The year 2025 will bring significant changes to the job market, with automation, cultural diversity management, and new wage regulations raising critical questions about the future of HR strategies. How can companies tackle these challenges and turn them into opportunities? Job Impulse, a member of the Polish HR Forum, highlights potential directions for action.
The Paradoxes of Automation: Robots at Work, Stress in Teams
Automation and artificial intelligence are increasingly transforming the production and logistics sectors. For instance, DHL Supply Chain opened its first fully automated warehouse in Central and Eastern Europe in Gorzów Wielkopolski, Poland, using AutoStore technology. The facility operates with a fleet of 25 robots handling warehouse operations. Similarly, DB Schenker’s contract logistics warehouse in the Czech Republic has over 100 autonomous mobile robots (AMRs), packing lines, and an automatic sorter, revolutionizing logistics processes and significantly improving speed and service quality.
While automation is designed to support human work and optimize processes, the “Accenture Life Trends 2025” report indicates that the growing role of technology in the workplace can lead to technological stress and information overload, particularly when new solutions are implemented without proper support for employees. Instead of the expected efficiency gains, companies often face burnout and decreased motivation among staff.
“To counter these issues, investing in upskilling and reskilling is crucial. These processes enable employees to acquire new skills and adapt to the dynamic demands of the labor market. Such initiatives not only enhance team adaptability but also foster a sense of security amid technological changes. Organizations that focus on employee skill development will gain a competitive edge and avoid costs associated with turnover or decreased engagement,” says Łukasz Koszczoł, CEO of Job Impulse.
The Vanishing Borders: Managing Cultural Diversity
The logistics, warehouse, and production sectors have long struggled with labor shortages. Faced with challenges in filling vacancies, companies are increasingly turning to foreign workers. According to Poland’s Central Statistical Office, by June 2024, 1,032,600 foreigners from over 150 countries were employed in Poland, accounting for 6.7% of the workforce. The largest groups included Ukrainians, followed by citizens of Belarus, India, Georgia, Moldova, and the Philippines.
As a result, companies are forming multicultural teams, making diversity management a necessity. Effective communication, integration, and consideration of cultural differences are key challenges that directly impact employee satisfaction.
“Creating and implementing adaptation programs that account for cultural, linguistic, and workplace-specific differences in Poland is essential. Standard onboarding processes often fall short for foreign employees, necessitating dedicated procedures tailored to their specific needs. As a staffing agency, we understand these challenges and support employers and employees daily in successfully implementing the right strategies,” emphasizes Łukasz Koszczoł.
Pay Transparency and Employer Positioning
Starting January 1, 2025, the minimum wage in Poland will rise to PLN 4,666 gross, with the minimum hourly rate set at PLN 30.50. While this increase aims to improve the financial situation of the lowest earners, it poses a complex challenge for employers.
One significant issue is the flattening of wage structures. An increase in the minimum wage reduces the differences in pay among employees with varying levels of experience and qualifications. Experts at Job Impulse point out that employers must also prepare for another upcoming change – the EU directive mandating pay transparency, set to take effect in 2026. Employers will be required to disclose pay rates in job postings and ensure transparency in internal pay policies. This will necessitate a thorough analysis and potential revision of current pay structures to avoid conflicts and ensure compliance with new regulations. Failure to prepare for these changes could impact not only company finances but also its reputation, weakening its position as an attractive employer.
“The pay transparency obligation may intensify competition among businesses, forcing them to offer more attractive conditions to attract candidates. In the warehouse and logistics sectors, where employee turnover is high, these changes may further complicate team stabilization,” adds Łukasz Koszczoł from Job Impulse.
Summary
As seen, 2025 brings employers less obvious challenges that could significantly shape the future of their companies. Automation offers increased efficiency but carries the risk of uncertainty among employees. Globalized teams require effective diversity management, while wage increases and transparency compel businesses to redefine their competitiveness and transparency. The key task will be transforming these challenges into opportunities for growth.
Source: Manager Plus
