2025 年人力资源的主要重点领域以及如何在这些领域中脱颖而出
2025 年的人力资源重点领域，根据 1,400+ 位同行的数据
从塑造强大的领导力到采用新技术，了解 60+ 个国家/地区和所有主要行业的 1,400 多名 HR 领导者的 HR 计划的优先级。
经济变化、劳动力不确定性和不断变化的业务需求是 HR 在 2025 年的工作重点。对 AI 生产力和人才短缺的担忧加剧了紧迫性，这使得领导力发展、文化调整和技术优化成为未来的关键重点领域。
人力资源重点领域
随着企业为未来做准备，人力资源领导者必须重新定义他们的重点，以解决2025 年及以后的战略重点。关键领域包括培养管理者、嵌入组织文化、战略性劳动力规划、管理变革和优化人力资源技术。
1. 领导者和管理者发展
2025 年的首要人力资源重点是培养有能力承担日益增长的责任的领导者。根据 Gartner 的调查，75% 的人力资源领导者认为管理者不堪重负，而 70% 的人力资源领导者表示，他们目前的领导力计划没有让管理者为未来做好准备。
策略：采用持续开发模型，强调通过实际挑战进行实践学习。超越传统的领导力研讨会，促进同行联系并将学习机会嵌入日常工作中，使管理者能够培养更强的领导技能并为未来的需求做好准备。
2. 组织文化
大多数 HR 领导者都认识到文化的重要性，但使愿景与现实保持一致仍然是一项 HR 挑战。Gartner 研究发现，57% 的人力资源领导者认为管理者没有执行公司的文化，而 53% 的人表示，领导者觉得没有责任来展示文化价值观。
策略：为了在整个员工体验中激活文化价值观，人力资源领导者必须清楚地传达支持所需文化的行为，并让各级领导负责展示这些价值观。
3. 战略性劳动力规划
尽管劳动力市场发生了重大变化，但大多数组织仍然依赖于基于员工人数的规划，这限制了他们预测未来人才需求的能力。事实上，只有 15% 的公司参与战略性劳动力规划，这使得 HR 在使人才与长期业务目标保持一致的能力方面存在巨大差距。
策略：实施分阶段、以能力为中心的劳动力规划方法。通过关注员工人数之外，人力资源部门可以确定满足未来需求所需的关键技能，并根据需要制定培养、购买或借用人才的战略。
4. 变更管理
随着员工和领导者面临快速转型（从工作模式转变为新技术），73% 的 HR 领导者表示，他们的员工正在经历变革疲劳。此外，74% 的受访者认为，管理者没有充分的能力来领导变革，这让转型工作进一步复杂化。
策略：在领导者中培养变革管理技能。识别内部变革影响因素有助于减轻转型的负担。与其执行自上而下的要求，不如让员工能够掌控变革，以提高敬业度并确保更可持续的结果。
5. 人力资源技术
随着组织寻求简化运营和提高生产力，优化 HR 技术是 HR 日益关注的重点。然而，55% 的 HR 领导者表示，他们当前的技术无法满足不断变化的业务需求，51% 的 HR 领导者无法衡量其技术投资的投资回报率。
策略：与其只关注短期的效率提升，不如投资于具有长期价值和创新的技术。生成式 AI等新兴解决方案有可能通过简化流程、改进决策和增强员工体验来改变HR 运营。实施用户友好的工具还将提高员工的采用率，并最大限度地提高 HR 技术投资回报。
要更深入地了解这些 HR 重点领域，请下载完整报告，获取专家建议和实用工具，以推动 2025 年的成功。
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HR focus areas for 2025, according to 1,400+ of your peers
From shaping strong leadership to embracing new technology, understand the prioritization of HR initiatives of over 1,400 HR leaders across 60+ countries and all major industries.
Economic shifts, workforce uncertainty and evolving business needs are driving HR’s focus for 2025. Concerns about AI productivity and talent shortages add to the urgency, making leadership development, culture alignment and technology optimization critical areas of focus for the future.
Key HR Focus Areas
As businesses prepare for the future, HR leaders must redefine their focus to addressstrategic priorities in 2025and beyond. Key areas include developing managers, embeddingorganizational culture, strategic workforce planning, managing change and optimizingHR technology.
1. Leader and manager development
A top HR focus in 2025 is developing leaders equipped to handle growing responsibilities. According to Gartner’s survey, 75% of HR leaders believe managers are overwhelmed, while 70% report their current leadership programs are not preparing managers for the future.
Strategy:Adopt a continuous development model that emphasizes practical learning through real-world challenges. Moving beyond traditional leadership seminars to foster peer connections and embed learning opportunities into daily work allows managers to build stronger leadership skills and prepare for future demands.
2. Organizational culture
Most HR leaders recognize the importance of culture — but aligning the vision with reality remains an HR challenge. Gartner research finds that 57% of HR leaders believe managers do not enforce the company’s culture, while 53% say leaders don’t feel accountable for demonstrating cultural values.
Strategy:To activate cultural values throughout the employee experience, HR leaders must clearly communicate the behaviors that support the desired culture and hold all levels of leadership accountable for demonstrating these values.
3. Strategic workforce planning
Although the labor market has undergone significant shifts, most organizations still rely on headcount-based planning, which limits their ability to anticipate futuretalent needs. In fact, only 15% of companies engage in strategic workforce planning, leaving a significant gap in HR’s ability to align talent with long-term business goals.
Strategy:Implement a phased, capability-focused approach to workforce planning. By looking beyond headcount, HR can identify the critical skills required to meet future demands and develop strategies to build, buy or borrow talent as needed.
4. Change management
With employees and leaders facing rapid transformations — from shifting work models to new technologies — 73% of HR leaders say their employees are experiencing change fatigue. Additionally, 74% agree that managers are not adequately equipped to lead change, further complicating transformation efforts.
Strategy:Building change management skills among leaders. Identifying internal change influencers can help ease the burden of transformation. Instead of enforcing top-down mandates, empower employees to take ownership of changes to boost engagement and ensure more sustainable outcomes.
5. HR technology
Optimizing HR technology is a growing HR focus as organizations seek to streamline operations and enhance productivity. Yet 55% of HR leaders report their current technologies don’t meet evolving business needs, and 51% cannot measure the ROI of their technology investments.
Strategy:Rather than focusing solely on short-term efficiency gains, invest in technologies that offer long-term value and innovation. Emerging solutions, such asgenerative AI, have the potential to transformHR operationsby streamlining processes, improving decision making and enhancing theemployee experience. Implementing user-friendly tools will also increase adoption rates among employees and maximize the return on HR technology investments.
For a deeper dive into each of these HR focus areas, download the full report for expert recommendations and practical tools to drive success in 2025.
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