Top 20 HR trends with supporting data and actionable tips

HR trends for 2025: backed by data and proven strategies

From the rise of AI-powered training to the growing emphasis on employee well-being, the future of HR is defined by innovation and adaptability. Can your organisation navigate these shifts effectively?

In this guide, we outline 20 HR trends anticipated to shape 2025 and beyond. Each trend is supported by recent research and data, offering insight into where the industry is headed. More than just an overview, this guide includes practical steps grounded in the practices of industry leaders for putting these trends into action.

As you explore each trend, you’ll gain a clear view of what lies ahead and practical guidance on how to prepare. Let’s dive into these key trends and examine how they can enhance your HR strategy.

1. The rise of AI-powered training content development

As we venture into 2025, AI-powered training is transforming workforce development by solving the efficiency, scalability, and engagement issues that traditional training methods face. This makes it one of the top HR tech trends to watch out for in the coming year. 

Conventional training demands extensive time and resources from HR and L&D teams, often delaying skill acquisition and making it difficult to adapt content to diverse employee needs. AI addresses these limitations by automating content creation, allowing teams to quickly convert existing documents and guidelines into customised, high-quality training modules. 

With AI-powered training, companies can efficiently scale learning initiatives to meet organisational needs in real-time. This makes it an essential tool for employee development as businesses prepare for several HR trends for 2025.

Supporting data

Lingio’s State of the Frontline Training Report 2024 highlights that 40% of HR teams face significant challenges in course development time. AI solutions can reduce this burden by automating content generation, allowing teams to convert existing materials into engaging courses quickly and efficiently.

Tips to leverage this trend

AI-first training software like Lingio allows organisations to upload any document or keyword and transform it into a complete training course within minutes. For instance, Nobina, a Nordic public transport leader, worked with Lingio to digitise and gamify its employee handbook for over 7,000 bus drivers. This shift to AI-powered training saved considerable time on development and made learning more accessible and engaging for a dispersed workforce.

Further, the value of Lingio for HR extends beyond rapid content creation, enabling companies to provide personalised, interactive learning experiences that cater to the unique needs of frontline teams, thereby improving employee productivity. With features like a Gamified Learning App and multilingual support, Lingio ensures that training is engaging, accessible, and adaptable. For instance, its in-app translations cover over 100 languages, making training more inclusive and effective for diverse workforces.

2. People analytics for strategic HR decisions

As the HR function becomes more data-driven, people analytics is emerging as a powerful tool for strategic decision-making. It involves collecting and analysing data on employee activities, demographics, feedback, and performance, using tools like surveys, tracking software, and HR Information Systems (HRIS). 

By applying statistical methods and machine learning, people analytics uncovers patterns and correlations within this data, allowing managers to understand key factors influencing employee behaviour and outcomes. This can include metrics on engagement levels, productivity, turnover, and diversity, providing a detailed picture of workforce dynamics and helping them make data-backed decisions.

Supporting data

94% of business leaders report that people analytics elevates the HR profession, according to SHRM’s People Analytics research. Additionally, 71% of HR executives who use analytics consider it vital to their overall strategy.

Tips to leverage this trend

• Focus on key metrics: Identify metrics like turnover rates, engagement, and DEI. Adobe, for instance, uses people analytics to strengthen DEI, aligning hiring practices with diversity goals.
• Personalise engagement and retention: Use data to identify drivers of satisfaction. Google, for example, uses analytics to refine its benefits, boosting retention by offering tailored support, such as flexible work options.
• Optimise training with insights: Track training impact to tailor L&D programmes. Lingio LMS, for example, provides advanced training analytics, allowing HR to assess training engagement and effectiveness at both the team and individual levels.

3. Holistic well-being programmes becoming more prevalent

The emphasis on employee well-being and mental health is intensifying, making it one of the emerging trends in HR. The evolving workforce dynamics and the lingering effects of global challenges have underscored the necessity for holistic well-being initiatives. Organisations are recognising that supporting employees' mental, physical, and financial health is not just a moral imperative but also a strategic advantage in attracting and retaining top talent.

Supporting data

According to a report by Mind Share Partners, employers who prioritise both well-being and productivity are better positioned to shape the future workplace. The report highlights that burnout and rising mental health challenges remain pervasive among workers, emphasising the need for proactive well-being strategies.

