Top 12 HR Challenges in 2025 and How to Overcome Them Strategically

The post-pandemic era has reshaped the HR landscape by introducing dimensions of cultural shift, digital transformation. 

ion that bombarded the panorama with disruption, and technological installation. From curating a good leader who can change how a company operates to finding top talents to welcoming new technologies to smoothen the engagement pipeline, HR challenges are many and require strategic input to overcome.  

A study by Forbes has indicated that 60% of HR leaders focus on developing their management team and their effectiveness to usher improvement in future work. With 47% of HR leaders prioritizing employee experience, 53% mitigating change to improve mental health, and 46% focusing on prioritizing attracting top talents, the challenges of completing each task would require statistical insight and a strategic approach.  

Profesional HR ditugaskan untuk mengekalkan saluran pekerja yang bersemangat untuk berjaya dan pada masa yang sama menguruskan persekitaran kerja yang sangat berbeza dalam persekitaran yang mencabar ini. 

Organizations must understand and address the top five HR challenges of 2025 as they pivot to a new post-pandemic reality. Where and how we work will likely continue to undergo rapid changes. Agility will be critical. 

Top five HR challenges to address and overcome in 2025 

Here are the five HR challenges you must address in 2025: 

1. Adakah pekerja anda bersedia untuk kembali ke pejabat? 

The pandemic has altered how we will work in the future. Work is not necessarily a place anymore, and some remote work seems here to stay. Many companies are canceling their plans to build offices. Pinterest recently paid $89.5 million as a penalty to cancel plans to create a new 490,000 sq. ft. office in San Francisco. 

Ringkasnya, selain kejutan awal semua orang yang bekerja dari rumah, kerja jarak jauh telah menjadi kejayaan yang tidak layak. 

In recent months, some companies in the USA insist that their employees come back to the office. These include influential banks like JP Morgan, Goldman Sachs, Bank of America, and Morgan Stanley. They may be the outliers. 

Most companies are focusing on a new hybrid work model, where employees come in to work on some days and work remotely on others. Some work, like team brainstorming sessions, innovation workshops, or in-person briefings, may require employees to come to the office. 

Tetapi kebanyakan pekerja pengetahuan boleh mendapat manfaat daripada peluang kerja berterusan dari mana sahaja. Sesetengah industri seperti sektor perkhidmatan-akan terus memerlukan kebanyakan pekerja datang ke tapak. 

Menggunakan tahap produktiviti yang diturunkan sebagai alasan untuk menegaskan bahawa pekerja masuk ke pejabat bukan lagi hujah yang boleh diterima. Bukti empirikal tidak menyokong kedudukan itu. 

Menegaskan bahawa pekerja kembali ke pejabat juga boleh menjejaskan pengurusan, seperti dalam kes Apple. Beberapa minggu yang lalu, Tim Cook dan pasukannya mengumumkan bahawa pekerja dikehendaki kembali ke pejabat Apple sekurang-kurangnya tiga hari seminggu. 

Desakan daripada pekerja serta-merta dan menjadi memalukan orang ramai. E-mel pekerja dalaman kepada pihak pengurusan tidak lama lagi mula mengedarkan dan mengumpulkan beribu-ribu tandatangan pekerja: "Mesej seperti, 'kami tahu ramai di antara anda tidak sabar-sabar untuk menyambung semula secara peribadi dengan rakan sekerja anda kembali ke pejabat,' tanpa mesej mengakui bahawa terdapat perasaan yang bertentangan secara langsung di kalangan kami merasa mengenepikan dan membatalkannya." Google terpaksa menghadapi kesilapan yang sama. 

Eksekutif perniagaan dan pemimpin HR mungkin tidak cukup menghargai bahawa masa depan kerja telah berubah secara tidak dapat dipulihkan. 

2. Landskap pengambilan dan pengekalan berubah. 

Ahli ekonomi membuat spekulasi mungkin terdapat banyak sebab untuk kekurangan pekerja ini. Ramai baby boomer memutuskan untuk bersara daripada menunggu pandemik reda. Wanita telah meneruskan cabaran dengan pilihan penjagaan kanak-kanak sebagai halangan untuk kembali bekerja. 

Faedah pengangguran yang banyak juga mungkin telah menyumbang. Syarikat-syarikat seperti McDonald's, Costco, dan Amazon, meningkatkan gaji untuk menangani cabaran pengambilan pekerja ini, dan banyak lagi yang menawarkan bonus tandatangan yang signifikan. 

