The Future Of HR Skills And Education

The role of training

The HR industry continues to evolve, with constant shifts in workplace dynamics, changing employee expectations, and advancements in technology. Most notably in 2024, the rise of artificial intelligence (AI) had a significant impact on HR, transforming recruitment, talent functions, and enabling more personalized and efficient talent management. 

Additionally, stemming from the aftermath of the pandemic, hybrid and remote work environments have become the standard, forcing HR leaders to rethink vital workplace aspects like organizational culture, performance management, and employee engagement. 

At the same time, the emphasis on employee well-being and mental health is intensifying, reflecting the broader societal trend toward holistic work-life balance. HR's role is becoming increasingly strategic, with professionals playing major roles in driving innovation, fostering a culture of continuous learning, and adapting to a workforce that is more diverse than ever before.

With all these changes, let’s look at the top factors HR leaders should consider as they enter the new year, as well as highlight where training will play an essential role in preparing for these evolutions.

Building a Culture of Collaboration and Resilience 

As we enter 2025, the landscape of HR, among other industries, will continue to change, highlighting the need for organizational resilience and adaptability. Companies will need to prepare to navigate disruption effectively to be better positioned for long-term success. 

This involves building organizational flexibility, developing contingency plans, and fostering employee adaptability. It includes creating a culture of psychological safety where employees feel comfortable sharing concerns and contributing to problem-solving – which can only be achieved through consistent reinforcement through training. 

Additionally, organizations cannot be truly resilient and safe if employees are not physically safe. This is where workplace violence prevention comes in since workplace safety encompasses physical, mental, and emotional well-being. It includes creating a safe reporting culture, providing mental health resources, and proactively addressing all potential hazards (including those related to technology and remote work).

With the continued rise in workplace violence – it’s estimated that two million U.S. workers are victims of workplace violence annually—it’s expected that organizations will invest more heavily in workplace violence prevention training to promote resiliency. Using California and New York’s recent Workplace Violence Prevention laws as blueprints, it’s expected that many states will follow in their footsteps and require employers to implement a comprehensive workplace violence plan. 

In fact, recent data shows that 90% of employees (out of 1,000 surveyed) believe other states should adopt workplace violence prevention policies similar to California’s newly enacted law. 

Developing a culture of resilience also requires a comprehensive understanding and promotion of transparency – which encompasses open communication about company performance, strategic goals, decision-making processes, and changes affecting employees. Accessible feedback channels and consistent, timely communication with and for employees are crucial. 

Another proof point of growing expectations around transparency includes the upcoming wave of pay transparency laws being enacted in 2025 – including the upcoming Salary Disclosure Requirements taking effect October 29, 2025, and the EEO and Pay Data Reporting which requires employers with 100 or more Massachusetts employees must submit demographic and pay data annually, starting February 1, 2025. With these requirements in 2025, it's expected that organizational transparency will become a top priority. 

Developing AI Policies and Educating Employees

When it comes to HR skills, the adoption of AI has changed this landscape immensely. While almost all HR professionals (94%) are currently using some form of AI in operations, 40% say they don’t have or are unsure if they have an AI Acceptable Use Policy (AUP), putting organizations and their employees at risk.

The increasing use of AI in the workplace requires clear policies addressing ethical concerns, data privacy, algorithmic bias, and potential job displacement. These policies should define AI tool usage, data access protocols, and processes for handling negative consequences. It also requires organizations to educate the employees on the responsible use of AI. 

Without thoughtful policies, organizations risk legal problems, reputational damage, and employee distrust. Additionally, educating employees on the acceptable use of AI enables employees to take advantage of the power of AI, without creating risk for the organization.  

With this, there will be a shift in how organizations go about implementing AI, specifically in HR functions, with more investment in developing thoughtful policies around the technology and training employees on those policies. 

Growing Emphasis on a Culture of Continuous Learning

With the shifts we’re seeing across HR – including the adoption of AI, increase in hybrid work environments and more – it’s expected that organizations will prioritize employee education and a continuous learning mindset. This means providing professional development opportunities, training programs, and access to learning resources. Continuously investing in employee skills enhances productivity and prepares the workforce for future challenges.

However, not all employees learn the same, so providing a diverse option of education styles has become essential to talent’s success. This could include various types of training, such as coaching/mentoring, instructor-led training, eLearning, simulation training, hands-on training, and more.

It’s likely that with this focus on diverse learning styles, we will see this shift to more inclusive workplace education aligns with organizations' pursuit of DEI initiatives. A culture of continuous education does not only refer to training that enables one to do their job but also become educated on workplace topics like DEI and mental health that impact the entire workplace. 

The American Psychological Association found that younger workers are more likely to seek support for mental health, and as an increasing number of young talent enter the workplace, this could result in more compliance programs that extend traditional health benefits to include mental health, provide accommodations, and require training for managers on mental health awareness and support as part of continuous learning initiatives. This emphasis will likely keep DEI as a compliance priority and drive policies around inclusive hiring, anti-discrimination, and bias-free training. 

Greater Focus on Manager Performance Levels 

As education continues to be a priority for HR teams, there will likely be greater emphasis on manager’s performance and their training. This includes increased education around unconscious bias, inclusive culture, and employment law fundamentals for managers to promote higher levels of performance. 

Many organizations may begin to adopt training programs specifically designed for this, including courses related to inclusive hiring and onboarding, managing diverse teams, handling microaggressions and subtle acts of exclusion, and unconscious bias – to name a few. 

Workplace Training Initiatives That Will Yield Results 

To address these shifting factors, there will be an increased need across HR for consistent and holistic training programs to ensure organizations, and their employees, are prepared to face these evolutions. No matter the topic, all effective training solutions include the following key factors: 
 

• Convenience and ease of use: Employees can complete training at their own pace and in an environment where they feel most focused. This flexibility allows for more effective engagement, as participants can approach sensitive topics without the pressure of a traditional classroom setting.

 

• Active learning: Modern online courses promote engagement through interactive elements, such as quizzes and story-based learning. This approach not only enhances knowledge retention but also fosters a deeper understanding of the material.

 

• Sensitivity to workplace realities: Online training can present sensitive topics in a thoughtful, non-traumatizing manner. For instance, interactive modules can simulate a workplace environment, guiding employees through appropriate responses to critical situations while minimizing fear.

As the HR landscape continues to evolve with new challenges and opportunities, organizations must pay close attention to these trends and prioritize comprehensive training policies and initiatives to be prepared for the shifts to come. 

Casey Heck is SVP of HR at Traliant. Casey is a business leader and strategic human resources executive with 15+ years of experience driving transformative talent initiatives that align with business objectives. Known for her ability to build high-performance cultures, Casey has successfully implemented programs that enhance employee experience, drive growth, and elevate organizational outcomes.