This article explains what a leadership development strategy is, the 13 different strategy types, and how you can create one to meet your organization’s needs.

Contents
What is a leadership development strategy?
Leadership development strategy: Key characteristics
13 types of leadership development strategies 
How to create a strong leadership development strategy 
3 real-life examples of leadership development strategies 

What is a leadership development strategy?

A leadership development strategy is a plan that aims to help an organization’s future leaders increase their capacity to effectively guide, inspire, and influence others in the company. 

Leadership development focuses on cultivating key leadership competencies, such as strategic thinking, decision-making, emotional intelligence, and communication. It highlights aspects such as self-awareness, personal growth, and the ability to empower and motivate others.  

An effective leadership development plan provides a structured approach to empowering potential leaders to confidently take on their future roles, navigate a constantly changing business landscape, and drive organizational success.

Leadership development strategy: Key characteristics

There are some elements every leadership development strategy framework should include, such as:

• Alignment with business goals: Effective leadership development must support long-term business objectives by helping potential leaders align their professional growth with company goals.
• Personalization: These programs should also be tailored to individual leadership styles and career paths as much as possible to encourage, facilitate, and support diverse perspectives among leaders.
• Practical experience: 75% of leadership development professionals estimate that under 50% of what they train in is actually applied on the job. Effective leadership development training should focus on the practical application of knowledge and skills.
• Continuous learning: Concepts that leadership adopts significantly influence a company’s culture. Leaders modeling continuous learning will also help build a culture of continuous learning throughout the rest of the organization.       
• Measurement and assessment: A leadership development strategy should have clear, quantifiable goals aligned with organizational objectives. You can use HR smart goals to track the progress of your leadership development efforts and their return on investment (ROI).  

13 types of leadership development strategies 

There are various types of strategies you can use as part of your leadership development plan. You can combine a few strategies to create a well-rounded development curriculum. Examples include:

1. Mentorship programs

Mentoring is usually a long-term, relationship-based process between two people. In this process, a more experienced employee (the mentor) provides their mentee with support, guidance, and advice. Mentoring focuses on career development and personal growth and provides an excellent opportunity to transfer knowledge and skills. 

2. Coaching

Coaching is a more structured, goal-oriented process focused on achieving specific results within a predetermined period of time. Leadership coaching is a collaborative process designed to help potential leaders improve their leadership skills, overcome challenges, and reach other specific outcomes.

3. Formal training programs

A formal training program consists of workshops or structured training sessions to help enhance specific leadership competencies and skills. It can include online courses, in-person classes, certificate programs, and more. These programs suit companies that prioritize long-term succession planning or leadership development.  

4. On-the-job training

This involves leaders undergoing coaching or a formal training program while performing their existing leadership duties. Often, new leaders find themselves managing teams of people without completing (or even receiving) leadership training. On-the-job training helps them develop their leadership competencies while performing their duties.

5. Job rotation

Job rotation is a practice where employees (including potential leaders) move between different roles or departments for a certain period to develop diverse skills to prepare for future leadership. Job rotation also allows employees to better understand different business operations as part of their preparation for leadership positions.

6. Cross-functional projects

These projects help potential leaders better understand inter-department relationships and individual roles. It also helps them develop and enhance leadership skills, such as adaptability and collaboration. Additionally, they can build stronger connections with key stakeholders across different departments and teams.

7. Action training

This strategy involves leaders collaborating to solve real business challenges through practical experience and group discussion. This allows participants to develop skills that are directly applicable to their work. Action training aims to enhance problem-solving abilities, and critical thinking skills while also delivering tangible business results. 

8. Leadership workshops

A leadership workshop is a structured session that focuses on developing and enhancing the leadership skills of its participants. Leadership workshop sessions typically involve exercises that teach key leadership concepts, facilitate interactive activities, and drive discussions.

9. Succession planning

Succession planning involves identifying potential leaders to ensure the continuity of critical roles and business operations in an organization. An effective succession plan must provide a structured approach to preparing the next generation of leaders to move the company forward.

10. 360 degree feedback

If you want to identify leadership skills gaps and promote self-awareness among your company’s leaders, 360 degree feedback can be highly useful. It gathers input about a leader’s performance from different sources, including peers, direct reports, and supervisors, offering a well-rounded picture of their capabilities and potential. 

11. Shadowing senior leaders

Job shadowing is a form of on-the-job training where, in the context of leadership development, a future or potential leader learns from an experienced leader by observing them as they go about their day-to-day work duties and responsibilities. This allows them to ask important questions and model beneficial leadership behaviors.

12. Soft skills training

Soft skills such as communication, emotional intelligence, problem-solving, and decision-making are all key leadership competencies. A leadership development plan should prioritize building and developing interpersonal skills in order to be successful at preparing future leaders for their roles.  

13. Networking opportunities

Building and maintaining connections with peers across different industries and levels of experience gives leaders an excellent opportunity to enhance their ability to lead effectively. Networking is also a great way to identify potential talent and stay current on the latest industry trends.

How to create a strong leadership development strategy 

The following seven steps below provide a simple guide for you to start creating a strong leadership development strategy. 

Step 1: Identify business objectives

Before anything else, you must have a thorough understanding of your organization’s business goals. This will help determine the kinds of behaviors, capabilities, traits, and skills you must focus on in your leadership development strategy framework.

Step 2: Identify key leadership styles and competencies

Depending on your company’s culture and business needs, it may require one or more leadership styles. It’s crucial to identify key competencies for the company’s success, as they’ll form the foundation of your leadership development plan. 

Step 3: Assess current leadership capabilities

To understand what your leadership development strategy needs, you must assess your current and future leaders against the key leadership styles and competencies you’ve established. One tool you can use for this is the Training Needs Analysis (TNA). 

Step 4: Select the right leadership development methods

The results of the assessment mentioned in the previous step will show you the skills gaps among your company’s future leaders. You can then use this to determine the most suitable leadership development methods to help close these gaps.

Step 5: Design your leadership development plan

Your development plan should combine your selected learning methods to create an engaging learning environment. For instance, the strategy could feature a combination of formal training, action training, job shadowing, leadership mentoring, job rotation, and soft skills training.

Step 6: Encourage continuous feedback and assessment

360 degree feedback is an excellent tool to monitor people’s progress during their leadership development training, and their readiness for leadership after completion. Examples include the OPM Leadership 360™ and the RightPath 360 assessment.

Step 7: Measure, adapt, and improve

For your leadership development strategy to succeed, you need to collect and analyze data and then measure it against the goals you’ve set. KPIs for each goal will help you measure progress, so you know what to keep doing and how to improve your strategy.

3 real-life examples of leadership development strategies 

Below are three real-life company examples of leadership development strategies you can use to inspire your own approach:

Example 1: General Electric

General Electric (GE) has multiple leadership development programs, one of which is the two-year Operations Management Leadership Program. Its participants rotate three times across the business to gain experience within the supply chain, and take on assignments to help build a foundation in supply chain and leadership.  

Example 2: Intuit

One of Intuit’s leadership development programs involves cohorts of five to seven VPs undergoing two months of training before deciding how they’d teach the company’s directors about leadership from their own perspectives. The directors also undergo the same program and share their learnings with their managers to create a cycle of knowledge through teaching.

Example 3: IBM

Extreme Blue is IBM’s three-month leadership program for future tech and business leaders. It welcomes talented individuals with established leadership skills and technical abilities. The program aims to provide participants with an experience that emphasizes innovation, growth, and collaboration.

To sum up

An effective leadership development strategy is vital for a company’s and its people’s success. It is key in empowering (junior) leaders to fulfill their roles with confidence, and successfully navigate others in the organization through a constantly changing business environment.

Companies that prioritize and continuously refine their leadership development strategies are better positioned to drive innovation, improve employee engagement, and sustain long-term business growth.

The post How To Create a Leadership Development Strategy (Plus 13 Strategies) appeared first on AIHR.

This constant change can create “change fatigue,” making it harder for employees to adapt. HR professionals play a key role in helping teams successfully manage these transitions.

This article breaks down 11 essential change management skills that HR practitioners should develop to better support their workforce during ongoing organizational changes.

Contents
Why change management is essential for HR 
11 crucial change management skills and how to develop them
Examples of change management skills in practice

Why change management is essential for HR 

Change is a constant in most organizations. For these changes to succeed, it’s important to prepare, equip, and support employees so they can adapt and embrace new ways of working. This process is called change management, and HR plays a key role in managing the people side of change.

To guide employees through change effectively, HR needs strong change management skills and knowledge. This includes:

• Monitoring and evaluating the process, and improving strategies if required
• Communicating clearly and addressing concerns
• Supporting both leaders and employees as needed
• Ensuring the change aligns with the company culture
• Providing training and development for employees.

Why do change management skills matter for HR?

Today’s workplaces are experiencing change—rapid advancements in AI, shifts toward remote and hybrid work, and economic changes are just some of the current challenges organizations face.

This puts HR teams front and center in understanding and effectively managing change within the workplace. However, to succeed in this role, HR professionals need strong skills, knowledge, and expertise in managing change.

So, what exactly are change management skills? These are the abilities needed to guide, support, and implement change effectively. They help HR leaders manage transitions, keep employees engaged, and drive business success.    

11 crucial change management skills and how to develop them

Let’s examine some essential change management skills for HR professionals. We’ll also discuss their relevance and how to start developing them.

Skill 1: Communication

Communication in change management means delivering clear, consistent, and engaging messages about organizational changes. It involves explaining the reasons for change, providing regular updates, addressing concerns and resistance, using the proper communication channels, and ensuring open communication.

Why it’s an important skill:

• Reduced uncertainty and builds trust: Employees feel more secure when they understand the change process, strengthening their confidence in leadership.
• Minimized resistance: Employees are more likely to support change when they understand its benefits, not just for the organization but also for themselves and how they handle their day-to-day work.
• Enhanced engagement: When people feel heard and included, they are more motivated to engage with the company and adapt to organizational change.

  How to develop this skill:

• Practice active listening: Encourage employees to share their concerns and ideas and address their feedback promptly to show them their input matters to the company.
• Ensure clarity and simplicity: Avoid jargon or overly technical terms, and use simple, direct language to facilitate understanding. You can also break more complex messages into smaller, more digestible pieces.
• Adapt your communication style: Assess employee preferences and company culture to determine the best communication style for your audience while maintaining the organization’s voice and intent.
• Tap into storytelling: Share real-life examples of how the change has benefited others, and use narratives to make it feel more relatable and less intimidating.

Skill 2: Adaptability

Adaptability in change management refers to people’s ability to (quickly) adapt to changing circumstances or situations in the workplace. Although always handy, this skill is particularly useful in periods of change as things can evolve rapidly.

Why it’s an important skill:

• Enables smoother transitions: HR leaders who act quickly are likelier to make the change happen and drive a smoother transition during organizational change.
• Willingness to take risks (and fail): Adaptable people aren’t afraid to take (calculated) risks. They’re open to trying alternative approaches and potentially failing; if they fail, they learn and grow from that experience. 

  How to develop this skill:

• Work on your growth mindset: Be open to trying and learning new things. If you find this hard, find an accountability partner to help you.  
• Develop self-awareness: Self-awareness is about knowing your strengths, weaknesses, values, and beliefs. Knowing this about yourself will help you identify how you react to change and detect potentially limiting beliefs that negatively affect your adaptability.    
• Build resilience: Learn how to better deal with setbacks and challenges and grow stronger because of them. 

Skill 3: Problem-solving and decision-making 

Problem-solving and decision-making skills in change management enable people to identify the source of an issue during a change process, brainstorm and find one or more solutions, and make the necessary decisions to solve it.    

Why it’s an important skill:

• Ensures a smooth process. Change is rarely linear; unexpected roadblocks are likely to pop up. Problem-solving and decision-making are important change management skills, as they allow one to assess situations from multiple perspectives and devise creative ways to address them.   

  How to develop this skill:

• Learn about problem analysis techniques: Finding the right solution to a problem can be complicated. However, knowing about and using the correct problem analysis technique can streamline the entire process.    
  The following techniques provide teams with a step-by-step procedure to recognize and solve potential difficulties:
  • Problem tree analysis 
  • Root cause analysis 
  • CATWOE analysis 
  • Kepner Tregoe analysis 
  • SCAMPER analysis 
• Practice: Once you understand the different problem analysis approaches, you can start practicing conducting a problem analysis, for example, by following the steps mentioned in our article about problem analysis in HR.

Skill 4: Collaboration

Collaboration is about working well with others. In a way, it is the combination of someone’s ability to communicate, adapt, problem-solve, and achieve goals with others. 

Why it’s an important skill:

• Necessary for a successful process. Organizational changes usually affect many, if not all, the people in the company. Effective collaboration is, therefore, crucial for success; without it, it is very unlikely that the planned change will take place, let alone have the desired effect.   

  How to develop this skill:

• Work on your communication skills. Communication is an essential part of collaboration. Focus on improving your active listening, communication style, and use of jargon. 
• Build your problem-solving skills. As mentioned earlier, learn about the different problem-solving techniques, practice, and train yourself to see every potential issue as an opportunity to learn and grow. 
• Develop your adaptability. Successful collaboration requires adaptability from those involved. Things won’t always go as you pictured them, so be open to other perspectives and willing to change course.

Skill 5: Leadership 

Leadership is the ability to lead, influence, or guide others. Strong leadership offers clarity and stability, both much needed during periods of transformation and change that often come with uncertainty. 

Why it’s an important skill:

• Provides stability and clarity. Organizational change can create uncertainty and fear for its participants. Strong leadership gives them the reassurance, context, and direction they need to guide them through the transition.  

How to develop this skill:

Developing leadership competencies involves: 

• Assess strengths and weaknesses: Take a leadership skills assessment to pinpoint areas for improvement.
• Choose a development method: Select the best way to build your skills, like coaching, mentoring, formal training, workshops, or job shadowing.
• Build a development plan: Create a personalized and structured leadership program. 

Skill 6: Negotiation

Negotiation in change management refers to someone’s ability to communicate with various stakeholders and come to an agreement.  

Why it’s an important skill:

• Ensures effective change. Every organizational change involves different stakeholders with different interests. Finding a solution that guarantees an outcome where all parties can find themselves is crucial for success. 

How to develop this skill:

• Remember the 5C’s. As a negotiation rule of thumb, remember to communicate, collaborate, compromise, stay calm, and embrace change. 
• Develop the skills related to the 5C’s. To become good at negotiating, work on your communication, collaboration, adaptability, and resilience, as described in this article. 

Skill 7: Resilience

As we’ve seen earlier, things happen, problems occur, and circumstances evolve during a change process. Resilience helps you better deal with the unexpected and navigate a quickly changing environment.     