Tips to leverage this trend

• Integrate well-being into company culture: Embed well-being programmes into the organisational culture by training managers to recognise and support employees' needs and promoting a work environment that values balance and health. Companies like Cisco have implemented "grandparent time off" policies, allowing employees to support their families, thereby fostering a culture of care.
• Promote work-life balance through flexible policies: Implement flexible schedules and dedicated wellness periods. Nike exemplifies this by providing "Summer Fridays" and a dedicated "Well-Being Week" in August, encouraging employees to recharge and maintain balance.
• Provide personalised mental health resources: Offer access to mental health services and wellness stipends. Palo Alto Networks has partnered with Modern Health to provide employees with mental and career coaching, therapy sessions, and a $1,000 annual wellness stipend, supporting comprehensive well-being.

4. The hybrid work model becoming more common

Hybrid and flexible work arrangements are no longer seen as temporary responses to crises but rather as the foundation of modern workplace strategies. More companies are recognising the demand for flexibility as employees now seek balance between home and office work. 

Organisations that fail to adapt to hybrid work risk losing talent to competitors that provide greater autonomy. For HR leaders, the challenge is to create environments that seamlessly blend flexibility with productivity, meeting both the organisation's goals and the workforce's needs.

Supporting data

A 2023 survey by FlexJobs revealed that 65% of employees prefer a hybrid work model, blending remote and in-office work. Additionally, Gartner reports that organisations implementing human-centric hybrid models experience a 28% increase in employee performance. These statistics underscore the growing importance of flexible work arrangements in the modern workplace.

Tips to leverage this trend

• Foster an inclusive culture: Create initiatives that promote inclusivity and engagement among all employees. Salesforce, for instance, has redesigned its offices to support collaboration and flexibility, focusing on creating spaces that foster innovation and teamwork.
• Emphasise outcome-based performance over hours spent: Shift management focus from monitoring hours worked to assessing project outcomes and quality. This approach empowers employees to work flexibly while ensuring accountability. Microsoft, for example, encourages a "flexible work" model that allows employees to spend part of their week working remotely, emphasising goals and results rather than hours at a desk.

5. Upskilling and reskilling as a competitive strategy

As we approach 2025, upskilling and reskilling have become pivotal strategies for organisations aiming to maintain a competitive edge. The rapid evolution of technology and shifting market demands necessitate that HR leaders proactively address skill gaps, particularly in digital and technological domains, to ensure their workforce remains relevant and capable. 

Companies that prioritise continuous skill development are better positioned to navigate future disruptions. Those that neglect this imperative risk obsolescence.

Supporting data

The International Monetary Fund predicts that AI could impact nearly 40% of jobs worldwide, with advanced economies experiencing about 60% exposure. This projection emphasises the necessity for organisations to equip their workforce with AI-related skills to adapt to technological changes. The World Economic Forum's "Future of Jobs Report 2023" highlights that nearly 44% of workers' core skills are expected to change by 2027, underscoring the urgency for upskilling and reskilling initiatives.

Tips to leverage this trend

• Implement continuous learning programmes: Establish ongoing training initiatives that focus on emerging technologies and digital competencies. For example, Amazon committed $1.2 billion to provide 300,000 employees with access to education and skills training programmes through its Upskilling 2025 pledge.
• Utilise AI-powered training tools: Adopt platforms that leverage artificial intelligence to create personalised learning experiences. For example, Lingio's AI Course Creation Tool enables HR departments to swiftly develop and distribute training courses tailored to the evolving needs of the workforce.
• Conduct regular skills assessments: Regularly evaluate the current skill sets within the organisation to identify gaps and areas for development. This proactive approach allows companies to address deficiencies before they impact performance.

6. Embedding of DEI principles into workforce building

The transformation of Diversity, Equity, and Inclusion (DEI) from isolated initiatives to core business strategy is reaching a critical turning point. Organisations are recognising that DEI isn't just about meeting quotas or running training programmes. It's about creating sustainable competitive advantages through diverse perspectives and inclusive practices. 

This shift is being driven by mounting evidence that diverse companies consistently outperform their peers. This is coupled with increasing expectations from employees, customers, and investors for meaningful DEI progress.

