The top 5 HR trends today – and HR's guide to what's nextSAP SuccessFactors 每年都会深入研究全球 HR 趋势，以帮助企业制定更有效的人才战略。2025 年，他们分析了来自 40 家全球权威媒体的 254 项预测，归纳出 5 大核心“元趋势”，展现 HR 在企业中的双重角色：既是变革的“指挥者”，也是政策落地的“引航者”。
1️⃣ 重新连接员工： 由于经济压力、决策争议和信任危机，员工体验恶化，57% 的员工认为如果公司不采取措施，他们的倦怠问题不会改善。HR 需关注心理契约，增强员工信任。
2️⃣ AI 从炒作走向实际价值： AI 进入大规模落地阶段，企业需明确 ROI 并平衡员工和领导者对 AI 价值的不同预期。46% 的员工认为 AI 省下的时间属于自己，而非公司。
3️⃣ 技能转型的平衡策略： 由于 AI 发展迅猛，企业技能鸿沟加剧。除了关注技能，薪酬激励成为推动学习的重要因素，54% 的员工表示，如果公司实施基于技能的薪酬体系，他们会更愿意学习新技能。
4️⃣ DEI&B 的分歧： 企业对多元化、公平性和包容性（DEI&B）态度不一，26% 的员工认为公司对 DEI&B 关注过多，而 33% 认为关注太少。HR 需明确 DEI&B 战略，以促进长期文化变革。
5️⃣ 混合办公的未来： 组织已基本确定办公模式，2025 年将验证其成效。54% 的员工愿意牺牲部分薪酬，以换取更大的工作灵活性。
这些趋势展现了 HR 在塑造未来工作模式中的关键作用，企业需借助创新技术和数据驱动的洞察来优化人力资源管理。
Each year, the HR Research Scientists at SAP SuccessFactors conduct research to understand the top HR and workforce trends facing organizations and share our perspective on what HR teams should consider as they look to help their companies address these trends. This year we aggregated and synthesized data from 40 global and regional reputable business press sources that put forward 254 individual trends and predictions grounded in their own research and data. We then conducted a content analysis of the trends sample to derive the five key themes, or “meta-trends.” While our annual report always includes some pointed commentary and critique about each trend based on our expertise in psychology, new this year is calling upon our own body of original applied research to incorporate datapoints and insights, resulting in a more evidence-based point of view.
This year’s trends are in different stages of maturity and on different trajectories; therefore, the role that HR needs to play to help businesses tackle and capitalize on these trends is different. We’ve organized the trends into two sections aligned to the dual role HR will play in addressing them.
First, HR will need to act as a Conductor, leading the orchestration of a strategy and associated change management across the business to realize the opportunities these trends offer:
Trend #1: Reconnecting the disconnected employee: Contentious decisions, macroeconomic and sociopolitical stressors, and breached trust with leadership has led to employee stress and burnout – and consequently, a crisis of disconnect and counterproductivity. In the year ahead:
Leaders must ruthlessly prioritize fulfilling their end of the “psychological contract” by meeting employees’ basic needs.
People managers will be seen as a lifeline for employees drowning in disconnect.
STAT: 57% of employees feel unless their companies make some serious changes, their burnout will not get better.
Trend #2: Moving from AI hype to AI impact:Organizations are shifting from AI pilot projects to enterprise-wide rollouts, demanding proof of clear value and ROI. In the year ahead:
Organizations will home in on their key value drivers for AI, revealing their true priorities.
The body of research on the ROI of AI will be built this year.
Organizations will find friction between leaders’ and employees’ goals for using AI.
STAT: 46% of employees feel that the time that they save by using AI tools at work belongs to them, not their organization.
Trend #3: Striking a balance to steer skills forward: Organizations continue to face pervasive skills gaps, in part due to rapid AI advancements. A more balanced approach is needed to see tangible progress in skills-based transformations this year. In the year ahead:
“Skills-based” will no longer be the only goal.
Pay will prove itself the missing piece of the upskilling puzzle.
The human vs. technical skill debate will move from or to and.
STAT: 54% of employees would be more motivated to learn new skills if their company instituted skills-based pay.
Second, HR will need to act as a Navigator, leading the organization through precarious waters and circumventing obstacles to put policies into practice for the betterment of all stakeholders:
Trend #4: Divesting or doubling down on diversity, equity, inclusions, and belonging (DEI&B): Some organizations remain committed to DEI&B goals, continuing to ask “How are we going to do this?” Others plan to divest, instead now asking “Are we going to do this?” In the year ahead:
Some will shy away from DEI&B goals, but these approaches will vary.
Taking a stand on DEI&B will change company cultures in the long term, but it’s not clear exactly how.
STAT: 26% of employees say companies focus too much on DEI&B, 41% of employees say companies focus an appropriate amount on DEI&B, and 33% of employees say companies focus too little on DEI&B.
Trend #5: Plugging into or pulling the plug on hybrid work: Now that organizations have determined their position on where their employees will work, it’s time to see if they achieve the outcomes they intended. In the year ahead:
Those businesses choosing the return-to-office path will see whether their bets paid off this year.
Those choosing the hybrid or remote path will take it a step further, integrating autonomy as a core value in other aspects of work design.
STAT: 54% of employees would consider being paid less if they could have more flexibility in where and when they work.
Read the report to see what’s now and what’s next for each trend, along with some fast facts that uplevel the nerdiness of this year’s trends report. We also include a section on how SAP SuccessFactors solutions can help organizations address the 2025 HR trends.
