HR BYTES NEWSLETTER

January 2024

Unveil a wealth of pioneering HR practices in our January newsletter, igniting a year of transformation. Dive into innovative trends, tools, and approaches that promise to redefine your HR journey. Navigate the landscape of emerging trends and forecasts that will empower HR leaders to instigate positive change and cultivate growth throughout 2024.

Who’s Who Behind the Dawn of the Modern Artificial Intelligence Movement

Embark on a journey through the pioneers shaping the dawn of the modern Artificial Intelligence (AI) movement. Long before chatbots seized the spotlight, a collective effort spanning over a decade involved researchers, tech executives, and venture capitalists dedicated to fuelling A.I. Larry Page, Demis Hassabis, and Elon Musk stands among the key figures who have significantly contributed to the development of modern artificial intelligence. While A.I. gained widespread attention recently, these visionaries have been driving advancements that mimic human brain functions, capturing the attention of Silicon Valley and tech enthusiasts for more than ten years.

Season of Giving Contest through January 31, 2024!
three winners of the drawing Will Get to PICK A CHARITY to which HR GECKOS will MAKE A donatION!
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The winners will be announced in the February 2024 Newsletter!
The State of State AI Laws: 2023

States in the U.S. are making a lot of new laws about artificial intelligence (AI). Ten states are adding AI rules to privacy laws, letting people say no to being profiled by AI. New York City is making waves with a unique law for AI use in hiring. Montana, Indiana, Oregon, Tennessee, and Texas are joining others in passing laws that give people the right to say no to automated profiling and require checks if AI decisions could be harmful. Other states are proposing laws covering AI in areas like employment, healthcare, insurance, and government use. There's a mix of concerns about bias, discrimination, and transparency. This marks a big moment in how states are dealing with AI and trying to balance progress with people's safety.

New York Times sues Microsoft, ChatGPT maker OpenAI over copyright infringement

The New York Times is suing Microsoft and OpenAI, the creators of ChatGPT, for using its articles without permission to train their artificial intelligence system. The Times wants billions of dollars in damages, claiming that Microsoft and OpenAI are making money by unlawfully using its valuable content. Microsoft and OpenAI are being accused of a business model based on stealing content, impacting The Times' ability to earn money from its work. This legal action reflects a broader trend where media organizations are seeking compensation for the use of their content in training advanced AI models.

As we navigate the intricate landscape of HR in 2024, let's equip ourselves with transformative tips and tricks to overcome challenges and foster a thriving workplace. Here's your guide to addressing key concerns and unlocking new possibilities:
Embrace Digital Transformation:

As we step into 2024, the digital transformation of HR processes is more crucial than ever. Invest in user-friendly HR software and tools to streamline workflows, enhance employee experiences, and keep pace with technological advancements. Embrace automation for routine tasks, allowing HR professionals to focus on strategic initiatives.

Prioritize Employee Well-Being:

The future of HR revolves around holistic employee well-being. Implement well-being programs that encompass physical, mental, and social aspects. Leverage technology for employee assistance programs (EAPs) and wellness apps, fostering a supportive workplace culture that values the health and happiness of your team.

Stay Ahead of Future Skills:

In 2024, identify the skills your workforce will need in the future. Establish continuous learning programs, encourage upskilling and reskilling initiatives, and provide resources for employees to stay updated on industry trends. This proactive approach ensures your team remains adaptable and ready for evolving job requirements. Explore the HR Bytes Newsletter for work tech news and insights.

Enhance Remote Work Strategies:

Remote work is here to stay. Strengthen your remote work policies, invest in collaboration tools, and foster a virtual culture that promotes communication and engagement. Offer flexible work arrangements, acknowledge the diverse needs of your workforce, and consider a hybrid model that combines in-office and remote work.

Implement Inclusive HR Practices:

Diversity, equity, and inclusion should be at the forefront of HR strategies. Review and update hiring practices, promote diversity in leadership, and create a culture of belonging. Utilize technology to identify and eliminate biases in recruitment processes, ensuring a fair and inclusive workplace for everyone.

Implement Inclusive HR Practices:

Diversity, equity, and inclusion should be at the forefront of HR strategies. Review and update hiring practices, promote diversity in leadership, and create a culture of belonging. Utilize technology to identify and eliminate biases in recruitment processes, ensuring a fair and inclusive workplace for everyone.

Cultivate a Future-Ready Leadership Pipeline:

Invest in leadership development programs to cultivate a pipeline of future-ready leaders. Identify high-potential employees, offer leadership training, and create mentorship opportunities.

Embrace AI for HR Efficiency:

Artificial intelligence (AI) can revolutionize HR functions. Explore AI-driven tools for automating HR workflow processes, benefits administration, offboarding, onboarding, and employee engagement. By automating repetitive tasks, HR professionals can dedicate more time to strategic activities, fostering innovation and driving organizational success. Start a free trial (no credit card required) and learn how HR Geckos can help you.

Adopt Agile HR Practices:

In a dynamic business environment, agility is key. Implement agile HR practices to respond swiftly to changes, whether in organizational structure, project management, or employee needs. This flexibility ensures that HR processes remain adaptive and aligned with the ever-evolving demands of the workplace.