Burnout is a natural phenomenon in many parts of the world. SHRM surveys show that 50% of employees in North America are planning to quit and look for a new job by 2025. Better compensation and benefits and better work-life balance are two main reasons.

Almost 4 million Americans quit their jobs in April 2021 alone! In a curious contradiction, employees who have worked from home indicate that their bosses have doubted their productivity, which has forced them to work longer hours. 

The bottom line is that there is intense competition for workers. It is no surprise that leaders rank attracting and retaining talent as a top challenge for 2025. 

Pemimpin HR mesti mengambil pendekatan inovatif dan berani untuk pemerolehan dan pengekalan bakat dalam persekitaran ini. Mana-mana meningkatkan pelaburan teknologi HR mereka untuk menangani cabaran ini. 

Other ideas include increasing employee engagement and rewarding the work of good employees. Extensive exit interviews may provide vital clues for better retention.

Potential candidates can have multiple options and may not respond well to cumbersome application processes, needing streamlining. Leveraging the contacts of existing employees for new hires is increasingly a great option. 

3. Faedah pekerja boleh menjadi pembezaan. 

Faedah pekerja pada masa pra-pandemik perlu dinilai semula dan diubah suai untuk era pasca pandemik. Sebagai contoh, apabila trend kerja dari mana-mana sahaja berterusan, memberikan sokongan untuk mengekalkan persekitaran kerja yang sesuai di rumah adalah manfaat penting. 

With fewer employees in the office, the onsite gym and free office meals may have less appeal. Employers can also save money on smaller offices and lowered costs like transport subsidies etc. 

One estimate, savings can amount to almost $ 11,000 per half-time remote employee per year. Utilizing some of those savings to improve employee benefits is recommended. 

Salah satu kesan yang kurang ditekankan dalam era pasca pandemik ialah kesan Covid-19 terhadap kesihatan mental pekerja. 

Increasingly, a new role of Director of Wellbeing is being created in many companies. Showing appreciation with well-thought-out employee benefits can help to enhance morale and provide relief from difficult times. Headspace, a meditation app, is a more popular add-on to the employee benefits package. 

Another way to expand employee benefits and incentives is to utilize platforms and catalogs from companies like Empuls to turbo-charge the benefit choices, thus making it easy for employees to consume the benefits. 

4. Era pembelajaran berterusan ada di sini. 

Lebih dari sebelumnya, jika pekerja dan organisasi berada di hadapan pesaing mereka, pembelajaran berterusan harus menjadi normal baru di tempat kerja. 

Hampir 80% CEO sangat prihatin terhadap keupayaan tenaga kerja mereka untuk mempunyai kemahiran yang diperlukan untuk syarikat mereka berjaya. 

The era of ContinuousNext and the increasing velocity of change driven by digital transformation creates challenges for employees who need to stay relevant and create value for their organizations. R leaders need to understand that you can't "fire and hire" your way to organizational success. Upskilling and reskilling need to be a core HR priority. 

Another trend in e-learning is personalized learning. We all do not learn at the same pace and benefit from individualized content. Tee Rubenstein, VP of edX, says, "edX For Business saw massive growth in 2020 as companies increased investments in providing training for upskilling". Companies like Coca-Cola and Home Depot invested in specialized employee training and development apps with remarkable success. 

5. Cabaran budaya dalam persekitaran kerja hibrid 

In February 2021, Sunder Pichai, the CEO of tech giant Google, warned that the pandemic could hinder Google's ability to maintain its culture in the future. Google is synonymous with its unique culture, and this matters. In surveys, many other company executives also struggle with a coherent plan for their organizational culture. 

Cabaran mengekalkan budaya syarikat seragam dengan tenaga kerja yang tersebar bukanlah perkara remeh. Untuk menangani masalah ini, mulakan dengan pelan komunikasi yang kukuh kerana pekerja berasa lebih berhubung apabila mereka merasa dalam gelung. Kerja jauh, walaupun ia adalah sambilan, boleh mengasingkan. 

Create opportunities for socialization. The virtual happy hour has been a trendy addition to the company milieu. Make sure that you are available to your employees, even if only virtually. Today, a dispersed workforce can straddle many countries and cultures. Sharing the heritage of different cultures can be rewarding and create bonds. 