Supporting data

Research indicates that companies with diverse executive teams are 36% more likely to outperform their peers in profitability. Additionally, organisations with inclusive cultures report a 22% lower turnover rate, underscoring the link between DEI and employee retention.

Tips to leverage this trend

• Deploy AI-powered bias detection in talent processes: Implement advanced AI tools for HR to identify and eliminate unconscious bias in job descriptions, resume screening, and performance reviews. Microsoft has integrated AI-powered inclusivity checkers into their hiring workflow, resulting in a 20% increase in diverse candidate pipeline.
• Create accountability through transparent DEI metrics: Establish clear DEI goals and regularly share progress with stakeholders. Companies like Accenture publicly share their diversity goals and progress, including their commitment to achieve gender parity in their workforce by 2025.
• Integrate DEI into leadership development: Incorporate DEI principles into leadership training to ensure leaders are equipped to foster inclusive environments. McKinsey emphasises the importance of aligning DEI aspirations with the company's overall mission and strategy.

7. Automation taking over more HR tasks

The landscape of HR operations is undergoing a fundamental shift as organisations increasingly recognise the transformative potential of intelligent automation. This evolution goes beyond simple task automation, incorporating artificial intelligence and machine learning to handle complex HR processes end-to-end. 
HR automation will become more sophisticated, enabling companies to streamline everything from recruitment and onboarding to performance management and compliance monitoring. This is all while significantly reducing manual intervention and human error.

Supporting data

Organisations implementing HR automation have reported a 30% reduction in administrative costs for HR professionals and a 49% decrease for employers.

Tips to leverage this trend

• Streamline performance management: Deploy AI tools to monitor employee performance, set objectives, and provide real-time feedback. HappyFresh integrated OKR and performance management into a single environment using an automation tool, resulting in time savings and convenient, auto-generated reports.
• Ensure compliance and policy management: Use AI to monitor and enforce adherence to company policies and regulatory requirements. IBM implemented intelligent automation to process promotions, reducing processing time from 10 weeks to 5 weeks and saving 12,000 hours in a single quarter.
• Automate HR inquiries: Deploy AI chatbots to handle routine HR questions, freeing up HR staff for strategic tasks. Care.com integrated a chatbot into its Slack channel, enabling instant responses to employee inquiries about HR policies.

8. Gamified learning to boost engagement

To combat low engagement and skill gaps, many organisations are turning to gamified learning, a method that blends learning with interactive, game-like experiences. This approach not only increases employee participation and retention but also enhances learning outcomes by making training enjoyable. Gamified learning solutions, accessible on mobile devices and incorporating features like rewards, real-world scenarios, and interactive quizzes, are positioned to reshape employee development strategies in 2025.

Supporting data

A study published in the EPRA International Journal of Research & Development indicated that gamified training methods significantly outperform traditional methods in terms of engagement, motivation, and knowledge retention.

Learning from Scandic Hotels' success story using Lingio’s gamification features

Scandic Hotels, a leading hospitality chain operating 280 hotels across six countries, serves as a prime example of how gamified learning can bridge skill gaps in diverse teams. Faced with the challenge of unifying a multilingual workforce, Scandic implemented Lingio’s gamified training platform to empower employees in learning professional Swedish. 

By integrating engaging, scenario-based learning experiences directly relevant to the hotel industry, Scandic not only improved language skills but also enhanced cross-functional communication across its locations.

Louise Bergsten, a communicator at Scandic, recognised Lingio’s potential from day one:

“I really believe in the app, especially since they use gamification that makes learning skills fun for the course participants and encourages continuous learning,” Louise says.

9. Preference for connected HR systems

The fragmented nature of HR technology is undergoing a fundamental transformation as organisations move towards unified, interconnected systems. Forward-thinking companies are now moving towards unified HR platforms that connect core functions like recruitment, onboarding, and performance management with broader business systems (CRM, ERP, project tools). This integration enables real-time data access, automated workflows, and data-driven decision making across the employee lifecycle.

Supporting data

According to Gartner's 2025 HR trends report, 55% of HR leaders acknowledge that their current technologies fail to meet evolving business needs, underscoring the necessity for integrated solutions.

