2024 in Review: 12 Research-Based Truths about HR, People, and Organizations

2024 has been a pivotal year, marked by intensified political conflict and polarization, exacerbated labor and skills shortages across all sectors, and significant organizational reshaping. The year also saw a pragmatic embrace of AI, new challenges for leaders, and elevated employee expectations.

At The Josh Bersin Company , we have been at the forefront supporting thousands of HR leaders and collaborating with the world's most successful companies on critical areas of HR, talent, learning, HR technology, leadership, organization design, culture, and people.

Our mission is simple: to make work better and more meaningful.

Reflecting on the year, our exceptional team delivered a wealth of insights, learning opportunities, and important discussions to our members and the broader market. As I've done in 2022 and 2023, I have carefully selected a key insight from our research for each month of the year, to share 12 key truths around people, leadership, and HR.

Truth 1: In the age of AI, every HR practice has to change to add significant value to the business.

In January 2024, we unveiled our much-anticipated HR Predictions for 2024, authored by Josh Bersin .

This detailed report explains the four big trends shaping the world of work today, and we provided 15 predictions for HR leaders how to respond.

With AI becoming mainstream, HR is undergoing transformative changes, changing every part of the functions in significant ways.

Truth 2: The world’s best brands leverage AI to improve the deskless worker experience.

In February 2024, we introduced AI for the Deskless Experience: A New Frontier for the Frontline Worker, led by me.

In this report, we explore how AI can transform the work experience for deskless employees by addressing their unique challenges. While deskless industries often struggle with HR technology and AI, the most successful organizations are already using it to improve the experience for deskless workers (the 80% of workers who don't sit in an office).

Examples include McDonald's McHire, which uses AI-powered chatbots to improve the candidate experience; Mercy Health's AI-driven app, Mercy Works On Demand, allowing nurses to work as internal gig workers; and Walmart's Live Better U program offering AI-supported career pathways. BASF uses AI for leadership coaching, while Royal Caribbean employs AI for workforce management. Honest Burger and American Airlines use AI to optimize commutes and ensure pay equity, respectively, further enhancing the employee experience.

Join the Artificial Intelligence in HR certificate course in the Josh Bersin Academy (our highest demand program in 2024) to learn more about applying AI for a better employee experience.

Truth 3: Managers are pivotal for organizational success, and they need more support from HR.

In March 2024, we launched Building Better Managers: How to Develop and Measure Impactful People Leaders, authored by Julia Bersin .

The report explores challenges faced by today's managers, including increased responsibilities and the shift to hybrid work, and offers solutions for HR to support them. It emphasizes personalized learning and development, human-centered leadership, and measurable impact. Companies like ATN International, Credit Repair Cloud, HFA, and Listrak exemplify successful strategies, including using technology platforms for continuous performance management and fostering better manager-employee connections. These organizations have implemented tailored training, regular check-ins, and leadership development programs to enhance manager effectiveness and drive business success.

The Josh Bersin Academy certificate course The Five Roles of the Manager explains the different expectations for managers and how we can enable managers to lead more effectively in the new world of work.

Truth 4: Talent Acquisition must change from a fulfillment center to becoming a value-added strategic function.

In April 2024, we brought Talent Acquisition at a Crossroads to the market, led by Stella Ioannidou .

This report was a wake-up call, highlighting that 60% of talent acquisition leaders cite skills shortages as their top issue, with 58% under pressure to improve recruiting efficiency. Only 32% feel they act as strategic partners, and 45% are told to focus on reducing costs.

Key barriers include rapidly changing business priorities and lack of strategic alignment. Emphasizing DEI, technology adoption, and internal mobility are crucial for addressing skills gaps.

We are considered a low-cost fulfillment center, and that's not the value we provide. Talent Acquisition leader

Later in the year, we launched Redefining the Role of the Recruiter: From Sourcing Expert to Talent Advisor, authored by Stella Ioannidou . It describes how organizations need to upskill recruiters and provide them with the right relationships and technology to add strategic value and increase the value TA can provide.

In December, Emerging Trends in Talent Acquisition for 2025 launched, led by Julia Bersin . The report identifies four key focal points: implementing skills-based hiring and mobility, redesigning the TA tech stack with AI, developing multifaceted strategies to address talent gaps, and upskilling the TA function to enhance its strategic role within organizations, further underscoring the need to uplevel the TA function.

Learn more about talent acquisition in our Josh Bersin Academy certificate course Talent Acquisition at a Crossroads.

Truth 5: Employee expectations are changing: employee activation is here.

In June 2024, we launched Employee Activation: The Next Step in Employee Listening, authored by Julia Bersin .

The report highlights the evolution of employee listening into a proactive approach that we call "employee activation." This approach empowers employees to share feedback continuously and enables stakeholders to act on insights for improved business outcomes. Key practices include leveraging diverse listening channels and creating continuous touchpoints, embedding listening into operational practices.