Why it’s an important skill:

• It improves your wellbeing. Resilience is mandatory during a time of change. It is the basic attitude for anyone involved in change management, as without it, most people’s (mental) health risks deteriorate. 
• It inspires others. Another reason resilience is one of the most important change management skills for leaders is that it inspires other people in the organization to become more resilient themselves, which is good in any situation but even more so in periods of change. 

How to develop this skill:

• Develop self-awareness. Once you know how you react in certain (unexpected and) difficult situations and why, you can work on this to better deal with them – and even grow from them – in the future. 
• Take care of yourself. The better your overall health is, the better you will be able to navigate hardship if it occurs. Get at least the basics right: eat well, go outside, exercise regularly, and get enough sleep.  

Skill 8: Cultural awareness

Cultural awareness in change management means understanding the company’s behaviors, values, and norms and how they will affect the change process.  

Why it’s an important skill:

• Choosing the best strategy. Your change strategy and process may differ depending on the organizational culture. Change management will look very different in an adhocracy culture (dynamic and entrepreneurial) than in a hierarchical culture. 
• Minimizing resistance. Cultural awareness enables you to choose a change strategy that best fits the organization and, as a result, minimizes the chances of people resisting the proposed change(s).  

How to develop this skill:

HR plays a key role in understanding and maintaining a company’s culture. They ensure that candidates learn about the organization’s values and cultural traits right from the application process.

• Conduct a company culture audit: Learn how to conduct a culture audit and analyze the data to understand the current company culture and assess where improvements are required.
• Measure culture: Continue to measure the company culture to understand if the changes required are happening or where there may be other areas to address.

Skill 9: Coaching and mentoring

Coaching and mentoring are important to change management leadership skills. Especially when it concerns organization-wide change processes, the change management team depends on the support and involvement of managers to create the desired change.   

Why it’s an important skill:

• Managers need support: Managers often have a lot on their plate, and leading their teams through organization-wide changes adds extra work and stress. They need guidance and support from HR to follow the process effectively.
• Creating change advocates: Managers are key to helping their teams understand and embrace organizational changes. Their role is critical in getting everyone on board. HR needs to support managers in becoming advocates for change.

How to develop this skill:

• Experience coaching yourself. As Ozlem Sarioglu, Founder of Digital coaching platform SparkUs, said in our All About HR Podcast: “If you haven’t received coaching yourself, you don’t really grasp what it means to be coached, what it feels like when you hear a powerful question to search inside yourself and find an answer. So to become a better coach, you need to be coached first.”  
  The same goes for mentoring. Before becoming a mentor, find one first and experience what that is like. 
• Get proper training. Find someone with experience, specifically coaching managers during organizational change, to give you the appropriate training.

Skill 10: Data analysis

HR data analysis skills allow for a more informed and strategic approach to organizational change management, allowing the organization to make data-driven adjustments where needed.      

Why it’s an important skill:

• Track progress: Data analysis helps you to track the progress (or lack thereof) of your change initiatives. 
• Identify potential problems. Tracking your change management metrics helps you detect potential issues and optimize the change process. 

How to develop this skill:

Develop your skills in tracking and measuring the right HR analytics for your change management initiatives:

There are, however, some things you can do:

• Understand which metrics to track: Check out our article about important change management metrics to track and how to analyze them.  
• Take a certificate program: Learn how to measure and analyze HR metrics by taking a course or program, like the AIHR People Analytics Certificate Program.
  

Skill 11: Crisis management

Crisis management in a change process refers to people’s ability to effectively navigate and respond to unexpected situations and emergencies during a planned organizational change.   

Why it’s an important skill:

• To minimize the damage: Staying calm in a crisis and, if possible, following processes for calamities is essential to reassure everyone in the organization and reduce damage (e.g., employee safety, a loss in productivity, a drop in employee engagement, a data breach, etc.). 

How to develop this skill:

Crisis management relies on many of the same skills as change management, including communication, collaboration, problem-solving, decision-making, adaptability, and resilience. To be well-prepared, it’s important to anticipate potential crises and create clear action plans ahead of time.

By adding these strategies to your change management plan, you can respond quickly and effectively to challenges.

3 examples of change management skills in practice

There are various ways for HR professionals to put their change management knowledge and skills into practice. Examples include: 

Example 1: Managing digital change

When a company introduces new HR software, the HR team must manage the digital change that comes with it. This includes clear communication and fostering resilience. These change management skills help to:

• Effectively introduce the new HR software through clear communication
• Encourage behavioral changes and build resilience among employees.

Example 2: Writing change, communication, and crisis plans

HR’s expertise in change management is essential for planning and guiding organizational transitions. This includes creating clear communication strategies to make the process smoother. HR is also key in preparing crisis plans to handle any unexpected challenges that might come up during the transition.

Example 3: Guiding people through mergers and acquisitions

When one company acquires and merges with another, effective change management is essential at many levels. Here are a few key areas to consider:

• Organizational culture: How well does the acquired company’s culture align with the acquiring company’s? What steps can you take to successfully merge them?
• Employee engagement: How do employees from the acquired company feel about the transition? Are they concerned? What’s the impact on their morale and engagement? How can you keep these positive?
• HR tech stack: Does the acquired company’s HR tech stack integrate smoothly with the acquiring company’s systems?

To sum up

Focusing on key skills such as clear communication, adaptability, problem-solving, collaboration, leadership, negotiation, resilience, cultural awareness, coaching, data analysis, and crisis management can help guide your organization through transitions more smoothly.

Investing in these areas not only enhances your professional growth but also strengthens your organization’s ability to lead change successfully, reducing employee resistance and boosting overall agility. As the pace of change continues to accelerate in organizations, being well-equipped with robust change management capabilities positions you to lead your teams effectively, ensuring sustained growth and competitiveness in today’s business landscape.

The post 11 Change Management Skills for HR To Develop in 2025 appeared first on AIHR.

HR plays a key role in shaping and maintaining good employee communication by developing policies, implementing communication tools, and fostering a culture of openness and feedback.

This go-to guide explains the characteristics of employee communication, the tools you can use to facilitate it, and the steps to help create a successful employee communication strategy.

Contents
What is employee communication?
HR’s role in employee communication
Key characteristics of effective employee communication
7 steps to develop an effective employee communication strategy
Tools to improve employee communication
Enhancing workplace communication with AI
4 real-life examples of effective employee communication

What is employee communication?

Employee communication refers to the two-way communication between an organization and its employees and interactions among colleagues. It includes the exchange of information, knowledge, feedback, thoughts, and ideas.

Employee communication covers various types of communication that take place in an organization, such as:

• Top-down: This type of employee communication involves information and messages flowing from the top down. An example is when the HR team emails the entire organization explaining a new benefits plan.
• Middle-out: This style of employee communication refers to the communication and exchange of information between middle managers and their teams.
• Bottom-up: This communication style amplifies employee voices—employees communicate with and send feedback, suggestions, or complaints to upper management.

Skillful employee communication can increase engagement and cross-departmental collaboration, help build strong relationships, and encourage innovation. Poor employee communication, however, can hinder engagement, morale, and productivity, create uncertainty around expectations, and prevent the organization from reaching its goals.

HR’s role in employee communication 

HR typically develops guidelines and protocols to standardize communication within the organization, ensuring clarity and consistency.

HR professionals must also help align the organization’s communication with its policies at every stage of the employee life cycle, from recruitment and onboarding to performance management and offboarding. You might, for example, be responsible for organizing training sessions to enhance workplace interactions and improve employees’ and managers’ communication skills.

Another important aspect of your role in employee communication is transparency. By sharing updates, decisions, and policies openly — and encouraging managers to do the same — you can foster a work environment of trust where employees feel valued and informed. HR also regularly gathers employee feedback to drive improvements to communication strategies.

At the same time, you will also mediate between employees and management or different departments, addressing concerns and resolving misunderstandings to maintain a harmonious workplace. Additionally, HR can be responsible for introducing and managing platforms such as intranets, collaboration software, and messaging systems to streamline both hybrid and remote communication.

Addressing common challenges in employee communication

When communication is scattered across emails, chat platforms, and intranets, employees may find it challenging to keep track of what’s important. Centralizing communication into a cohesive platform and establishing clear guidelines on which tools to use for specific purposes—such as announcements, feedback, or collaboration—can help ensure everyone is on the same page.

Excessive emails, messages, and meetings can also overwhelm employees and lead to disengagement.

Annelise further explains, “At the same time, in multicultural organizations, varying cultural norms and language differences can contribute to miscommunication. Annelise advises: “To mitigate this, keep messages simple and straightforward and promote inclusivity through cultural sensitivity training and open dialogue about cultural differences.

“Additionally, without proper feedback channels, employees may feel unheard and become disengaged. Use tools like pulse surveys, suggestion boxes, and open forums to give them a voice. It’s also crucial to act on this feedback and train others to do the same, so employees know their opinions are valued.”

Key characteristics of effective employee communication

The seven Cs of communication (clear, concise, concrete, correct, coherent, complete, and courteous) are a great place to start in developing successful employee communication.

Other characteristics of good employee communication between (leadership and) employees include: 

• Two-way interaction: Employee communication should encourage employees to share their thoughts and feedback. 
• Timely messaging: Sharing information at the right time ensures employees are aware of key changes or updates when they need to be and boosts the employer’s reliability and security. 
• Accessibility: Accessibility is key, especially for non-desk workers (like those in construction, transportation, agriculture, or manufacturing). These employees tend to lack regular computer access, making communicating via SMS an ideal alternative.
• Inclusivity: Communication should accommodate diverse teams by addressing cultural and language differences and people with visual, hearing, or other impairments.
• Empathy: Understanding and considering each receiver’s (i.e., the employee’s) perspective creates an environment where they feel valued and supported.

7 steps to develop an effective employee communication strategy

Here are seven steps you can take to help you develop an effective employee communication strategy that will not only increase employee engagement, retention, and satisfaction but also drive positive business outcomes:

Step 1: Determine your employee communication goals

Regardless of your aim, you need to first establish your goals to guide and inform your strategy. Examples include promoting organizational culture, boosting morale, or sharing important updates (or a combination of these). Clearly defining your objectives helps ensure all communication efforts align with the company’s broader mission and business priorities.

Step 2: Know your audience

It’s essential to understand the various employee segments in the company. Remote workers, for example, have different needs and preferred communication channels from their office-based colleagues. Conducting employee surveys or focus groups can help identify preferences, pain points, and the best ways to reach different employees efficiently.

Step 3: Assess and select communication channels

Analyze the company’s workforce demographics to assess the effectiveness of its current communication channels and, where necessary, select and implement new communication tools. Consider a mix of digital platforms (e.g., intranet) and in-person methods (e.g., town halls) to ensure employees receive messages in ways that suit their roles and work environment.

Step 4: Develop and share communication policies

After developing guidelines and protocols to standardize organizational interactions, share these policies with the workforce and ensure everyone knows how to access more information about them. Clear communication policies set expectations on response times, tone, and confidentiality, which helps maintain transparency and professionalism across the company.

Step 5: Create a communication plan and calendar

Depending on your strategy and goals, your communication plan can include a calendar. For instance, if you need to keep employees updated during a merger, you could create a schedule covering important announcements, communication initiatives, and town hall meetings. A well-structured plan ensures consistent, timely, and informative message delivery.

Step 6: Train managers to be communication leaders

Managers are crucial to successful information flow in an organization, both from top to bottom (and vice versa) and in their own teams. It’s important to train them on the company’s employee communication strategy, goals, and policies. Training that includes active listening and message delivery techniques can empower them to keep their teams informed and engaged.

Step 7: Measure, evaluate, and fine-tune

When developing your strategy and setting goals, you should also determine what metrics to use to measure success. To assess the effectiveness of your efforts, gather feedback regularly and make adjustments where necessary. Metrics such as employee survey results, engagement rates, and internal feedback can highlight areas for improvement.

Tools to improve employee communication

The table below lists various tools you can use to help improve your organization’s employee communication. Which tools are most suitable for your organization will depend on your communication strategy and goals and the different employee segments in the company.

Enhancing workplace communication with AI

Here are some examples of how AI can help improve workplace communication—and reduce your workload at the same time:

• Automating communication processes, such as FAQ or often requested documents
• Suggesting more precise language to decrease miscommunication risk
• Transcribing and summarizing meetings and providing everyone access to this information to ensure the whole team is on the same page
• Offering sentiment analysis to assess the emotional context and tone of messages 
• Creating (the basis for) content such as emails, internal presentations, and reports, providing a starting point for employee communication.

4 real-life examples of effective employee communication

In this section, we’ll share some examples of organizations that have successfully implemented employee communication strategies or tools.

Example 1: GWI

GWI is a prominent consumer research company in digital consumer rights. Its more than 500 employees are spread across three continents. 

It relies heavily on Slack to support its global culture of collaboration and togetherness, scale and maintain efficient operations, and successfully onboard new cohorts of people. This is especially important, as part of GWI’s onboarding takes place remotely. 

Example 2: JetBlue

JetBlue, New York City’s hometown airline, has over 25,000 employees, many of whom are non-desk workers. As part of its employee communication strategy, the company developed On The Fly, a custom-branded intelligent communication platform by Firstup.

This platform allows JetBlue to send personalized communications to the right employee at the right time, ranging from critical updates to inspiring recognition stories. This way, non-desk workers can remain connected to the airline regardless of their location.

Example 3: Hickory’s Smokehouse

Hickory’s Smokehouse is a family-friendly restaurant chain with 3,000 employees in the U.K. As the company wanted an employee app to enable two-way communication and connect frontline employees to office-based staff members, it looked to Workvivo to power its social intranet.

The intranet creates a democratized communication platform that allows all employees to contribute, share, comment, and interact on their terms. Since its launch in October 2023, 94% of Hickory’s employees have registered, and 86% are active every month.

Example 4: HubSpot

HubSpot realized its project management team members were communicating with stakeholders and tracking their workstreams manually and in different ways. This wound up created more work for the team.

As such, the company sought a platform that would give stakeholders easily digestible information and answer the needs of their creative partners. Work management platform Asana enables them to review, edit, and collaborate on work across the entire organization, and track design and marketing projects.

To sum up

Clear, open, and inclusive employee communication keeps the workforce informed, engaged, and motivated. HR plays a key role by setting communication policies, using the right tools, and fostering a culture of transparency. With the right strategies and technology, companies can improve teamwork, boost productivity, and keep everyone connected.

This, in turn, leads to better business results. Companies that constantly listen to employees, train managers well and adjust their approach tend to see higher engagement and stronger performance. Whether through instant messaging apps, structured policies, or AI-driven insights, businesses that communicate skillfully will not just get by—they will thrive.

The post What Is Employee Communication? Your All-in-One Guide [2025 Edition] appeared first on AIHR.

In this article, we’ll take a closer look at employee sabbatical leave, including the benefits of going on a sabbatical, the key elements of a sabbatical leave policy, and real-life examples of sabbatical ideas and programs. 

