HR Trends in 2025

This issue is particularly pressing today, as many companies have transitioned or are transitioning to remote or hybrid work formats. In such cases, trust becomes the foundation of relationships for both parties: employers trust their employees and hope for quality performance of professional duties, while employees, in turn, hope for the reliability of their employers regarding salary and various bonuses.

Survey results show that employee engagement is directly dependent on confidence in management. Mass layoffs in 2022-2023 triggered a rise in distrust towards corporate leadership. Policies aimed at cutting costs by reducing the workforce are a sure way to lose trust, which is very difficult to regain.

Members of Generation Z are increasingly entering the international labor market. Their fundamental difference from other generations lies in new ways of communication and management. Having grown up with socials and messengers, they prefer to move communication and meetings online, establishing full two-way communication and feedback. Additionally, Zoomers do not welcome top-down workplace hierarchies, preferring to make collective decisions.

Widespread digitalization and artificial intelligence technologies are making HR departments increasingly dependent on IT. Team collaboration will focus on creating tools that help HR professionals perform their jobs faster, more efficiently, and more comfortably.

The use of AI in HR departments is still in its infancy, but in the coming years, it will become one of the main factors in enhancing the effectiveness of HR services. AI will not replace humans, but it will help optimize business processes and free personnel from routine tasks that take up a lot of time.

Employee satisfaction largely depends on salary levels. The clearer and more transparent the salary calculation process is, the more trust there will be in the company. Employees should understand what influences their income and how they can affect it. Additionally, it is important to motivate employees with bonuses, incentives, promotions, and so on.

Despite the active development of artificial intelligence technologies, employers should not place too much hope on them. Undoubtedly, they will help increase productivity, but without people, achieving high performance will be impossible. Moreover, implementing and maintaining AI algorithms will require human involvement. This means that in the foreseeable future, employers will face the challenge of effectively combining human and machine labor without reducing jobs or lowering salaries.