Recognition remains a preeminent employee engagement tool. Ending digital rewards and encouragement – using platforms like Empuls – create essential touchpoints. 

Inevitably companies have shed millions of jobs during the pandemic. Some experts estimate that 32-42% of job losses will be permanent. Layoffs are significant impairments to company culture because they substantially impact morale. So, companies continue resizing staff levels, HR leaders should create a transparent and defensible criterion for layoffs. 

Meningkatkan pengambilan pekerja juga mewujudkan peluang untuk memberi tumpuan kepada budaya syarikat yang diingini pada masa akan datang. Melaksanakan penilaian budaya memberikan maklumat penting mengenai keadaan semasa. Untuk mencipta penanda budaya dengan penghibur tinggi kontemporari boleh membuat pembelian yang diperlukan dari kawasan pilihan raya utama dan membolehkan metodologi tingkah laku untuk memacu kesesuaian budaya pekerja baru. 

Selepas protes keadilan sosial global, HR juga mesti mewujudkan tempat kerja yang lebih inklusif dan pelbagai. 

Kad laporan mengenai bagaimana HR melakukan pelbagai kategori kembali ke tempat kerja adalah menggalakkan. Pengalaman pengambilan dan onboarding yang padu perlu dipindahkan lebih tinggi ke dalam senarai keutamaan HR. Menetapkan mentor untuk pekerja baru sangat bermanfaat. 

6. HR technology adoption is still lagging behind 

Despite the wave of digital transformation during the pandemic, many HR departments are still lagging in adopting cutting-edge technology. The current HR trends and challenges reveal a clear need for better integration of automation, AI, and data analytics in HR processes. 

Modern HR tools can simplify everything from recruitment and onboarding to performance management and employee engagement. However, resistance to change, budget limitations, and lack of training often stand in the way. 

HR leaders must prioritize digital adoption as part of their strategic roadmap. Investing in easy-to-integrate, scalable tools—like chatbots for FAQs or AI for resume screening—can significantly elevate productivity and decision-making. 

7. Data-driven decision-making needs more attention 

With HR becoming more strategic than administrative, the demand for data-driven insights is more pressing than ever. However, many HR teams still lack the tools, infrastructure, or mindset to leverage data meaningfully. 

This presents one of the top HR problems—a gap between data collection and actionable insights. From predicting attrition to evaluating training effectiveness, HR metrics can empower better planning and people management. 

HR leaders should focus on building analytics capabilities and creating a culture where decisions are backed by evidence rather than assumptions. 

8. Compliance and data privacy are growing concerns 

The rise of remote work and global hiring has made compliance and data privacy a critical HR concern. With employees working across borders, companies must navigate a maze of local labor laws, tax regulations, and privacy policies like GDPR and CCPA. 

The risks of non-compliance range from hefty fines to reputational damage. Ensuring secure handling of employee data and staying up to date with evolving employment laws is now more challenging than ever. 

To manage these HR trends and challenges, companies should work closely with legal teams, invest in secure HR systems, and conduct regular audits. 

9. Building leadership pipelines for future-readiness 

Another major concern in the list of top HR challenges is the lack of strong leadership pipelines. With rapid organizational changes and baby boomers retiring, there's a leadership vacuum looming over many enterprises. 

Companies that fail to identify and groom future leaders risk stagnation and internal chaos during transitions. 
 

HR should work proactively to spot high-potential talent early, offer leadership development programs, and align career paths with organizational goals. The ability to adapt and lead in times of uncertainty must become a core leadership competency. 

10. Employee disengagement and quiet quitting 

Amidst rising burnout and hybrid work fatigue, employee disengagement has emerged as one of the top HR problems in 2025. Apathy, lack of recognition, and unclear career paths have led to a growing trend of "quiet quitting"—employees doing the bare minimum to get by. 

To reverse this trend, HR must double down on continuous feedback, transparent communication, personalized recognition, and career growth initiatives. Incorporating platforms like Empuls or leveraging internal surveys can uncover pain points early and guide re-engagement strategies. 

11. Navigating ethical concerns around AI in HR 

Artificial intelligence is revolutionizing how HR teams operate—from resume screening and employee engagement to performance tracking and workforce planning. But with this power comes responsibility. One of the current HR trends and challenges revolves around the ethical use of AI. 

Bias in AI algorithms, lack of transparency in decision-making, and concerns around employee surveillance are emerging as top HR problems.

