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How do you create your HR vision for 2025?

A strong HR vision helps your organization not only to meet the challenges of the current labor market, but also to seize the opportunities of tomorrow. In this blog we show how to create an effective HR vision for 2025, in which you respond to the challenges of tomorrow.

Part 1: Challenges for HR in 2025

Technological developments

Technology is changing faster than ever. HR is lagging behind in the adoption of AI and new technology. This means that HR loses power in the organization.

Automation, artificial intelligence (AI) and digitalization have a huge impact on the labor market. Organizations need to understand how these technological developments are changing the nature of work. This not only concerns the replacement of human labor by machines, but also the creation of new positions, the need for new training and the acceleration of HR processes.

Demographic Changes

The composition of our working population is changing. An aging population means that more employees will retire later, which presents both opportunities and challenges. With the emergence of a new generation with unique needs, expectations regarding your employment practices are also changing. Insight into needs is therefore more important than ever.

These changes increase the diversity of opinions, expectations and needs. Deepler's Smart Surveys help to objectively identify and respond to these changing needs.

Flexibility and Work-Life Balance

Employees increasingly demand more flexibility in their work. This not only includes the ability to work from home, but also flexible working hours and a better work-life balance. People are no longer surprised when an employee asks if he or she can work from Bali for 2 months. This trend has been accelerated by the COVID-19 pandemic and remains an important factor in the attractiveness of employers and therefore has a direct effect on the effectiveness of recruitment.

Sustainability and Social Responsibility

There is a growing expectation that companies act in socially responsible ways. Even more so: for many organizations, reporting on sustainability is even mandatory. This not only means acting environmentally friendly, but also ethical business practices and contributing to the community. This reporting often focuses on CO2 emissions, but social aspects must also be reported on.

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Part 2: How to formulate an HR Vision for 2025

Step 1: Understand the Trends and Challenges

Analyze how the challenges described above apply specifically to your organization. Organize a brainstorming session with your team to discuss these challenges and also look at the challenges you see ahead.

Step 2: Involve Your Team

Listen to your Employees

Organize regular feedback sessions and use surveys to understand what your employees find important and what expectations they have of you as an employer. Tools like Deepler can help with this.

Create a Vision Committee

Create a committee with representatives from different departments and teams. This group can help shape the vision and ensure broad support. Be on time, because at the end of the year no one has the focus and attention to contribute properly.

Step 3: Formulate your HR Vision

Core Values and Mission

Define the core values of your organization and ensure that your HR vision matches these. Ask questions like:

  1. What are the most important key points that we want to convey with our HR policy in 2025?

  2. How can we integrate these values into our daily work and what does it take to achieve this?

Clear and Specific Goals

Set SMART goals (Specific, Measurable, Achievable, Realistic, Time-bound). For example:

  1. “By the end of 2025, we want to train 30% of our employees annually in digital skills about AI.”

  2. “We aim to achieve a diversity rate of 40% in leadership positions by 2025.”

  3. “We aim to have developed a job-related training plan for every job description by the summer of 2025."

A clear objective not only helps you stay focused, but with this objective you also show the organization what you are doing.

Step 4: Develop an Action Plan

Training and Development

Invest in targeted training programs. Use platforms like LinkedIn Learning, Udemy or other LM systems for continuous development.

Culture and Work Environment

Psychological safety is extremely important. It ensures that everyone dares to provide input. You need this input to periodically evaluate whether your policy is being properly embraced and implemented.

Innovative Recruitment Strategies

Use data analysis and AI to improve your recruitment process. Software such as Greenhouse and Pera can help identify the best candidates. Carv helps automate administrative tasks in recruitment.

Step 5: Monitor and Evaluate

Regular Evaluation

Track the progress of your goals with KPIs and adjust them where necessary. Use dashboards and reports to monitor performance. You can use Deepler to monitor the needs of employees and see whether you meet employee expectations.

Feedback mechanisms

Implement a continuous feedback system, such as weekly check-ins and anonymous feedback options, to listen to your employees and ensure their engagement.


A strong HR vision for 2025 will help your organization not only to meet today's challenges, but also to be prepared for the future. Start formulating your policy for the next year in time, as it will be difficult to have a focus on strategy formulation at the end of the year. By understanding trends, involving your team, setting clear goals, developing an action plan and evaluating it regularly, you can create an HR strategy that protects your organization from the challenges ahead.


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