“Trends” are transient, often emerging as patterns or tendencies that gain popularity for a finite period.
Sometimes trends are nothing but “fads” and a lot of reports showcasing “HR trends” are nothing more than a list of sticky statements that carry no sense of vision, urgency or importance, or connection with reality. Trends can dissipate, be replaced, or evolve into new trends as the contextual factors that drive them change.
Imperatives stand as non-negotiable, crucial actions or strategies that an organization must embed into its operations to ensure sustainability and effectiveness. Imperatives are not merely practices that are ‘in vogue’, but rather, they are foundational elements, deeply rooted in the strategic, ethical, and operational ethos of an organization.
Imperatives are often born out of a thorough understanding of the organization’s mission, vision, and the essential requirements to navigate through the complexities of the business environment (external conditions).
In two weeks we are going to release our paper: 24x2024. The 24 most critical imperatives for HR in 2024 (and beyond).
Our hope is that the imperatives we will share become a compass, guiding the organization and HR leaders and practitioners through the myriad of challenges and opportunities that the future of work presents.
Trends may offer innovative insights or temporary solutions to emerging issues, but imperatives ensure that the HR function remains anchored to the core principles and strategies that safeguard its relevance and efficacy in the long term. More importantly, we hope that by conveying these imperatives we create a sense of vision, but also urgency and importance.
