Ten Trends of 2025 for Human Resources Management

First, I'm not an astrologer. Second, I don't intend to become one. Third, even though I would like to, I can't be what I don't want to be.

What's the point? An experienced professional can use logic to extrapolate the past and instincts to make (reasonable?) predictions. This is what I'm trying to do with this article. Based on the advancements in Human Resources Development & Management over the past two decades, technological advances, and the changing nature of 'work,' certain trends are expected to emerge by 2025.here go for tha best Human Resource Management System

These trends will not only challenge HR professionals but also dictate the new ways of business management at both the macro and micro levels.

We must remember that India will have the largest working-age population, i.e. The world's largest share of the economically most productive population will be in India by 2025.

Let's now try to identify the likely trends for 2025 (not necessarily in any particular order).

Trend 1: More cultural conflicts

The Indian owners of business houses will feel more pressure to follow the best practices and management styles of foreign partners as they expand their reach and become more international. Cultural conflicts would most likely go unnoticed during the initial excitement.are you looking Human Resource Management System softwere visit digitlabs tech

Both HR Pros and other employed professionals will need to be more knowledgeable and prepared for cross-cultural issues. Remember that more competition means less time for alignment and adjustment.

Trend 2 Absolute Transparency

Organizations will need to be more transparent with all HR-related transactions due to global alignment and better informed employees. This means that HR professionals will need to ensure that HR services are provided as a matter-of-process or procedure, and not on demand.

The employees will expect HR Pros to reach out to them and not the other direction (as it is happening in most organizations). A 360 degree turnaround! We must understand that by 2025, the employees would be a majority of prosumers. They would like to have a greater say in the design and implementation of HR services, policies, and processes. They are affected by it.

Trend 3 - Automation or Robotization?

No matter the size of an organization, HR Pros must ensure that all HR processes and systems are automated. The Gen Alfa will be less proficient in 'handwriting' and would have less time to discuss or talk. Every aspect of HR, from attendance punching to performance management to letter processing to HR policies and procedures, would need to be automated.

Trend 2 will be influenced by this trend. We can expect to see 2025 employees who are more 'impersonal'.

Trend 4 – Faster burnout and turnout

The 25-30-year-old workforce would like to be self-sufficient at an early age and would therefore want to work harder, make more money, and change jobs more quickly. The HR Pros must find ways to extract the desired performance in a relatively short time frame and be ready for unpredictable exits.for more info visit digitlabs tech

Burnout would be higher if we were to achieve greater self-sufficiency. This sub-trend would see the management of employees' health at an increased cost to the organization. As a benefit, HR Pros will need to offer advance healthcare support for employees. This trend would continue, meaning that the average assignment period would decrease to 2 years for the first 10-12 year of employment, which is the most productive period economically.

We need to clarify that India is a country with the highest incidence of heart-related ailments. Our lifestyle changes will only accelerate these instances. According to some studies, India's urban heart patients are now closer to their 30s.

Trend 5: Growth parameters redefined

The hierarchy paradigms would be drastically altered as the young brigade will want to see faster 'growth' in title and compensation. However, this would not necessarily mean that they would have more responsibilities. Paradoxally, Indian companies, while adopting best business practices from their foreign partners would need to address the hierarchy issues in their own way, simply because Indian society is traditionally hierarchical.

We all know that Indian organizations have a flat-hierarchy approach. This is being addressed by incorporating subgrades and sub-levels (effectively, layers increase).

Trend 6: A shift in communication approach from 'High Context to 'Low Content'

People from countries that have a 'High Context" approach to communication are more likely to use indirect, implicit, and emotional communication than their counterparts in 'Low Context countries. In 'High Context' communication-culture, it is up to the receivers to draw the meaning out of what is being said, at times at the expense of time. Indian managers will become more direct and explicit as they try to deliver results.

This will undoubtedly cause more heartburn and interpersonal friction, which will contribute to Trend 4 (faster turnout). To minimize collateral damage, HR professionals will need to be more vigilant. We must remember that many cross-border business failures have been caused by failure to recognize cross-cultural sensitivities when communicating.

Trend 7 - Omnipresent social networks

All social media platforms, both current and new, will be a part of our daily lives by 2025. The working population will be much more tech-literate in 2025. This means that HR professionals would have to incorporate social media into their HR processes. All communications between employees and employers could be done on platforms such as WhatsApp or Facebook.

The Line Manager must also be trained in social media use. These social media can also lead to heightened rumor-mongering. We should remember that rumor-mongering used to be done man-to man in the past. In 2025 it will be man–to-many.