Contents
What is sabbatical leave from work?
Why is a sabbatical important? Benefits for employees and employers
Sabbatical leave policy: Key rules and template
Sabbatical program examples
FAQ

What is sabbatical leave from work?

A sabbatical leave is a period in which an employee takes an extended break from work, with the agreement that they can return to their job once the leave is over. The reasons for taking a sabbatical can vary from pursuing further academic studies, working on a personal project, volunteering, traveling the world, or spending more time with family. Most sabbaticals are unpaid, but employers sometimes agree to pay the employee a reduced rate or retainer to secure their return.

Companies typically only grant sabbatical leave to employees who have been with the company for a certain amount of time. As such, sabbatical leave can be considered a type of employee benefit and is increasingly becoming a recruitment and retention tool.

The word “sabbatical” comes from the Hebrew word “Shabbat,” meaning rest, and was originally tied to the biblical practice of taking every seventh year off for rest and renewal.

How long is sabbatical leave?

Although there is no standard length for sabbatical leave, it is usually longer than one month and can last up to a year. Less than four weeks is normally taken as annual leave, while breaks longer than a year are often viewed as a career break.

Types of sabbatical leave

Some of the common types of sabbatical leave include:

• Sabbatical from work: Sabbatical leave from an existing job, often offered as an employee benefit.
• Career sabbatical: A form of career break, usually longer than a year, commonly taken by people who have started a family or those exploring alternative careers.
• Professional sabbatical: Focused on gaining new skills, certifications, or experiences in a professional context, such as volunteering in a related industry, participating in leadership training, or working on a personal project that aligns with career goals.
• Academic sabbatical: Leave is used to pursue professional qualifications, conduct research, or write a book that will help to further the employee’s professional development.
• Mental health sabbatical: A sabbatical for employees who feel stressed or burnt out because of their job or other responsibilities.
• Health or recovery sabbatical: Focused on addressing physical health challenges, recovering from illness or surgery, or dedicating time to improving overall wellness.

Sabbatical vs. leave of absence

Most types of leave, such as sick leave, annual leave, or parental leave, have a time constraint, whereas sabbaticals can usually last from one month to a year.

Unlike other types of leave, sabbatical leave is not mandated by laws; therefore, it’s up to the organization’s HR department to create a suitable policy.  

Why is a sabbatical important? Benefits for employees and employers

Going on a sabbatical has benefits both for the employee as well as their employer. Let’s start with the positive effects of a sabbatical leave on employees: 

• Less stress: According to a study conducted among university professors, those who went on sabbatical experienced less stress at work upon their return. 
• Increased psychological resources: The same study found that people who returned from sabbatical leave benefited from an increase in psychological resources such as health, a sense of control and independence, energy, and even more professional knowledge! 
• Increased wellbeing: Unsurprisingly, the above led to an increase in the overall wellbeing of those who enjoyed an extended break from work. A recent report stated that 65% of employees have felt burnt out at some point due to their work, and a sabbatical can lead to positive, lasting changes when the employee returns.
• Life experience: Taking a sabbatical is a brilliant way for employees to build life experience and return to work wiser, more resilient, and with new perspectives.
• Upskilling: Many companies (including Deloitte, Buffer, and McKinsey) now offer paid sabbaticals, during which employees can further their education and build skills and knowledge to progress in their careers. 

Offering employees the possibility to take a sabbatical comes with benefits for employers too: 

• Building a healthier, more productive workforce: Employees who return from a sabbatical often feel recharged and healthier, which can lead to improved morale, stronger collaboration with colleagues, reduced absenteeism, and potentially higher productivity.
• Succession planning stress test: Research shows that sabbaticals for executive leaders, particularly in non-profit organizations, provide a valuable opportunity to test the organization’s leadership capacity and identify areas for improvement in succession planning. While the ‘number ones’ are on sabbatical, aspiring leaders have the opportunity to grow, take on new responsibilities, and demonstrate their leadership skills. As such, a person’s sabbatical leave can be a good opportunity to stress test your succession planning and, if necessary, adjust it.   
• Ready for unexpected absences: Being dependent as a team on one or more individuals is never a good thing. Having people go on a sabbatical pushes managers and teams to prepare for (long-term) absences so that when someone does leave, the business can continue as usual. 
• Employer brand & talent acquisition: Offering employees a sabbatical shows that you care about your workforce and that you reward loyalty. While a sabbatical program won’t be the number one reason candidates choose to work for you (and it shouldn’t be), it can make a difference when a candidate compares one company to another. Research led by HR software provider ADP found that 20% of employees would accept a sabbatical instead of a pay rise.
• Increased retention: Giving employees the freedom to take a longer period of time off helps employees feel their personal development and wellbeing are valued, which helps to boost retention. Plus, when denied a sabbatical, your top performers may otherwise quit, so avoiding this will help you save time and money recruiting and training replacements. 

Sabbatical leave policy: Key rules and template

Sabbatical leave rules

Here are some things to consider when creating your sabbatical leave rules:

• Eligibility: Sabbaticals are often used to reward employees for their loyalty. Therefore, people usually become eligible for a sabbatical leave after they’ve spent a certain period with the company and are often at a senior level, for example, after 5 years of service. Determine the criteria that will make your employees eligible for a sabbatical. 
• Duration: Can people take three months off or a year? Does the duration depend on how long they’ve been working for the company? What’s the maximum period you will allow employees to go on a sabbatical leave? 
• Frequency of sabbaticals: Once an employee has taken a sabbatical, are they entitled to take another one in the future? If so, when? An organization might require an employee to complete a further set number of years in the organization before requesting another sabbatical. 
• Paid vs. unpaid sabbaticals: This will often depend on budgets and the length of the sabbatical. Some companies decide to pay a certain percentage of an employee’s salary while they’re on sabbatical leave, others pay full salaries, and there are also organizations that decide not to pay. You can also decide to pay (or not) depending on the reason someone wants to take a sabbatical. 
• Other benefits: Will the employee continue to receive their other benefits, such as health insurance, pension, company car, etc., during their sabbatical?    
• Application & approval: How can employees apply for a sabbatical? Do they have to write a formal letter of request, or can they simply use the company’s time off request form? How much time in advance do they need to apply? Who needs to approve the sabbatical leave? How long can an employee expect to wait before receiving a decision on their application?
• Conduct during leave: Your sabbatical rules should include guidelines for employees on maintaining your code of conduct, even if they’re not actively working. For example, nondisclosure agreements should be adhered to, and behavior on social media should not reflect badly on the company. 
• Return to work: Agree on a date for the employee’s return to work, whether they will have their old job back or be given a similar role, and the terms that will be offered. This should be arranged before the employee leaves. HR should also create an official plan to welcome the employees back on their return, provide them with any training needed, and arrange for them to meet new colleagues. 

It’s essential to consider all of the above to create a well-structured process to manage sabbaticals in your organization.

Sabbatical leave policy & template

Having a formal sabbatical leave policy in place streamlines how the leave works and helps to protect both parties. Download our sabbatical policy template and use this as a base to create your own policy that works for your organization.

Sabbatical program examples

If you’re thinking about including a sabbatical leave in your employee benefits or modifying your existing sabbatical policy, take a look at these five examples of companies that have successfully implemented a sabbatical program.

Bank of America sabbatical

Bank of America’s sabbatical program allows employees to take 4-6 weeks of additional paid time off after completing 15 years of service with the company. Employees can take up to two sabbaticals, the second after a further five years of service after the initial leave. The aim of the sabbatical program is to allow employees to recharge and boost their wellbeing. 

Intel sabbatical

Intel offers eligible employees the option to take a four-week sabbatical after four years of service or an eight-week sabbatical after seven years of service. Eligibility criteria aren’t disclosed to non-employees, but Intel states that its intention for offering sabbaticals is to give employees the chance to try something new, explore, spend more time with family, and return to work refreshed with new perspectives. 

Workday sabbatical

Workday offers six-week paid sabbaticals to employees who have worked for the company for at least 10 years. They are also eligible to take sabbatical leave every ten years after that. Workday requires eligible employees to request their sabbatical at least six months before the start date of the leave. The sabbatical must be taken as one continuous period.

Monzo sabbatical

Employees of the British online bank Monzo are entitled to one month of unpaid leave per year in addition to 26 paid vacation days. Those who have worked for the company for at least five years are also able to take a eight-week paid sabbatical. Monzo has no specific requirement for how employees can spend their sabbatical, which leaves it entirely open for employees to decide what they will most benefit from. 

Adobe sabbatical

Eligible employees at Adobe are entitled to take a four-week fully paid (including all benefits) sabbatical after five years of service. After 10 years, they can take a further five weeks sabbatical. After 15 years, they can take six weeks. Every five years after that, they are entitled to take a six-week paid sabbatical.

These rules apply to employees who work 24 or more hours per week. They need to apply 60 to 90 days in advance.

To conclude

Sabbatical policies vary greatly across organizations. But whether they last four weeks or a year, and whether they’re spent volunteering abroad or at home with family, they can have a positive, long-lasting impact on both employees and organizations.

FAQ

The post Employee Sabbatical Leave: Everything You Need to Know appeared first on AIHR.

In this article, we discuss 18 succession planning tools and software. We’ll highlight their main features and what’s unique about them to help you find the right tool for your organization.

Contents
What are succession planning tools?
Best succession planning tools & software
1. Simple succession planning template in Excel
2. CEO succession planning template
3. 9 box grid
4. Arcoro
5. Built
6. ClayHR
7. Cornerstone OnDemand
8. Dayforce
9. ELMO Software 
10. Empxtrack
11. PageUp Succession Planning
12. PeopleFluent
13. Plum
14. SuccessionNow
15. SumTotal
16. TalentGuard
17. Qooper
18. Workzoom
FAQ

What are succession planning tools?

Succession planning tools are software applications, platforms, or templates designed to help companies identify, prepare, and develop employees who will fill critical roles in the organization in the future.

Put simply, these tools support organizations in their navigating succession planning process, which focuses on: 

• Critical roles only: Not every role in the organization is relevant for succession planning. 
• Selecting and developing key talent: Companies select their best people to nurture and train them so that they can one day take over when someone else leaves. 
• Ensuring continuity: The whole idea behind succession planning is to ensure that when someone in a critical role decides to leave the organization, the position can be filled smoothly by someone ready to take over.

As such, succession planning tools and software assist in the strategic workforce planning process and help organizations minimize disruptions and maintain business continuity.

Best succession planning tools & software

Succession planning tools can range from simple Excel templates for tracking potential candidates to sophisticated platforms with features like AI-driven analytics, competency mapping, and development plans. The right tool depends on the organization’s size, needs, and budget.

We’ll start with free “offline” tools and then look at popular succession planning software solutions.

Please note that this list is compiled based on publicly available information. We have not tried the software solutions ourselves, with the exception of AIHR’s tools.

1. Simple succession planning template in Excel

If your organization is just starting out with succession planning, a simple spreadsheet can be a great way to create a clear overview of key positions and potential successors. This basic template helps you map out essential details and get started. It includes fields like:

• Position for succession
• Current position holder’s name
• Timeline for successor to fill the role
• Key competencies required for the role
• Succession candidates’ names
• Readiness rating for each candidate
• Brief description of each candidate’s development plan
• Performance metrics and KPIs for the succession plan and candidate performance
• Performance monitoring frequency (e.g., monthly, quarterly)
• Contact person (supervisor or manager) to notify if the role becomes suddenly vacant.

It is straightforward and easy to customize, making it ideal for organizations in the early stages of succession planning.

2. CEO succession planning template

A CEO succession planning template serves as a detailed roadmap for the board of directors to ensure smooth leadership continuity. It organizes the process of identifying, evaluating, and preparing candidates to fill the CEO role while factoring in key considerations specific to the organization’s future.

This template helps define the ideal CEO profile based on the organization’s strategic priorities, anticipated challenges, and future goals. A well-structured template also ranks potential candidates—both internal and external—based on readiness and alignment with the company’s needs.

A CEO succession planning template is an indispensable tool for creating alignment among board members by clarifying priorities, expectations, and processes for selecting the next leader.

3. 9 box grid

The 9 box grid is a helpful framework for identifying top employees best suited for succession. This tool evaluates employees based on two key factors: performance and potential, helping you pinpoint your “stars”—those who score high in both areas. These high-potential, high-performing employees are the ones who will drive the future success of your organization.

This tool provides a structured way to assess readiness and suitability for key positions, ensuring that when roles become vacant, there is a strong pipeline of talent ready to step in.

You can download our free 9 box grid template and guide. Fill in employee names and assess each individual’s performance and potential levels. Then, they will be automatically sorted into the right talent segment.

4. Arcoro

Arcoro is an HR software company that provides solutions for construction companies, contractors, municipalities, and manufacturers. 

What’s unique: Arcoro highlights its succession planning software’s ability to let companies review employee readiness and performance for promotion with 9 box talent matrices and scorecards. This enables organizations to leverage performance data, development plans, and competencies.

5. Built

Built is a succession planning tool that helps companies create accurate, automatically updated succession plans and receive critical alerts when action is required.  

What’s unique: Built’s succession planning software integrates with a company’s Human Resources Information System (HRIS). This means plans get updated automatically when people change roles or leave the organization. The tool also allows for collaborative, real-time access so that key stakeholders and managers can access plans anytime and actively contribute to the process.

6. ClayHR

ClayHR is a company that provides a comprehensive, cloud-based HRM solution that helps mid-sized and large-sized enterprises manage their entire employee life cycle, from onboarding to employee records and from performance management to retention, all in one integrated platform. 

What’s unique: “Nurture tomorrow’s leaders with ClayHR’s AI-driven succession planning.” This is the company’s promise to its clients. Something that caught our eye is the tool’s ‘Ask HR’ feature. Next to many other conversational and information retrieval capabilities, this virtual assistant enables employees nearing retirement or transitioning to document and share their vital insights by uploading key documents and knowledge. This, in turn, ensures a seamless knowledge transfer and a smooth, well-prepared start for successors.

7. Cornerstone OnDemand

Cornerstone OnDemand is a cloud-based learning, talent management, and talent experience software provider headquartered in California. Their succession planning tool is designed to help companies ensure they have the right people for key-role continuity and avoid talent vacancy costs by increasing bench strength. 

What’s unique: With Cornerstone, you can “Prepare your organization for tomorrow by identifying top talent and creating development paths today.” Their tool, among other things, allows businesses to create succession plans that identify skill gaps and then fill them.

8. Dayforce

Dayforce is a global people platform providing payroll, HR, benefits, talent, and workforce management solutions all in one place.  

What’s unique: Dayforce highlights various interesting features on its succession planning page. One is around ‘promotion readiness,’ meaning that the tool allows organizations to clearly identify where employees are in their development path and readiness for promotion, enabling them to keep their top performers happy and boost retention.