Tips to leverage this trend

• Implement single sign-on (SSO) and unified employee portals: Create a seamless user experience through consolidated access points. For example, Microsoft leverages its own technology to provide employees with a unified portal for all HR services, reducing time spent on administrative tasks by 30%.
• Adopt cloud-based HR solutions: Cloud technology ensures scalability, compliance, and flexibility in HR operations. Heidelberger Druckmaschinen AG transformed their global HR processes by adopting the Workday platform, achieving a holistic, up-to-date view of HR data across 40 countries and boosting self-service capabilities for 10,000 employees.

10. Companies shifting from one-size-fits-all to individualised employee journeys

The traditional one-size-fits-all approach to employee experience is rapidly becoming obsolete. Companies will increasingly leverage technology to deliver personalised employee experiences (EX) throughout the employee lifecycle - from customised onboarding journeys to AI-driven learning paths and tailored benefits packages. This shift is driven by growing evidence that personalised experiences lead to higher engagement, better retention, and improved productivity.

Supporting data

A recent report by Qualtrics highlights that employees are more engaged when their employer's culture and processes empower them and make it easier to do their jobs. Additionally, a study by AIHR indicates that engaged organisations see 59% less employee turnover, underscoring the impact of personalised experiences on retention.

Tips to leverage this trend

• Use digital platforms for personalised communication: Implement intranet solutions that provide tailored content and resources to employees. Shell introduced "The Hub," a Unily intranet platform, transforming internal communications and delivering a personalised workplace experience to over 82,000 employees across 70+ countries, resulting in significant productivity gains and enhanced collaboration.
• Focus on key employee journey touchpoints: Identify and enhance critical moments in the employee lifecycle to improve engagement. For example, Rich's Products adopted a "Moments That Matter" approach to co-create an employee experience framework with its workforce, leading to improved communication and engagement.

11. Language barriers in corporate training diminishing with multi-lingual course content

As organisations continue to expand globally and embrace diverse workforces, the need for accessible, multilingual training solutions is becoming increasingly critical. By 2025, companies will need to ensure their learning and development initiatives are available in multiple languages to support their international teams effectively. 

This shift isn't just about simple translation. It's about creating culturally nuanced, industry-specific training content that resonates with employees across different regions and language backgrounds.

Supporting data 

A report by the American Council on the Teaching of Foreign Languages (ACTFL) found that 9 out of 10 employers rely on employees with language skills other than English, and 56% anticipate their foreign language demand will increase in the next five years.

How to get started with multi-lingual training?

Frontline training software like Lingio has made accessible in-app language translation features that support over 100 languages, translating industry-specific terminology directly, creating a smoother learning experience. This makes training accessible for dispersed workforces, fostering inclusivity and alignment across language barriers.

ISS, a global leader in facility management, partnered with Lingio to strengthen its employees' language skills, supporting greater cohesion and integration across its workforce. With over 100 nationalities represented in its Swedish workforce alone, ISS recognised the need for accessible, multilingual training to enhance employee engagement and service quality. Since implementing Lingio’s language courses, ISS has seen improved team communication and stronger bonds among colleagues and clients.

12. Sustainable HR practices will become a key differentiator in talent attraction

The intersection of environmental sustainability and human resources is rapidly evolving beyond basic corporate social responsibility initiatives. Organisations are recognising that environmental consciousness must be woven into the fabric of HR strategies to meet both ecological imperatives and employee expectations. 

This transformation is driven by mounting environmental concerns, increasing regulatory pressure, and a workforce that increasingly values corporate environmental responsibility. Gen Z and Millennial employees, in particular, are showing strong preferences for employers who demonstrate genuine commitment to sustainability.

Supporting data 

IBM's Institute for Business Value study reveals that 71% of employees and employment seekers say environmentally sustainable companies are more attractive employers.

Tips to leverage this trend

• Optimise operational efficiency through technology: Implement AI-driven systems to enhance logistics and reduce environmental impact. For instance, UPS developed the On-Road Integrated Optimisation and Navigation (ORION) system, an AI-powered route optimisation tool designed to minimise delivery distances and fuel consumption.
• Implement comprehensive sustainability initiatives: Accenture exemplifies this approach by committing to net-zero emissions by 2025, sourcing 100% renewable electricity, and investing in nature-based carbon removal projects. Additionally, they aim to reuse or recycle all e-waste and office furniture by 2025 and have developed water resiliency plans for facilities in high-risk areas.

