Talent mobility is the Key trigger for CHRO in 2024: Survey

CHRO are adapting to the changing nature of the workplace in 2024, per a Cornerstone HR survey. Then, everyone looks to HR to involve, inspire, and keep staff members. It’s no easy feat, and for HR to keep ahead, it needs to know where its greatest opportunities and challenges lie.

Technology advancements and a decline in emotional intelligence at work have made the human resource role more difficult and complex. But in the age of technological advancement, one of the organization’s major problems is its brilliant workforce. Therefore, according to the Cornerstone poll, talent mobility, innovative learning methods, and career advancement will be the main concerns facing CHRO in 2024.

CHROs are adapting to the changing nature of the workplace in 2024, per a Cornerstone HR survey. Then, everyone looks to HR to involve, inspire, and keep staff members. It’s no easy feat, and for HR to keep ahead, it needs to know where its greatest opportunities and challenges lie.

The results of the survey showed the difficulties that individuals and leaders are having as well as solutions. The resulting infographic offers insights on how HR may promote bias-free hiring, boost talent mobility in the upcoming year, and take advantage of AI advancements.

Talent mobility

The survey report examined how HR departments can nurture and grow talent within their firms, given that keeping talent is still a challenge. It also inquired about HR departments’ use of “internal employees first” recruitment strategies. Additionally, it provides data-driven insights into the typical difficulties that HR faces when attempting to boost talent mobility.

Learning and development

Since learning, development, and training (L&D) is critical to the expansion of an organization, the poll measured the proportion of HR teams that use L&D initiatives to boost output.

HR should prioritize flexibility and data, according to Perry Timms, founder of People and Transformational HR, in order to enhance its L&D offering even in scenarios when resources are scarce. “Adapt and capture what is being learned,” he counseled HR.

Liz Seabag-Montefiore, director of 10Eighty, provided additional guidance on how to enhance L&D, stating that you should “use flexible learning systems, micro-learning, animation, and gamification.” Employee engagement is maintained through personalization.

Career progression

Establishing an impartial hiring procedure is essential to developing a diverse staff. How could HR make sure that this is maintained throughout an employee’s tenure, according to the survey?

Suki Roath, Avask’s head of talent acquisition, proposed five pillars that HR should put in place to make sure workers keep evolving and growing: Clearly define your goals for development; promote empathy and active listening; offer helpful criticism; place a strong emphasis on career pathing and mobility; and use technology to further your goals.

Recruitment process

Prospects for career advancement and mobility can be a fantastic recruitment tool. HR was questioned in the survey about the most effective method to do this, and Olivia Machell, a senior learning and development consultant at Spencer Ogden, provided insight.

Technology advances

The study also inquired about HR professionals’ plans to employ new technologies this year to make the greatest use of personnel, given the ongoing AI surge. For instance, AI has enabled Jon Dawson, group director of people development at Lore Group, to make his HR team less administrative and more strategic.

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