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HRM Asia
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2025 priorities: How prepared is your HR team for these challenges?
- 2025 priorities are set to have a direct impact on HR strategies, with a shift from employee wellbeing to organisational growth, AI deployment, labour contract and shifts. Experts suggest CHROs to focus intentionally on three priority areas in 2025 to cope with the uncertain landscape and align HR and organisational strategy: boost the impact of HR which presents an opportunity to bring together people and business strategy, developing a strong team to lead transformation and building the workforce you need. HR leaders need to ensure their team strategically focus on workforce productivity rather than occasionally addressing it and rethinking their change strategy to inspire change by linking career mobility to organisational transformation.
- The 2024 Gartner CEO and Senior Business Executive Survey cites business growth as the top priority for CEOs, unlike the previous focus on employee wellbeing.
- HR leaders' inflated expectation of generative AI has pushed it into a trough of disillusionment due to employee skill gaps, inefficient data analysis and change fatigue.
- The state of the labour market in 2025 is bleak, with 85 million jobs set to go unfilled, 23% of jobs changing in the next five years and 62% of candidates seeking jobs that meet their employee value proposition requirements, presenting a challenge for HR leaders.
- HR leaders need to focus on boosting the impact of HR, aligning HR and organisational strategy by defining workforce productivity the same way as the business.
- For effective change management, HR leaders need to view effective leadership as change leadership, efficiently communicate with their workforce which employee behaviours and expectations are aligned with the organisation's goals and link career mobility to organisational transformation.
- Strategic workforce planning jumped from sixth place to third, with CHROs shifting their focus from headcount planning to strategic workforce planning, closing gaps in critical capabilities and upskilling employees for future needs, prioritising the most critical skills gaps, and integrating a buy-and-build approach for acquiring talent.
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