Overwhelmed by Disruption?
We’re Stronger Together — Join Us in Identifying the Opportunities & Threats for the HR Industry in 2025
In turbulent times, knowledge is your lifeline to make better decisions and get better results at work. Take our exclusive survey with front-line data from you, your colleagues, and industry experts.
First off, what shall we call you?
In your original fiscal year plan, what was your intended direction regarding workforce size?
Expand our workforce
Maintain our current level of employees
Reduce our number of employees
Remained the same
Changed to increase our workforce
Changed to reduce our workforce
Unsure / Not applicable
Section 2: Talent Acquisition & Market Conditions
There is a significant shortage of talent
Good talent is readily available
Talent availability varies by role/skill set
Other (please specify)
Section 3: Remote Work & Office Policy
Remote Work & Office Policy
Requires everyone to come into the office
Offers flexible work-from-home options
Utilizes a hybrid model (combination of in-office and remote work)
Other (please specify)
Section 4: DEI Initiatives
DEI Initiatives
DEI programs remain unchanged
DEI programs have been dropped due to political pressures
DEI programs have been adjusted (e.g., rebranded or with modified terminology)
DEI initiatives are non-existent
Other (please specify)
Section 5: Technology & AI Adoption
AI Adoption in Business Processes
We have identified opportunities to implement AI in our business
We have identified and started implementing AI-related processes
We have not yet considered implementing AI into our business
Unsure / Not applicable
Section 6: Employee Engagement
Employee Engagement Surveys
We conduct an annual employee engagement survey (e.g., using Gallup or similar tools)
We no longer conduct employee engagement surveys
We conduct regular pulse surveys to gauge engagement
We have never conducted engagement surveys
Other (please specify)
(Select all that apply)
Retention rates
Absenteeism
Employee Net Promoter Score (eNPS)
Productivity metrics
Voluntary participation in company events/initiatives
Pulse survey results
Other (please specify)
Section 7: Workplace Culture & Employee Wellness
Overall Workplace Culture Assessment
Excellent: Our culture consistently promotes a positive and supportive work environment.
Good: Our culture is generally strong, with a few areas for potential improvement.
Fair: There are notable challenges within our culture that need addressing.
Poor: Our culture is significantly lacking and negatively impacts our work environment.
Very Poor: Our culture is a major concern and requires urgent, fundamental change.
Comprehensive: We offer a robust, integrated mental wellness program (e.g., counseling, stress management workshops, mental health days).
Basic: We provide some mental wellness resources, though they are limited in scope.
Developing: We are in the process of enhancing or launching mental wellness initiatives.
Non-existent: We currently do not offer any mental wellness programs.
Not Sure / Not Applicable: I do not have enough information to assess our mental wellness programs.
Section 8: Additional Insights
Additional Feedback
What’s Shaping HR in 2025?
Most 2025 predictions have already been upended in just the first couple of months of the year. Our survey is tailored to provide actionable, state-of-the-HR-industry insights to future-proof your company, including:
- Workforce planning vs. reality
- Talent acquisition opportunities and obstacles
- New trends in remote work
- Changes in DEI programming
- AI’s impact on HR processes and business overall
- Inside key indicators, such as employee engagement
- Workplace culture trends, including wellness
Once all the data is compiled, survey participants will receive the FREE Final HR Trends Report, featuring expert analysis and data-driven insights — delivered to your inbox!
First off, what shall we call you?
In your original fiscal year plan, what was your intended direction regarding workforce size?
Expand our workforce
Maintain our current level of employees
Reduce our number of employees
Remained the same
Changed to increase our workforce
Changed to reduce our workforce
Unsure / Not applicable
Section 2: Talent Acquisition & Market Conditions
There is a significant shortage of talent
Good talent is readily available
Talent availability varies by role/skill set
Other (please specify)
Section 3: Remote Work & Office Policy
Remote Work & Office Policy
Requires everyone to come into the office
Offers flexible work-from-home options
Utilizes a hybrid model (combination of in-office and remote work)
Other (please specify)
Section 4: DEI Initiatives
DEI Initiatives
DEI programs remain unchanged
DEI programs have been dropped due to political pressures
DEI programs have been adjusted (e.g., rebranded or with modified terminology)
DEI initiatives are non-existent
Other (please specify)
Section 5: Technology & AI Adoption
AI Adoption in Business Processes
We have identified opportunities to implement AI in our business
We have identified and started implementing AI-related processes
We have not yet considered implementing AI into our business
Unsure / Not applicable
Section 6: Employee Engagement
Employee Engagement Surveys
We conduct an annual employee engagement survey (e.g., using Gallup or similar tools)
We no longer conduct employee engagement surveys
We conduct regular pulse surveys to gauge engagement
We have never conducted engagement surveys
Other (please specify)
(Select all that apply)
Retention rates
Absenteeism
Employee Net Promoter Score (eNPS)
Productivity metrics
Voluntary participation in company events/initiatives
Pulse survey results
Other (please specify)
Section 7: Workplace Culture & Employee Wellness
Overall Workplace Culture Assessment
Excellent: Our culture consistently promotes a positive and supportive work environment.