首席人力官2030：从后勤专家到企业变革推手越来越多企业发现，首席人力官（CPO）正从纯粹的“后台运营”升级为“核心战略伙伴”。他们不仅要管理薪酬、福利与合规，更要在组织变革、领导力培养和AI应用等方面发挥关键作用。报告特别强调了领导力流动性和多元文化的重要性，在快速变化的商业环境中，这些因素为企业增强韧性和创造力提供有力支持。
想要在人才竞争中领先，就必须以开放思维和前瞻眼光重新审视人力资源战略，让CPO真正成为企业变革与创新的驱动者。
在企业环境瞬息万变的今天，传统的人力资源部门正经历从“后台运营”向“战略伙伴”转型的巨大变革。面对人工智能崛起、新一代员工价值观迭代以及全球经济政治形势的波动，首席人力官（Chief People Officer, CPO）的地位和职能正变得前所未有地关键。
报告指出，CPO需要在以下几个方面进一步进化：
1. 从业务支持到业务引领新时期的CPO不仅要确保员工薪资、劳动合规、人员福利等基础工作能够稳定运转，更要深度参与组织设计、领导力培养和战略性人才布局。在企业长期增长的目标指引下，CPO的“业务敏锐度”成为衡量其价值的关键指标，必须与CEO及其他高管组成紧密的“智囊团队”。
2. 动态用工与领导力梯队快速变化的外部环境需要更灵活的用工模式。报告提出“领导力流动性”概念，一方面培养管理者的多元能力与跨部门学习力，另一方面通过短期专家与项目型人才的配置，实现企业人力资源的动态调度。此外，打造深层次的继任计划与领导力储备库，将吸纳、培养、留用和晋升等人才环节打通，从而持续为企业输送新鲜血液。
3. AI驱动的人力资源升级随着AI、数据和数字化技术的普及，人力资源管理者需要更好地利用这些工具来进行人才评估、绩效管理和招聘筛选。报告强调，CPO应积极发挥带头作用，不仅要在HR内部尝试更多自动化与智能化应用，也要引导其他业务部门正确使用AI技术，将“重复性工作”交给自动化，将“创造性与战略性工作”留给人力团队，不断提升企业整体效率。
4. 包容与韧性的文化塑造在地缘政治和经济不确定性凸显的时代，企业需要一种更具弹性与凝聚力的文化。CPO应协助管理层在全公司范围内推动多元、健康、包容的工作氛围，强化员工心理支持和沟通渠道。通过惠及不同年龄、不同背景员工的个性化政策，帮助组织在“高速变化”与“人才多元化”之间找到平衡点，激发个人与组织的双向潜能。
5. 全新“工具包”助力未来从制定接班人计划到探索混合办公模式，从部署AI到建设全球化团队，CPO需要一套兼具系统思考和实践落地的“工具包”，才能在愈加复杂的商业环境中为企业提供持续的战略价值。
总结而言，CPO正脱离单纯的后勤管理角色，晋升为企业的“变革推手”和“战略护航者”。这一角色转变不仅关乎人力资源部门的精细化运营，更决定着企业能否在新的竞争时代中保持活力与创新力。
**内容来源：**本文基于 Heidrick & Struggles 的《Chief People Officer of 2030: Building a tool kit to get from here to there》报告撰写。
资讯
2025年02月24日
资讯
只雇佣AI？硅谷一创业公司的招聘广告“出圈”，引发人们对未来的思考只雇佣AI？硅谷一创业公司的招聘广告“出圈”，引发人们对未来的思考
近日，一家名为 Firecrawl 的初创公司在 Y Combinator 招聘板上发布了一条“只招 AI 的岗位”，年薪仅在 1 万到 1.5 万美元之间。这个话题一石激起千层浪，也再次将“AI 是否能成为企业‘员工’”的讨论推到台前。几乎在同一时间，企业管理软件巨头 Workday 宣布推出全新的 Workday Agent System of Record（ASOR），正式赋能企业管理“AI Agent”。
两件事叠加，让人不禁好奇：未来的组织形态，究竟会是什么样？
1. Firecrawl“AI 岗位”何以成为刷屏话题？
Firecrawl 是一家获得 Y Combinator 支持的创业公司，最初从编程教育领域转型，专注为 AI 系统提供开源 Web 爬虫服务。该团队最近在 YC 的官方招聘平台贴出了一则极具话题性的职位信息：
“请仅在你是 AI Agent，或创建了 AI Agent 的情况下再来申请。”
岗位职责包括自主研究当下热门的模型动向并构建示例应用；而薪资仅 1 万到 1.5 万美元/年，看似并不够养一个人类开发者，却“足以”支撑一个无需吃喝住宿的 AI 程序。Firecrawl 创始团队坦陈这是一次 PR+实验 的尝试：他们想借此寻找能够开发出“真能落地”的 AI Agent 的高手，也希望藉由这一反常规操作吸引更多人的关注。
不过，从他们后续反馈看，尽管收到了约 50 份“AI 应聘”，暂时还没有哪个满足公司对自动化研发与管理的高要求。
2. 社交媒体热议：从调侃到对未来的设想
Firecrawl 这份招聘帖迅速在社交媒体上发酵。有人质疑是噱头，也有人兴致勃勃地想象“AI 替代人力”的场景。其中，最吸睛的一则评论，活脱脱像一出科幻对话：
私募基金（PE）：我们想收购你们公司。你们有多少员工？CEO：零……不过我们有 275 个 AI Agent，在做 3000 人的工作，每年只花 1.5 万美元。
虽然带着调侃的语气，但也反映了人们对“大规模 AI 劳动力”可能带来的冲击有所期待或焦虑。和 Firecrawl 这样的“小步试水”相比，企业对 AI 的依赖 已经不仅局限在呼叫中心、聊天机器人等特定领域，而是开始从底层基础设施（如爬虫、数据处理）到上层业务逻辑（例如代码生成、自动化运营）全方位渗透。
3. Workday Agent System of Record：让“AI 员工”成为正式档案
几乎在同一时间，Workday 于 2025 年 2 月 11 日发布了最新的 Workday Agent System of Record (ASOR)。这是其新一代 Workforce Management 方案中的重要里程碑，为企业提供了一套专门管理 AI 工具或 AI Agent 的体系。以下是基于 Workday 官方信息整理的关键亮点：
AI Agent 统一登记与身份管理借助 ASOR，企业可以像在 Workday 系统中登记人类员工信息那样，为 AI Agent 设立专门的“档案”（Record），包括 Agent 的名称、版本、负责的业务领域、权限范围等。
实时监测与合规管控ASOR 支持对 AI Agent 在企业内各系统间的行为进行可追溯监测，如接收了哪些输入、执行了哪些操作、产出了哪些结果。同时还能关联企业或行业的合规策略，如数据访问等级、敏感信息保护等，一旦 Agent 触发异常行为，系统将自动预警。
授权与性能评估在 ASOR 框架下，企业 HR 与 IT 团队可对 AI Agent 的权限进行灵活配置，并通过绩效指标了解 Agent 是否达到预期产出或效率。例如，可以量化该 Agent 帮助分析的数据量、生成的文档质量以及为团队节省的时间成本。
AI 与“人力”协同Workday 方面强调，ASOR 并非鼓励公司用 AI 取代人力，而是帮企业 “稳妥地” 推动人机协作：让人类员工与 AI Agent 各司其职，减少重复性工作，并确保最终决策和关键审核仍掌握在合格的人员手中。
4. “AI 员工”与“人类员工”：一条尚未清晰的边界
Firecrawl 的例子表明，目前要真正“雇 AI”还显得不切实际。从技术上，大模型虽有强大的生成、分析能力，但依旧缺乏对复杂项目的完全自主规划；从管理和法律上，AI 的责任归属、劳动关系认定、薪酬及合规标准都还在探索阶段。不过，正如 Workday 推出的 ASOR 所示，主流 HRTech 供应商已开始正式将 AI 劳动力纳入企业管理体系。未来人力资源部可能不仅要管理人，还要管理那些“数字工作者”——一方面评估其效能，另一方面也要防范其潜在风险。
5. 对人力资源与组织管理的启示
招聘模式的升级虽然 Firecrawl 的招聘更像一场高调实验，但它反映了企业在特定领域对“可自动执行任务的 AI 系统”的需求正在增长。HR 在未来可能要评估和筛选的不仅是人选，还有“AI 模型”或“Agent 产品”的适配度。
人才与技术深度融合人机协同已成为新趋势。具有 AI 技术背景或跨领域管理能力的专业人才，将在组织中扮演连接点的角色：帮助 AI Agent 融入流程、评估绩效，并做必要的干预或纠偏。
合规与风险控制Workday ASOR 的出现，暗示着大规模使用 AI 工具的企业势必需要更加成熟的合规方案。不论是数据安全，还是在决策过程中出现失误时的责任归属，都需要明晰的流程与法律依据。
组织文化的塑造当“AI 同事”成为常态，企业文化也将面对冲击：如何让人类员工接受并拥抱智能工具？如何平衡工作分工，让 AI 和人类各施所长？这对管理者的沟通与变革能力提出了更高要求。
6. 结语：从“噱头”到“系统化管理”，下一步会怎样？
Firecrawl 的“雇 AI”招聘帖，虽然带着极强的 PR 属性，但也让人们切实感受到——AI 已不再只是后台算法，而正逐步走向前台，参与到企业日常运营。而 Workday 全新发布的 Agent System of Record 则是主流软件厂商对这一趋势的正式回应，表明大企业在管理“数字劳动力”方面的需求正变得现实且急迫。无论是担忧 AI 会抢走工作机会，还是期待它能极大提升效率，都无法否认：当技术与人力资源紧密结合，组织架构与管理方式都将被重新定义。或许在不远的将来，“你的团队有多少 AI Agent？” 也会像“你有多少员工？” 这样成为一家公司竞争力的衡量维度之一。趁现在，不妨思考如何让“人机协作”真正发挥 1+1>2 的效能，迎接新一轮的 HR 变革浪潮。
资讯
2025年02月17日
资讯
2026财年H-1B申请3月7日开启：新规生效，流程与抽签机制重大调整！
美国公民及移民服务局（USCIS）近日宣布，2026财年H-1B签证申请的初始注册期将于2025年3月7日中午12点（东部时间）开启，并于2025年3月24日中午12点（东部时间）截止。此次H-1B申请周期不仅延续了电子注册流程，还引入了新的抽签机制和更严格的监管规则，以提高公平性和防止滥用。
H-1B 申请流程概览
申请H-1B签证的雇主及其法律代表需通过USCIS在线系统提交电子注册，并支付每位受益人$215的注册费。在注册窗口结束后，USCIS将对符合条件的受益人进行随机抽选，并计划在2025年3月31日前通过在线账户通知获选者。
新规生效：H-1B抽签机制与流程重大调整
2026财年起，USCIS正式实施以受益人为中心的H-1B抽签流程，旨在减少以往存在的“多家雇主为同一申请人提交多次注册”的问题。
关键变化包括：
单一受益人唯一注册：每位H-1B申请人无论由多少雇主提名，都只能被计算一次，大幅降低“多重注册”操纵抽签的可能性。
新规避免恶意操纵：USCIS强调，任何企图规避新规、通过多个注册增加中签概率的行为将受到严厉审查。
随机抽选优化：此次改革将确保每位受益人享有平等的抽签机会，提高中签机制的公平性。
缴费限额调整与电子注册优化
美国财政部为配合H-1B申请季，暂时提高信用卡支付限额，每日信用卡交易上限由**$24,999.99提高至$99,999.99**，以满足雇主大规模注册需求。同时，USCIS对电子注册系统进行了优化，包括：
助理可同时协助多个法律代表，增强协作灵活性。
自动填充部分I-129表格字段，减少人工输入错误。
支持批量上传H-1B受益人数据，简化雇主提交流程。
F-1签证持有者Cap-Gap期限延长
对于F-1签证持有者，此次调整还带来了一个重大利好。DHS（国土安全部）宣布，Cap-Gap期限将从10月1日延长至次年4月1日，确保H-1B申请人在身份转换期间能够继续合法工作。
雇主与申请人的应对建议
提前注册：建议雇主尽早完成USCIS账户创建，并确保所提交的受益人信息准确无误。
合规申请：雇主需遵守单一受益人唯一注册的规定，避免违规行为导致申请无效。
关注最新动态：密切留意USCIS官网，以获取官方指南和重要通知。
结语
2026财年H-1B申请窗口即将开启，面对新规的实施和抽签流程的重大调整，雇主和申请人需提前做好准备，以确保符合新的合规要求。关注H-1B政策变动并积极应对，将有助于提高申请的成功率。
更多详细信息可访问USCIS官网：https://www.uscis.gov。
Today, U.S. Citizenship and Immigration Services (USCIS) announced that the initial registration period for the fiscal year 2026 H-1B cap will open at noon Eastern on March 7 and run through noon Eastern on March 24, 2025. During this period, prospective petitioners and representatives must use a USCIS online account to register each beneficiary electronically for the selection process and pay the associated registration fee for each beneficiary.