Examples include T-Mobile using employee feedback to address safety hazards, Cencora enhancing inclusion through diverse listening methods, and Pfizer implementing action-focused listening programs to drive innovation. These practices foster transparency, trust, and alignment with business strategies, ultimately enhancing employee experience and organizational performance.

Learn more about employee listening and activation in the Josh Bersin Academy certificate course The Voice of the Employee.

Truth 6: Enterprise Talent intelligence is transforming HR practices with the power of AI.

In June 2024, Enterprise Talent Intelligence: Applying Skills Technology and AI at Work launched, written by Josh Bersin and me.

This report highlights the transformative role of talent intelligence in HR, outlining seven key use cases that go well beyond recruiting, including skills-based HR, workforce planning, employee development, and pay equity, capturing the dynamic nature of skills.

Companies like Coca-Cola and Novartis leverage talent intelligence platforms for internal mobility and talent optimization. HSBC personalizes learning, and BNY Mellon uses talent intelligence for career pathing and mobility. Talent intelligence systems like Eightfold, Gloat, SeekOut, Retrain, or SAP enhance strategic workforce planning, leadership development, and organizational design, driving innovation and efficiency in modern HR practices.

Learn more about using skills and talent intelligence in our Josh Bersin Academy certificate course Building a Skills Strategy That Works.

Truth 7: Pay equity matters to company performance, yet 95% of organizations are lagging.

In July 2024, we launched The Surprising Truth about Gender Pay Equity, which I authored collaborating with Andrea Derler, Ph.D. using data provided by Visier Inc.

The report highlights that pay equity is crucial, with only 5% of companies excelling in it, despite its 13 times greater impact on employee experience than pay levels alone. With the European Pay Transparency act coming into effect in 2026, paying attention to this topic is more important than ever.

In the US, progress is painfully slow. The gender pay gap decreased from 18% in 2017 to 15% in 2023, with managerial roles seeing a reduction from 14% to 10%. Without accelerated progress, gender pay parity may not be achieved until 2048 overall, and 2036 for managerial roles, underscoring the need for strategic efforts.

Companies like Salesforce, American Airlines, and SAP have successfully addressed pay equity through leadership commitment and systemic approaches (corporate members, read the full 6-page case study on SAP's approach featuring Chetna Singh ).

To learn about your role in pay equity, check out the certificate course The Changing Face of Total Rewards in the Josh Bersin Academy.

Truth 8: A new, revised HR business partner role is more important than ever.

In August 2024, our study The New HR Business Partner: Essential for Systemic HR® launched, led by me as part of our Systemic HR® Initiative.

The HR Business Partner (HRBP) role has evolved from a generalist to a strategic business consultant, essential for Systemic HR®. This shift requires HRBPs to be agile, data-driven, and consultative, aligning human capital with business challenges.

Only 11% of companies operate at the highest maturity level in Systemic HR, which leads to better financial outcomes and workforce productivity. High-performing organizations are 67 times more likely to train HRBPs as consultants, emphasizing the importance of continuous learning and capability development.

The new role for HRBPs requires a combination of the right relationships and role, building capabilities, and creating a new organizational model for HRBPs.

Companies like LEGO, Mastercard, and TomTom have redefined HRBP roles to focus on strategic initiatives, enhancing business alignment.

To accelerate your professional development as an HRBP, enroll in the new HRBP learning journey and check out dedicated certificate courses, including The Strategic HR Business Partner and The HR Consultant Masterclass in the Josh Bersin Academy .

Truth 9: AI fundamentally changes the HR tech stack, requiring HR professionals to upskill in AI literacy.

In September 2024, our research about the HR tech stack for 2025 launched, written by Josh Bersin .

This report explains how AI is transforming HR technology across all areas of the tech stack. Generative AI enhances recruitment, employee experience, and learning, with tools creating job descriptions, interview guides, and personalized training. Talent acquisition is evolving with AI-driven applicant tracking systems and chatbots, while internal mobility platforms support career growth. Learning and development will see AI-powered content creation and delivery. Employee experience benefits from AI chatbots providing HR information. As AI reshapes HR, companies must adapt, focusing on pragmatic skills models and integrating AI agents to enhance productivity and employee services.

What this means for HR professionals: a need to become more AI savvy and constantly develop AI skills to be able to address key questions.

We also launched the AI trailblazers, a description of 30 HR tech vendors leading the market in AI.

Check out our mobile course Becoming a Gen-AI Savvy HR Professional in the Josh Bersin Academy to develop your skills.

Truth 10: Companies need a pragmatic approach towards building the skills-based organization.   

In October 2024, we introduced The Journey to the Skills-Based Organization: What Works, authored by Stella Ioannidou .

This research examined how companies can get value from skills-based HR approaches. The journey to a skills-based organization involves adopting a structured skills taxonomy to address evolving business needs alongside three key problem areas.

Ericsson, for instance, used AI to transition from hardware to software, aligning talent acquisition with skills needs. American Express focused on hospitality skills for its sales teams, while Rolls-Royce implemented a skills-based model for internal mobility. These initiatives underscore the importance of data-driven skills management for strategic growth and agility in dynamic markets.

