October 18, 2024

As we step into 2024, the global job market is brimming with fresh trends that are set to reshape the way we work. From evolving workplace cultures to breakthroughs in technology, these shifts are redefining opportunities and expectations alike. Gartner’s research identifies all-new trends, including the increased integration of advanced workforce management tools, shaping the future of work in the context of global job market trends. Organizations that proactively formulate clear business and talent strategies to navigate these trends will gain a competitive edge in achieving strategic goals and optimizing talent outcomes. Here’s a look at the top 5 global employment trends that are making waves this year—and how they could impact your career path or business strategy.

The Rise of Hybrid and Remote Work Models 

The prevalence of remote work saw a rapid increase due to the COVID-19 pandemic, and projections indicate its sustained momentum throughout 2024. Global Employment Trends indicate that companies are embracing hybrid and fully remote work models to attract and retain top talent, reduce operational costs, and promote work-life balance. However, this shift also presents challenges in terms of collaboration, team building, and maintaining a strong company culture.

Upskilling and Reskilling for the Future of Work 

As technology continues to disrupt industries, the need for continuous upskilling and reskilling has become paramount. Global Employment Trends suggest that organizations are investing heavily in employee training and development programs to equip their workforce with the necessary skills to stay relevant and competitive. This includes training in areas such as data analytics, artificial intelligence, cybersecurity, and digital literacy. The Future of Jobs Report by the World Economic Forum discovered that technological advancement is outpacing companies’ abilities to develop and expand their training programs.

Emphasis on Employee Well-being and Mental Health 

With the increasing recognition of the importance of mental health and work-life balance, Global Employment Trends reveal that companies are prioritizing employee well-being initiatives. This includes offering flexible work arrangements, mental health support programs, and promoting a healthy work-life balance. By fostering a supportive and inclusive work environment, employers aim to attract and retain top talent while promoting productivity, employee engagement and ultimately, workforce management.

The Gig Economy and Contingent Workforce 

The gig economy, characterized by short-term contracts and freelance work, continues to gain momentum. Global Employment Trends indicate that companies are increasingly leveraging contingent workers and independent contractors in a skills first hiring approach to access specialized skills and expertise on a project basis. According to Hays’ latest annual report, the need for contingent workers is expected to persist through 2024. This trend offers flexibility for both employers and workers but also raises concerns about job security, benefits, and workers’ rights. 

Diversity, Equity, and Inclusion (DEI) as a Strategic Priority 

In 2024, Global Employment Trends highlight the growing importance of diversity, equity, and inclusion (DEI) in the workplace. Organizations recognize the benefits of a diverse and inclusive workforce, including improved decision-making, innovation, and employee engagement. Companies are implementing DEI initiatives, such as unconscious bias training, inclusive hiring practices, and promoting diverse leadership.

What Do the Stats Say?

In 2020, the World Bank highlighted the potential of closing gender economic gaps, estimating a “gender dividend” of $172 trillion for the global economy. However, the Global Gender Gap Report 2023 by the Forum revealed that the Economic Participation and Opportunity gap has only closed by slightly over 60%. 

Discussions at Davos emphasized the economic benefits of inclusion, particularly in facilitating mothers’ return to the workforce to address skills gaps. Reshma Saujani, Founder and CEO of Moms First, pointed out in a session on the ‘Workforce Behind the Workforce‘ that “606 million women worldwide are not working due to unpaid care responsibilities, a stark contrast to the 40 million men facing a similar situation.”

Takeaway 

As these global employment trends unfold, it is crucial for organizations and individuals to adapt and embrace change. Employers must foster a culture of continuous learning, prioritize employee well-being, and leverage technology to remain competitive. Individuals, on the other hand, must be proactive in developing relevant skills, embracing lifelong learning, and cultivating resilience in the face of a rapidly evolving job market.

For companies looking to expand their workforce, our advanced Global Payroll Services at Procloz combine the power of business automation and Employer of Record services. With an international presence, including specialized Australian payroll services, Procloz ensures accurate and compliant payroll processing, tax filings, and employee benefits administration. We’re here—reach out to us today!

When it comes to managing payroll, businesses face a key financial decision: should they handle it in-house or outsource to a professional service? On the surface, in-house payroll management might seem like the more economical choice, but the true costs are often hidden beneath the surface. From software expenses to staff time, compliance risks, and unexpected errors, in-house management can add up fast. So, is it really the cheaper option, or does outsourcing offer a smarter, more cost-effective solution? Let’s dive into the numbers and uncover which approach truly saves your business money.