Prospective H-1B cap-subject petitioners or their representatives are required to use a USCIS online account to register each beneficiary electronically for the selection process and pay the associated $215 H-1B registration fee for each registration submitted on behalf of each beneficiary.
If you are an H-1B petitioning employer who does not have a USCIS online account, you will need to create an organizational account. If you are an H-1B petitioning employer who had an H-1B registrant account for the FY 2021 – FY 2024 H-1B registration seasons, but you did not use the account for FY 2025, your existing account will be converted to an organizational account after your next log in. First-time registrants can create an account at any time. You can find additional information and resources on the organizational accounts, including a link to step-by-step videos, on the Organizational Accounts Frequently Asked Questions page. These FAQs will be updated with FY 2026 information before the start of the initial registration period.
Representatives may add clients to their accounts at any time, but both representatives and registrants must wait until March 7 to enter beneficiary information and submit the registration with the $215 fee. Selections take place after the initial registration period closes, so there is no requirement to register on the day the initial registration period opens.
The FY 2026 H-1B cap will use the beneficiary-centric selection process launched in FY 2025. Under the beneficiary-centric process, registrations are selected by unique beneficiary rather than by registration. If we receive registrations for enough unique beneficiaries by March 24, we will randomly select unique beneficiaries and send selection notifications via users’ USCIS online accounts. If we do not receive registrations for enough unique beneficiaries, all registrations for unique beneficiaries that were properly submitted in the initial registration period will be selected. We intend to notify by March 31 prospective petitioners and representatives whose accounts have at least one registration selected.
The U.S. Department of Treasury has approved a temporary increase in the daily credit card transaction limit from $24,999.99 to $99,999.99 per day for the FY 2026 H-1B cap season. This temporary increase is in response to the volume of previous H-1B registrations that exceeded the daily credit card limit. Transactions more than $99,999.99 may be made via Automated Clearing House (ACH). Use of ACH may require the payor to alert their bank in advance to remove any potential ACH block on their account. We will provide additional information before the start of the initial H-1B registration period.
An H-1B cap-subject petition, including a petition for a beneficiary who is eligible for the advanced degree exemption, may only be filed by a petitioner whose registration for the beneficiary named in the H-1B petition was selected in the H-1B registration process. Additional information on the electronic registration process is available on the H-1B Electronic Registration Process page.
Organizational Account Enhancements for FY 2026
For FY 2026, we have made multiple enhancements for organizational and representative accounts for H-1B filing. These enhancements include:
The ability for paralegals to work with more than one legal representative. A paralegal will now be able to accept invitations from multiple legal representative accounts, allowing them to prepare H-1B registrations, Form I-129 H-1B petitions, and Form I-907 requests for premium processing for different attorneys, all within one paralegal account;
An easier way for legal representatives to add paralegals to company clients.
Pre-population of certain Form I-129 fields from selected H-1B registrations; and
The ability to prepare a spreadsheet of H-1B beneficiary data and upload the information to pre-populate data in H-1B registrations.
These enhancements will be live before the start of the initial registration period.
资讯
2025年02月06日
资讯
The best HR & People Analytics articles of January 20252025年伊始，人工智能（AI）和人力资源（HR）领域发生了一系列重大变革。DeepSeek的崛起是否标志着AI的“斯普特尼克时刻”尚未可知，但可以确定的是，AI正以前所未有的速度重塑产业、企业和工作方式。与此同时，混合办公、DEI（多元、公平与包容）等工作议题的政治化，在特朗普政府的回归下变得尤为突出，使得HR领导者面临更大挑战。
全球HR趋势与预测
世界经济论坛《未来工作报告2025》：未来五年内将新增1.7亿个新岗位，但9200万个工作将被取代，人才技能转型成为关键。
Spotify CPO Katarina Berg 提出HR应从“资源”转向“关系”，建立更具信任感和数据驱动的HR模式。
Gartner：AI第一的企业可能会因过度追求生产力而适得其反。
AI与人才分析
Josh Bersin的“AI超级员工”概念：AI将助力员工提高生产力、创造力，并推动企业文化变革。
Visier报告：欧洲64%企业高管 已获得员工数据分析权限，数据驱动HR决策成为主流。
员工体验与健康
麦肯锡健康研究院研究表明，关注员工健康的企业在业务表现上明显优于同行，健康与生产力紧密相关。
组织架构正在向技能为本的模式转型，人才战略已成为企业核心竞争力之一。
2025年，HR的核心任务将围绕AI技术、数据分析、员工福祉展开。面对变革，HR如何借力AI，实现企业与人才的双赢？欢迎讨论！?
To rework Lenin’s infamous observation, replacing weeks with months: “There are decades where nothing happens; and there are months where decades happen” – this manifestly could be applied to January 2025. It’s still way too early to judge whether the sudden emergence of DeepSeek is AI's Sputnik moment, but it is safe to say that AI is already rapidly reshaping industries, companies and how we work. We are increasingly seeing the politicisation of work topics such as hybrid work and diversity, equity and inclusion programs – especially with the arrival of the new Trump administration in the United States. Let's just say that there’s a lot on the plate for chief people officers to contend with at the moment.
