8 Emerging Technologies that Could Transform HR Practices by 2024
As we look towards the future of human resources, eight thought leaders, from managing directors to founders, weigh in on the emerging technologies set to revolutionize the field. From NLP and LLM transforming HR to industry cloud platforms tailoring HR tech, these insights delve into the innovations poised to reshape HR practices in the coming year.
- NLP and LLM Transform HR
- Blockchain Enhances HR Transparency
- IoB Revolutionizes HR Insights
- AI Streamlines Talent Management
- Platform Engineering Boosts HR Productivity
- IoT Reshapes HR Dynamics
- Predictive Analytics Maximize HR Strategy
- Industry Cloud Platforms Tailor HR Tech
NLP and LLM Transform HR
Natural Language Processing (NLP) and Large Language Models (LLM) stand out as game changers for the field of human resources, from my perspective as an executive recruiter. Advanced chatbots, tailored to your organization’s needs, can rapidly change how HR departments interact with employees. Offering instant, round-the-clock support for common HR inquiries not only enhances the employee experience but also significantly reduces the administrative burden on HR teams, allowing them to focus on more strategic tasks.
Furthermore, the capacity of NLP and LLMs to analyze employee feedback on a large scale is invaluable. It provides HR with deep insights into employee sentiment, engagement, and culture—key factors in retaining top talent.
By leveraging these insights, organizations can align their talent strategies with employee needs, boosting satisfaction and retention. This strategic approach is vital in today’s competitive job market for attracting and retaining the best talent.
Michael Morgan
Managing Director, Medallion Partners
Blockchain Enhances HR Transparency
I’ve observed a fascinating intersection with technology, particularly in HR practices. In 2024, I believe blockchain will be revolutionary.
For instance, in my own business, we recently integrated blockchain for managing HR records. This shift brought an unprecedented level of transparency and trust. Previously, managing employee data was a complex affair, often mired in paperwork and prone to errors. But with blockchain, every qualification, certification, and experience of our team members is securely and indelibly recorded.
This technology has streamlined our processes and fostered a culture of trust, as employees know their achievements and credentials are recognized and unalterable.
Clare Gilbey
Founder, Chakra Practice
IoB Revolutionizes HR Insights
As the female CEO of a company that educates on language, I foresee the Internet of Behaviors (IoB) transforming HR by 2024. This technology gathers data from all user interactions online to gain insight into their habits.
This information could greatly impact HR by providing a better understanding of an individual’s work ethic, dedication, and potential skill growth. IoB could revolutionize recruitment and talent management while ensuring an optimal fit between job roles and candidate personalities.
Nooran Zafarmand
Co-Founder and CEO, Japamana
AI Streamlines Talent Management
Artificial Intelligence (AI) will significantly impact HR practices in 2024. AI’s ability to analyze large datasets quickly and accurately will revolutionize talent acquisition and management. It can enhance candidate screening by identifying the most suitable applicants, thereby reducing hiring bias and improving diversity.
Moreover, AI-driven analytics will enable more personalized employee development plans. This technology will not only streamline HR processes but also foster a more inclusive and efficient workplace.
Eric Lam
Head of Business Strategy, San Francisco Tax Appeal
Platform Engineering Boosts HR Productivity
I think platform engineering will be a major emerging trend that will significantly transform HR practices next year. This emerging technology is about building and managing in-house, self-service development platforms that are designed to meet user needs. This includes integrating various tools and procedures, which really enhances productivity and the overall user experience, and helps deliver business benefits faster.
There’s a growing trend where organizations are starting to prioritize the integration of platform engineering practices more and more. For employees, this will likely mean they’ll start using these platforms, leading to improved productivity. It could also mean changes in job roles as employees become more skilled in using these tools.
Precious Abacan
Digital Marketing Manager, Softlist
IoT Reshapes HR Dynamics
As a tech-driven CEO, I believe in the power of the Internet of Things (IoT). Picturing 2024, I see IoT reshaping HR practices. With IoT, real-time performance tracking becomes possible, opening avenues for timely feedback and course correction.
IoT can even optimize workplace layouts, ensuring employees’ well-being and increased productivity. From smart offices to continuous performance evaluation, the possibilities are vast. I am confident that IoT can add a new level of dynamism and efficiency to HR.
Abid Salahi
Co-Founder and CEO, FinlyWealth
Predictive Analytics Maximize HR Strategy
Predictive analytics will have a significant impact on HR practices in 2024. By leveraging historical data and advanced algorithms, it enables data-driven decision-making, identifies future talent needs, and addresses workforce challenges.
For example, using predictive analytics, HR can forecast attrition rates, identify high-performing employees at risk of leaving, and proactively implement retention strategies. Additionally, it can analyze performance patterns to predict skill gaps, enabling targeted training and development programs.
Overall, predictive analytics empowers HR to optimize strategies, improve organizational performance, and make proactive talent management decisions.
Ben Lau
Founder, Featured SEO Company
Industry Cloud Platforms Tailor HR Tech
Next year, industry cloud platforms (ICPs) will really change how HR works. ICPs are special cloud solutions made just for certain business needs in different industries. They mix different cloud services like SaaS (Software as a Service), PaaS (Platform as a Service), and IaaS (Infrastructure as a Service) to create a full package with lots of options.
For the workforce, this means more use of cloud solutions made for their specific industry. This could change how we use technology at work, with a focus on ICPs that fit our industry. This might also mean we need to learn new skills about these specific cloud technologies. Keeping up with these changes will be important for moving up in our careers.
Alan Redondo
Founder, Ardoz Digital
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