Learn more about using skills to drive business results in our Josh Bersin Academy certificate course Building a Skills Strategy That Works.

Truth 11: People Analytics has significant organizational potential, yet it's still underutilized.

In November 2024, we released the Definitive Guide to People Analytics: The Journey to Systemic Business Analytics, authored by Stella Ioannidou and me.

This research, conducted in collaboration with Visier Inc. , emphasizes the evolution from traditional HR metrics to systemic business analytics, integrating cross-functional data to solve critical business problems. Only 10% of companies have achieved high maturity in people analytics, yet those that do are significantly more likely to exceed financial targets and adapt to change.

With AI tools like Visier’s Vee or Galileo, people analytics teams can democratize reporting and less complex analytics to line managers and HRBPs, focusing deeper analytical capabilities instead on solving key business problems.

Examples include Providence - combining people data with healthcare data to solve the critical nursing shortages, Panasonic – rightsizing manufacturing teams for optimal productivity, and Standard Bank – identifying and fostering manager behaviors to create high performance.

Our Josh Bersin Academy People Analytics certificate course helps demystify this field and teaches you how to become a more data-driven HR professional.

Truth 12: Systemic HR® is now a business reality, indispensable for the new world of work.

In December 2024, a year after we launched Systemic HR as a concept, we received formal registration of Systemic HR as a trademark.

Throughout the year, we worked on monthly themes to support HR leaders and their teams on the journey towards this new operating system for HR, and provided tools and resources for strategy development, organizational design, HR role redesign, CHRO capabilities, and employee-first HR technology through the Systemic HR Initiative - because Systemic HR is much more than an operating model, it's an operating system aimed at integrating disconnected parts of HR for more business value.

Companies like Mastercard, LEGO, TomTom, OLX, IBM, ING, and Telstra have all reinvented the HR function from a low-cost, high-quality delivery and support function to value-added business function equally valued as Finance and IT. We also explored the synergies between career pathways and systemic HR, with companies like Providence and PNC highlighting this journey. And we worked with dozens of our corporate member companies to support them on the road towards Systemic HR.

Listen to our WhatWorks podcast where Nick Benaquista from Mastercard explains their journey to this new operating system.

To build "full-stack HR capabilities", all 30 certificate courses in the Josh Bersin Academy are a great source.

More support to develop HR capabilities, insights, and community

To develop the HR profession for the future and support organizational transformation, we also...

• Launched Galileo™ Professional, providing it to any HR professional or business manager on a monthly or annual basis (in fact, all resources highlighted in this article are easily accessible in Galileo).
• Started our new WhatWorks podcast series, with HR executives like Susan Podlogar (she/her) , former CHRO Metlife, Tim Gregory , Managing Director, HR Innovation & Workforce Technology at Delta Air Lines, and Nick Benaquista , SVP, People and Capability Partner, Chief Administration Office and Strategic Growth at Mastercard; and HR Provider CEOs like Paul Walker , CEO FranklinCovey and Alex Bouaziz , CEO Deel.
• Initiated our new CHRO Roundtable, an exclusive thought leadership exchange for the CHROs of Josh Bersin Company members, where we discuss the most important topics of HR, leadership, and HR technology.
• Continuously updated the Josh Bersin Academy, with research-based resources, new learning programs, and a thriving community.
• Welcomed many of the world's most innovative, forward-thinking HR teams to our corporate membership program.
• Worked with the most successful HR technology providers in our vendor membership program.
• Convened 450 HR executives at Irresistible, the global HR conference for HR leaders and their teams, held at the beautiful USC Marshall School of Business campus.
• Discussed topics like AI in HR, Systemic HR®, the future of L&D, and what’s next for DEI with hundreds of leaders in 3 Big Reset sprints.
• Shared insights in hundreds of conferences, webinars, educational sessions, workshops, podcasts, and advisory sessions.
• Provided dozens of deep-dive research studies, case studies, podcasts, and tools for use of our corporate members and now also provided through Galileo.

Finally, thank you so much to everybody who made this possible

• To the entire team at The Josh Bersin Company, thank you for your collaboration, dedication to our clients, passion for creating value, curiosity and learning mindset, and always being ready to help each other.
• To Josh Bersin, thank you for your daily inspiration, leadership, and guidance to improve the world of work.
• To our clients, collaborators, and partners, thank you for working with us to change the world of work through improving HR.

Where to go next

• Buy Galileo to access all these resources, case studies, and insights, together with over 100 use cases as a thought partner, guide, coach, and teacher.
• Become part of the Josh Bersin Academy to develop your skills and experiences with 30 certificate courses and close to 50k members.
• Join our corporate membership program to review all these insights, access Galileo, and get advisory support on your most important challenges.
• Come to Irresistible, the premier HR conference, to learn and grow with other leaders around the world in May 2025.
• Stay tuned for more research, insights, community, and learning in 2025.