增强人员团队的能力；导航2025年及以后（英）2025

Navigating 2025and Beyond We heard from professionalsacross9markets in APAC Introduction This report brings those insightstogether, highlighting: In a time of rapid workplacechange, the role of the PeopleTeam has never been morecritical •The landscape in 2025, includingstrategic priorities, influence indecision-making, and marketchallenges. •Australia•Hong Kong•India•Malaysia•New Zealand•Singapore•South Korea•Thailand•Vietnam123456789 To better understand how theprofession is evolving, we surveyed1,500 HR and People professionalsacross the Asia-Pacific region,capturing perspectives from adiverse range of industries, sectors,and organisational sizes. •The current spotlight on EmployeeExperience within organisations,from leadership commitment tolistening practices across theemployee lifecycle. •The future outlook for peopleteams and what they foresee asthe opportunities and risks on thehorizon for themselves and theirorganisations. Our aim was simple: to uncover theexperiences of People teams in APACtoday, exploring how they arenavigating shifting organisationalpriorities, the challenges they face intalent and capability, and theevolving role of Employee Experience(EX) as a driver of organisationalsuccess. By combining data with practical insights, this study aims to give HR andPeople professionals leaders a clear, evidence-based view of where theprofession stands, and where it’s headed next. The talent marketis stabilising, butquality gapspersist. EmployeeExperienceis onthe agenda, butmaturity varies. The PeopleTeam’s strategicinfluence isgrowing. Takeaways Nearly half of respondentsreport increased involvementin decision-making: prioritiesshifting from tactical deliveryto shaping strategy aroundwellbeing, talent &engagement. Recruitment and retentionmomentum is holding steady orimproving for most, yet skillsgaps, AI readiness, andcompetition for top talentremain pressing challenges. Most organisationsrecognise EX as a strategicdriver and have leadershipbuy-in, but only half haveformal listening programmesand lifecycle measurement isinconsistent. THE CURRENTLANDSCAPE OFTHE PEOPLE TEAM Priorities, influences and thetalent realities shaping 2025 How do People Team professionalsfeel about working in the field? ”The HR profession is not only about managing human resources, but also about protectingorganizational temperature and employee dignity. Using professionalism to empower peopleand organizations to grow together makes me proud of this career.” “In the HR field, I can use professional knowledge to design performance mechanisms andoptimize organizational culture, allowing employees and enterprises to thrive together.This win-win achievement makes me proud.” “I feed proud as being enabled to help many people find their way in life re their workplace.” “I feel proud because I can use my expertise to help the organization identify and utilizepeople, assist talent growth, and witness human resources transform into the core drivingforce for enterprise development.” “HR work gives me the opportunity to build a fair system for selection, education, use andretention, create career development paths for employees, and lay a solid talent foundationfor the enterprise. This value makes me proud.” feel proud to work withinthe People Profession Which one word best describes how you're feeling at work? Negativity stems fromoverwhelmingworkloadsanda lackof support, compounded by poorleadership, workplace culture, anduncertaintyabout job stability or growth. Positivity is driven largely by asense of trust, autonomy & supportfromleaders and colleagues, combined withmeaningful workthat makes a differencefor others and aligns with personal values. People who are coping describebalancing workloads, resourceconstraints, and ongoingchangewithenough support, skills, andresilienceto manage day-to-day demands. The People Team’s strategic influence is growing Nearly half report a strategic shift, reflecting the growing role of the People team in shaping organisationalpriorities and success. There is greater influence atthe decision-making table As the People team takes on a more strategic role,their seat at the decision-making table isincreasing, helping shape policies, culture andworkforce planning 47% Report increased involvementin decision making 34%Decision makingstayed the same The talent market is stable howeverrecruiting the right candidates can bea challenge 81%report that themomentumfor recruitmenthas eitherstayed the same or improvedin the past 12 months. Talent retention is high however there are concernsabout top performers and high potential talent Turnover is lowandthis is a good thing Turnover is lowbut I am concernedthat we aren’t retaining the best /motivating those who stay Turnover is a similar rateto previous years Turnover is higherthan inprevious years but this is asexpected or planned Turnover is higherthan in previousyears and we are concerned thatwe aren’t retainin