The massive use of teleworking during the health crisis has given employees a new relationship with time and work. Going back is not an option.

Companies have become aware of the advantages offered by organizational flexibility:

  • better work-life balance,
  • agility,
  • efficiency,
  • reduction of costs linked to absenteeism, etc.

This is also why many of them are re-examining their way of organizing working time and adopting new measures as a result:

  • partial or full-time telework (but not imposed),
  • 4-day week,
  • unlimited time off,
  • flexible working hours, etc.;

Inclusion and diversity

Work on inclusion and diversity will also be one of the major HR challenges for 2023. The social and societal context is pushing companies to take up these issues: freeing up women’s voices on the issue of gender-based and sexual violence, highlighting of discrimination in hiring and within companies, difficulties in integrating disabled workers, etc.

In concrete terms, what does this mean for HRDs?

- Implementation of HR policies to fight against discrimination in hiring;

- creation or strengthening of alert systems about discriminatory behaviour;

- inclusion of senior profiles;

- integration of atypical profiles (e.g. neuroatypical employees); etc.


The integration of technology in human resource management has increased in recent years. However, it continues to progress in many areas:

  • digitization and improvement of the recruitment process,
  • simplification of the integration process and administrative monitoring,
  • monitoring health and safety at work,
  • improving decision-making through people analytics, etc.

Technological tools such as the HRIS SIGMA-RH software support HR. This trend is an opportunity for human resources departments. It allows them to offload several administrative tasks that can be performed by technology.

This time-saving opportunity allows human resources managers to focus on tasks with higher added value. They can finally take charge of complex situations that require the use of more developed relational capacities, which AIs do not have.

Employer brand

HR content being varied, not all companies have the same ways of approaching these issues. Those who wish to stand out have every interest in building an employer brand, in building a strong identity, with a unique culture and values. In other words, it is about learning how to stand out to attract new talent and cultivate their engagement.

Developing your employer brand means learning to value what can be engaging for employees, in particular:

  • attractive working conditions;
  • an interesting environment;
  • a solid and committed corporate culture;
  • inclusive HR policies; etc.

HR trends abound. For companies, these are opportunities to stand out. The employer brand will continue to be part of the list of HR trends for 2023.

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