Please help me with the composition below.. answering the questions or expressing thoughts elaborately...Please take a look at the following trends that were predicted for $2023$ and elaborate on any or all of them, or let us know $($through your research$)$ what is trending and important for us to focus on for $2024.$

Human resource professionals are now learning to adapt to the evolving expectations of both companies and employees on a post$-$pandemic planet. Here are the most relevant HR trends to be aware of in the New Year$$s workplace landscape.

Remote$/$Hybrid Work Policies

During the pandemic, many workers whose jobs could be performed from home were required to go fully remote. Now that the pandemic has subsided, some companies have mandated a return to the office environment and received significant pushback from their employees in return.

Employees reported feeling happier and more productive when they were able to work from the comfort of their homes. Moving forward, we expect more companies to offer remote or hybrid work policies in order to remain competitive and to bring in and retain talented employees.

People$-$First Culture and Overall Well$-$Being

A majority of employees now report increased levels of both workplace and personal stress. Workers across the board may indicate feeling burned out, unappreciated, undercompensated and uncared for. Unsurprisingly, these feelings can lead to decreased productivity, quiet quitting and resignation.

As we move into $2024,$ it will be up to senior leadership and HR professionals to proactively address and protect the overall well$-$being of employees or risk losing workers to companies that will promote these fundamental concepts. One way to do this is to adopt a "people$-$first" culture that values and respects employees as a whole, and does not see them as simply cogs in the company machine.

Human resources divisions focusing their efforts on providing resources and interventions for the mental, physical and financial needs of their employees can do so all while maintaining a safe and healthy work environment. Human resources can retain talented employees by listening to their needs, creating a culture of company trust and responding appropriately to requests and concerns.

Develop, Upskill and Educate

Investing in leadership development has already become a critical component of HR$\text{'}$s responsibilities and its importance will continue to grow in $2024.$ In order to remain competitive and highly productive, companies need leaders who are well$-$versed in both technical and soft skills, and who are able to understand the impact they have on others$$both positive and negative.

Employees often choose employers based on learning and development opportunities. HR can capitalize on this by offering training programs, skills sessions, interactive leadership development experiences and mentorship opportunities to help foster an environment focused on positive interpersonal relationships, productivity and performance.

DEIB in Workplace Culture

Diversity, equity, inclusion and belonging $($DEIB$)$ is an initiative geared towards eliminating discrimination, bias and harassment and creating a diverse and inclusive workplace that promotes innovation and growth.

Unfortunately, current adoption of DEIB has been largely performative. According to PwC$\text{'}$s Global Diversity, Equity and Inclusion Survey, $75\%$ of respondents value and prioritize diversity, but $32\%$ also feel as though diversity is a barrier to advancement within the organization. Furthermore, only $4\%$ of companies are currently meeting expectations for a successful DEIB program.

Using objective, quantifiable metrics to track and respond to relevant data will help human resources work towards integrating DEIB into the structure and culture of a company, rather than simply going through the motions.