Should You Outsource Payroll? Signs It’s Time to Streamline

Yes. Outsourcing payroll can be a smart way to streamline your business operations. It’s not just about saving money, although that can be a benefit. Here are some signs that it might be time to consider using an outside vendor for payroll if:

• Your team is having trouble keeping up with payroll regulations and accuracy.
• Your current payroll software can’t handle your growing business needs.
• Your company is adding employees, making payroll more complex.
• You’re thinking about hiring more staff specifically for payroll.

By outsourcing payroll, you can free up your internal team to focus on other important tasks and gain access to expertise from a specialized provider.

The Hidden Cost Factor

From a purely cost perspective, the decision to in-house or outsource payroll hinges on your company size. For businesses under 50 employees, the hidden costs of in-house payroll can be surprisingly high. Manual systems with paper timesheets inflate expenses, and there are ongoing costs for software, training, and compliance updates.  However, as your company grows beyond 500 employees, the cost per employee for in-house payroll starts to even out with outsourcing fees. This suggests that for mid-sized businesses (100-500 employees), a cost analysis is crucial to determine the most economical option.

Want to learn more about the future of payroll? Check out “The Future Of Payroll Solutions: Predictive Analytics & Automation“

Weighing the Pros and Cons

When it comes to managing payroll, businesses have two main options handling it in-house or outsourcing it to a specialized provider. Each approach has its own set of advantages and disadvantages, and the best choice will depend on the specific needs and size of your company.

1. Control and Customization

• Pros: With in-house payroll, businesses have full control over the process. Customization allows tailoring procedures to specific needs.
• Cons: However, this control comes at a price. Managing payroll internally requires dedicated resources and expertise.

2. Access to Payroll Data

• Pros: In-house payroll provides direct access to sensitive employee data, including social security numbers and bank details.
• Cons: Yet, safeguarding this data involves additional security measures and costs.

3. Cost Efficiency

• Pros: For businesses with knowledgeable staff in payroll calculations, in-house processing can be cost-effective.
• Cons: Costs include salaries, software installation, maintenance, and training. An accountant’s median annual salary, excluding benefits, is approximately $78,0001.

4.Time Management

• Cons: Payroll processing in-house is time-consuming, with estimates suggesting around 5 hours per pay period.

5. Error and Compliance Risk

• Cons: In-house payroll is prone to errors and compliance risks. Businesses face nearly three times as many fines for errors and non-compliance.

6. Time and Resource Savings

• Pros: Outsourcing frees up time and resources for revenue-generating activities.
• Cons: However, businesses lose direct control over the process.

7. Expertise and Compliance

• Pros: Outsourced providers offer expertise in tax laws and labor regulations, ensuring compliance and reducing fines.

8.Scalability and Flexibility

• Pros: Outsourcing allows easy scaling as your business grows, adapting to changing payroll needs.

By carefully weighing the pros and cons of each approach, you can make an informed decision about the best way to manage your company’s payroll.

Making the Decision

The decision of whether to handle payroll in-house or outsource depends on your specific circumstances.  Here are some factors to consider:

• Company size: Larger companies may find outsourcing more cost-effective.
• HR resources: If your HR team is already stretched thin, outsourcing can free up valuable time.
• Budgetary Constraints: Consider the total cost of in-house payroll, including hidden costs, versus the fees of an outsourcing provider.
• Industry Regulations: Compliance requirements vary across industries.
• Long-Term Growth Plans: Evaluate scalability needs before making a decision.

Struggling to manage the complexities of global payroll? “Global Payroll Best Practices” can be your roadmap to success.

Takeaway 

The choice between in-house and outsourced payroll boils down to your company’s specific needs. In-house payroll offers greater control and customization, ideal for businesses with unique requirements. However, it can be time-consuming and requires specialized knowledge. Outsourcing, on the other hand, saves time and provides access to compliance expertise, but relinquishes some control.

For companies looking to expand their workforce, our advanced Global Payroll Services at Procloz combine the power of business automation and EOR. With an international presence, including specialized Australian payroll services, we ensure accurate and compliant payroll processing, tax filings, and employee benefits administration. Ultimately, the best approach depends on your unique circumstances.  Carefully assess your needs, resources, and budget to make an informed decision.