Incorporate these strategies into your HR toolkit. Each challenge is an opportunity, and every solution is a step towards creating a workplace that not only survives but thrives. Here’s to HR excellence in 2024!
Must-Have Tech Competencies for HR Professionals

In the dynamic realm of HR, mastering essential tech competencies is imperative. Data literacy, crucial for understanding and communicating data, is pivotal in dealing with workforce analytics, talent management systems, and generative AI tools. Social media proficiency goes beyond posting, requiring strategic use and digital advertising know-how. Remote work necessitates tech skills in policy strengthening, collaboration tools, and flexibility. Data privacy understanding is critical in handling sensitive employee information. Organizations seek tech-savvy HR leaders, emphasizing successful tech implementations. Recruitment focuses on assessing candidates for real-world tech competencies. To bridge skills gaps, upskilling, identifying adjacent skills, and promoting cross-functional mobility are explored. Forward-thinking organizations embrace automation, training employees in user experience, design, and project management.

What will 2024 hold for HR?

In 2024, HR is set to undergo significant changes. There will be a greater emphasis on proving the value of HR technologies, addressing challenges from remote work policies, and increasing investment in employee health and economic well-being. One key area to watch is the shift towards skills-based approaches in recruiting, training, and career planning, as organizations recognize the importance of skills in the evolving work landscape.

The rise of artificial intelligence (AI) will play a crucial role, transforming job requirements and leading to increased adoption of skills-focused processes and technologies. As AI-driven automation becomes more prevalent, the skills needed for various jobs will change. In 2024, HR leaders will focus on creating a more aligned, employee-focused, and effective performance management system. The increased adoption of skills-based approaches will involve using technology to support this evolution. Skills will become a significant currency in the future of work, prompting organizations to move towards skills-based recruiting and training rather than job-based approaches.

5 Forces That Will Drive the Adoption of GenAI

Generative AI (GenAI) adoption is driven by five key forces. Board and CEO Expectations shape strategies through top-down leadership pressure. Customer Expectations, despite low societal expectations, fuel investment based on comfort in specific interactions. Employee Expectations, and anticipating job impact, highlight the need for HR support. Regulatory Expectations stress legal and ethical considerations, requiring collaboration between HR and legal departments. Lastly, Investor Expectations focus on financial rewards for companies leveraging AI. These forces collectively guide GenAI adoption, encompassing organizational, societal, workforce, regulatory, and financial aspects. Understanding and navigating them is crucial for successful integration into business operations.

HR leaders’ role in performance management needs an update to fit modern workplace needs

The role of HR leaders in performance management needs to align with the modern workplace. As the year concludes, evaluating performance using traditional methods becomes challenging in the evolving work landscape characterized by expertise-driven roles and technological advancements. While some organizations still use performance rating mechanisms, there is a recognition of challenges, including biases and demotivation associated with traditional year-end reviews. It emphasizes the importance of a fair and transparent performance management system. It suggests that performance reviews should be more inclusive and less influenced by power dynamics. Challenges in the existing process include being perceived as time-consuming, biased, inaccurate, and demotivating. Real-time feedback and quarterly reviews are proposed as more effective alternatives. The goal is to revamp performance management systems to be more aligned with employee needs, simple, and effective, supporting both individual growth and organizational success.

We are tuning in to the Honest HR Podcast this month with hosts Amber Clayton, Wendy Fong, and Monique Akanbi. The podcast covers a broad spectrum of work-related topics, connecting listeners to new ideas and individuals in the world of work. Hosted by SHRM professionals, it delves into various aspects of HR, providing valuable insights and discussions.

HR Bytes

And, of course, we are excited for our very own HR Bytes, where we bring stories of HR trailblazers who are redefining HR with a global mindset and local impact.

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Geckos’ Top Tails
HR Bookshelf Selections

We found some new reads to stay ahead of HR and the future of work trends! What is on your HR bookshelf this month?

books

The Algorithm: How AI Decides Who Gets Hired, Monitored, Promoted, and Fired and Why We Need to Fight Back Now by Hilke Schellmann (January 2024)

books

Immortal HR: The Death and Resurrection of Ms. H. (Harriet) R. (Rose) Job by Marc S. Miller (January 2024)

books

All-in On AI: How Smart Companies Win Big with Artificial Intelligence by Nitin Mittal, Thomas H. Davenport (January 2023)

books

HR Data Doodles: Season 2 - Back to Work by David Turetsky (October 2023)

books

HR Like a Boss: Your Guide to Amazingly Awesome HR by John Bernatovicz (October 2023)

books

Excellence in People Analytics: How to Use Workforce Data to Create Business Value by David Green (July 2021)

HR Bytes Reminders
Mark Your Dates with HR Excellence

Hey HR Professionals, don't forget to sail smoothly into the new year with a compliant ship. Check your compliance list for a successful and cozy January!

  • Review and update any HR-related documentation, such as handbooks or policies, for changes in the new year.
  • Jan 1st: New Year's Day (Federal Holiday)
  • Update employee benefits information and enrolment options for the new year.
  • Jan 31st: Deadline to submit Form 1099-NEC to the IRS and recipients for non-employee compensation payments exceeding $600 in the previous year.
  • Jan 15th: Due date to pay and report federal payroll taxes for the previous quarter (Form 941).
  • For other forms like W-2, 1099-MISC, and others, the due date for filing with the IRS is typically the end of February, but it can be extended to the end of March if filed electronically.
  • Jan 31st: Deadline to distribute W-2 forms to employees for the previous year.
  • The due date for Form 1096 (Annual Summary and Transmittal of U.S. Information Returns) is generally the same as the individual forms it accompanies.
As we embrace the dawn of January, a blank canvas unfolds for our HR voyage into the New Year. It's a month to orchestrate a dazzling display of fresh perspectives, foster a culture of boundless learning, and ignite the engines of innovative thinking. Let January not just mark the start of a new calendar but symbolize the commencement of a year brimming with HR ingenuity and continuous growth. Stay inspired, stay inquisitive! Here's to unlocking the limitless potential that the coming months hold for our collective journey.
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