Since the development of generative artificial intelligence, building employee competencies and mental health, to regulations related to AI and transparency of salaries – what trends in HR should employers have on their radar? In which direction will the world of work transform in the upcoming years? ADP – a global personnel-payroll company – predicts which areas are worth examining and what resources to reach for in order to support employees and the development of one’s own business.
Employee experience, i.e., the sum of a worker’s interactions with a company, is becoming a business priority. An employers positive experience can help increase their engagement. Thus, employers are searching for ways to personalize employee experience, starting from differentiating tasks in the scope of work to best match a particular person’s unique abilities and strengths and end with changing the communication style with the worker and individualizing ways of appreciating them. Such an individual approach and setting realistic expectations helps better cope with stress and employee burnout.
Increasingly, Skills and competencies are becoming top priorities in today’s complex job market. In the recruitment process, they have become more important than a candidate’s education, degrees, or professional experience. By doing this, employers are trying to react to the changing needs of their company and to fill personnel gaps. However, this should be followed by further action: increasing employee qualifications within the company, developing skills needed at any given moment, and assisting in employees’ job transitions to help them take up new roles and responsibilities as the work continually changes.
Equality and transparency of pay is a business priority and a crucial area to which employers should pay attention. In many countries, this matter is being systematically resolved: the obligation to analyze and report the pay gap and inform candidates and employees about salaries in the company is being introduced. Monitoring regulations and adjusting the company to new rules is a necessity, but also a race in which the entire business takes part.
“At HR conferences, webinars, and other industry meetings, about 10-15 percent of companies declare that they are already doing something about pay transparency in the context of the pay directive, which is to be implemented in 2026. The rest are currently watching and gathering knowledge,” comments Katarzyna Topczewska, HR Business Partner at ADP Poland. “Pay transparency will undoubtedly be a revolution in the world of HR. Let’s not forget that the regulations will pertain not only to the gap between women’s and men’s salaries but also to the average salary for the same job or work of the same value. Employers will be imposed with new obligations, for instance, providing employees with access to salary information, e.g., divided by gender. In our country, talking about earnings is usually avoided. Employers will have to make efforts to present the amount of the offered remuneration and relate it to the tasks at the given position, and they should already check their wage structure in terms of equality and transparency to know what actions to take. In many cases, it may turn out that the pay policies implemented over the years have yielded results, and the situation with wage equality is not as bad,” adds Topczewska.
As artificial intelligence becomes more prevalent in the work environment, regulations relating to its use in business will become more complex. Depending on an organization’s processes and technologies, AI may be included in the recruitment process and employment decisions. This needs careful handling, respect for existing regulations, and knowledge of new rules.
Generative artificial intelligence will continue to revolutionize HR and the working environment. It’s no wonder – this tool increases efficiency and productivity and introduces new ways of doing traditional work, making it highly attractive. Organizations are still experimenting with how best to use this technology, and while mistakes inevitably happen, this tool should help employees to focus on proper work, not distract them. Therefore, it’s crucial to avoid overly complicated employee training and to focus on achievable goals. This approach will help identify the appropriate use of generative artificial intelligence, leading to desired results.
“With AI, the rules and procedures often can’t keep pace with practice. We’re also dealing with many AI tools, both internal and publicly available, making it easy to get lost. Sometimes, employees use their private accounts on open-source systems to facilitate their work and test new software, and employers don’t step in. However, generative artificial intelligence learns from the user’s input and turns it into its resource. In this simple way, sensitive company data can infiltrate open-source systems. That’s why many employers are already regulating the use of AI systems, and this caution will become stronger over time,” says Katarzyna Topczewska.
Combining human skills with technology. Supporting upskilling and reskilling employees is not a new concept. But increasing qualifications and retraining towards cooperation with generative artificial intelligence is. The development of this technology is already causing increased demand for new human skills. This is an impetus for HR teams to devote more attention to understanding how work changes when using AI and what to do to improve efficiency under these new conditions. In addition to working on the development of employees’ technical skills, employers should also let them experiment with generative artificial intelligence in a secure and predefined way and develop their company’s innovation in controlled conditions.
Source: https://managerplus.pl/te-trendy-zdominuja-hr-w-2025-roku-84744
