HR's Expanding Scope of Work: Priorities and Challenges for 2025
HR's Expanding Scope of Work: Priorities and Challenges for 2025
As 2024 comes to a close, Human Resources (HR) professionals are facing an expanded scope of work. HR's role is no longer limited to recruitment and employee relations-it now encompasses a wide range of responsibilities. According to Gartner's annual HR Priorities survey, "Leader and manager development" is the top priority for HR leaders. Additionally, organisational culture, HR technology, change management, career management, and internal mobility are key areas of focus.
The Challenges Facing HR and Management
One of the driving forces behind this shift is the increasing pressure on managers and leaders. A staggering 76% of HR leaders report that their managers are overwhelmed by the scope of their roles, which have expanded by 51%.
More than three-quarters of employees now place a higher value on manager support. With increased demands and higher expectations, managers often struggle to balance their responsibilities.
Another concern is that 73% of HR leaders believe their managers are not equipped to lead through change. In a rapidly evolving business environment, the ability to manage change is vital, yet many managers lack the tools and skills to do so effectively.
This is where investing in targeted Change Management Training can play a crucial role in preparing managers for this challenge.
Evolving Beyond Traditional Manager Development
Given these challenges, traditional approaches to management development are no longer sufficient. Instead, it is crucial to rethink the structure of managerial roles. This involves resetting expectations, rebuilding leadership pipelines, rewiring manager habits, and removing process hurdles that prevent them from effectively leading their teams.
At Corporate Coach Group, we advocate for a more comprehensive approach to leadership development, focusing on clarity, rational planning, and maintaining a positive mental attitude. These are cornerstones of effective leadership, embedded in our Leadership and Management Training, which helps managers navigate increased responsibilities and thrive in challenging roles.
Rebuilding the Leadership Pipeline
To develop a future-ready leadership team, organisations must focus on cultivating new leadership skills. Effective Time Management Training is essential to help managers handle their expanding workloads.
Developing resilience and fostering a growth mindset also equips managers to face increasing demands, a concept we explore in our Personal Development Training.
Strengthening Organisational Culture and Internal Mobility
Another priority for HR leaders is fostering a supportive organisational culture. A culture based on rational conflict management-where conflicts are resolved through reasoned discussions-leads to a positive and productive work environment. Our Conflict Management Training equips managers with the skills to handle team dynamics effectively.
Internal mobility is equally important, ensuring employees have opportunities to grow within the company, which strengthens retention and ensures a robust leadership pipeline.
By embedding these principles and training opportunities into your leadership and HR strategy, your organisation can build a more resilient, effective workforce. Explore our professional development courses to learn more.
Definition: leadership pipeline
In business HR, a leadership pipeline is a structured process that spots potential leaders early, gives them targeted training for future roles, sets clear steps and success measures for each stage, and regularly reviews progress. With these four parts in place, an organisation always has people ready to step into key roles.
Show CG4D Definition
- identifies potential leaders at every level
- delivers role-specific development and coaching
- sets staged progression paths with measurable criteria
- tracks progress through ongoing assessment and succession planning
Article Summary
HR priorities for 2025 focus on expanding the HR role and giving managers sharp skills in leadership, change and time management so they build strong culture, open internal moves and keep talent.
Frequently Asked Questions
Here are some questions that frequently get asked about this topic during our training sessions.
What is the number one HR priority for 2025?
How much have managerial roles expanded, and what is the effect?
Why do 73% of HR leaders feel managers lack change management skills?
How can rational conflict management shape organisational culture?
What is internal mobility, and how does it aid retention?
Which skills help managers handle expanded workloads?
What is meant by a leadership pipeline in HR?
Thought of something that's not been answered? Ask Us Today!
Did You Know: Key Statistics
Gartner’s 2024 HR Priorities Survey shows 63% of HR leaders name leader and manager development as their top focus for 2025. LinkedIn’s 2024 Workplace Learning Report finds firms with strong internal mobility keep employees twice as long (5.4 years vs 2.9 years) and 77% of talent leaders now rate internal moves as a critical priority.About the Author: Chris Farmer
Chris Farmer is the founder of the Corporate Coach Group and has many years' experience in training leaders and managers, in both the public and private sectors, to achieve their organisational goals, especially during tough economic times. He is also well aware of the disciplines and problems associated with running a business.
Over the years, Chris has designed and delivered thousands of training programmes and has coached and motivated many management teams, groups and individuals. His training programmes are both structured and clear, designed to help delegates organise their thinking and, wherever necessary, to improve their techniques and skills.
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