9. ELMO Software

ELMO Software is a cloud-based HRIS provider that helps companies automate and streamline HR processes such as payroll, benefits, recruitment, onboarding, and performance management. It’s particularly popular in New Zealand, Australia, and the UK. 

What’s unique: One of the things that the company highlights is the tool’s ability to easily filter and sort employees for future succession development based on their criticality, readiness, flight risk potential, and performance ratings. ELMO also mentions its ability to cater to every organization’s level of maturity and to scale with the organization as it evolves or needs change.

10. Empxtrack

Empxtrack is a comprehensive HR product that covers an organization’s entire employee life cycle. Its succession planning tool offers a systematic process for identifying key leadership positions in the organization and identifies high-potential employees using 9 or 12 grid matrices.

What’s unique: Empxtrack’s software lets companies make not one but several succession plans for people. This means that they can create a short-, medium-, and long-term succession plan for each critical role and involve multiple stakeholders in the process.

11. PageUp Succession Planning

PageUp offers a complete talent management solution from recruitment marketing to performance management and learning. Their succession planning tool helps companies get to know their people to reduce flight risk and plan ahead. 

What’s unique: PageUp’s succession planning software allows organizations to regularly review their talent and calibrate live using the 9 box tool. Companies can use this information to identify and nurture people with the potential and desire to fill roles required now and in the future.

12. PeopleFluent

PeopleFluent is a talent management and learning solutions provider that helps organizations hire, develop, and advance their workforce. Its succession planning software equips companies with a complete, flexible, and functional toolset that gives them what they need to make the right decisions about their organization’s future. 

What’s unique: PeopleFluent’s flexible succession planning toolset caters to mid-sized and large companies, giving each type of organization exactly what it needs to make the right decisions for the future. 
In a large company, for example, this could mean focusing on leadership vulnerabilities, while in the mid-enterprise segment, it could mean focusing on mentoring and career pathing.

13. Plum

At Plum, they are on a mission to empower organizations to be successful by getting the right people in the right roles. Their solution offers scalable strategic workforce planning and upskilling that prioritizes an outstanding experience for every employee. 

What’s unique: Plum distinguishes itself by emphasizing that Industrial/Organizational Psychology and AI power its software. By identifying critical skills such as strategic thinking, problem-solving, and adaptability, the tool gives companies insights they can use to fast-track leadership development and build a resilient team.

14. SuccessionNow

SuccessionNow is a platform that caters to the succession planning needs of organizations of all sizes and provides an easy-to-use solution to the complex problem of leadership transition and replacement. 

What’s unique: One thing that immediately caught our interest is that the platform is built by succession planning professionals with over thirty years of experience in the field. Who better to develop a succession planning solution than the people whose job it has been to take care of precisely that: succession planning, right?

15. SumTotal

SumTotal is a talent management and learning software provider. Its succession planning tool makes it possible for organizations to understand skills and competency gaps across their workforce, develop talent pools, and align succession management needs to the goals and strategic objectives of the organization. 

What’s unique: Among other features, SumTotal mentions the option to leverage their n-box grid for team visibility. By doing so, companies gain critical insights into readiness and potential, which helps them identify top talent and model succession implications.

16. TalentGuard

TalentGuard is a leading provider of AI-powered workforce intelligence solutions designed to help organizations optimize their talent management processes. Its succession planning software enables companies to determine key roles, identify high-potential employees who can fill those roles, create dedicated talent pools, and accelerate the development of skills required for success. 

What’s unique: TalentGuard explicitly mentions the option to create an unlimited number of dedicated talent pools as one of their tool’s key features. They also mention the option for companies to keep their talent pools up-to-date with real-time data on candidate availability, skill levels, and performance metrics.

17. Qooper

Qooper is a company that provides corporations, associations, and universities with employee mentoring and training software. However, the company also is a one-stop-shop for all succession planning initiatives. 

What’s unique: Qooper focuses more on executing a company’s succession planning program than the other succession planning software providers mentioned in this article. As such, it brings together learning paths, mentorship and peer learning, workshops, discussions, and learning activities in one simple platform.
A cool feature that caught our eye is the tool’s smart matching algorithm that suggests the best mentorship matches for an organization’s employees. 

18. Workzoom

Workzoom provides HR, payroll, workforce, and talent software to help companies automate and consolidate their people management.

What’s unique: Workzoom emphasizes the importance of ‘bringing your succession plans to life.’ To do this, their solution focuses on three things:

• High plan visibility
• Helpful reports and; 
• Opportunities for regular communication.

These elements combined ensure that an organization’s leadership better understands the importance of dedicating resources and time to developing future talent. 

Before you go

Succession planning is an important yet underused method for companies to ensure their critical roles remain filled and the business can continue as usual. 

If you’re looking to get started with or enhance your company’s succession planning efforts, exploring the tools for succession planning listed in this article is an excellent starting point. Based on your company’s size, budget, and (future) needs, you can choose a simple standalone solution or one that is part of a full-suite package.  

FAQ

The post 18 Succession Planning Tools and Software [2025 Edition] appeared first on AIHR.

The ability to use HR tech is clearly an integral part of a career in HR, so it’s important to keep up with the latest trends. This article discusses the advantages of human resources technology and the top 13 HR tech trends to watch in 2025.

Contents
What is HR technology?
The benefits of HR technology
13 HR technology trends to watch in 2025

The benefits of HR technology

Technology in HR has been instrumental in enabling efficiency and data-driven decision-making. It also integrates with the broader shift toward digital transformation in businesses worldwide.

When properly executed, it generally positively impacts HR, employees, and organizations as a whole. Its benefits include:

• Addressing challenges: HR tech solutions can help address challenges like time-intensive manual processes, scalability issues, and improving the employee experience. 
• For HR professionals: HR technology can enable greater efficiency and help improve HR decision-making through data analytics. This can also lead to higher employee satisfaction. 
• For employees: Combining HR and technology can help create a better employee experience. For instance, employees may have more autonomy to do certain tasks and opportunities for learning and development. 

Trend 1: AI and machine learning in recruitment 

Artificial intelligence (AI) and machine learning (ML) are revolutionizing recruitment by automating repetitive tasks, improving decision-making, and enhancing candidate experiences. These technologies address common inefficiencies and biases in traditional hiring methods, making them highly important to HR teams today.

Key applications

• Résumé screening: Tools like HireVue use AI to filter resumes quickly based on skills and qualifications.
• Reducing bias: AI focuses on candidate skills and experience, promoting diversity by ignoring demographic factors.
• Predictive analytics: Platforms like Workday analyze data to predict candidate success and retention.
• Chatbots: Tools like Olivia by Paradox handle tasks like answering FAQs and scheduling interviews.

Example in practice

Unilever’s adoption of AI in recruitment involves using Pymetrics to evaluate candidates through neuroscience-based games and HireVue for AI-analyzed video interviews. The company uses AI for résumé screening and video interviews, cutting hiring time by over 50,000 hours and boosting diversity.

Trend 2: More personalized HR self-service 

Employee self-service portals have two main benefits: employees can be in charge of their data and information, and HR teams can shift their focus from administrative tasks to strategic initiatives.

HR self-service has become better aligned with individual preferences through technology such as AI. A good example of this is the experience-driven HR service model, which allows HR to balance efficiency, cost, technology, and employee engagement to deliver HR services.

Key applications

• Personalized dashboards: Employees can view tailored content like performance goals, benefits, and learning opportunities in one place.
• Custom benefits management: This includes tools that let employees explore, compare, and choose benefits packages based on their preferences and eligibility.
• AI-powered chatbots: Virtual assistants that provide instant answers to HR-related queries, such as leave balances or payroll issues, without human intervention.
• Learning recommendations: Platforms can suggest personalized training and development opportunities based on career aspirations and past activities.

Example in practice

Walmart’s One Walmart portal allows its large, diverse workforce to manage their work schedules, payroll, and benefits. Employees can also access training videos, the latest company updates (e.g., quarterly earnings), and career support resources on the platform.

Trend 3: A focus on employee experience platforms

An employee experience platform (EXP) centralizes and streamlines the interactions between organizations and their employees throughout the employee life cycle. Employees can find all the resources they need on an EXP, access training, manage daily tasks, and more. 

A frontline employee experience platform (FEXP) does the same, but specifically for frontline workers in retail and hospitality. With over 80% of the global workforce consisting of frontline workers, an increased focus on FEXP solutions is likely in 2025.    

Key applications

• Centralized communication hubs: Employees access company updates, news, and announcements in one place, ensuring alignment and transparency.
• Integrated learning tools: EXPs offer on-demand training, certifications, and career development resources tailored to individual goals.
• Feedback mechanisms: Employees can provide input and share concerns through integrated surveys and feedback tools, enabling continuous improvement.
• Wellness and support features: Tools for mental health resources, wellness programs, and access to benefits that prioritize employee well-being.

Example in practice

Toyota uses a FEXP called Firstup, which is branded One Toyota. More than 80,000 employees are registered on the platform and use it for practical purposes, such as accessing their payslips, checking their schedules, or engaging with cultural company initiatives.

Trend 4: Predictive analytics becoming more commonplace

Predictive analytics in HR uses data-driven algorithms to anticipate workforce trends, optimize decision-making, and proactively address potential challenges. These tools empower organizations to avoid issues like turnover, skill gaps, and engagement dips.

Key applications

• Turnover prediction: Algorithms can analyze historical data to help identify employees at risk of leaving, enabling targeted retention efforts.
• Workforce planning: Trends in company growth, market conditions, and employee performance data allow you to predict future hiring needs
• Skills gap analysis: This helps you to forecast skills your organization will need in the future and design upskilling programs to bridge these gaps.
• Engagement forecasting: You can use this to analyze employee engagement patterns to predict dips in engagement and implement strategies to maintain morale.

Example in practice

Cisco uses predictive analytics to determine its workforce planning approach, which helps it proactively fill skills gaps and anticipate future needs. Its people leaders use internal HR and external market data to project skills needs and improve performance management.

Trend 5: Further integration of collaboration tools solutions

Integrating collaboration tools with HR systems enhances workplace connectivity, streamlining communication, project management, and employee engagement. These solutions bridge the gap between operational tasks and HR functionalities, creating a more unified work environment.

Key applications

• Seamless communication: Collaboration tools like Slack, Teams, or Zoom integrate with HR platforms to allow employees to connect effortlessly and access HR resources without leaving their primary workspace.
• Task management integration: Linking tools like Asana or Trello with HR systems ensures smoother project delegation and tracking, aligned with employee performance and objectives.
• Onboarding and training: Integrations with collaboration tools allow new hires to complete onboarding tasks and access training modules, enhancing their experience.
• Recognition and feedback: Integrated features for shout-outs, recognition, and feedback make it easy to acknowledge achievements and provide real-time input.

Example in practice

Upflex uses Google Workspace because it offers teams instant, real-time collaboration. This allows them to collaborate on documents, workspaces, and calendars without needing to deal with complicated access permissions or send email attachments.

Trend 6: The use of AI to drive learning and development 

AI in learning and development already has many applications, as the Learning and Development function has pioneered the adoption of AI in HR. Examples include providing learning recommendations, improving analytical insights, and curating content. AI will play an even bigger role in changing the employee learning experience in the next few years. 

Key applications

• Accessibility: Generative AI advances have made learning more accessible to all employees, converting texts into Braille for sight-impaired learners and transcribing audio and video content into text for hearing-impaired learners. 
• Coaching: AI can act as a learning coach, providing suggestions and real-time feedback to learners. Wondder, for example, uses virtual reality (VR) and AI to give input on scenarios like DEIB situations and performance discussions.       
• Personalization: AI can use various data sources (e.g., learner interests, career goals, assessment data, etc.) to suggest personalized learning. 

Example in practice

LinkedIn Learning has introduced an AI-powered coaching system in the form of a chatbot. It allows its users to ask for guidance on specific business questions. The chatbot acts as a coach and guides members through their learning journey, recommends learning content based on the user’s job and situation, and answers specific questions.

Trend 7: Blockchain for secure data management 

Blockchain technology can greatly improve data security and integrity, streamline HR processes, and increase compliance with regulatory requirements. Additionally, it offers interesting benefits for employee data management, such as enhanced security, transparent and auditable records, and data privacy and consent.

Key applications

• Certification and credentialing: Blockchain enables a secure verification and storage of training records, employee credentials, and certifications.
• Identity verification: Blockchain-based identity verification technology allows your organization to ensure secure verification of employee identity and qualifications. 
• Recruitment and hiring: Blockchain-based technology can also conduct background checks, verify candidate credentials, and record employment history, creating a transparent and secure process.  

Example in practice

The Estonian government has implemented a blockchain-based solution called X-Road to manage employee data and provide secure access to government services. X-Road acts as a decentralized data exchange layer, allowing different institutions to efficiently access and share employee records without compromising privacy.

Trend 8: Employee listening technologies and sentiment analysis  

Employee listening technologies help organizations gather feedback, assess employee morale, and identify concerns through tools like surveys, pulse checks, and sentiment analysis. These systems use data analytics and AI to interpret employee feedback, offering insights that improve workplace culture and engagement.

Key applications 

• Pulse surveys: These short, frequent surveys capture employee feedback on specific topics, allowing you to act quickly on issues like work-life balance and team morale.
• Sentiment analysis: AI-powered tools can help you analyze the language used in employee feedback, emails, or chats to gauge emotional trends and attitudes.
• Engagement metrics: Real-time dashboards can measure engagement levels based on responses to feedback tools, offering HR and leadership actionable insights.
• Crisis management: Through sentiment monitoring, you can detect early signs of discontent or burnout, enabling proactive intervention from HR and managers.

Example in practice

Qualtrics offers employee listening solutions through EmployeeXM, which incorporates AI-driven sentiment analysis. Qualtrics’ tools enable the analysis of open-ended survey responses, supporting the understanding of employee sentiment beyond numerical ratings.

Trend 9: Expansion of wellness and mental health tech tools

Organizations increasingly adopt wellness and mental health tech tools to support employee wellbeing. These solutions address physical health, mental resilience, and stress management to ensure a healthier and more productive workforce.

Key applications 

• Integrated digital wellness platforms: Such platforms can consolidate all the organization’s wellness tools for employees in one place (e.g., nutrition guidance, meditation apps, fitness trackers, and mental health check-ins).   
• Personalization: The use of AI and data analytics can allow your company to offer employees tailored mental health programs to address their specific individual needs.
• Employee assistance programs (EAPs): Digital EAPs provide can counseling, financial advice, and stress management resources through secure apps.

Example in practice

Enterprise software and services company CoEnterprise uses the holistic wellness platform Wellable for its wellness initiatives. Its main purpose is to drive active employee participation and foster a culture of health amongst its fully remote workforce.

Trend 10: Using AI agents to drive repetitive task automation

More companies are using AI agents to automate repetitive and time-consuming HR tasks, freeing up HR teams to focus on strategic initiatives. These agents use machine learning (ML) and natural language processing (NLP) to handle tasks efficiently and accurately.

