How to create your HR vision for 2025

A strong one HR vision for 2025 helps your organization not only meet the challenges of the current labor market, but also the most important HR trends to be used tomorrow. In this blog, we show you how to create an effective vision for 2025, responding to the HR challenges and opportunities of the future.

Part 1: HR Trends 2025 & Challenges

Technological Developments

Technology is changing faster than ever. HR remains in the adoption of A.I and new technology is quite behind. As a result, HR loses strength in the organization. Automation, artificial intelligence (AI) and digitization have an enormous impact on the labor market. Organizations need to understand how these technological developments changing the nature of work. This is not only about replacing human work with machines, but also about the creation of new functions, the need for new training and the acceleration of HR processes.

Demographic Changes

The composition of our workforce is changing. An aging population means that more employees will retire later, offering both opportunities and challenges. With the rise of a new generation with unique needs, the expectations for you as an employer are also changing. Understanding needs is therefore more important than ever.

As a result of these changes, the diversity of opinions, expectations and needs is increasing. Deepler’s Smart Surveys help to objectively identify and respond to these changing needs.

Flexibility and Work-Life Balance

Employees are increasingly demanding flexibility in their work. This includes not only the ability to work from home, but also flexible working hours and a better work-life balance. People no longer look up when an employee asks if he or she can work from Bali for 2 months. This trend has been accelerated by the COVID-19 pandemic and remains an important factor in the attractiveness of employers and thus has a direct effect on the effectiveness of recruitment.

Sustainability and Social Responsibility

There is a growing expectation that companies act socially responsibly. Even better: for many organizations, this reporting on sustainability is even mandatory. This not only means acting in an environmentally friendly way, but also ethical business practices and contributing to the community. This report often focuses on CO2 emissions, but it also needs to be reported on social aspects.

Part 2: How to formulate an HR Vision for 2025

Step 1: Understand Trends and Challenges

Analyze how the HR trends described above apply specifically to your organization. Here you can organize a brainstorming session with colleagues to discuss these challenges. In addition, take a look at the strategic objectives that you see further. By aligning with the goals of the organization, execution and justification for the budget become easier. That way, you will also have the opportunity to implement your HR vision next year.

Step 2: Involve Your Team

Listen to your collaborators

Organize regular feedback sessions and use surveys to understand what your employees care about and what expectations they have of you as an employer. Tools like Deepler can help with this and they are a good tool for monitoring your hr vision.

Create a Vision Committee

Set up a committee with representatives from different departments and teams. This group can help shape the vision and ensure broad support. Be on time, because at the end of the year, no one has more focus and attention to contribute properly.

Step 3: Formulate your HR Vision

Core Values and Mission

Define your organization’s core values and make sure your vision aligns with them. Ask questions like:

1. What are the key points we want to promote with our HR policy in 2025?
2. How can we integrate these values into our daily work and what does it take to achieve this?

Clear and Specific Goals

Set SMART Goals (Specific, Measurable, Acceptable, Realistic, Time-Bound) For example:

1. “By the end of 2025, we want to upskill 30% of our employees annually in digital skills about AI.”
2. “We aim to reach a 40% diversity rate in leadership positions by 2025.”
3. “We aim to have developed a job-related training plan for each job description by the summer of 2025.”

A clear goal not only helps you stay sharp yourself, but with this goal, you also show the organization what you are doing.

Step 4: Develop an Action Plan

Training and Development

Invest in targeted training programs. Use platforms like LinkedIn Learning, Udemy or other LM systems for continuous development.

Culture and Work Environment

Psychological safety is extremely important. It ensures that everyone dares to provide input. You need this input to evaluate whether your policy is being properly embraced and implemented.

Innovative Recruitment Strategies

Use data analysis and AI to improve your recruitment process. Software like Greenhouse and Pera can help identify the best candidates. In turn, Carv helps automate administrative tasks in recruitment.

Step 5: Monitor and Evaluate

Regular Evaluation

Monitor the progress of your goals with KPIs and adjust them where necessary. Use dashboards and reports to monitor performance. To monitor the needs of employees and to see if you meet the expectations of employees, you can use Deepler.

Feedback mechanisms

Implement a continuous feedback system, such as weekly check-ins and anonymous feedback opportunities, to listen to your employees and ensure their engagement.

Conclusion

A strong HR vision for 2025 helps your organization not only meet today’s challenges, but also be prepared for the future. By Understanding HR trends, involving your team, setting clear goals, developing an action plan and evaluating it regularly, you can create a good HR strategy that protects your organization from the challenges ahead.

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