The impacts of artificial intelligence, upskilling and flexible work are among employers’ and employees’ main human resources considerations for 2025, says Candy Ho, a professor at Kwantlen Polytechnic University and board chair at non-profit organization CERIC.
“AI is still a prominent consideration for the HR industry because it will continue to transform everything from how we analyze data to [talent management and recruitment]. I often get questions from students or clients about whether AI is going to take over jobs, so I try to reinforce that AI won’t take over jobs, it will replace tasks within the job.”
Another important HR topic that can help employees with their worries around AI impacts is re-skilling and upskilling, she adds. Employees can identify how trends like AI will affect their industry and develop their skills accordingly. “It’s an ecosystem, so employers also need to listen to employees and . . . provide more collective training, not just sending individual employees to a conference but maybe doing group training and learning together.”
Read: How AI can help employers with reskilling, career development during uncertain times
Flexible work will continue to be a priority for employees in 2025, notes Ho, because they value the freedom to work when and where they’re most productive. Employers who continue to embrace flexible work, both with their current employees and as part of their hiring strategy, will have an edge in attracting and retaining talent.
Generational shifts are also changing the workplace dynamic, she adds. Generation Z is entering the workforce focused on their purpose and how they can make a difference in the organization, while millennials are looking for balance, juggling multiple responsibilities and often becoming the sandwich generation.
Meanwhile, baby boomers are redefining what retirement looks like. “I still hear many people [saying] they’re going to retire at [age] 65, but they’re likely not considering longevity. Life expectancy is continuing to increase, it might go up to the mid 90s or even 100 in the next decade, [so] retiring at 65 means you’ve got 35 more years to figure out what life will be like without work. So I think we need to redefine and look at that differently.”
Read: 51% of U.S. pre-retirees, retirees delaying retirement, returning to the workforce: survey
Ho likes the idea of ‘rewirement’ — in which employees who have retired from full-time work pursue other avenues to support themselves financially — because continuing to work beyond age 65 is a reality for many people in Canada.
When it comes to diversity, equity and inclusion, she says it has been interesting to see companies recently minimizing their policies or removing them all together. However, it’s important for employers to promote DEI in some way, even if they call it something else.
“DEI is a way to help every employee succeed by paying attention to what they need to be happy and thrive in the workplace. This involves actively listening to their needs and then looking at what company practices and policies truly promote everyone’s health and well-being. If I can give one piece of advice to employers for 2025, I’d say really focus on listening to your employees and what they need to be successful, because ultimately it goes back to the success of the organization too.”