Key applications

• Recruitment automation: AI agents can screen résumés, schedule interviews, and send follow-up communications, reducing manual hiring efforts.
• Succession planning: AI agents can identify high-potential employees and create development plans for future leadership roles in the organization. 
• Onboarding: During onboarding, AI agents can streamline document collection, task tracking, and orientation scheduling, creating a seamless onboarding experience for new hires.

Example in practice

IBM Watson uses an AI agent to uncover workforce trends, analyze employee data, and identify developmental needs. Through personalized recommendations, the tool enables the company’s HR team to make data-driven decisions about training and hiring. 

Trend 11: SaaS dominance in HR solutions 

SaaS (Software as a Service) has become the dominant model for HR software solutions. In fact, according to LinkedIn, the HR SaaS market is currently valued at $20 billion and is expected to grow at a 9.8% compound annual growth rate (CAGR) between 2024 and 2031. 

Key applications

• Simplicity, scalability, and flexibility: SaaS solutions are cloud-based, so companies don’t have to invest in expensive hardware. They are also scalable and flexible, so they can easily adjust to changing business needs. 
• Regular, automated updates: SaaS vendors can provide maintenance and system upgrades remotely, simplifying the organization’s IT management. 
• Easy integrations: HR SaaS vendors also integrate with third-party solutions companies may use for benefits, recruitment, payroll, and other HR functions. Ensuring core HR data are consolidated in one place.

Example in practice

BambooHR simplifies recruiting, onboarding, and record-keeping with its cloud-based SaaS platform. It automates job postings, and candidate tracking, while its onboarding tools handle paperwork and training digitally. It stores employee data on a secure central database, simplifying access to profiles and compliance records, and improving efficiency.

HR tip

When buying HR technology and building your HR tech stack, ensure the new tool(s) can integrate easily with the ones you already use. If not, ask the vendor if they can build a custom integration system for you because a set of tools that can’t communicate with one another will be counterproductive.

Trend 12: Cybersecurity and responsible AI 

As HR systems become more data-driven, it’s critical to safeguard sensitive employee data and ensure ethical AI-driven decisions. Cybersecurity measures and responsible AI practices help organizations protect data and build employee trust.

Key applications

• Data encryption: This helps secure sensitive employee information—such as payroll and personal particulars—to prevent breaches.
• Bias detection: AI systems can identify and mitigate biases in hiring and promotions, ensuring fair outcomes in recruitment, hiring, and talent management.
• Access controls: Role-based access ensures only authorized personnel can view sensitive data, reducing risk and unwanted exposure.
• Incident response: You can use tools that monitor and quickly respond to cybersecurity threats targeting HR systems, preventing or minimizing any attack’s impact.

Example in practice

Microsoft Azure provides secure cloud-based HR solutions with advanced encryption, access control, and AI bias detection. The platform protects sensitive employee data through robust encryption and multifactor authentication. It also supports integration with HRIS, enabling seamless access to analytics, recruitment, and performance management tools.

Trend 13: Hybrid and cloud-based solutions 

Hybrid and cloud-based HR solutions enable companies to access critical HR functions from anywhere, supporting a mix of in-office and remote work. These platforms provide flexibility and scalability to meet the needs of modern workforces.

Key applications

• Cloud-based payroll: This can help you streamline salary processing and tax compliance, with secure remote accessibility to make the process more convenient and efficient.
• Employee portals: These self-service platforms allow employees to manage their data, benefits, and schedules from any location.
• Learning management systems (LMS): LMSs are cloud-hosted training programs offering on-demand skill-building for hybrid teams.
• Collaboration tools: These tools facilitate integrations that support communication and project management among distributed teams.

Example in practice

Workday’s cloud-based HR platform supports payroll, talent management, and analytics. It automates payroll processes, supports recruitment and performance management, and provides real-time workforce insights, helping organizations streamline operations and make data-driven decisions.

Having a defined HR technology strategy, architecture, and roadmap is crucial for long-term success. Falling into the trap of never maturing our technology stack leads to a lot of unused functionality, low adoption, and a lack of ROI. Having a solid strategy and roadmap is the first step in ensuring you can maximize the potential of HR technology.

Dr Dieter Veldsman, Chief Scientist (HR and OD), AIHR

To sum up

Trends like AI, blockchain, and predictive analytics are transforming how businesses enhance efficiency, engage employees, and solve challenges. Adopting the right tools can help you streamline operations and create a better employee experience.

To future-proof your HR strategy, focus on secure, scalable, and user-friendly tech that supports collaboration, wellbeing, and data-driven decisions. The right HR technology can not only make your job easier and more efficient, but it can also help you enable both organizational success and employee satisfaction.

The post 13 HR Technology Trends To Watch in 2025 appeared first on AIHR.

Luckily, we’ve compiled a list of HR conferences that have caught our attention for next year. The good news is many offer virtual options, and some are even free. With that in mind, why not pick out a few that match your goals and professional interests?

In our chronological list, we break down price, location, in-person or virtual, where it’s located, and why you should attend.

Contents
January
February
March
April
May
June
July
August
September
October
November
December

January

From Day One: Benefits & Total Rewards | January 22

Format: Virtual

Cost: Tickets cost $49 (early bird), $99 (advance purchase) or $149 (general admission).

Why attend? Focusing on the theme Innovation in Total Rewards: How Creative Leaders Are Finding Affordable Solutions, this five-hour conference will cover topics like recognition and rewards, cost efficiency, and easing the childcare crisis. From Day One is also a recertification provider for SHRM and HRCI, which means the session is eligible for three credits from both organizations.

Visit the conference page for more info and to register.

Cannexus25 | January 27-29

Format: In-person and virtual options

Location: Rogers Centre Ottawa, Ottawa, Canada

Cost: Register to learn more about ticket prices.

Why attend? Known as Canada’s largest bilingual career and workforce development conference, Cannexus25 will see a national gathering of Indigenous Skills and Employment Training (ISET) program holders discussing wise practices. There will also be a special “Military-connected” stream focused on supporting veterans transitioning from military to civilian employment or further education, as well as their families.

Visit the conference page for more info and to register.

February

Talent Acquisition Week | February 3-6

Format: In person

Location: Paradise Point Resort & Spa, San Diego, CA, U.S.

Cost: Ticket prices start at $1,595.

Why attend? As a long-standing conference, Talent Acquisition Week is the place to be for TA professionals and HR leaders. Packed with three events in one week, attendees can look forward to engaging sessions, case studies, panel discussions, and more. 

Visit the conference page for more info and to register.

CPHR Alberta HR Law Conference | February 11

Format: Virtual

Cost: $425 for members and $475 for non-members.

Why attend? The CPHR Alberta HR Law Conference offers in-depth learning that will address a range of current and emerging HR law trends from some of Alberta’s top law firms, including AI in the workplace, workplace investigations, and DEIB. 

Visit the conference page for more info and to register.

World HRD Congress | February 17-19

Format: In person

Location: Taj Lands End, Mumbai, India 

Cost: Email secretariat@worldhrdcongress.com or use their online registration form to learn more about registration and fees.

Why attend? Next year’s theme focuses on New HR Paradigms and how a new mindset is needed to prepare HR for the future. With multiple events to take place over the course of the conference, attendees will be able to learn and hear from a number of peers and experts, including AIHR’s Chief Scientist (HR and OD), Dr Dieter Veldsman.

Visit the conference page for more info and to register.

People Analytics World Conference | February 26-27

Format: In person

Location: Zurich, Switzerland

Cost: Email contact@tucana-global.com or register if you are interested in learning more about ticket pricing.

Why attend? Organized by an international community of professionals, industry leaders, and technology developers dedicated to people analytics.his event, this annual event promises to be a “pivotal gathering of HR and People Analytics professionals” who want to drive innovation and influence the future of their organizations.

Visit the conference page for more info and to register.

March

i4cp’s Next Practices Now Conference | March 3-6

Format: In-person and virtual options

Location: Fairmont Scottsdale Princess, Scottsdale, AZ, U.S.

Cost: Member tickets are $3,795 for in-person and $1,295 for virtual; for non-members, tickets are $4,295 and $1,795, respectively.

Why attend? This conference will cover important current topics like generative AI and HR, addressing anti-DEI challenges, and organizational culture change. You’ll also be able to network with top HR executives in a vendor-free environment.

Visit the conference page for more info and to register.

HR Tech Europe | March 4-5

Format: In person

Location: RAI Amsterdam Convention Centre, Amsterdam, The Netherlands

Cost: Tickets start at €245 but are free for HR leaders (see if you qualify here).

Why attend? HR Tech Europe is the region’s leading HR innovation event. It focuses on medium to large enterprises across industries and is committed to driving HR success through innovative technology. Next year’s event will feature AIHR’s Dr Dieter Veldsman among its speakers.

Visit the conference page for more info and to register.

HR Vision London | March 5-6

Format: In person

Location: Courthouse Hotel Shoreditch, London, U.K.

Cost: £1,799 for early bird tickets and £2,499 for regular tickets.

Why attend? HR leaders from around the world will gather at HR Vision London to explore the latest HR tech advancements. Attendees can look forward to learning about modern leadership, L&D, and talent acquisition strategies, as well as networking with peers and industry experts.

Visit the conference page for more info and to register.

HRWest 2025| March 11-12

Format: Oakland Marriott City Center, Oakland, CA, U.S.

Cost: Tickets cost $399 (early bird), $799 (regular), and $999 (on-site).

Why attend? With the theme HR Evolved: Thriving in Change, this conference will feature its “Super Seven” tracks of HR tech, HR strategy, talent, legal and compliance, leadership, wild, and health, wellness, and benefits. Through these tracks, you’ll learn about everything HR needs to thrive in 2025.

Visit the conference page for more info and to register.

HRcoreLAB’s 13th Summit| March 12-13

Format: Porta Fira Hotel, Barcelona, Spain

Cost: €1,150 for early bird tickets (register by December 20, 2024) and €1,650 for regular tickets; tickets are subject to 21% VAT.

Why attend? Touted as “the most comprehensive, disruptive and inspiring strategically orientated HR event of its kind”, the HRcoreLAB summit features the best speakers from leading organizations at study presentations, fireside chats, interactive sessions, workshops, and panel discussions. Next year’s conference will focus on agile HR, digital transformation, and how humans and AI systems can work together synergistically.

Visit the conference page for more info and to register.

HRPA’s 57th Annual CHRO Summit | March 12-14

Format: In person

Location: Grande Lakes Orlando, Orlando, FL, U.S.

Cost: $1,999 for early bird tickets (register before January 15, 2025) and $2,399 for regular tickets.

Why attend? The summit will gather influential HR leaders for crucial discussions on aligning culture, talent, and strategy while navigating the political environment and seizing 2025’s opportunities. Senior HR executives and their teams will receive timely information and unique insights on the latest, most relevant public policy developments and HR practice issues.

Visit the conference page for more info and to register.

Transform US | March 17-19

Format: In person

Location: Wynn, Las Vegas, NV, US

Cost: All-Access Passes start at $1,695. Prices will increase as the event’s date approaches. 

Why attend? This three-day conference—said to be at the “intersection of technology and people”—offers hands-on learning, group discussions, and expert speakers, all in a fun atmosphere and plenty of networking opportunities with people leaders, entrepreneurs, investors, and talent partners from around the world.

Visit the conference page for more info and to register.

April

2025 HR Virginia Annual Conference | April 13-16

Format: In person

Location: The Historic Cavalier Hotel and Beach Club, Virginia Beach, VA, U.S.

Cost: Ticket prices start at $450.

Why attend? Next year’s conference theme is Navigating HR Waters, and will bring together thought leaders, industry experts, and practitioners. They will share their expertise on effectively navigating the future of work to prepare your organization for the future.

Visit the conference page for more info and to register.

HR Retail 2025 | April 15-17

Format: In person

Location: JW Marriott LA LIVE, Los Angeles, CA, U.S.

Cost: $499 for early bird tickets (register by January 31, 2025) and $999 for regular tickets.

Why attend? This conference will cover topics on retail HR specifically tailored to retail workforce needs. Hear from leading retailers about how they plan to move forward and tackle the biggest HR challenges ahead, like talent attraction, balancing competitive compensation and labor costs, and more. 

Visit the conference page to register.

HR Technologies UK | April 23-24

Format: In person

Location: ExCeL London, London, U.K.

Cost: Register your interest to receive updates on ticket prices.

Why attend? HR Technologies UK gives you the chance to meet the technology providers behind anything from full-service HCM systems to small, specific tools on the exhibition floor. You can also gain fresh insights from industry leaders in keynote speeches and seminars. Additionally, you can attend Learning Technologies, Europe’s leading workplace learning event, which will be co-located with HR Technologies UK. 

Visit the conference page for more info and to register.

CPHR HR Conference & Expo 2025 (British Columbia & Yukon) | April 29-30

Format: In person

Location: Vancouver Convention Centre, Vancouver, BC, Canada

Cost: Ranging from $88 to $1,894

Why attend? This HR conference is focused on topics surrounding harmony, reconciliation, DEIB, reducing divisiveness, building a high-performing culture, and overcoming barriers to innovation in the workplace. You’ll get to network with hundreds of peers and fellow HR professionals, access the session recordings on-demand to earn more CPD hours and visit Canada’s largest HR Expo featuring the latest products and services.

Visit the conference page for more info and to register.

HCI Spark HR 2025 | April 30-May 2

Format: In-person & virtual options

Location: Lake Buena Vista, FL, U.S.

Cost: Tickets are $1,595 if you register before 31 December 2024 and $1,795 afterward.

Why attend? This HR conference covers timely topics like employee engagement, retention, manager development, and leadership. You’ll gain valuable insights into best practices for keeping remote workers engaged and productive, fostering intergenerational collaboration, and using AI and DEIB initiatives to personalize and enhance employee interactions.

Visit the conference page for more info and to register.

May

HR Tech Asia 2025 | May 5-8

Format: In person

Location: Suntec Singapore Convention & Exhibition Centre, Singapore

Cost: Register to learn more about ticket prices.

Why attend? An established HR conference, HR Tech Festival Asia expects thousands of attendees whose main goal is to learn about the latest HR tech and how it can bring their organizations into the future. This conference offers HR professionals of any caliber the opportunity to refine their skills and learn alongside each other. 

Visit the conference page for more info and to register.

UNLEASH America | May 6-8

Format: In person

Location: Caesars Forum, Las Vegas, NV, U.S.

Cost: $1,595 for a general attendee pass before January 31, 2025, and $1,995 afterward.

Why attend? Join other HR professionals from around the world and learn from inspirational keynote speakers who will discuss HR innovation and the future of work. What’s more, Unleash’s Expo will give you an insight into what’s next in HR tech.

Visit the conference page for more info and to register.

