What are the Top Priorities for HR Leaders in 2025?
Aon Learning Center
Delivering SHRM, ATD & HRCI- Accredited HR Training & Leadership Development Programs That Drive Business Results
The problem today is that the traditional leadership development approaches aren’t cutting it.
Only 36% of HR leaders think their organization’s current leadership development programs are effective at preparing leaders for future challenges.
23% of HR leaders are confident there are rising leaders who can meet the future needs of the organization.
Seventy-one percent of HR leaders don’t think they are effectively developing their midlevel leaders according to the 2024 Gartner Leadership Bench Strength and Leader Learning HR Leader Survey.
What can we do then?
We need to address the leadership development method. In order to support ongoing development, people need time to build lasting connections via relationship-building events after leaders have had time to apply teachings from learning engagement.
When this is done on a day-to-day basis it strengthens connections and supports navigating shared challenges.
Through this approach there is a possibility for a thought-provoking, trusted, lasting peer connections that leaders feel they can leverage to support their ongoing development.
Leaders who have utilized?peer-connection-based learning experiences are 18% more likely?to be enterprise leaders - According to 2024 Gartner Leadership Development Leader Survey
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The struggle to activate culture successfully in organizations.
Ninety-seven percent of CHROs want to change some aspect of their organization’s culture. There is a significant amount of challenge to align beyond the organization's dream?with reality and bring culture to life in day-to-day work.
When the culture of the team is poorly managed, it takes a strike at customer satisfaction, profitability, performance of the employees and their retention.
What is the new step then?
Organizations need to embed culture in organizational values.
The best organizations understand that the key to activating culture lies in equipping leaders at all levels of the organization to embed culture into the values, behaviors and processes that ensure accountabilities for all.
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There is a rising need to plan your workforce in today' world.
Only 15% of organizations currently practice strategic workforce planning. With the rising need, Strategic workforce planning (SWP) looks like can be overwhelming and difficult task to achieve.
Workforce planning is sometime narrowed down to headcount planning, but the truth of the matter is this limits HR’s ability to plan for and respond to changing circumstances (e.g., competitor moves, M&A, recession, pandemics, etc.) and limits HR’s ability to align with business-critical initiatives.
What to do to break this inconsistent and non-scalable process in SWP?
The most successful organizations implement a phased “crawl, walk, run” approach to achieving maturity in SWP — gradually expanding the scope and complexity through small “phases” or pilots.?
Breaking it down to the 4 categories helps strategize our workforce planning, according to Gartner. Deliverables, Data, Talent strategies and Staffing.
Enterprise-level change is a hard one too, this is needed to prioritize by growing Organizations.
It is close to impossible and in most cases not possible for employees to adopt to one change completely before the next one arrives.
Executive leaders must understand how this growing volume of change leads to change fatigue, how it affects business outcomes and how to manage it during periods of transformation.
What to follow to?navigate a complex change on an Enterprise level?
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Technology strategies that are focused on capacity management or automation alone, needs attention.
According to Gartner, only 1/3 of HR leaders receive substantial support for tech that does not directly drive efficiency and?only 25% of HR leaders agree their staff thinks about how tech can change HR for the future.
In order to get the best out of Technology for HRs?to maximize business impact organizations can consider these strategic workflows
Many Organizations have adopted and prioritized one or all of these top prioritizes to see significant improvement in their companies.
Partner with Aon Learning Center to learn more on how to equip our HRs and improve HR business practices.