NEWS
BRIEFING Keep up to date with the latest news surrounding the role of the EA
A transformative wave
Last year we saw a transformative wave in the HR industry , reflecting the evolving nature of the workforce and the way we work . Now , global leader in human capital management technology , Ceridian , has highlighted some upcoming 2024 trends that it is worth high-level EAs taking note of …
“ 2024 is the year we reshape the boundaries of leadership . In 2024 , I think inclusive leadership will evolve from something we talk about to something we do , solidifying its position as a cornerstone of organizational success . The key to unlocking this potential lies in equipping all leaders to be intentional when it comes to fairness , equity , and belonging . The hidden layer often overlooked – middle managers – will be at the forefront of this change , as they play a pivotal role in driving equitable opportunities across the organization . Our future lies in a workforce where every voice is heard ”. Donnebra McClendon , global head of DEI
“ As Baby Boomers and Gen Xers get closer to the ends of their careers , we ’ ll see a bigger emphasis from employees and employers on financial wellness and retirement preparedness . With interest rates rising , inflation complicating the cost of living and an uncertain economic outlook , many employees in older generations are feeling shaky about retirement . In 2024 , financial wellness will be front and centre as employers take a more active role in ensuring their employees are financially prepared to retire . Education programs and incentives to save will be key for getting employees in the twilight of their careers back on track ”. Michelle Bonam , VP of organizational effectiveness
“ 2024 is all about opening the aperture for talent . My prediction and hope is that 2024 is the year when organisations make skills-based hiring and internal talent mobility a reality for their workforce . It ’ s time to help eliminate bias from talent in terms of who should do what job and why . The way to do that is to ensure external hires aren ’ t prioritised over internal talent mobility and that hiring focuses on the skills people have ”. Susan Tohyama , CHRO
“ Addressing compliance complexities will continue to be a top concern for business leaders across Australia and New Zealand in 2024 . It ’ s no secret that payroll is extremely challenging here , and with a regulatory landscape that is continuously shifting and stiff consequences for being noncompliant , many organisations are facing a complexity crisis . Given these challenges , organisations must look to simplify and scale their HR operations with the help of technology . And while change can be daunting , employees are looking for advancements in how and when they are paid , including solutions like on-demand pay . These new technologies will revolutionise how people are paid locally , but they will also require a localised approach and deep expertise ”. Brian Donn , managing director of APJ
“ During the pandemic , a lot of companies were hiring for quantity . In 2024 , quality of hire will be the top priority for talent acquisition leaders . There is an ongoing tension among management teams between work from home and return to office requirements , with companies still trying to figure out how to accurately measure the productivity of their workforce . Whether hiring for remote , hybrid , or in-person roles , the quality of successful candidates will be the key metric that talent acquisition are judged against in the coming year . For companies that have limited their hiring pool through rigid return-tooffice requirements , they may find it difficult to find the talent necessary to reach those goals ”. Steve Knox , global head of talent acquisition
“ The traditional career ladder will soon be obsolete . The concept of ‘ career ’ will undergo a redefinition in 2024 and “ climbing the career ladder ” will die out . Employees will adopt a gig work mentality , meaning they ’ ll want to contribute where their skills are of best use , rather than being a jack of all trades and checking off a list of criteria for a title change . Thus , the traditional notion of making your way up the corporate ladder through promotions is giving way to a lateral and skills-driven approach . The focus is no longer on a position or title , but rather on the skills an employee possesses and how they put them to use , which will be facilitated through technology ”. Somen Mondal , general manager , talent intelligence S
16 Executive PA | Summer Issue 2024