WorkHuman Live | May 12-15

Format: In person

Location: Gaylord Rockies Resort & Convention Center, Aurora, CO, U.S.

Cost: Ticket prices start at $1,117 (register by January 12, 2025) and $1,195 (register by April 13).

Why attend? This conference brings together HR leaders, top researchers, and thought leaders for a comprehensive dive into how to succeed in the future of HR through workshops, talks, and networking. 

Visit the conference page for more info and to register.

HRcoreNORDIC | May 14-15

Format: In person 

Location: Copenhagen Marriott Hotel, Copenhagen, Denmark

Cost: Ranging from €795 (early bird tickets) to €1,590

Why attend? This HR conference focuses on the future of work and HR best practices in Scandinavian organizations. You can look forward to in-depth looks into topics like AI in HR, HR agility, trend analysis, cultural and digital transformation, upskilling initiatives, international mobility, and many other crucial aspects of HR.

Visit the conference page for more info and to register.

ATD25 | May 18-21

Format: In-person and virtual options

Location: Walter E. Washington Convention Center, Washington, DC, U.S.

Cost: Tickets start at $1,895 (virtual) and $2,095 (in-person) for members, and $2,295 (virtual) and $2,495 (in-person) for non-members.

Why attend? ATD25 will cover multiple learning tracks, including future readiness, instructional design, talent strategy and management, and leadership and management development. You’ll benefit from the expertise of thousands of HR professionals worldwide, including AIHR’s Dr Dieter Veldsman.

Visit the conference page for more info and to register.

22nd EAWOP Congress| May 21-24

Format: In person

Location: O₂ universum, Prague, Czech Republic

Cost: From €440 for early bird tickets (register before 31 March 2025) to €595 for onsite tickets.

Why attend? The 22nd EAWOP (European Association of Work and Organizational Psychology) Congress features the theme Transforming Working Environments: Challenges & Opportunities and will cover topics like CSR and sustainable development, coaching and mentoring, and DEIB.

Visit the conference page for more info and to register.

Employee Engagement Summit 2025 | May 22

Format: In person

Location: Evolution London, Battersea Park, Chelsea Bridge, London, U.K.

Cost: Single tickets are free, premium tickets are £145 (plus VAT)

Why attend? This HR conference hosts a variety of presentations, roundtable sessions, and case studies. It promises to equip attendees with practical tips and strategies to implement at their organization and build a people-centric culture where people thrive. 

Visit the conference page for more info and to register.

June 

HR Vision Amsterdam | June 4-5

Format: In person

Location: Postillion Amsterdam, Amsterdam, Netherlands

Cost: €1,699 (early bird tickets) and €2,499 (regular tickets).

Why attend? Focused on practical tips for curating an effective and collaborative workplace, this top European HR conference brings together leaders who discuss HR insights that help motivate your approach to talent management. You’ll also be spoilt for choice with over 50 sessions within three conference streams to pick from.

For conference details and registration, go here.

CIPD Festival of Work | June 11-12

Format: In person

Location: ExCeL, London

Cost: Register your interest to get updates on ticket prices.

Why attend: Hearing from industry thought leaders, attendees will learn about the evolution of business and people strategies needed for the future of work.

Visit the conference page for more info and to register.

Diversity, Equity, and Inclusion | DEI Unlocked: Driving Growth, Creativity, and Success | June 12-13

Format: In person 

Location: New York Marriott at the Brooklyn Bridge, Brooklyn, NY, U.S.

Cost: Sign up for updates on ticket pricing.

Why attend? This conference will bring together over 200 top-level practitioners with a shared goal of harnessing DEI’s full potential to create truly inclusive and equitable workplaces. The agenda will focus on the practical ideas and processes behind the desired results, from data-driven solutions to the best methods for obtaining stakeholder buy-in.

Visit the conference page for more info and to register.

SHRM Annual Conference and Expo | June 29-July 2

Format: In-person and virtual options

Location: San Diego Convention Center, San Diego, CA, U.S.

Cost: From $2,095 for a virtual pass to $2,995 for an in-person pass.

Why attend? This event is the largest gathering of HR professionals in the world, with around 25,000 attendees. SHRM offers four days of interactive sessions, panels, seminars, and networking opportunities. A wide range of topics fits any HR professional’s wish list and enables you to develop the HR skills you need to grow your career.

Visit the conference page for more info and to register.

July

SIOPSA 2025 Annual Conference | July 21-25

Format: Virtual (July 21-23) and in-person (July 24-25)

Location: South Africa (venue TBA)

Cost: TBA

Why attend? The Society for Industrial & Organisational Psychology South Africa (SIOPSA) will hold next year’s annual conference with the theme Future Proofing The World of Work for The Greater Good. It promises to capture how the fundamentals of where, how, and why we work are being redefined, and you’ll have the chance to collaborate with psychologists, psychometrists, academics, HR practitioners, and business leaders.

Visit the conference page for more info and to register.

August

AHRI National Convention & Exhibition 2025 | August 19-21

Format: In-person

Location: Sydney, Australia

Cost: TBA

Why attend? The AHRI (Australian HR Institute) National Convention & Exhibition is the top annual event for Australia’s HR professionals. It brings together HR practitioners, business leaders, and industry experts to discuss and explore the latest trends, challenges, and advancements in HR. Next year’s theme will be Ignite: Fuelling Human Potential; you can subscribe to get updates on this and other AHRI events.

Visit the conference page for more info and to register.

HR Florida Conference & Expo 2025| August 24-27

Format: In-person and virtual options

Location: Gaylord Palms Resort & Convention Center, Kissimmee, FL, U.S.

Cost: Tickets start from $1,149.

Why attend? The HR Florida State Council, a state affiliate of SHRM, will present its 47th annual conference under the theme The Power of The Ripple Effect. One of the largest HR conferences in the southeastern U.S., it’s attracted over 1,500 HR professionals and vendors from all over the world. You can network with industry peers and even have the opportunity to earn maximum credits for both the HRCI and SHRM Competencies Certifications.

Visit the conference page for more info and to register.

September

Talent Management Reloaded Europe | September 14-16

Format: In-person and virtual options

Location: Hotel Palace, Berlin, Germany

Cost: Ranging from €895 (digital event pass) to €3,249 (all-inclusive event pass).

Why attend? This HR conference offers a variety of interactive sessions and practical workshops that will give attendees the know-how to excel in talent management and help transform their organizations.

Visit the conference page for more info and to register.

HR Tech Las Vegas | September 16-18

Format: In-person and virtual options

Location: Mandalay Bay Convention Center, Las Vegas, NV, U.S.

Cost: Sign up to be notified when registration opens to learn more about ticket prices.

Why attend? For over 25 years, HR Tech has offered quality education and the chance to grow your network by connecting with thousands of like-minded peers and industry experts. Topics at next year’s event include creating a culture of transparency for HR, financial wellness, and building international teams without friction.

Visit the conference page for more info and to register.

October

Gartner HR Symposium/Xpo | October 7-9

Format: In person 

Location: ExCeL, London, UK

Cost: €3,275 (early bird price), €4,250 (standard price), and €2,950 (public sector price). All ticket prices are subject to VAT.

Why attend? This HR conference is an excellent event for CHROs and HR leadership teams. With great success in the last years breaking through and helping foster innovation, Gartner aims to help CHROs learn new ways to shape their role and the HR function. Next year’s event will also cover topics like the future of work and HR technology.

Visit the conference page for more info and to register.

UNLEASH World 2025 | October 21-22

Format: In person

Location: Paris Convention Centre, Paris, France

Cost: Register your interest to receive updates on ticket prices.

Why attend? UNLEASH World is one of the world’s most influential HR conferences. It focuses on how the latest HR technology can revolutionize the world of work and features interactivity, connection, discovery, and entertainment. Additionally, the exhibition is now offering HR, recruitment, and learning professionals the opportunity to attend as exhibition visitors—free of charge.

Visit the conference page for more info and to register.

November

HR Week: New Horizons| November 17-21

Format: Virtual

Location: Online

Cost: TBC

Why attend? The biggest virtual HR conference is being held for the 7th time in a row, and the focus in 2025 is New Horizons. The entire HR ecosystem has been going through an intense transformation, and everyone is excited to learn: what comes next? Join HR Week to hear from experts all around the world and find out!

Get the latest info on the conference page.

HR Vision London | November 18-19

Format: In person

Location: Courthouse Hotel Shoreditch, London, U.K.

Cost: Ranges from £1,499 (early bird tickets) to £2,499 (regular tickets).

Why attend? This conference features two days of thought-provoking discussions on the future of work, including the latest trends in HR, talent management, and leadership. You’ll also learn how HR analytics and HR tech are revolutionizing people management practices and even gain exclusive access to a year-round network of HR professionals to connect with.

Visit the conference page for more info and to register.

December

Employee Well-Being | December 4-5

Format: In person

Location: New York Marriott at the Brooklyn Bridge, Brooklyn, NY, U.S.

Cost: TBA

Why attend? At this conference, you can examine the complex causes for the decline in workforce well-being, as well as emotional, physical, and financial solutions that will lead to a happier, more productive workforce. Through keynotes, panels, interactive exercises, networking, and case studies, you’ll learn to make smarter and better investments in well-being strategies, practices, and programs.

Visit the conference page for more info and to register.

Over to you

HR conferences, whether virtual or in-person, are an excellent way to learn about best practices in your area of HR, explore how HR can make a tangible business impact, and connect with other HR professionals to share your experiences and develop new ideas.

Enjoy the HR conferences of 2025!

The post 38 Top HR Conferences To Attend in 2025 appeared first on AIHR.

This article defines coaching and mentoring in the workplace, highlights the differences HR should know, explores key skills for each role, and provides real-world examples. Let’s begin!

Contents
What is coaching?
What is mentoring?
Coaching vs mentoring: 11 key differences
Skills required for effective coaching and mentoring
How HR can help develop coaching and mentoring skills in the organization
Company coaching and mentoring examples

What is coaching? 

Coaching in the workplace consists of a range of activities that allow employees to grow personally and professionally. Think of one-on-one or peer coaching, performance coaching, digital coaching, or a combination of these. 

Workplace coaching should be a collaborative process between a coach and a coachee (the employee). It’s designed to help the employee improve skills, achieve specific outcomes, or overcome challenges. 

It’s a structured, goal-oriented process that is typically performance-driven and focuses on specific results within a set timeframe.

What is mentoring?

Mentoring in the workplace is an intentional, usually one-on-one, relationship between two individuals. The more experienced employee (the mentor) provides guidance, advice, and support to the mentee. There are various types of mentoring, such as traditional mentoring, peer mentoring, and reverse mentoring.

Mentoring is typically a long-term, relationship-based process focused on career development and personal growth. Its goals are twofold: on the one hand, mentoring is an excellent way to transfer knowledge and skills, and on the other, it offers an opportunity for emotional support, confidence-building, and networking.

Benefits of coaching and mentoring 

The table below lists some of the key benefits of coaching and mentoring:

Coaching vs mentoring: 11 key differences 

While there certainly is some overlap between coaching and mentoring in the workplace, the philosophy behind the two approaches is not the same. 

This section explores some of the key differences between coaching and mentoring. Bear in mind that, in general, these are ways in which mentoring differs from coaching. As with everything, there are exceptions to the rule.

1. Short-term vs. long-term

A more obvious difference between mentoring and coaching is the timeframe related to each approach. 

• Coaching tends to be more short-term, ranging from a couple of months to a year.
• Mentoring typically is more long-term, with most mentorships lasting a year or two (sometimes even longer). 

2. Performance-driven vs. development-driven

• Workplace coaching is mostly performance-driven and focuses on achieving specific results within a set timeframe, such as helping employees gain or improve particular skills.
  Mentoring is more development-driven and focuses on the mentee’s (career) growth beyond their current role.

HR tip

Create a structured framework that outlines clear goals for both short-term performance improvements and long-term career growth. This framework should be applied across the organization to standardize the coaching/ mentoring approach. 

3. Formal vs. informal structure

Another difference between coaching and mentoring is their structure. 

• The coaching process tends to be well-structured, with clearly defined, measurable goals and regular meetings. 
• The mentorship process tends to be slightly more informal, with meetings required by the mentee when they sense a need for them. That is not to say, though, that for a mentorship to be successful, it wouldn’t be helpful to schedule regular meetings.

4. Task-oriented vs. development-oriented

• Coaching tends to be more task-oriented.
• Mentoring tends to be more development-oriented. 

5. Guidance vs. advice

Perhaps the most significant difference between mentoring vs coaching lies in the approach of each method. 

• A coach tries to guide their coachees to discover that information for themselves.
• A mentor primarily gives advice and information.

HR tip

Encourage coaches to use open-ended questions that prompt employees to discover solutions on their own. For mentors, emphasize the importance of sharing relevant advice and personal experiences to guide career development.

6. Coaching feedback vs. mentoring feedback

• Coaching feedback: Feedback is (should be) an integral part of any workplace coaching program. It is a two-way street where the coach shares their observations and insights with the employee, and the employee offers their thoughts on and perceptions of the coaching process. The aim is to optimize the coaching experience and subsequent results.   
• Mentoring feedback: The situation is slightly different in a mentorship. While feedback should certainly be welcomed and can be helpful for both the mentor and the mentee, it doesn’t play as crucial a role as in the coaching process. 

7. Coaching vs. mentoring outcomes

Another difference between coaching and mentoring is the outcomes of each method:  

• At the end of a coaching journey, the results are usually visible and measurable; they have been from the get-go. 
• At the end of a mentorship, however, the results tend to be less tangible and can be found more in the mentee’s overall growth and development.     

8. Agenda setting

• In a coaching program, the coach and coachee set the agenda together. They decide on the goals, the success metrics, and the timeline. 
• In a mentorship program, the mentee primarily decides on the agenda while the mentor tries to support and facilitate that agenda as best they can.

HR tip

Guide coaches and mentors on how to approach agenda-setting effectively. For coaches, encourage collaboration with the coachee to define clear goals, metrics for success, and a realistic timeline. In mentoring programs, remind mentors that the mentee should lead the agenda-setting process, and their role is to support and facilitate those goals.

9. Coach expertise vs. mentor expertise 

The difference between a coach and a mentor is not always obvious. One thing that’s usually different, however, is that: 

• Coaches are more likely to have been trained in coaching skills and methodology. 
• Mentors typically draw primarily from their (professional) background and experience.

10. Coaching questions vs mentoring questions

• In a coaching relationship, the coach often asks thought-provoking questions that elicit insights from the coachee so that the latter can take action based on those insights.
• In a mentorship, questions are more mentee-driven, and the mentor’s answers share their experience or offer direct advice.    

11. The role of the coach vs. the role of the mentor

There is a significant difference between a mentor and a coach in terms of their role. 

• A coach tries to get the best out of people by instilling awareness and self-directed learning
• A mentor mostly shares their wisdom and knowledge.