Perhaps this partly explains the slew of insightful resources in January, which has made compiling this month’s collection as challenging as it has been enjoyable. Selections include the unmissable new Future of Jobs report from the World Economic Forum, the big trends and opportunities to look out for in HR, AI and data science in the year ahead, and a powerful new study from the McKinsey Health Institute, which finds that companies that prioritise employee health and wellbeing enjoy better business outcomes than their peers - a ray of light in the darkness. There’s lots to enjoy and learn from.
This edition of the Data Driven HR Monthly is sponsored by our friends at Visier
In Visier's latest research report, "The State of People Analytics in European Organisations," we explore how European companies are leveraging data-driven strategies to achieve measurable business outcomes. With 64% of organisations now enabling senior executives to access people insights, the shift toward analytics-driven decision-making is clear.
Based on a recent study by The Josh Bersin Company in partnership with Visier Inc., the report highlights key people analytics adoption trends in Europe, the maturity journey of people analytics teams, and the tangible advantages experienced by organisations using advanced people analytics platforms. From adaptive workforce planning to meeting regulatory demands, this report is essential for HR leaders driving growth and innovation in 2025.
Download the new report to learn:
Key trends driving people analytics adoption and growth in Europe
Why strategic investments in people data are critical for the future of work
The measurable business benefits of advanced people analytics practices
To sponsor an edition of the Data Driven HR Monthly, and share your brand with more than 140,000 Data Driven HR Monthly subscribers, send an email to dgreen@zandel.org.
JANUARY ROAD REPORT
I’m typing this on the Eurostar on my way back from Paris, where Laurent Reich and his team hosted the first Peer Meeting of 2025 for member companies of the Insight222 People Analytics Program® at L'Oréal’s Global HQ. A huge thank you to Laurent, his team and all the speakers over the two days: Isabel Gomez Garcia de Soria, Theo Leccia, Ashish Pant, Tracy Villanueva, David Tregidgo, Luc-O D L, Kai Wehmeyer, and Julien Legret, as well as my Insight222 colleagues: Naomi Verghese, Jordan Pettman, Jane Bloomfield, David Bebb and James Garrett, and all those who attended what was an absorbing, collaborative and fun two days.
Attendees at the January 2025 Peer Meeting for member companies of the Insight222 People Analytics Program, hosted by L'Oreal in Paris
January also saw two webinars, the first with the Italian People Analytics community (thanks to Martha Curioni, Aizhan Tursunbayeva, PhD, GRP and Federico Bechini), and the second, where I moderated a panel with Anette Bohm, Dawn Klinghoffer and Ian Cook on The Strategic Outlook for People Analytics in 2025 (click to get access to the recording) – thanks to Barry Swales, People Analytics World and Visier Inc. for organising. Speaking of webinars…
Join me for an Insight222 webinar on February 5 to discover the key themes shaping People Analytics in 2025.
If you want to learn how AI, close alignment with people strategy, and data democratisation, are enabling Leading Companies to drive business value with people analytics, register for the Insight222 People Analytics Trends Webinar. The webinar, which will take place on February 5, will be hosted by me and feature Naomi Verghese and Madhura Chakrabarti, PhD unpack the findings from the recently published 5th annual People Analytics Trend study. You can register for the webinar here – or by clicking the image below.
Share the love!
Enjoy reading the collection of resources for January and, if you do, please share some data driven HR love with your colleagues and networks. Thanks to the many of you who liked, shared and/or commented on December’s compendium as well as the five-part 2024 retrospective (Part 1: Creating value through people analytics, Part 2: Orchestrating the future of work, Part 3: Enhancing employee experience and wellbeing, Part 4: Developing leaders, culture and inclusion, and Part 5: Building the strategic HR function.
If you enjoy a weekly dose of curated learning (and the Digital HR Leaders podcast), the Insight222 newsletter: Digital HR Leaders newsletter is usually published every other Tuesday – subscribe here – and read the latest edition.
2025 HR PREDICTIONS, TRENDS AND PRIORITIES
KATARINA BERG - 2025 HR Predictions: Looking Into the Crystal Ball
In 2025, it’s time for HR to double down on the Human and rethink the Resources.
Katarina Berg, Chief People Officer at Spotify, presents ten predictions organised under her clarion call for HR to focus on the Human and replace Resources with Relationships. Three that stand out are: Make Trust and Purpose Great Again (“Trust is the glue, and purpose is the fuel”), Data-Informed HR: Sherlock, Not Skynet (“Data is your detective, not your dictator.”), and Ethical AI: Keep It Human (“AI is like your overachieving intern – it’s great at automating the boring stuff, but it can’t replace human judgment”). These are, in my view, by far and away the best set of HR trends, predictions for HR in 2025. If you agree, I also recommend buying Katarina’s book, Bold: A New Era of Strategic HR, and subscribing to the Spotify HR Blog.
GARTNER – 9 Future of Work Trends for 2025 and HR Toolkit | JEANNE MEISTER - 10 HR Trends As Generative AI Expands In The 2025 Workplace | JOSH BERSIN - The Rise of the Superworker: Delivering On The Promise Of AI
There has been the usual flood of commentators offering their take on the trends, priorities, and opportunities for HR in 2025 – including my own 12 Opportunities for HR in 2025: Thriving People, Thriving Organisation. With so many to choose from, it can be a challenge to ‘separate the wheat from the chaff,’ but hopefully I have done this for readers here! As well as those I highlighted in the December edition from the likes of Steve Hunt, Andrew Spence, and Lars Schmidt – and the one above from Katarina Berg, here are three others I recommend diving into. (1) Gartner’s Emily Rose McRae presents nine future of work trends for 2025 (see FIG 1) with perhaps the standout being that “AI-first organizations will destroy productivity in their search for it.” (2) I always enjoy Jeanne C M.’s annual set of HR trends, and the 2025 edition is no exception. Jeanne frames her ten trends around her belief that 2025 will see a more organisations “moving from experimenting with generative AI to making it an essential part of their business planning process”, and that this will transform HR. Two of Jeanne’s predictions that standout are: a) AI Agents Will Proliferate And Become The Killer App In The AI Era, and b) Generative AI Will Transform the Future of HR Jobs, where she highlights 13 HR jobs of the future (see FIG 2). (3) Josh Bersin’s 2025 set of HR and leadership predictions is themed: The Rise of the Superworker: Delivering On The Promise Of AI. Josh describes a Superworker as “an individual who uses AI to dramatically enhance their productivity, performance, and creativity,” and a Superworker company as “an organization that embraces this transformation, building a culture of adaptability where people reinvent themselves.” The study breaks down four types of superworker (see FIG 3) as well as the five imperatives for 2025, including the need to redesign works, jobs, and organisational models.
FIG 1: 9 Future of Work trends for 2025 (Source: Gartner)
FIG 2: 13 HR jobs of the future (Source: Jeanne Meister)
FIG 3: The four dimensions of AI automation – and ‘superworker’ (Source: The Josh Bersin Company)
HYBRID, GENERATIVE AI AND THE FUTURE OF WORK
WORLD ECONOMIC FORUM – Future of Jobs Report 2025
Analytical thinking remains the most sought after core skill among employers, with seven out of 10 companies considering it as essential
The fifth edition of the World Economic Forum’s Future of Jobs Report is, like its predecessors, an absolute treasure trove of data, insights, and visualisations. The 2025 report is based on data from more than 1,000 companies and over 14m workers, and will be a much referenced resource by researchers as well as workforce planning and people analytics practitioners. It offers a comprehensive analysis of the interconnected trends shaping the global labour market and explores what this will mean for the evolution of jobs and skills over the next five years. There are far too many highlights in the report to list them all here, but here are some standout ones for me: (1) By 2030, 170 million new jobs will emerge, yet 92 million will be displaced—a net increase of 78 million roles (see FIG 4), which not surprisingly means that (2) Skill gaps are considered the biggest barrier to business transformation, with 63% of employers identifying them as a major barrier over the 2025- 2030 period. (3) On average, workers can expect that two-fifths (39%) of their existing skill sets will be transformed or become outdated over the 2025-2030 period. (4) Analytical thinking remains the most sought after core skill among employers, with seven out of 10 companies considering it as essential in 2025 (see FIG 5). (5) Two demographic shifts are increasingly transforming global economies and labour markets: aging and declining working age populations, predominantly in higher income economies, and expanding working age populations, predominantly in lower-income economies. Kudos to the authors: Attilio Di Battista, Sam Grayling, Ximena Játiva, Till Alexander Leopold, Ricky LI, Shuvasish Sharma, and Saadia Zahidi. If you only read one of the resources I've selected this month, read this.
