3 HR Trends You Gotta Know for 2025 | 2-Minute Video

Time to do more than think about 2025. It’s time to start acting.

You might have closed the books on 2024, but that’s just the first step in preparing for notable HR trends.

The question is, what should you prepare for?

HR Trends in 2025

In the past, we’ve faced some trends that weren’t friends to HR – think Quiet Quitting and The Great Resignation. The worst part: Most companies and experts didn’t see them coming.

So not only do we want to avoid being blindsided by negative HR trends, but we want to see more positive workplace trends in 2025.

And that’s what’s trending so far – less volatility and smoother sailing for HR. Now, we don’t predict you’ll escape disruptions and drama completely. After all, you’re in charge of people and processes in a workplace: Some drama and unpredictability is a given!

But experts are hopeful, and practitioners are practical: They see bright spots for HR professionals and the employees they serve.

What’s Up in This Episode

In this episode of HRMorning’s 3-Point, we have three HR experts and practitioners who point their lense to the new year and what we can expect: Phenom’s John Deal, Land O’Lake’s Laura Schmidt and Kuehne+Nagel’s Claudia Harms. Beyond that, we have research-proven tips on how to implement changes as they come about throughout the year.

Click, watch and listen for more details on the HR trends you want to know for 2025.

Feels like we blinked our eyes and the year is almost over, right?

As we close out this year and you look to make a big impact in HR – and across your organization – it’s time to look forward. It’s a time to consider what HR pros should anticipate and can expect in 2025.

Last year, our HR experts predicted that we’d have to find a balance between AI and personal connections. They weren’t wrong.

So what’s up this year?

John Deal: “We’re still trying to figure out how to be a hybrid work environment. And we’ve seen companies swing the pendulum where they’re, ‘No, we’re never coming back to the office!’ Then it’s like, ‘No, we were just kidding about that.’ So I think it’s a trend that’s still happening. And it’s a trend that’s having a psychological impact on people and their jobs.” 

If we’re straddling offices and home, what will help make work seamless?

Laura Schmidt: “Artificial Intelligence. Right? Like understanding how you can optimize that. Utilize that across your recruitment process and also across HR, across your organization. And then get organized around how you can use it in the most efficient ways.” 

But there’s a catch.

Claudia Harms: “We can not let bots and automation take over everything. I know we can not stop automation and technology, but we should be really careful not to be overwhelmed by it and leave out the human touch and human contact.” 

So next year, much like this one, will find you balancing new technologies with human connection.

To manage changes, a LinkedIn report suggests we:

• Look internally. What we report here is just a start. Talk with employees, vendors and fellow HR pros to get a feel for what will be important in YOUR organization.
• Consider the impact. Just because it’s a trend, doesn’t mean you’ll need to adjust. Consider how trends align or conflict with your HR goals.
• Think options. If you’re going to make changes based on a trend, consider the benefits, costs, risks and trade-offs. Give yourself at least two options to move forward.

The year may be nearly over, but the opportunity to become an HR powerhouse is just beginning.