Back To 2024: A Springboard To 2025
At the end of 2024, the Flexia team took stock of the dominant trends in human resources. We observed that exchanges with our customers and partners focused mainly on four major issues:
- Psychological health at work Psychological health at work: companies have stepped up their initiatives to support employee well-being.
- Hybrid working The combination of telecommuting and face-to-face working has become standard practice in many sectors.
- The integration of HR technologies Artificial intelligence (AI) and automation have revolutionized recruitment and talent management.
- Focus on diversity, equity and inclusion (EDI) Diversity: efforts to build more inclusive work environments have multiplied.
These themes will remain central in 2025, but how will they evolve?
Key HR Trends To Watch In 2025
1. More flexible working environments
75% of employees believe that flexibility at work improves their satisfaction and productivity (O.C. Tanner, 2024)
The hybrid work is no longer enough: employees are looking for working conditions tailored to their individual needs. Schedules, workplaces and even work rhythms are becoming more personalized.
Why is this crucial?
- Talent retention Greater flexibility gives employees a greater sense of control, which in turn reduces their intention to leave the organization(Carrefour RH, 2024).
- Productivity and commitment Greater autonomy boosts employee involvement.
Challenges for companies In 2025, companies that have not yet adopted a flexible working model will have to give it serious thought.
2. Artificial intelligence more integrated into HR processes
60% of HR managers plan to use AI for predictive analytics by the end of 2025 (O.C. Tanner, 2024)
If in 2024, AI was mainly used for recruitment (CV analysis, pre-qualification), its scope is now expanding to :
- The training and skills developmentwith tailor-made learning tools.
- Predictive analysisto anticipate departures, identify talent needs and optimize workforce management.
- Performance monitoringWe offer a wide range of performance monitoring tools, including automated feedback and interactive dashboards.
Major challenge: ethics and transparency. With the introduction of regulations (such as the Act 25), companies will have to ensure that their AI tools are free from bias and respect data confidentiality.
3. Global well-being has become a strategic imperative
69% of employees say that their well-being directly influences their performance at work (Gallup, 2024)
Well-being is no longer limited to psychological health: it encompasses physical and emotional health , as well as personal fulfillment. Successful companies are those that invest in :
- From work environments that are ergonomic and encourage physical activity.
- Psychological psychological support and stress management programs.
- Opportunities for personal and professional development.
Theresult: higher levels of commitment and reduced absenteeism.
4. A more concrete and measurable approach to diversity and inclusion
Inclusive companies outperform non-inclusive companies by 35% (O.C. Tanner, 2024).
After years of raising awareness, 2025 marks a turning point towards more tangible more tangible action equity, diversity and inclusion.
Key initiatives include :
- Anonymized” recruitmentto reduce unconscious bias.
- Precise indicators to monitor the evolution of EDI policies and measure their impact.
What the research says According to Catalyst Canada, companies that foster an inclusive environment improve their ability to attract and retain talent.
5. The rise of continuing education and re-skilling
40% of employees leave their jobs for lack of professional development opportunities (Gallup, 2024)
With the emergence of new technologies and skills, continuous training becomes a necessity. By 2025, employers will need to :
- Create partnerships with educational establishmentsfor training adapted to market needs.
- Set up microlearning modules, accessible online at any time.
- Facilitate the development of new skills ( re-skilling) to ensure long-term employability.
6. More frequent and genuine employee recognition
Regularly recognized employees are 4.6 times more engaged at work (Gallup, 2024)
Recognition is a powerful lever for commitment and loyalty. The winning companies will be those that regularly recognize the contributions of their teams.
A few best practices for effective recognition :
- Train managers to adopt authentic authentic and impactful recognition practices.
- Encourage managers and colleagues to regularly express their gratitude in a sincere and specific way.
- Implement recognition tools (digital platforms, team rituals, spontaneous feedback) to integrate this culture into everyday life.
HR As A Strategic Driver In 2025
In 2025, human resources will be more than ever a lever for organizational performance. Successful companies will be those that combine technology, flexibility and human commitment.
What are the keys to attracting and retaining the best talent in today’s ever-changing world of work? Anticipate employee expectations, focus on well-being and recognition, and foster inclusive work environments.
Is your organization ready?
The Flexia Conseil team
Experts in human resources and organizational development