For instance, using AI to analyze facial expressions during virtual interviews or track employee productivity can raise serious ethical and legal concerns. 

HR leaders must ensure that AI is used to enhance—not replace—human judgment. Establishing clear policies, regularly auditing AI systems for bias, and promoting transparency in how AI tools are used will be critical in maintaining employee trust and legal compliance. 

12. Upskilling HR teams to work with AI-driven systems 

As AI-powered platforms become an integral part of recruitment, learning, performance, and engagement, HR professionals must be equipped to work alongside these tools effectively. However, a significant capability gap exists when it comes to understanding and leveraging AI in daily HR functions. 

This gap is among the top HR challenges today—HR teams need more than just technical tools; they need the knowledge and skills to use them strategically.  

HR departments should invest in regular training, workshops, and certifications focused on AI literacy. Understanding how AI augments decision-making can help teams become more efficient and data-driven, turning a potential problem into a growth opportunity. 

For each problem we pointed out, we have a solution: Empuls.  

Top HR challenges in 2025 & How Empuls addresses them 

To strategically upscale, we have top six strategies you can adopt. 

Tailored HR strategy with Empuls 

Top six strategies you can adopt in 2025 to overcome the challenges. 

1. Align & connect a distributed workforce 

Challenge: Hybrid work makes alignment and cultural cohesion difficult. 
 

Tactic: Assign moderators for community groups and run monthly “Pulse Polls” to gauge cultural alignment. 

2. Listen & act on employee feedback 

Challenge: HR struggles to gather actionable insights across the employee lifecycle. 
 

Tactic: Automate feedback nudges via Empuls’ AI assistant, Em, and share insights in leadership huddles monthly. 

3. Boost recognition & motivation at scale 

Challenge: Quiet quitting and lack of appreciation reduce productivity. 
 

Tactic: Publish a Wall of Fame in your office or intranet to spotlight top performers and award recipients​. 

4. Revamp perks & benefits for wellbeing 

Challenge: Traditional benefits no longer resonate with a hybrid workforce. 
 

Tactic: Run a “Perk Awareness Month” campaign with contests to promote usage and gather feedback on value. 

5. Streamline engagement operations 

Challenge: Manual workflows limit HR's ability to scale programs. 
 

Tactic: Set up quarterly award cycles with pre-scheduled nominations and automated reminders. 

6. Enable data-driven, ai-led HR strategy 

Challenge: Lack of strategic insight and tech-savviness in HR decision-making. 
 

Tactic: Review engagement analytics quarterly with leadership and adjust programs based on insights. 

Engage high-potential talent. Use 360° Feedback and recognition analytics to identify and nurture emerging leaders, supporting your succession planning and talent mobility goals. 

Implementation plan 

Here is a step-by-step implementation plan that you can swear by. 

Expected outcomes (Based on Empuls customer reports) 

If you implement these strategies, expect to notice: 

• 87% employees less likely to leave 
• 67% peningkatan dalam eNPS 
• 90% employees feel more valued 
• 1.5x growth in revenue 
• 30% higher customer satisfaction​ 

Empuls helps tackle many of these pain points with automation, AI insights, and an all-in-one engagement platform. For a tailored, schedule a call now! 

Kesimpulan 

Kadang-kadang, perubahan yang paling ketara berlaku semasa era kesusahan yang melampau. 020 adalah salah satu era sedemikian dan membentangkan beberapa masa yang paling mencabar untuk pekerja dan pemimpin HR. 

Pandemik memaksa syarikat menangani cabaran teknologi dengan pantas untuk membolehkan kerja jarak jauh, mewujudkan pendekatan yang diuruskan sendiri untuk bekerja, dan memberi tumpuan kepada produktiviti dan output dan bukannya langkah berasaskan masa. Tenaga kerja yang tersebar kini memerlukan pendekatan yang berbeza untuk budaya syarikat. 

Mengekalkan kemahiran yang relevan adalah penting untuk memastikan organisasi berdaya saing dan relevan. Cabaran pengambilan dan pengekalan memerlukan pangsi kepada pendekatan tangkas terhadap cara baharu dan inovatif untuk mengekalkan dan mencari kakitangan utama. 

It is time for HR to move from a conventional response mindset to a new one grounded in resilience and consolidating the rapid changes due to the pandemic. Business success in 2025 and beyond depends on it. 

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