Skills required for effective coaching and mentoring 

Coaching and mentoring employees in the workplace require mastering certain skills. Both a coach and mentor will need to have a particular skill set they can tap into to guide their coachees or mentees properly.

In this section, we examine various coaching and mentoring skills. Some will apply to both coaching and mentoring in the workplace, while others are more relevant to one of these approaches.

Coaching and mentoring skills 

Skills that are important for coaches and mentors alike include: 

• Active listening: Active listening is perhaps the most important skill for successful mentoring and coaching. It’s about listening to understand, which is crucial if you want to truly support your coachee or mentee. It’s the starting point and foundation of the coaching and mentoring relationship and requires observing what verbal and nonverbal messages are being sent. 
• Communication: There are many different communication skills, including active listening. Other examples are observing first before responding and the ability to adapt your communication style depending on the person you have in front of you.    
• Empathy and emotional intelligence: Both empathy (the ability to understand how other people feel) and emotional intelligence (the ability to recognize and manage the emotions of other people as well as your own) are critical to successfully coaching and mentoring employees in the workplace.     
• Presence: This skill requires a lot of practice for most people and is something that we may never fully master. Yet, being fully present in the moment is the greatest gift you can offer as a coach and mentor to your coachee or mentee. It allows them to be fully present as well, which, in turn, gives them the capacity to expand.     

Coaching skills

On top of the skills listed above, some additional skills are essential for being a good coach, including:

• The ability to ask the right questions: This is a key coaching skill, as asking the right questions will get the coachee thinking, gain insights, and swing into action.
  What are the ‘right’ questions you ask? They are open-ended questions, not disguised as statements, and asked with genuine curiosity. 
• The ability to give (and receive) constructive feedback: Feedback is an integral part of the coaching process. Coaches need to master the art of giving and receiving feedback, which can look different from one coachee to another.  
• Ability to set clear and actionable goals: A coaching process is characterized by its aim to achieve specific results within a set time frame. The coach’s ability to set clear and actionable goals—together with the coachee—plays a vital part in making this happen.  
• The ability to stay neutral: “Coaching is primarily about asking, not telling,” one article fittingly stated. For the coach, this means remaining neutral. They don’t insinuate, share their opinion, or give advice. Instead, they encourage reflection and the action that follows from it. 

HR tip

If you want to offer coaching to all employees, consider using a digital coaching tool. These tools can be with or without a human touch and can be a great way to scale your organization’s coaching efforts beyond just the leadership team. 

Mentoring skills

In addition to the skills mentioned at the start of this section, being a good mentor requires the following skills as well: 

• Strong relationship-building: A successful mentorship is based on a strong relationship and trust between the mentor and mentee. A good mentor keeps their promises, shows up on time, keeps conversations with their mentee private, and takes accountability when needed. All of these things create trust and foster open communication with the mentee. 
• The ability to share experiences and offer career guidance: This skill allows mentors to assess the situation and decide what part of their lived experiences or knowledge can benefit their mentees most at this particular moment in time. This skill is also about knowing how to best communicate with mentees to ensure they genuinely capture the information you want to convey. 
• The ability to instill confidence: In line with the previous skill, a good mentor knows how to make their mentees feel confident about themselves and their potential for success. They recognize when to share which experience or piece of advice, they know when to praise their mentees’ achievements privately and publicly and offer sincere feedback when needed.    
• Networking skills to create opportunities: A good mentor uses their network to create opportunities for their mentees.

How HR can help develop coaching and mentoring skills in the organization

HR plays an important role in developing coaching and mentorship programs and initiatives to implement and drive coaching and mentoring employees in the workplace.

You can support leaders in developing coaching and mentoring skills through various initiatives like: 

1. Organize workshops or seminars: These sessions could focus on coaching and mentoring skills such as active listening, giving and receiving feedback, asking the right questions, and emotional intelligence. 
2. Develop a resource library: This may sound more complicated than it is. It simply means providing an online space that holds all the resources you have about coaching and mentoring that is easily accessible (i.e., coaching models, templates, best practices for mentoring and coaching, etc.).
3. Encourage mentoring and coaching within your HR team: To become a good coach or mentor, you need to experience being coached or mentored first. Consider pairing experienced HR leaders with emerging HR leaders to coach and mentor them.  
4. Check your data: You can analyze performance data and employee feedback to help leaders identify the areas where coaching or mentoring could have the biggest impact and take targeted action. 
5. Consider conducting a training needs analysis (TNA): In line with the previous point, you can conduct a team training needs analysis to detect knowledge and skills gaps and then bridge them using (most likely) workplace coaching.

Company coaching and mentoring examples 

There are many different types of coaching and mentoring in the workplace, varying from peer coaching and reverse mentoring to leadership coaching and micro-mentoring. 

This section shows some real-life examples of coaching and mentoring employees in the workplace.

Coaching examples

Example 1: Google’s CareerGuru

Google invests heavily in employee coaching through an in-house coaching program called CareerGuru. This program connects Google employees (Googlers) with its 350 internal professional coaches (Gurus) from around the world. The program aims to help Googlers determine their objectives, roadblocks, progress opportunities, and steps to accomplish their goals.

Google employs a coaching model that consists of six crucial components:

1. Providing timely and specific feedback
2. Delivering difficult feedback in a motivational and thoughtful way
3. Tailoring approaches to meet individual communication styles in regular one-on-one meetings
4. Practicing empathetic ‘active’ listening and being fully present
5. Being aware of your mindset and that of the coachee
6. Asking open-ended questions to discover a coachee’s acumen.

Example 2: Alphabet’s peer coaching

Google’s parent company, Alphabet, offers a peer coaching program for its employees called g2g (Googler to Googler). The program focuses on people’s professional and personal development, and employee participation in the program has increased by more than 200% over the past few years.

Mentoring examples

Example 1: Randstad leadership development and onboarding

Randstad’s leadership development mentoring program covers a range of different mentoring initiatives, such as #ReloadYourStrengths, which aims to develop employees’ leadership skills by pairing them with senior employees.

Another initiative is its Insider Program, which incorporates mentoring into the company’s new hire onboarding process. It pairs new hires with mentors ahead of their first day to better prepare them for their roles and their place in the company.

HR tip

Consider implementing a buddy system at work. A buddy system can be a great way to introduce new hires to your organization’s mentoring practices right from the start while also giving them access to the support and knowledge they need during their onboarding.

Example 2: Reverse mentoring at General Electric

Reverse mentoring, a type of mentoring in which younger, less experienced employees mentor their more mature co-workers, was first used at General Electric in the late nineties. The idea was to help managers develop their technological skills inspired by the younger generations. 

Unlike traditional mentorship programs, reverse mentoring encourages a two-way exchange of skills, knowledge, and perspectives between employees of different generations. Several companies today, such as Danone, IBM, Accenture, and Orange, have reverse mentorship programs as they’re a flexible, efficient, and inexpensive way to help their employees grow.

To sum up 

Coaching vs. mentoring methods are both effective ways to support employees and help them grow professionally and personally.

Which method is best suited for which employee depends on their particular needs and circumstances. The overview of key differences between coaching and mentoring in this article can help you decide what to choose.

The post Coaching vs. Mentoring: 11 Key Differences & Skills Needed appeared first on AIHR.

This article explores 27 HR buzzwords, providing you with a handy resource to refer to when you encounter a fancy-looking word or phrase in the HR field.    

Contents
What are HR buzzwords?
23 trending HR buzzwords
A
B
C
D
E
G
I
J
L
N
P
Q
R
S
T

What are HR buzzwords?

HR buzzwords are popular terms or phrases used in Human Resources and often in wider society to capture current workplace trends, strategies, or ideas. 

These HR buzzwords increasingly derive from trends that start on social media platforms such as TikTok or LinkedIn. We’ll see examples of this in the section below.

27 trending HR buzzwords

A

1. Anti-perks

Anti-perks are workplace policies, conditions, or practices that negatively impact employees, making their work experience less enjoyable or stressful.

Examples of anti-perks might include:

• Unreasonable workloads or expectations
• Strict attendance policies with little flexibility
• Unpaid overtime or the expectation to work long hours
• Lack of growth opportunities or career stagnation
• Micromanagement that leads to a lack of autonomy
• Poor office environment like uncomfortable workspaces or noisy settings
• Complicated or outdated processes that make work harder than it should be.

B

2. Bare minimum Mondays

Bare minimum Mondays have become a workplace phenomenon in certain companies. The philosophy behind it is that employees get a more leisurely start to their workweek by prioritizing, for example, three or four less time-consuming tasks and keeping the work they do on that day to a bare minimum. Benefits of bare minimum Mondays include:

• Less stress and potentially less burnout among employees 
• Increased productivity 
• Better retention
• No more Sunday scaries.

3. Boomerang employees

Boomerang employees are people who, like boomerangs, leave the organization and then come back again. There can be various reasons why former employees want to rejoin the company; they may be disappointed in their new role or organization they went to work for, perhaps there are better opportunities for growth at their previous company, etc.

Hiring boomerang employees comes with some interesting benefits: 

• They know the organization and its culture 
• They need less time to be operational 
• Their return may boost employee morale.

Potential drawbacks of hiring a former employee again include the fact that they may repeat old (unproductive) patterns and bring a limited fresh perspective. 

C

4. Career cushioning

Career cushioning refers to employees proactively taking steps to secure (cushion) their professional future in case their role changes or is eliminated. Career cushioning activities vary from upskilling and reskilling to (online) networking, searching for jobs, and taking on a side hustle or freelance project.

As an HR department, you may want to let the organization’s managers know what ‘career cushioning signs’ to look out for. These signs may indicate that an employee intends to leave, providing an excellent opportunity to talk with them and see what can be done to retain them.

5. Coffee badging

Coffee badging is a tactic employees use to comply with their employer’s return-to-office mandates. The move is simple: you go into the office just long enough to show your face, log into the system, have a coffee, and then go home again.

Some say coffee badging is an alternative to quiet quitting (also on our list of HR buzzwords); employees still meet the technical requirements of their jobs but remain in control over their office hours and work-life balance.

6. Conscious quitting

Conscious quitting occurs when employees intentionally leave their company for ethical and moral reasons. In practice, this means that especially Gen Z employees will likely leave if their organization’s social and environmental values aren’t aligned with theirs. A couple of tips to prevent conscious quitting can be: 

• Implement Environmental, Social and Governance (ESG) and Corporate Social Responsibility (CSR) actions
• Ask employees for input on what to do and, where possible, act on it 
• Include communication about your ESG and CSR activities in your employer branding strategy.

D

7. Digital nomad

A digital nomad is someone who primarily works online and can, therefore, work from anywhere as long as there is a stable internet connection available.

While some countries and communities aren’t happy with the sometimes rather large influx of digital nomads, which drives gentrification and prices out the local population, others look for ways to welcome them. For instance, the regional government of Extremadura in Spain is offering digital nomads up to 15,000 euros to move to the area to boost the population and the economy.

8. Digital employee experience

Digital employee experience (DEX) reflects how effectively employees interact with the digital tools in their workplace. 

DEX is key to the overall employee experience (the next term on this list) because both frontline employees and knowledge workers in virtually every industry need to use technology to do their jobs.

Digital employee experience includes interacting with the following technologies: 

• Communication and collaboration (i.e., instant messaging, email, video calls, phone calls)
• Learning (professional development and official training)
• Workflow and productivity (customer relations, project management, analytics)
• HR systems (compensation, self-service access to policies, performance management information, PTO, etc.)

E

9. Employee experience 

Employee experience (EX) is like the Mother of all HR buzzwords. It is the HR equivalent of customer experience and refers to how employees feel about the various things they encounter while at a company.

Three elements have a significant impact on the overall employee experience, namely:

• The physical experience 
• The digital experience 
• The cultural experience.

Investing in EX makes a lot of sense from a business perspective, too: Organizations that invest in their employee experience generate more than double the revenue of their competitors that don’t and are up to four times more profitable.

10. Employee journey mapping

One way for companies to assess how their employee journey is organized and identify its strengths and weaknesses is to measure their employee experience. 

Various so-called ‘moments that matter’ throughout the employee journey are key experiences for the employee that employers should measure and monitor. Identifying those critical points in the employee journey can be done using a technique called employee journey mapping. It aims to detect and chronologically list the employee’s ‘moments that matter.’

G

11. Ghost jobs

Ghost jobs are, as the term suggests, fake job listings. According to an article from CNBC, four in ten companies posted fake job listings in 2024. Ghost jobs are coming from real companies, but they refer to vacancies that aren’t real or for which the organization doesn’t intend to hire anyone (anytime soon).

Ghost jobs are problematic because they make it difficult to get an actual idea of what the job market looks like in a country and for institutions like the FED and other central banks to base their policy on.

Reasons why companies post ghost jobs include:

• To give the impression that they are growing 
• To have an active pool of candidates if someone leaves unexpectedly 
• Because they are ‘always looking for good people to join’
• Because the job was filled and they forgot to delete the ad.

HR tip

Create a shared file for the entire People Team to add any new HR buzzword or phrase they encounter and where they discovered it. Once a month, during a team meeting, you can briefly discuss the latest additions to the file and determine whether or not this deserves further attention.

I

12. Industry hopping

Industry hopping refers to people moving from one industry to another throughout their career rather than spending their entire working lives in a single sector.

Industry hopping can be seen as a career cushioning activity (see earlier on our list of HR buzzwords) and has multiple benefits:

• It expands someone’s professional network 
• It leads to a diverse skillset 
• It is likely to increase people’s job satisfaction.

J

13. Job cuffing

Job cuffing is a trend in which employees, especially those in uncertain roles, commit more firmly to their current jobs, often during economic downturns or uncertain times in the job market.

Employees may increase their engagement, take on extra projects, or even signal long-term interest to avoid layoffs or increase their job security.

While job cuffing can boost commitment and productivity, it can also lead to burnout if employees feel they must go above and beyond just to maintain their roles.

L

14. Lazy girl jobs

Lazy girl jobs are low-stress, decently paid jobs that emphasize work-life balance and flexibility over high responsibility or career progression. The phrase gained traction as a way for Gen Z workers to reject hustle culture and opt for roles that allow them to maintain personal fulfillment without the stress of climbing the corporate ladder.

According to Gabrielle Judge, the term’s originator, these roles often offer remote work with annual salaries ranging from $60,000 to $80,000. They aren’t necessarily “lazy” in the traditional sense but rather prioritize mental wellbeing, allowing these workers to maintain a steady income without sacrificing personal time or facing burnout. 

Examples include certain administrative roles, content moderation, or freelance work with predictable and manageable demands.

15. Learning agility

Put simply, learning agility is people’s ability to learn, unlearn, and relearn. It is a mindset that allows employees to continuously grow, develop their understanding, and use new strategies.  