13. AI-powered hiring will become the new normal

The traditional recruitment landscape is undergoing a dramatic transformation as artificial intelligence emerges as a game-changing force in talent acquisition. As organisations face increasing pressure to identify and secure top talent quickly and efficiently, AI-driven recruitment solutions are becoming indispensable. 

These technologies are revolutionising everything from candidate sourcing and screening to interview scheduling and assessment. This enables HR teams to make faster, more informed hiring decisions while significantly improving the candidate experience.

Supporting data 

A recent report by Korn Ferry highlights that 67% of talent acquisition professionals anticipate increased AI usage as one of the top HR automation trends, underscoring its growing significance in recruitment strategies. Furthermore, LinkedIn's Future of Recruiting Report 2024 states that 62% of recruiting professionals express optimism about AI's impact on recruitment.

Tips to leverage this trend

• Enhance candidate experience with AI-driven chatbots: For example, Hilton Worldwide developed an AI chatbot that improved their recruitment process by efficiently handling candidate interactions and scheduling, leading to a more efficient hiring process and an enhanced candidate experience.
• Leverage AI for skills matching and internal mobility: For instance, IBM implemented AI-based tools to identify "skill adjacencies" and suggest roles that align with existing skills while offering growth opportunities. This approach enhanced internal mobility and retention rates, creating a more agile workforce by proactively aligning talent with evolving business needs and reducing reliance on external hiring.

14. Continuous employee feedback loops will be in place

Employee feedback is evolving from annual surveys to continuous, real-time listening mechanisms that capture the authentic voice of employees when it matters most. As organisations navigate hybrid work environments and increasing employee expectations for transparency, traditional annual engagement surveys are proving insufficient. 

In 2025, we'll see a fundamental shift toward technology-enabled continuous feedback loops that allow organisations to detect and address employee concerns proactively, rather than reactively.

Supporting data 

A recent study by CultureMonkey revealed that 60% of employees desire feedback on a daily or weekly basis, underscoring the need for more frequent communication channels. Additionally, Gallup's research indicates that fast feedback can boost employee engagement nearly fourfold, highlighting its critical role in modern workplaces.

Tips to leverage this trend

• Use digital feedback platforms: Adopt tools that facilitate continuous feedback, allowing employees to share insights and concerns in real-time. For instance, companies like Sogolytics have integrated such platforms to foster a culture of constructive feedback, enhancing employee engagement and satisfaction.
• Implement regular check-ins: Adobe replaced annual appraisals with the "Check-In" system, facilitating real-time discussions on performance and career development. This approach led to a 30% improvement in employee retention rates, as individuals felt more valued and connected to their work.

15. Immersive technologies (AR/VR) for workplace learning

Virtual and augmented reality are transforming corporate training from traditional classroom-style learning to immersive, experiential education. As we move into 2025, these technologies are becoming more accessible and cost-effective, allowing organisations to create risk-free environments for practising complex procedures, dangerous operations, and soft skills scenarios.

Supporting data 

The global AR and VR market is projected to reach $72.8 billion by 2024, with a significant portion attributed to training applications. Moreover, learners who participate in VR training exhibit a 275% boost in confidence to apply their acquired skills, outperforming traditional classroom and e-learning methods by 40% and 35%, respectively. This highlights VR's superior effectiveness in reinforcing knowledge.

Tips to leverage this trend

• Implement VR for safety training: Utilise VR to simulate dangerous scenarios, allowing employees to practise responses without real-world risks. For instance, ExxonMobil employs VR for safety training, enabling users to engage multiple senses in a controlled environment.
• Incorporate VR in technical training: Apply VR to teach complex technical skills, such as equipment maintenance or assembly processes. Boeing uses VR to train mechanics in the assembly and installation of landing gear for their 737 aircraft.

16. Privacy-first approach in employee data management

The intersection of HR technology and data privacy is becoming increasingly complex. With the proliferation of HR tech solutions, remote work technologies, and employee monitoring tools, organisations are collecting unprecedented amounts of employee data. This shift, combined with stricter global privacy regulations and growing employee awareness about data rights, is forcing HR teams to fundamentally rethink their approach to data management and compliance.