Good: Our culture is generally strong, with a few areas for potential improvement.
Fair: There are notable challenges within our culture that need addressing.
Poor: Our culture is significantly lacking and negatively impacts our work environment.
Very Poor: Our culture is a major concern and requires urgent, fundamental change.
Comprehensive: We offer a robust, integrated mental wellness program (e.g., counseling, stress management workshops, mental health days).
Basic: We provide some mental wellness resources, though they are limited in scope.
Developing: We are in the process of enhancing or launching mental wellness initiatives.
Non-existent: We currently do not offer any mental wellness programs.
Not Sure / Not Applicable: I do not have enough information to assess our mental wellness programs.
Section 8: Additional Insights
Additional Feedback
Meet Carol Ring
Author of the Survival Kit and Your Anchor in Stormy Times
While I started as an accountant (hence the focus on numbers), I’ve spent over 25 years helping Fortune 500 companies like Rogers Communications Inc., Ultramar, and Coca-Cola build high-performing teams.
In my work, I’ve learned that understanding trends is critical to becoming an industry leader. In these unprecedented times, the wave of the future will be led by companies that make it their mission to create a workplace that breeds happiness and connection between its workers and leaders. Join me in taking a deep dive into the state of the HR Industry in 2025.
HR Trends & Innovation Survey
Thank you for participating in our survey. We are gathering insights to understand evolving HR trends and strategic shifts in response to market and policy changes. Your responses are confidential and will help inform future HR strategies.
First off, what shall we call you?
In your original fiscal year plan, what was your intended direction regarding workforce size?
Expand our workforce
Maintain our current level of employees
Reduce our number of employees
Remained the same
Changed to increase our workforce
Changed to reduce our workforce
Unsure / Not applicable
Section 2: Talent Acquisition & Market Conditions
There is a significant shortage of talent
Good talent is readily available
Talent availability varies by role/skill set
Other (please specify)
Section 3: Remote Work & Office Policy
Remote Work & Office Policy
Requires everyone to come into the office
Offers flexible work-from-home options
Utilizes a hybrid model (combination of in-office and remote work)
Other (please specify)
Section 4: DEI Initiatives
DEI Initiatives
DEI programs remain unchanged
DEI programs have been dropped due to political pressures
DEI programs have been adjusted (e.g., rebranded or with modified terminology)
DEI initiatives are non-existent
Other (please specify)
Section 5: Technology & AI Adoption
AI Adoption in Business Processes
We have identified opportunities to implement AI in our business
We have identified and started implementing AI-related processes
We have not yet considered implementing AI into our business
Unsure / Not applicable
Section 6: Employee Engagement
Employee Engagement Surveys
We conduct an annual employee engagement survey (e.g., using Gallup or similar tools)
We no longer conduct employee engagement surveys
We conduct regular pulse surveys to gauge engagement
We have never conducted engagement surveys
Other (please specify)
(Select all that apply)
Retention rates
Absenteeism
Employee Net Promoter Score (eNPS)
Productivity metrics
Voluntary participation in company events/initiatives
Pulse survey results
Other (please specify)
Section 7: Workplace Culture & Employee Wellness
Overall Workplace Culture Assessment
Excellent: Our culture consistently promotes a positive and supportive work environment.
Good: Our culture is generally strong, with a few areas for potential improvement.
Fair: There are notable challenges within our culture that need addressing.
Poor: Our culture is significantly lacking and negatively impacts our work environment.
Very Poor: Our culture is a major concern and requires urgent, fundamental change.
Comprehensive: We offer a robust, integrated mental wellness program (e.g., counseling, stress management workshops, mental health days).
Basic: We provide some mental wellness resources, though they are limited in scope.
Developing: We are in the process of enhancing or launching mental wellness initiatives.
Non-existent: We currently do not offer any mental wellness programs.
Not Sure / Not Applicable: I do not have enough information to assess our mental wellness programs.
Section 8: Additional Insights
Additional Feedback