In a comprehensive survey conducted by Gartner, Inc. involving 1,403 HR leaders, it has been revealed that the most pressing issues they will face in 2025 include leader and manager development, organizational culture, strategic workforce planning, change management, and HR technology. These findings offer valuable insights into the evolving landscape of human resources and underscore the areas requiring immediate and sustained attention.
Leader and Manager Development
One predominant theme from the survey is the continuous focus on leader and manager development, which has been a top priority for three consecutive years. Managers are increasingly overwhelmed by their expanding responsibilities, and nearly 75% of organizations have updated their leadership development programs without seeing significant results. Traditional methods, such as seminars and lectures, are proving ineffective. Hence, HR leaders need to adopt new strategies focused on peer connections, networking, and team building to foster leadership growth. These innovative approaches could provide more engaging and practical experiences essential for developing capable leaders.
Organizational Culture
Organizational culture stands out as a critical area that needs urgent attention. According to the survey, less than one-third of HR leaders have a clear vision for the desired organizational culture, and enforcing this culture at the team level remains challenging. Remarkably, 57% of managers fail to uphold desired cultural values within their teams. To address this, HR leaders should assist teams in translating cultural values into their specific contexts, offering actionable, scenario-based guidance. This can ensure managers model the desired behaviors more effectively, setting a positive example for their teams to follow.
Strategic Workforce Planning
Strategic workforce planning has emerged as another crucial focus, though most organizations’ efforts in this area are still limited to headcount planning. Sixty-six percent of respondents struggle to demonstrate the return on investment for their workforce planning endeavors. Gartner advises HR leaders to break down workforce planning into manageable phases, starting with small pilot projects. Prioritizing these initiatives based on relevance and execution capability, while establishing shared ownership, provides a structured approach that can yield measurable results.
Change Management
Change management remains a significant challenge, with 73% of employees expressing fatigue from ongoing changes and 74% of managers feeling unequipped to lead these changes effectively. To improve change management processes, HR leaders should identify where transformative changes are necessary, collaborate with business leaders to assess the impact of these changes, and pinpoint key influencers to drive change adoption. This targeted approach helps in distributing the change management workload and fosters buy-in from various organizational levels.
HR Technology
A detailed survey conducted by Gartner, Inc. involving 1,403 HR leaders has highlighted the critical challenges they anticipate facing by 2025. Among these, the development of leaders and managers stands out as a top concern. This indicates a growing need for robust training programs and mentorship initiatives to prepare future leaders. The survey also points to the importance of cultivating a strong organizational culture, which emphasizes values, behaviors, and workplace environment. Equally important is strategic workforce planning, which involves forecasting future HR needs in alignment with business goals.
Change management, another significant issue, underscores the necessity for businesses to adapt quickly to evolving market conditions, innovations, and organizational shifts. Additionally, advancements in HR technology are seen as vital, with the integration of new tools and systems essential for streamlining processes and increasing efficiency. These findings provide deep insights into the future of human resources, highlighting key areas that require focus, investment, and ongoing effort to ensure organizational success and resilience.