Supporting data 

A 2023 survey by BambooHR revealed that 65% of employees trust their HR departments to manage personal data properly. However, 34% trust other entities more, highlighting the need for HR to enhance data protection measures. Notably, 31% of HR managers acknowledged the necessity for better employee data protection.

Tips to leverage this trend

• Develop a comprehensive data privacy policy: Establish a clear policy outlining data collection, usage, storage, and disposal practices. This policy should be communicated to all employees to ensure transparency and adherence. For instance, BambooHR emphasises the importance of a corporate confidentiality policy to build trust and strengthen employer-employee relationships.
• Implement role-based access controls (RBAC): Restrict access to sensitive HR data based on job roles to minimise exposure. Regularly review and update access permissions to maintain security. Companies like ADP advocate for such measures to ensure data protection by design.
• Perform regular audits and assessments: Regularly audit data management practices to identify vulnerabilities and ensure compliance with data protection regulations. This proactive approach helps in mitigating risks and maintaining data integrity.

17. Elevating employer branding and employee value proposition (EVP)

Organisations are increasingly recognising the critical role of a robust employer brand and a compelling Employee Value Proposition (EVP) in attracting and retaining top talent. In a competitive job market, a well-defined employer brand not only differentiates a company but also fosters employee loyalty and engagement. The evolution of social media and employer review platforms like Glassdoor has created unprecedented transparency, making it crucial for companies to align their external employer brand with internal reality.

Supporting data 

According to a report by LinkedIn, 75% of job seekers consider an employer’s brand before even applying for a job. Additionally, companies with a strong employer brand see a 50% increase in qualified applicants and a 28% reduction in employee turnover.

Tips to leverage this trend

• Post on social media for authentic storytelling: Utilise platforms like LinkedIn, Instagram, and Twitter to share authentic stories about company culture, employee experiences, and organisational values. For instance, Airbnb's "Belong Anywhere" campaign effectively showcases inclusivity and the power of belonging through employee and host stories.
• Develop a comprehensive career website: Create a dedicated careers section on your website that highlights the EVP, showcases employee testimonials, and provides insights into the company culture. Unilever's career page offers a transparent view of their culture, growth opportunities, and employee benefits, making it attractive to potential candidates.
• Encourage employee advocacy: Empower employees to share their positive work experiences on social media and professional networks. For example, Dell's employee advocacy program encourages employees to share content about their work and company culture, significantly amplifying their brand reach and authenticity.

18. Predictive AI for talent forecasting and succession planning

As organisations face increasingly complex talent challenges, from rapid skill obsolescence to dynamic market demands, AI-driven predictive analytics is emerging as the cornerstone of strategic workforce planning. This technology enables HR leaders to forecast talent needs, identify potential skill gaps, and develop targeted intervention strategies months or even years in advance, transforming reactive HR practices into proactive talent strategies.

Supporting data 

According to PeopleHum, 89% of HR leaders believe predictive analytics is vital for the future of HR management, underscoring its growing significance in strategic planning.

Tips to leverage this trend

• Develop data-driven succession plans: For example, Johnson & Johnson utilised data analytics to reassess their hiring strategies, leading to a 20% increase in new graduate hires and improved employee retention.
• Proactively identify at-risk employees: Leverage predictive models to identify employees who may be at risk of leaving due to low engagement, stagnant growth opportunities, or job dissatisfaction. This enables HR to intervene with personalised development or retention plans, reducing turnover and preserving key talent.
• Assess future skill demands by role and function: Analyse historical data to forecast the specific skills that will be critical for each role in the future. For example, if data shows a rising demand for digital marketing, HR can start reskilling employees accordingly, ensuring the organisation is prepared for emerging trends.

19. AI-powered onboarding workflows

Traditional onboarding methods often fall short in engaging new hires and ensuring a seamless integration into the company culture, especially when face-to-face interactions are limited. 

By leveraging AI technologies, companies can create personalised, efficient, and engaging onboarding experiences that cater to the unique needs of each employee, thereby enhancing retention and accelerating productivity.