FIG 4: Total job growth and loss 2025-2030 (Source: World Economic Forum)
FIG 5: Top sought after skills by employers in 2025 (Source: World Economic Forum)
RAVIN JESUTHASAN, RUPAL KANTARIA, AND SIMON LUONG - Workforce Transformation In The AI Era
Leaders need new talent strategies as AI and demographic changes create the need for agile, skills-based organizations.
In their article, Ravin Jesuthasan, CFA, FRSA, Rupal Sachdev Kantaria, and Simon Luong explain how with several workforce megatrends converging successful CEOs are being transformed into talent architects, with workforce strategy becoming as important to companies as financial strategy (see FIG 6). This is expanding the role of the chief people officer, whose mandates at some companies have expanded to include strategy, transformation and operations. All this, argue the authors, is leading to a transformation of work and the human experience of work across three critical dimensions: (1) Redesigning work for a truly agile operating model. (2) Skills as the currency (see FIG 7). (3) Adaptive leadership. The report is part of a series, The State of Our World 2025, compiled by the Oliver Wyman Forum, which has been designed to help global leaders navigate what is a turbulent and exhilarating environment. These include: The Revenge of Geopolitics, Solving the Demographic Dilemma, and Unlocking the Value of AI. If you want to know what's on your CEO's mind, read this.
FIG 6: Talent strategy is leading board agendas (Source: Oliver Wyman Forum)
FIG 7: The need to rethink skills as currency (Source: Oliver Wyman Forum)
PEOPLE ANALYTICS
TOM DAVENPORT AND RANDY BEAN - Five Trends in AI and Data Science for 2025
Our long-term prediction is that generative AI alone is not enough to make organizations and cultures data-driven.
The 2024 edition of this article, by Tom Davenport and Randy Bean was MIT Sloan Management Review’s most-read article of last year, and the 2025 version looks set to similarly popular. The five trends outlined in the article are: (1) Leaders will grapple with both the promise and hype around agentic AI. (2) The time has come to measure results from generative AI experiments. (3) Reality about data-driven culture sets in. (Only 37% of companies surveyed said they work in a data- and AI-driven organisation, and 33% said they have a data- and AI-driven culture. 92% believe that cultural and change management challenges are the primary barrier to becoming data- and AI-driven). (4) Unstructured data is important again. (5) Who should run data and AI? Expect continued struggle.
RICHARD ROSENOW – People Analytics Conferences: 2025
By focusing on community building, providing diverse and practical content, and addressing accessibility concerns, conferences can better serve the evolving needs of People Analytics professionals.
A terrific resource compiled by Richard Rosenow on the top events scheduled for 2025, which was based on a survey of people analytics professionals. It lists the top events that practitioner are attending (including People Analytics World, TALREOS and Wharton People Analytics), those events that are top of the wishlist, which I’m proud to see includes the Insight222 Global Executive Retreat, plus insights on what people enjoy and need from these events.
SCOTT REIDA - The Augmented Workforce: Redefining Roles and Hierarchies in the Age of GenAI | MATTHEW HAMILTON - Three mental blocking & tackling drills to recenter your People Analytics efforts | CAITLIN VAN MIL - SHAP Values | AMIT MOHINDRA – Who is the Human in the Loop?
In each edition of the Data Driven HR Monthly, I feature a collection of articles by current and recent people analytics leaders. These are intended to act as a spur and inspiration to the field. Four are highlighted in this month’s edition. (1) Scott Reida, a workforce strategist at AWS, walks through a workforce scenario from now to 2035 to demonstrate year-on-year how tasks for data scientists will be automated through AI (see FIG 8) allowing human workers to focus on more strategic work with role-levels consolidated and cost savings realised. (2) I’ve always enjoyed Matthew Hamilton’s thoughtful musings, and in this article, he walks through three mindsets for people analytics professionals to adopt including: embracing the power of visual analytics. Thanks too to Matthew for his kind mention of the Data Driven HR Monthly in his article. (3) Caitlin van Mil launches her Everything Data Science microblog series with a piece that breaks down SHAP values. (4) Amit Mohindra outlines how The “human-in-the-loop” imperative presents an opportunity for HR to elevate its role in leading their organisation’s adoption of AI:
Organizations do not adopt AI; individuals do. HR facilitates organizational change through its influence on leadership, culture, and learning. The chief people officer is in a better position to spearhead AI adoption initiatives than the chief technology officer.
FIG 8: Source – Scott Reida
THE EVOLUTION OF HR, LEARNING, AND DATA DRIVEN CULTURE
KEVIN COX, SUSAN PODLOGAR, AND KATIE BURKE - Less is More: The Transformative Power of Discarding Outdated HR Concepts
If HR sees technology as someone else’s work, HR will have missed a huge opportunity. To drive these discussions, rather than follow others, HR leaders should be students of technology and how it can influence work, strategy, and culture.
As this excellent article in People + Strategy begins, the job of the chief people officer is increasingly complex with their C-suite peers often turning to them to solve the new challenges that have made leadership so hard in this turbulent decade. Instead of more, three experienced chief people officers, who have recently stepped down from their roles, provide some thoughts on what HR should be spending less time on moving forward. One example from each: (1) Kevin Cox highlights culture surveys, and advocates how AI can create better assessments by analysing more sources. (2) Susan Podlogar (she/her) calls for the setting aside of low-value HR work to focus instead on high-value transformation work including being at the forefront of how technology is integrated (see quote). (3) Katie Burke writes how HR needs to be better at connecting employee experience and happiness to impact, productivity and business results.
DAVE ULRICH, REBECCA RAY, AND ALAN TODD - Next Step in GenAI for Human Resources: Proliferation vs. Prioritization
Proliferation offers an abundance of innovative ideas but can lead to being overwhelmed and not having a clear idea about where to invest. Prioritization filters the opportunities into priorities that deliver value.
With the proliferation of GenAI in the HR market (estimated at $3.25 billion USD in 2023 and projected to grow at a compound annual growth rate of 24.8 percent from 2024 to 2030), how can HR leader prioritise the investments in GenAI apps that will provide the biggest benefit to their stakeholders and organisations? That is the question tackled by Dave Ulrich, Rebecca Ray, and Alan Todd in their article, where they provide four concrete recommendations: (1) Define desired stakeholder and outcome (“focus on impact rather than activity”). (2) Rely on an integrated framework to organise apps (see FIG 9). (3) Determine which GenAI apps best deliver stakeholder value. (4) Build a guidance system on existing HCM platforms.
FIG 9: Human Capability Framework (Source: Dave Ulrich)
WORKFORCE PLANNING, ORG DESIGN, AND SKILLS-BASED ORGANISATIONS
MARC RAMOS - 6 Part Series: Tasks Versus Skills - Squaring the Circle of Work with AI - Part 1 | Part 2 | Part 3 | Part 4 | Part 5 | Part 6
The world of work is changing rapidly, and the skills we need to succeed are evolving faster than ever before. While a strong focus on skills development is crucial, many organizations find that a sole skills-based approach is insufficient. There's a missing piece of the puzzle: tasks. Tasks are the building blocks of work, and understanding how they connect with skills is essential for developing effective workforce strategies, particularly as AI becomes increasingly integrated into our workflows.
