Technology and team well-being top the list of key goals for companies this year.
The pandemic forever changed the way we work. Companies had to quickly shift from 100% in-person work to a virtual model, which then became, for many companies, a hybrid model where the goal is work-life balance.
This change isn't just an effect of the pandemic. The new generations joining the economically active population are demanding new rules of the game, such as more leisure time, avoiding long commutes, or combining household chores with work responsibilities.
Faced with this scenario, the region is preparing for a 2025 full of new challenges, and these will be the main trends that will set the course in Human Resources this year:
Mental health and comprehensive well-being: It is estimated that 70% of workers in the region suffer from work-related stress, so companies are increasingly implementing wellness programs that include psychological counseling and coaching, as well as financial education programs. These "extras" are now part of companies' strategies to attract and retain talent.
Talent economy, hybrid work, and flexible working: two of the post-pandemic effects are, without a doubt, the mobility of people who no longer work in closed offices for 8 or 9 hours, but rather from any destination that allows it, and the increasingly prominent possibility of hiring freelance staff to support specific projects, ensuring faster hiring and adaptation at lower costs. In Latin America, 30% of employees are external, and this number is rising. In contrast, the region is also facing a similar percentage of the phenomenon known as "talent flight," which no longer simply involves changing companies for one that offers better benefits, but also migration to other markets, forcing companies to further strengthen their talent retention policies.
Diversity, equity, and inclusion: Latin America continues to be a region that values the diversity of its teams, both through the increase in women in leadership positions and the addition of people with different abilities to the workforce. Companies that truly embrace diversity create more inclusive environments, which positively impacts creativity, the work environment, and the reputation of the employer brand.
The skills and training gap continues: In Latin America, many companies have identified a disconnect between the skills required for new jobs and the skills possessed by current workers. By 2025, companies are expected to significantly increase their investment in training and professional development to prepare their employees for future challenges. Key areas include developing digital skills, language competencies, leadership, and soft skills.
Artificial intelligence integration: AI is here to stay, offering the possibility of optimizing processes that allow workers to rely on this technology. However, its adoption also poses challenges, such as "technostress," the anxiety that some employees may experience when faced with new technologies. Therefore, it is key for companies to find a balance between automation and employee well-being, ensuring that AI implementation is done ethically and focused on empowering people, rather than replacing them.
Digital transformation and automation: As we mentioned previously, the pandemic highlighted the need to "move from Excel spreadsheets to CRM," and this is evident not only in areas like Human Resources, but also in various processes that seek to integrate technology for decision-making and task resolution.
Employee experience: Employees are a company's asset and potential ambassador. In this sense, companies face the challenge of speaking to internal customers, as new generations (and others as well, after the pandemic) value not only a decent salary, but also working in areas where they can thrive while maintaining a balanced personal life and reaping various benefits from their company.
Social media in talent management: The increasingly widespread use of these platforms is a direct link to talent acquisition and branding, thanks to employees who feel part of the company and can share and spread hard information or promote good practices.
The challenge of combining technology with human aspects, both personal and social, is not easy, but the success of companies will be directly linked to how they address all of these aspects.
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