There are a couple of reasons why learning agility is an essential attribute for organizations:

1. It is a predictor for long-term success and drives profit margins
2. Without employees who are learning agile, the organization can’t change
3. It is vital to stay competitive. 

There are various ways to assess someone’s learning agility, including cognitive ability tests and learning agility assessments.

N

16. New-collar jobs

New-collar jobs are on the rise. They require advanced skills in areas like cybersecurity and AI but do not necessarily require advanced degrees. 

New-collar jobs offer significant opportunities for skilled (often blue-collar) employees who: 

• Have the mindset to learn new skills through practical experience or occupational training or; 
• Already have the necessary soft skills.

P

17. Personality hire

Personality hires are people who are hired primarily for their personality. There are, however, some characteristics and soft skills that personality hires often have in common, including: 

• Strong interpersonal skills (teamwork, active listening, empathy, relationship building, etc.)
• A positive ‘can do’ attitude 
• A great culture fit
• The ability to cheer on their co-workers.

As with everything, though, it is important to strike a balance and not just hire people who have the ‘it’ factor on the one hand and people who have the right (technical) skills to do the job they were hired for on the other.

18. Proximity bias

Although proximity bias has existed since the 1970s, it has reached new heights due to the rise of hybrid and remote work, so it deserves a spot on our list of HR buzzwords.

Proximity bias refers to our tendency as human beings to favor those who are literally or figuratively in our proximity. This can be a location, an office, a workplace, or a social circle.

Examples of proximity bias in a hybrid or remote workplace can look like this:

• Remote employees are excluded from important meetings, conversations, and promotions
• Office-based employees are favored
• Employees are promoted based on personal relationships.

Q

19. Quiet hiring

Quiet hiring refers to companies acquiring new skills and addressing (urgent) business needs without hiring new full-time employees. There are various ways to ‘hire quietly’: 

• Upskill and reskill current employees 
• Hire temporary people to do specific tasks 
• Assign current employees to new roles  
• A combination of these.

While quiet hiring allows companies to keep their headcount stable and give existing employees exciting opportunities to grow, it’s important to ensure that you’re not asking too much of your employees or giving them extra responsibilities without a proper raise or promotion.

20. Quiet quitting

Quiet quitting is a bit like a bare minimum Monday (earlier on our list of trending buzzwords), but employees put in the minimum amount of effort all the time instead of just one day a week.

Employees who quietly quit fulfill the requirements for their jobs but don’t work overtime, volunteer for extra responsibilities or projects, or take initiative. In other words, they are not going the proverbial extra mile.

Where’s the line between doing the job you’re hired and paid for and meeting all the extra expectations, like volunteering for additional tasks or working overtime? Isn’t quiet quitting just another way of describing people sticking to their basic job duties?

21. Quittok

Quittok is a trend on TikTok, especially where employees (often from Gen Z) post their resignation stories. Sometimes, people even live-stream themselves while quitting.

For HR departments, this trend of employees sharing their resignation stories and other things like their discontent with internal company policies or their onboarding package on social media means that they are operating in a glass box.

Here are a few ways to manage this: 

• Be prepared: Actively monitor online employer brand perceptions and have preemptive responses for potential PR issues.
• Create a social media etiquette policy: Include this policy in your employee onboarding to align expectations upfront.

R

22. Reverse mentoring

When we think of a mentor, we often imagine someone older and more experienced than us. While this can still be true, the opposite can also be true.

Reverse mentoring can be a great way to bridge the generational gap between employees of all ages and create a mutually beneficial skills transfer.

S

23. Side gig/Side hustle 

A side gig or side hustle is an extra job or project that someone takes on in addition to their primary job. Most of the time, people do side gigs primarily to generate additional income. Still, it can also be a way for them to pursue their passion and eventually start their own business. 

The main benefit of having employees with a side gig is that they will also learn new skills that may be useful in their main job. The biggest downside is that their side hustle may (eventually) distract them from doing their job or lead them to resign. 

24. Sunday Scaries

The Sunday scaries is that feeling of dread and anxiety that, unfortunately, many people experience on Sunday evening, knowing they have to go to work again the following day.

A survey by the Office for Health Improvements and Disparities (OHID) in the UK found that 67% of adults regularly have the Sunday scaries. Among younger workers, this number goes up to 74%.

The good news is that this issue isn’t just tied to people’s jobs—even those who love their work can feel anxious on Sunday evenings. Other factors that contribute include:

• A lack of sleep 
• Overly full weekends (household chores, errands, social gatherings, family visits, etc.)
• Overloaded to-do lists for the week ahead.

T

25. The Big Stay

Following the Great Resignation (another HR buzzword), we’re now seeing what’s called the Big Stay. With a tighter job market and shrinking pay raises for job switchers, more employees are choosing to stay put in their current roles.

According to James Crockett, labor market economist at the CIPD, the so-called ‘Great Resignation’ is well and truly over and has been replaced by the ‘Big Stay,’ with more people opting for job stability. “Falling staff turnover and vacancies also mean the balance of power in the labor market is moving in the direction of employers and away from workers,” he said.

26. The Great People Shortage

The Great People Shortage seems to contradict some of the things mentioned above regarding the Big Stay. According to a report by Korn Ferry, within the next five years, there will be a global people shortage of 85 million people.

Several factors will cause this, including: 

• Most of the baby boom generation will be retired by then, leaving plenty of jobs unfilled
• Birth rates are drastically declining in many (Western) countries
• The Great Resignation (see below) caused a reshuffle in the job market and impacted certain sectors more than others.

While there’s not much that can be done about an entire generation retiring or declining birth rates, companies and their leaders can still influence some things to retain their people, such as the employee experience they offer and striving to be a great place to work.

27. The Great Resignation

The Great Resignation refers to a development that started during the end of the Covid era and reached its peak in the period just after that. Many people reconsidered their career paths, wanted a better work-life balance, or simply didn’t want to return to their jobs – and decided to resign instead.

In the US alone, four million people left their jobs in April 2021, hence reaching its highest level in over two decades. Interestingly, 20% of employees who left their jobs during the pandemic have since boomeranged back to their former employers.

Key takeaway

• HR buzzwords are unavoidable for those who work in Human Resources. While People professionals will know most of these terms, the thing with trending buzzwords is that new terms keep being added constantly.
• Bookmark this page so that you can look it up in this article next time you’re unsure what a buzzword refers to.

The post 27 Trending HR Buzzwords To Know in Your Role [2025 Edition] appeared first on AIHR.

This article discusses the importance of a detailed compensation plan template and how you can use it to benefit your company’s workforce. It also includes a free downloadable template to help you get started.

Contents
What is a compensation plan?
What is a compensation plan template?
Key elements of a good compensation plan template
7 steps to using a compensation plan template
Free compensation plan template
5 types of compensation plan templates
FAQ

What is a compensation plan?

A compensation plan is the sum of all cash and non-cash benefits an employee receives from their employer. In its most basic form, a compensation package consists solely of a salary. More comprehensive compensation packages include base pay and additional benefits, such as company bonuses, stock options, insurance, pension programs, parental leave, and more.

Compensation plans also detail how an organization pays its workers, when employees are eligible for raises, and the company’s bonus structure. 

Compensation planning is typically HR’s responsibility, though a larger organization may have a dedicated compensation and benefits team. It involves finding a strategic approach to balance the company’s financial interests and operational goals with attracting, retaining, and rewarding its employees through fair and competitive pay.

A strategic compensation plan can give organizations a competitive edge in attracting top talent, driving employee satisfaction and retention, and maintaining transparency and fairness.

What is a compensation plan template?

A compensation plan template gives organizations a framework for setting compensation objectives, goals, and targets.

The template is usually divided into various sections or tabs, including financial (or direct) compensation, benefits, retirement planning, and other benefits (e.g., gym memberships, meal plans, EAP programs, etc.).   

A compensation plan template enables companies to detail their compensation plan in a structured, standardized way. This offers organizations greater clarity, saves them time, and helps them ensure they don’t leave any component out of their compensation plans. 

Key elements of a good compensation plan template

A compensation plan is usually part of the tangible benefits a company’s employee value proposition (EVP) provides. Its definition, what it includes, and what the organization communicates to existing and prospective employees must align with the broader EVP. This ensures they receive the same message and information on what the company offers them.

“This is especially important if an organization can’t afford to include a wide range of benefits and perks in its compensation plan. In this case, the intangible parts of the EVP (e.g., career development, social impact, culture, etc.) must be in place to ensure the organization remains attractive to talent,” says Dr Marna van der Merwe, Subject Matter Expert at AIHR.

Here are some critical elements every compensation plan template should have: 

1. Financial compensation: The first section of the template should outline financial compensation for the employee. This refers to the employee’s salary, overtime pay, and raises.
2. Incentives and bonuses: This section should include potential commissions, performance bonuses, and other bonuses (such as signing or referral bonuses). 
3. Benefits: The second part of the template should describe the primary benefits included in the compensation package. Examples include health insurance, medical leave, dental care, workers’ compensation, disability coverage, and parental leave.  
4. Other benefits (and perks): These benefits will vary depending on the company designing compensation plans, but examples include professional development, meal plans, various memberships, flexible work options, and employee assistance programs.
5. Paid time off: The compensation plan should also include paid time off (PTO) to detail how many paid sick days, vacation days, paid federal holidays, and personal days the employee is entitled to per year.
6. Equity compensation: This template section should contain information about the company’s stock-related components if/when issuing equity or stock to their employees.
7. Retirement planning: This part of the template covers things like the employee’s 401(k) plan, pension, profit-sharing plans, and stock options (if applicable).

Together, these elements ensure an organization’s compensation plan is comprehensive, transparent, and adaptable to different business needs.

7 steps to using a compensation plan template

According to Dr Van der Merwe, the steps to using a compensation plan template can be split into three clusters: analyze, design, finalize, implement, and monitor. Doing so will help you better structure your template and offer greater clarity on the different aspects of the compensation package.

Here are the following steps to follow when using this template:

First, analyze

Step 1: Decide on the right template for your company’s needs

The appropriate compensation plan template is crucial in creating an effective compensation plan. Think critically about which template aligns best with business objectives, different employee roles, and industry standards. 

To select the correct template, you must clearly understand your company’s compensation philosophy. For instance, if the organization prioritizes high performance, an incentive compensation plan template is likely the most suitable.

For broader employee compensation, opt for a total compensation plan template. Choosing the wrong template could result in misaligned compensation structures, employee dissatisfaction, or financial inefficiencies.

Step 2: Gather the necessary data

You’ll also need to gather data on your existing compensation structure to create a compensation plan template that includes all the relevant elements of your current plan.

“This analysis should include the ‘as-is’ of your current compensation plan, as well as industry benchmarks and an understanding of employee needs or what your talent audience most values,” says Dr Van der Merwe.

Take into account information about:

• Financial compensation (salary, commissions, bonuses)
• Benefits (health insurance, various types of leave)
• Other benefits (professional development, transportation)
• Retirement planning (401k plans, profit-sharing)
• Equity compensation 
• Legal and compliance requirements.

To ensure your organization stays competitive in terms of compensation and benefits, use this opportunity to review industry standards and, where possible, align with them to make your company more attractive to talent.

Then, design

Step 3: Customize the template 

Existing templates are a great starting point, but you must customize them to meet your organization’s needs fully. This ensures they correctly reflect your company’s compensation philosophy and every component of employees’ pay packages.   

For example, if your company doesn’t offer equity compensation and the standard template you use includes this section, you can simply remove it. If you’re a U.S.-based company offering 401(k) plans that aren’t included in the basic template, you should add this element.

If your organization operates in multiple locations globally, you should make your compensation plan template easily adaptable to match the legal requirements and employee needs in each location.     

Step 4: Define performance metrics 

If any aspect of your company’s employee compensation is tied to performance, the template should also include the employee performance metrics used to assess employee performance.

Ideally, your organization would evaluate employee performance based on predetermined and approved performance metrics. In this case, the definitions of those metrics in the compensation plan template should match those used in the performance management process.

Finalize, implement, and monitor

Step 5: Ensure both the compensation plan and its template are legally compliant

Before implementing a compensation plan template, ensure it complies with the laws and regulations of your company’s geographical location(s).

In France, for instance, employers are legally required to provide employees with meal vouchers unless their workplace has a canteen or the employer provides a meal stipend. Therefore, if your company operates in France, its compensation plan template should include these meal vouchers in the ‘Other benefits’ section.

To ensure your compensation plan template aligns with local labor laws, you must familiarize yourself with the relevant regulations. If your company has a larger budget, suggest engaging professional legal services or expert consultants. This will help your organization avoid costly legal issues that could significantly affect its employer brand.   

Step 6: Review and validate the framework 

Once you’ve finalized the compensation plan template, review and validate the designed framework to ensure it’s relevant to the target audience. You can do this by testing the template on a small group of employees (e.g., a specific team or staff in similar roles).

Piloting the template within your company’s People team is a good idea, as fellow HR practitioners are well-suited to help you refine it before rolling it out to the rest of the organization.

Step 7: Test different scenarios

Compensation plans and templates may need adjusting from time to time. Whether the organization runs into unforeseen issues or an employee’s personal circumstances change, you may have to alter your company’s plan to adapt to these changes.

Some examples where this would apply include promotions, transfers, and mergers and acquisitions. In all these cases, you must update the compensation plan template to reflect the new situation adequately.   

Consider these possible scenarios when developing a compensation plan and templates, then test them wherever possible. Additionally, consider which scenarios are more likely to happen. For instance, since employee promotion is more likely to occur than another organization acquiring your company, it makes more sense to prioritize testing your template in this context.

Free compensation plan template

We’ve developed a free compensation plan template (Word doc) that you can use to develop your own company compensation package.

HR tip

When developing a compensation plan template, involve employees in the review phase. For example, ask them if the definitions you included in the template are clear and if they have any suggestions to improve the document.

5 types of compensation plan templates

Here are five commonly used types of compensation templates:

1. Variable compensation plan template: Companies use this template when employee pay includes performance-based incentives (e.g., commissions and bonuses).
2. Employee compensation plan template: This type of template is suitable for small departments. It usually covers all benefits, individual employee compensation, and the role’s performance expectations.
3. Incentive compensation plan template: You can use this template to lay out your organization’s sales compensation structure. Companies use it to align their incentives with higher objectives and describe their sales commission structure.  
4. Executive compensation plan template: Companies often use this template to structure compensation plans for executives, like the VP of Marketing or Sales. 
5. Total compensation plan template: This template provides a comprehensive overview of an employee’s total compensation package.  

To sum up

Using a clear compensation plan template can make a big difference in how your company handles pay and benefits. By laying out each part of the compensation package, you can ensure everyone knows the details and help your organization stay remain compliant. 

Additionally, customizing the template to fit your company’s needs means nothing is left out, making the whole process of pay and benefits more manageable. This also helps your organization make smarter decisions, stay flexible, achieve financial goals, and meet employee expectations.

FAQ

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