As I’ve been sharing broadly, HR, Talent and Learning & Development teams have increasingly had a laser focus on skill development, upskilling/reskilling, Skill-Based Organisations, and most recently gaining the right AI skills. Marc Ramos takes a slightly different approach: “A dilemma regards an over-reliance on a skills-first mindset as a somewhat dominant charter. What’s missing is acknowledging the proportional value of tasks, quantifiable tasks with the complementary value of skills, qualified skills.” AI and AI tooling is at the heart of this provocative new series; that is, how to address the combination of Tasks + Skills + AI. Part 1 and Part 2 re-emphasise the critical value of tasks and provide 7 Playbook Takeaways. The remaining “What-If” sections share forward-looking AI-centric scenarios: Let Learning Breathe, A Task Intelligence Control Room, Employee Experience as an AI Product, and Ramos has also created an Instructional Quality AI Agent using OpenAI’s API Models. Marc has also generously bundled all of this into a free eBook.
FIG 10: Control Room mock up or heatmap of tasks not accomplished and negative impacts to sales quotas and related skills (Source: Marc Ramos)
EMPLOYEE LISTENING, EMPLOYEE EXPERIENCE, AND EMPLOYEE WELLBEING
BARBARA JEFFERY, BROOKE WEDDLE, JACQUELINE BRASSEY, AND SHAIL THAKER - Thriving workplaces: How employers can improve productivity and change lives
By making work a place that improves health, organizations can build a strong, productive, and engaged workforce and release greater individual and organizational potential.
A landmark new report from the McKinsey Health Institute in collaboration with the World Economic Forum, which has the headline finding that enhanced employee health and well-being could generate up to $11.7 trillion in global economic value. The report, authored by Barbara Jeffery, Brooke Weddle, Jacqui Brassey, PhD, MA, MAfN ?️ (née Schouten), and Shail Thaker, addresses three key questions: (1) Why prioritise workplace health? (e.g. financial return, improvements in productivity, engagement and retention, lower healthcare costs and absenteeism, enabling a more resilient and adaptive workforce – see FIG 11). (2) What is the current state of workplace health? (with a survey of 30,000 employees worldwide finding only 57% reported good holistic health). (3) How can organisations measure workforce health and develop an action plan? (how to build the investment case and company-specific KPIs – see FIG 12, case studies from the likes of Novo Nordisk, Swiss Re, and Novartis, and the role of people analytics including a case study from Experian. Finally, guidance is provided on six principles organisations can follow to get started: (i) understand the baseline health status of employees and the value at stake, (ii) develop initiatives for a sustainable healthy workforce, (iii) pilot interventions to test and learn, (iv) track three to five metrics to measure success, (v) ensure leadership commitment and sponsorship, and (vi) embed employee health into organisational culture. A tour de force.
FIG 11: Workplaces with high well-being outperform other stock market indexes (Source: McKinsey)
FIG 12: KPIs to build the investment case for employee wellbeing (Source: McKinsey)
CARLIJN POPELIER AND RUUD RIKHOF – The (de)Humanized Workforce: Job Deconstruction - to what extent is the future workforce at risk of being further dehumanized?
HR must take the lead in understanding AI’s impact and guide conversations about how these benefits are distributed. By doing so, we can keep the human experience at the center of this transformation.
The cornerstone of this thoughtful paper from Carlijn Popelier and Ruud Rikhof is the concept of Humanized Growth, which they describe as “integrating the interests of employees, consumers, local communities, government, the planet, and broader humanity.” The paper takes a deep dive into the (un)intended consequences of new work arrangements and how they impact ‘humans’ and provides some helpful recommendations to chief people officers and senior leaders. Three of these are: (1) Leave HR service delivery to others and set expectations for employee experience. (2) Have a point of view on how AI impacts the workplace and how the benefits of productivity improvements are distributed. (3) Lead the transition to a skill-based approach. The authors also provide a primer on deconstructing jobs, including a helpful visualisation of the hopeful and cynical view of implementing this approach (see FIG 13). A highly recommended read.
FIG 13: The ‘hopeful’ and ‘cynical’ view of deconstructing jobs (Source: Popelier and Rikhof)
LEADERSHIP, CULTURE, AND LEARNING
JONATHAN HUGHES, JESSICA WADD, AND ASHLEY HETRICK - Why Influence Is a Two-Way Street
Managers achieve better outcomes when they prioritize collaborative decision-making over powers of persuasion
The ability to wield influence is important for meeting team and individual goals in highly matrixed organizations, but research, presented by Jonathan Hughes, Jessica Wadd, and Ashley Hetrick finds there is too much of an emphasis on selling one's own point of view (see FIG 14). The authors explain how this can hamstring good decision-making and argue for a collaborative model of influence where the best decision for the organisation is the primary goal. They also share five research-based strategies on how managers can steer culture toward two-way influence. (1) Expand job definitions and responsibilities so that they provide guidelines for cross-functional engagement. (2) Replace traditional influence training with training focused on collaborative influence. (3) Engage in cross-functional goal setting and alignment of incentives. (4) Rethink criteria for promotions to management and executive leadership. (5) Model behaviours of collaborative influence.
FIG 14: How Influence Is Wielded in Organizations (Source: Hughes et al)
DIVERSITY, EQUITY, INCLUSION AND BELONGING
TORIN ELLIS - Reducing Bias in HR using Artificial Intelligence
Only 27% of companies are using AI to address bias despite AI’s potential to automate processes and minimize personal and unreasoned judgment.
This research study provides a helpful primer on how the thoughtful application of AI can remove bias from HR processes such as hiring, promotion and performance management. The report, which is a collaboration between Torin Ellis as well as Madeline Laurano and Kyle Lagunas of Aptitude Research for plum, covers: (1) How AI impacts HR processes and its role in either perpetuating or eliminating unconscious bias. (2) How to implement AI tools to foster DEIB values. (3) Examples where AI has been successfully employed to neutralise bias and promote fairness in HR practices.
FIG 15: Actions companies are taking to reduce bias (Source: Torin Ellis, Aptitude Research)
LILY ZHENG – What Comes After DEI?
Instead of the performative, individual-centered, isolated, and zero-sum methods of the current mainstream approach, DEI work must evolve to become outcomes-based, systems-focused, coalition-driven, and win-win.
A timely and thoughtful article by Lily Zheng, which outlines how their new framework built around fairness, access, inclusion, and representation can succeed where Lily believes that DEI has failed. As Lily explains, (1) Fairness is when all people are set up for success and protected against discrimination. (2) Access is when all people can fully participate in a product, service, experience, or physical environment. )3) Inclusion is when all people feel respected, valued, and safe for who they are. (4) Representation is when all people feel their needs are advocated for by those who represent them.
HR TECH VOICES
Much of the innovation in the field continues to be driven by the vendor community, and I’ve picked out a few resources from January that I recommend readers delve into:
FRESIA JACKSON AND HEATHER WALKER - The biggest lie continues: The impact of leaders vs. managers – Fresia Jackson and Heather Rose Walker, PhD mine Culture Amp’s extensive data to bust the oft-repeated myth that “People don’t quit companies; they quit managers.’ The findings they do uncover include: (1) Career opportunities, leadership, and company confidence drives employee commitment, and; (2) Leader’s impact on engagement has grown since 2020 (see FIG 16).
FIG 16: Leadership’s impact on employee engagement has grown since 2020 (Source: Culture Amp)
LIGHTCAST – The Speed of Skill Change – A new report from Lightcast, which analyses the extent of skills disruption in US job postings, finds that the average job has seen one-third of its skills change from 2021 to 2024. The report identifies three big themes: (1) Adapting to Artificial Intelligence, (2) The Growth of Green Skills, and (3) Cybersecurity skills Continue Climbing, and provides workforce planning tips for each.
