How to Overcome the Biggest HR Challenges in 2024

In recent years, 83% of HR managers have expressed feelings of overwhelm. The prevailing thought is that HR job expectations have increased, and managers are required to do more now than ever before. With so many hurdles ahead, you may be wondering how you can possibly overcome them.

Fortunately, there are myriad tools available to help you rise to the challenge. Some will require a complete pivot from current company policies, while others may need less effort.

What are the biggest challenges facing HR today? Discover the top issues today’s HR leaders are facing and the brilliant solutions they’re using to attract, retain, engage, and mobilize employees in an ever-shifting business landscape.

Recruiting High-Quality Talent in a Competitive Market

Many companies are facing a long-term talent shortage. With roughly three million more jobs than unemployed workers in the U.S. alone, the workforce seems to be shrinking, and the talent gap is widening with each passing year. With Gen Z expected to make up 30% of the workforce by 2030, HR leaders must pivot their focus to attract this new type of worker.

63% of Gen Z undergrads say that skill-building and growth opportunities are vital, and 65% expect a decent benefits package with good retirement benefits. Make sure your employer branding highlights these elements of your compensation package and company culture.

Additionally, don’t be afraid to ramp up your recruitment efforts by using social media as a recruitment platform (especially since 41% of HR managers are not active on LinkedIn) and working with AI-driven tools like ATS systems to help you find and identify new talent.

Retaining and Supporting Top Team Members

Surveys show that 29% of new hires know whether the job is right for them within the first week, and 36% of them know within the first month. If you believe you’ve hired the right person, you don’t have long to convince them to stay. Nearly half of U.S. employees are open to leaving their jobs. Also, 44% of startup HR managers have worked for 6+ companies, and over 80% have been around for fewer than three years.

What are the three biggest issues in HR today when it comes to retention? The same research also shows that the number one reason employees leave their jobs is engagement and culture. Wellbeing and work-life balance are a close second, with pay and benefits coming in third.

With only two in 10 employees feeling connected to company culture, organizations can start there when striving to retain top team members. Offer employees more flexible working options (such as remote or hybrid arrangements), and examine your compensation structures and benefits packages to ensure employees are being fairly compensated for the work they do.

Protecting Mental Health and Wellbeing

Today’s employees have endured a lot when it comes to societal issues, which has had an impact on their mental health. 74% of employees say they experience feelings of burnout at work. As a result, many of them are prioritizing work-life balance in order to preserve their health and promote wellbeing.

Young workers put a premium on flexible working arrangements and other work-life benefits like paid mental health and personal days. Employers also need to work on increasing employee engagement by supporting employees, providing them with the resources they need, and recognizing employee contributions in the workplace.

Coordinating Remote, Hybrid, and In-Office Team Policies

What’s a challenge facing human resource managers of today? Flexible work is definitely one. Surveys say that if you want to attract and retain young talent, you may want to reconsider your return-to-office mandates. Gen Z sees flexible working arrangements as the new standard, and 82% of them think remote work should be an option. 70% are more likely to apply to jobs with flexible options.

This means that employers will have to examine remote, hybrid, and in-office policies closely to decide whether offering flexibility is worth it. If you decide it is, be clear on which positions and responsibilities require in-person work and which can be done remotely. Consider shifting the focus of employees’ work to outcomes instead of activity and making these changes part of your employer brand.

Supporting Inclusive Practices and Policies

65% of young workers are prepared to turn down a job offer when the company doesn’t align with their values. For many, a culture of inclusion is high on the list of those values. Building an inclusive culture in the workplace has so many benefits. This includes increased engagement, greater employee loyalty, and increased business adaptability.

To create a culture of inclusion, it’s critical for HR managers to review policies and procedures to ensure they promote inclusivity for all employees. Additionally, consider doing the following:

• Use surveys to leverage employee feedback in decision making.
• Implement employee resource groups for those in underrepresented populations.
• Hire a dedicated DEI leader to champion these efforts (especially since only 3% of startup companies currently have one).

Leveraging the Right Tools

HR technology is no longer optional for companies that want to maintain a competitive edge. Unfortunately, 56% of HR leaders feel they lack the necessary tech tools to meet the expectations and challenges they face.

The good news is that HR leaders can do something about it. Adopting automated tools can help you tackle mundane and repetitive tasks like payroll, onboarding, recruiting, and leave management. These tools can also free up space in your schedule for more strategic tasks that software definitely can’t handle.

Facing the Biggest HR Challenges in 2024

What are the challenges in human resource management? For many companies, most of the difficulties are related to the need to better understand the requirements of a brand-new generation.

Young workers value flexibility, autonomy, work-life balance, and inclusion. Working toward making these a part of your policies and culture can attract and retain top talent in a competitive market.

Still, don’t count any generation out when it comes to working hard and developing skills. Employees of all generations want opportunities to get better at their jobs and engage in meaningful work. Offering career pathing, regular coaching from managers, and clear advancement opportunities are three things your company can do now to create a workforce that’s heavily invested in continual learning and company loyalty.

Finally, while all of this can seem daunting, don’t forget that HR managers can leverage technology to get it all done. With a little automation and a lot of understanding and empathy, it’s possible for you to tackle every challenge this year throws your way.