Supporting data 

According to Preply, artificial intelligence is expected to significantly influence recruitment and onboarding by 2025, with tools aimed at enhancing candidate sourcing, screening, and selection. Additionally, an Oracle survey reveals that 52% of HR professionals anticipate AI will substantially affect their roles, and 40% report current utilisation of AI in recruitment and onboarding.

Tips to leverage this trend

• Embrace AI-driven onboarding tools like Lingio: Lingio's platform offers a streamlined, gamified approach to onboarding, transforming traditional training materials into interactive, engaging courses that employees can complete on mobile devices. New hires benefit from features like quizzes, real-life simulations, and language support for international teams, ensuring a tailored onboarding experience that enhances engagement. Lingio reports up to 12x higher course completion rates, making it a powerful solution for companies aiming to improve their onboarding impact.
• Utilise data to personalise onboarding experiences: Leverage AI insights from Lingio's Coaching and Tracking Portal to monitor new hire progress, identify learning gaps, and provide timely feedback. By analysing completion rates and knowledge retention, HR can make informed adjustments to the onboarding process, ensuring all employees are well-prepared and engaged from day one.

20. Employee empowerment through self-service HR tools

As organisations strive for efficiency and enhanced employee engagement, the adoption of self-service HR tools is among the HR software trends enhancing engagement and autonomy. These platforms empower employees to independently manage various HR-related tasks such as personal information updates, benefits enrolment, and training, thereby reducing the administrative load on HR departments and fostering a culture of autonomy and responsibility.

Supporting data 

A recent survey revealed that 81% of HR professionals utilising AI and self-service tools reported increased efficiency and a greater capacity for interpersonal connections. Additionally, Gartner's report on top HR focus areas for 2025 emphasises the importance of optimising HR technology to meet evolving business needs.

Tips to leverage this trend

• Implement user-friendly self-service platforms: Adopt intuitive HR systems that allow employees to manage their personal information, benefits, and training. For instance, GlaxoSmithKline transformed its HR services by optimising Workday functions and implementing ServiceNow, enhancing the employee experience and streamlining HR processes.
• Monitor usage and engagement metrics: Regularly track how employees are utilising the self-service tools. Analyse usage patterns to identify areas for enhancement and to measure the impact on HR efficiency and employee adoption.

Looking forward into 2025: Tap into the trends that matter to your company

The future of HR is full of dynamic changes, and each trend covered here offers a unique opportunity for HR teams to build more resilient, adaptable, and engaging workplaces as we transition into 2025. Staying ahead means not only understanding these future HR trends but actively integrating them into your company’s strategy in ways that align with your unique goals and workforce needs.

For companies with frontline employees, adopting the right tools is key. Lingio’s AI-powered, mobile-first training platform is built for deskless workforces, offering tailored, multilingual training that meets the needs of diverse employees.

Request a demo to see how Lingio can enhance your training, development, and employee engagement.

FAQs

1. What are HR trends, and why are they important?

HR trends are the evolving practices and strategies in human resources that address current and future challenges in the workforce. They are important because they help organisations stay competitive, adapt to changes, and meet employee expectations.

2. What are the latest HR trends in technology for 2025?

Some of the latest HR technology trends for 2025 include AI-powered recruitment and training tools, integrated HR platforms, automation of HR processes, adoption of cloud-based solutions, and the use of AR/VR for immersive learning experiences.

3. Why is it important to stay informed about global HR trends?

Staying informed about global HR industry trends allows organisations to adopt best practices from around the world, remain competitive in the global market, and effectively manage a diverse workforce.

4. What are the key HR management trends to watch in 2025?

Key HR management trends in 2025 include a focus on employee well-being, the adoption of hybrid work models, the emphasis on upskilling and reskilling employees, integrating DEI principles into workforce building, and leveraging people analytics for strategic decision-making. Understanding these HR management trends helps organisations to effectively lead their workforce, adapt to changes, and maintain a competitive edge.

5. How to stay up to date with HR trends?

Staying up to date with current HR trends involves regularly engaging with industry publications, attending webinars and conferences, participating in professional HR networks, and following thought leaders in the HR space online. Reading comprehensive guides like this blog on 2025 HR trends is also an effective way to stay informed about the latest developments in human resources. Continuous learning and adaptation are key to staying ahead in the ever-evolving field of human resources.