FRANCISCO MARIN - Why Now is the Time for Organizational Network Analysis (ONA) to Go Mainstream – Advancing social capital is one my 12 Opportunities for HR in 2025, and in his article, Francisco Marin of Cognitive Talent Solutions, looks at the historical evolution of the field and writes why the time is now for ONA.
FIG 17: The historical evolution of ONA (Source: Cognitive Talent Solutions)
JOHN GUY - Skills-Powered – Our maturity framework for getting the right skills – John Guy outlines the skills-powered maturity framework that developed with Simply Get Results’s customers (see FIG 18).
FIG 18: Skills-powered maturity framework (Source: Simply)
PHILIP ARKCOLL - How to Evaluate and Defend Your Flex Work Strategy – This is a terrific resource from Philip Arkcoll and the team at Worklytics. It highlights 15 common issues they are seeing in their research into flexible working and the metrics they’re using to help organizations identify them. These include: (1) Are people maintaining their networks or becoming isolated? (2) Is your organization becoming more siloed? (3) Do you have enough overlap on distributed teams? (see FIG 19).
FIG 19: Team overlap based on working hours (Source: Worklytics)
PODCASTS OF THE MONTH
In another month of high-quality podcasts, I’ve selected five gems for your aural pleasure: (you can also check out the latest episodes of the Digital HR Leaders Podcast – see ‘From My Desk’ below):
JEREMY SHAPIRO - People Analytics Trends for 2025 & Revisiting Competing on Talent Analytics – Jeremy Shapiro joins Cole Napper and Scott Hines, PhD on the Directionally Correct podcast for a lively and insightful discussion on the evolution of the field, reflections on Jeremy’s seminal 2010 HBR article, Competing on Talent Analytics, and a review of 2025 predictions for people analytics from Jeremy, Cole and Scott, as well as research from RedThread, Bersin, and Insight222.
BRANDON ROBERTS - The future of AI in the workforce: Lessons from ServiceNow’s four-point strategic journey – Brandon Roberts, Head of People Analytics and AI at ServiceNow, joins host Kyle Forrest on the Capital H Podcast to dive into the company's transformative journey with AI. He shares a four-point plan guiding their AI strategy, covering key areas like AI operating models, data and tech infrastructure, the right investments and talent, and workforce enablement.
STACEY HARRIS - The Future of HR – Stacey Harris from Sapient Insights Group joins hosts Stacia Sherman Garr and Dani Johnson on RedThread Research’s Workplace Stories to discuss the HR landscape as we enter 2025. They have an absorbing conversation on what ‘engagement’ truly means, the limitations of current AI applications, and why a company’s culture—not its tech—might be the biggest obstacle to success in 2025
AMIT MOHINDRA – Strategic Workforce Planning – Amit Mohindra joins Nick Kennedy on SWP – The Strategic Workforce Planning Podcast, to talk all things SWP and people analytics.
ELLEN HENDRIKSEN – Dealing with Perfectionism – In a fascinating episode of HBR IdeaCast, psychologist Ellen Hendriksen speaks with Curt Nickisch about her new book, How to Be Enough: Self-Acceptance for Self-Critics and Perfectionists, where perfectionism comes from and how it affects teams.
VIDEO OF THE MONTH
BEN WABER, GEORGE LAROCQUE, AND CLIFF JURKIEWICZ – Helping Employees Gain Valuable AI Skills
In this insightful panel discussion on Nasdaq, Ben Waber, George LaRocque and Cliff Jurkiewicz of Phenom join host Jill Malandrino to discuss how to strike a balance that helps employees gain valuable AI skills while simultaneously giving the organization a competitive edge.
BOOKS OF THE MONTH
AIZHAN TURSUNBAYEVA - Augmenting Human Resource Management with Artificial Intelligence | MARTIN R. EDWARDS, KIRSTEN EDWARDS, AND DAISUNG JANG - Using R in HR Analytics: A Practical Guide to Analysing People Data
There are two book recommendations this month. First, Aizhan Tursunbayeva, PhD, GRP’s book explores human resource management technologies across operational, relational, and transformational elements. It includes an analysis of vendor value propositions, and pays significant attention to the ethical implications of AI and how they can be addressed through Responsible AI principles. The second book, by Martin Edwards, Kirsten Edwards, and Daisung Jang is designed to help readers learn how to use R and R Studio to analyse HR data and deliver insights that drive workforce and business performance. The authors also cover data privacy and the ethical considerations of using people data. Two excellent and complementary reads.
RESEARCH REPORT OF THE MONTH
SCOTT HINES, JUSTIN O’NEAL, CHRIS HUNYH, AND JOHN GOLDEN - An alternative path to unlocking high-potential talent: Universal models beware
In this paper for the Consulting Psychology Journal, Scott Hines, PhD, Justin O'Neal, Ph.D. Chris Hunyh, and John Golden, Ph.D., investigate the intricacies of identifying high-potential talent within organisations overcoming the challenges of using a single defined measure of potential. As John Golden highlights here, insights from the paper include: (1) Redefining Potential: The article challenges traditional notions of potential, advocating for a behavioural framework that aligns with strategically critical roles: “It’s not just about climbing the ladder; it’s about finding the right fit for every rung.” (2) Innovative Methodologies: By integrating multiple theoretical constructs and utilising behavioural ratings, this study paves the way for predicting employee readiness for future growth opportunities. For those unable to access the report, have a listen to this podcast on the study.
BONUS RESOURCES
Some bonus resources to also consume this month:
Hung Lee published his annual set of forecasts for recruitment and HR technology, which are always worth checking out and cover much, much more than recruiting: See Part One, Part Two, Part Three, Part Four.
In a recent edition of his excellent Workforce Futurist newsletter, Andrew Spence unveils 35 New AI Roles to Watch Out For.
Sharna Wiblen’s article in MIT Sloan Management Review, Who’s Making Your Talent Decisions? explores how technology—algorithms, vendors, and systems—shapes talent decisions to a much greater extent than many of us realise.
Stacia Sherman Garr provides a helpful primer on Understanding the Impact of Recent DEI Executive Orders.
Speaking of DEI, Bruce Daisley does an admirable takedown of Mark Zuckerberg’s cowardly decision to roll back on DEI at Meta: Zuckerberg cancelling DEI is a grim day for work.
Finally, Nathan Warren’s column on Exponential View, outlines five contrarian ideas that may just change your perspective—and your strategy—on AI at work. These include: You're likely only scratching the surface – with organisations actually needing to retool entire processes around AI (see FIG 20).
FIG 20: The shift from assistants to agents will be dramatic (Source: Exponential View)
FROM MY DESK
January proved to be a productive month for writing as well as the first three episodes of Series 44 of the Digital HR Leaders podcast, sponsored by our friends at TalentNeuron (thanks to John Lynch, David Wilkins, Maureen McGinness, and the TalentNeuron team).
DAVID GREEN – The Best HR and People Analytics Articles of 2024 – My 11th annual retrospective of the best articles of the year came in five instalments: Part 1: Creating value through people analytics, Part 2: Orchestrating the future of work, Part 3: Enhancing employee experience and wellbeing, Part 4: Developing leaders, culture and inclusion, and Part 5: Building the strategic HR function. Enjoy!
DAVID GREEN - How can organisations leverage skills intelligence to make more informed decisions? – A wrap-up of Series 43 of the Digital HR Leaders podcast, which featured Sandra Loughlin, PhD, Keith Sonderling, Mikaël Wornoo?, Melissa Daimler, and Christophe Cabrera , and featured the common question: How can organisations leverage skills intelligence to make more informed decisions?
STACIA GARR AND DAVE ULRICH - How HR Can Create Stakeholder Value and Drive Organisational Growth in 2025 – In our traditional opening to the year at the Digital HR Leaders podcast, I was joined by Stacia Sherman Garr and Dave Ulrich for a conversation on the key priorities and opportunities in 2025.
PRASAD SETTY - How Will AI Shape the Future of People Analytics? – Having established and led the fabled people analytics team at Google, Prasad Setty has an abundance of knowledge and wisdom to share about people analytics. We discuss learnings from his time at Google, current challenges in the field, and how AI is shaping the future of people analytics.
DAVID WILKINS - How to Turn Strategic Workforce Planning Into Impactful Action – David Wilkins joins me to share TalentNeuron’s findings on the key priorities for organisations when it comes to SWP. This shapes our conversation on what it really takes to master Strategic Workforce Planning.
LOOKING FOR A NEW ROLE IN PEOPLE ANALYTICS OR HR TECH?
I’d like to highlight once again the wonderful resource created by Richard Rosenow and the One Model team of open roles in people analytics and HR technology, which now numbers over 600 roles. You can also read Richard’s latest newsletter related to this here.
THANK YOU
Nick Lynn for including the Data Driven HR Monthly in his list of recommended newsletters alongside some of my personal favourites by the likes of Bruce Daisley (Make Work Better), Rachel Botsman (Rethink with Rachel), and Serena H. Huang, Ph.D. (From Data to Action).
Gianni Giacomelli for also recommending the Data Driven HR Monthly in his 2025 New Years Resolution: Only Read Good Newsletters post, which included another of my favourites from Thomas Otter (Work in Progress).
Mike Irvine for including my 12 Opportunities for HR in 2025 article in a recent edition of LinkedIn’s The Must-Read Articles for Talent Professionals This Week.
Rick Leunisse for including me in this ‘General HR Tech Influencers’ category in his list of LinkedIn Influencers to follow. Rick also included categories for Workday Subject Matter Experts, Workday Employees, and HRIS Innovators and Thought Leaders.
Offbeat for including me as one of 50 learning professionals to keep an eye on in 2025. I can happily return the favour by highly recommending Offbeat’s weekly newsletter, edited by Lavinia Mehedințu, which is one I read every week: Where L&Ds Always Learn.
Thanks to Matt Manners and the Inspiring Workplaces team for including me as one of The Top 101 Global Employee Engagement & Experience Influencers 2025
Kyle Forrest for generously including me in two posts. Firstly, in a list of six 2025 set of predictions and trends for the world of work, and then secondly, in his list of non-Deloitte sources to obtain insights in the HumanCapital and HR ecosystem.
MagnusHR for including Excellence in People Analytics as one of its five reading recommendations for 2025.
Jeroen Naudts for including me in his list of 10 People Analytics Experts to Follow.
Kalpana Joshi for including me in her list of five top HR influencers on LinkedIn to follow in the HR and people management space.
Teamflect for including the Digital HR Leaders podcast at number 5 in its list of 15 Podcasts for HR Professionals.
Thinkers360 for including the Digital HR Leaders podcast in its article: 125 Podcasts from You Should Listen To in 2025.
Aurélie Crégut for citing the Digital HR Leaders podcast episode with Yves Van Durme, in her excellent post on Structuring Data for Success: A Guide for HR Teams.
Phil Kirschner for including me in his group of inspiring thought leaders who introduce and amplify new perspectives on the future of work.
Olimpiusz Papiez for posting another wonderful set of learnings from an episode of the Digital HR Leaders podcast, this time the one with Stacia Garr and Dave Ulrich: How HR Can Create Stakeholder Value and Drive Organisational Growth in 2025.
Finally, a huge thank you to the following people who either shared the December edition of Data Driven HR Monthly and/or posted about the Digital HR Leaders podcast, conferences or other content. It's much appreciated: Ollie Henderson, Paola Alfaro Alpízar, Sarah White, Mila Pascual-Nodusso, Robin Haag, Elliott King, Ryan Wong, Mark Woodhouse, Hakan Sahin, Veronika Birkheim, Gareth Flynn, Thomas Kohler, Monika Manova, Alice Reinhold, Javier Calzolari, Nicolas Quadrelli, Bastiaan Starink, Dan George, Jaqueline Oliveira-Cella, Alessandro Cosentino, Kouros Behzad, Diane Gherson, Ihuaku Ugwu, Amardeep Singh, MBA, Ian Grant FCIPD, Kevin Metherell, Francisca Solano Beneitez, Sanja Licina, Ph.D., Laura Oh, PhD, Swechha Mohapatra (IHRP-SP, SHRM-SCP, CIPD), Irada Sadykhova, Ian OKeefe, Anna A. Tavis, PhD, Bengi Bozdag, Monica Sirbu, Shonna Waters, PhD, Adam Tombor (Wojciechowski), Sachin Sangade, Robin Kane, Jason Saltzman, Johnatan Moreno, Roshaunda Green, MBA, CDSP, Phenom Certified Recruiter, Jaap Veldkamp, Patrick Coolen, José Valdivieso, Danielle Farrell, MA, Nevena B., Menna Shehab ElDin, David Simmonds FCIPD, Debbie Harrison, Meghan M. Biro, Kathleen Kruse, John Healy, Greg Pryor, Daria Manoilenko, Samir Murgude , SPHR®, SHRM-SCP, IHRP-SP, Catriona Lindsay, Mark North, Maria Alice Jovinski, Zohaib Azhar, Michael Arena, Michelle Lee ?, Malgorzata Langlois, Erin Spencer, Timo Tischer, Richard Bretzger, Nick Hudgell, Evan Franz, MBA, Darshana D., Johannes Sundlo, Luis Maria Cravino, Sergio Garcia Mora, Graham Tollit, Ifraan Karim, John Gunawan, Jay Chang, Hanadi El Sayyed, Alexis Baker, Neil Vyner, Giovanna Constant, Marcela Mury, Monika Buzasy, Lewis Garrad, Tina Peeters, PhD, Lewis Garrad, Abhilash Bodanapu, Kouros Behzad, Dan Lapporte, Ying Li, Stephanie Andel, PhD, Kris Saling, Caitie Jacobson Mikulis, Roxanne Bisby Davis, Joonghak Lee, Delia Majarín, Emanuele Magrone, Claire Masson, Lucie Vottova, Gawain Wang, Sophia Huang, Ed.D., Jacob Nielsen, Søren Kold, Samy Ben Said, Ralf Buechsenschuss, Gal Mozes, PhD, Alexis Fink, Dave Fineman, Danielle Bushen, Peter Ryan, Elizabeth Esarove, Ken Clar, Erik Otteson, Mariami Lolashvili, Craig Starbuck, PhD, Maria Ursu, Mattijs Mol, Toon van der Veer, Arne-Christian Van Der Tang,
ABOUT THE AUTHOR
David Green ?? is a globally respected author, speaker, conference chair, and executive consultant on people analytics, data-driven HR and the future of work. As Managing Partner and Executive Director at Insight222, he has overall responsibility for the delivery of the Insight222 People Analytics Program, which supports the advancement of people analytics in over 100 global organisations. Prior to co-founding Insight222, David accumulated over 20 years experience in the human resources and people analytics fields, including as Global Director of People Analytics Solutions at IBM. As such, David has extensive experience in helping organisations increase value, impact and focus from the wise and ethical use of people analytics. David also hosts the Digital HR Leaders Podcast and is an instructor for Insight222's myHRfuture Academy. His book, co-authored with Jonathan Ferrar, Excellence in People Analytics: How to use Workforce Data to Create Business Value was published in the summer of 2021.
MEET ME AT THESE EVENTS
I'll be speaking about people analytics, the future of work, and data driven HR at a number of upcoming events in early 2025:
February 26-27 - People Analytics World, Zürich
March 13 - HiBob Heartcore HR LIVE, London
March 19 - Workhuman Live Forum, London
April 10-11 - Wharton People Analytics Conference, Philadelphia
April 29-30 - People Analytics World, London
May 6-8 - UNLEASH America, Las Vegas
June 4-6 - TALREOS (Talent Analytics Leadership Roundtable Economic Mobility Summit), Chicago
July 31 - August 1 - People Matters TechHR India 2025, Delhi
October 21-22 - UNLEASH World, Paris
More events will be added as they are confirmed.
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