Start out:

Firstly, I am not an astrologer. Secondly, I do not intend to be 1. Thirdly, even if I want, I can't come to be as I am not destined not be 1!

So what? Any skilled qualified can extrapolate the previous logically and apply instincts to pull in (affordable) predictions. And that is what I am attempting to do in this report. Primarily based on the developments in the previous two decades in the discipline of Human Sources Improvement & Management, all round technological advancements, and the shifting nature of 'work', particular trends expectedly will emerge by 2025.

These trends will not merely challenge the HR experts, but also establish the new strategies of enterprise management, at the macro as effectively as micro level.

Even though predicting the trends, we need to recall that India will have the biggest population in the functioning age, i.e. component of the population that is economically most productive, by 2025 in the planet.

So let us try to crystallize the probably trends (not in any specific order) of 2025.

Trend 1 – Far more cultural conflicts

As the Indian enterprise homes come to be much more worldwide and much more multinational businesses enter India or strengthen their presence, the Indian owners will be beneath tremendous 'pressure' to align with the 'best practices' and 'business management styles' of their foreign partners for delivering the preferred benefits in preferred manners. The possible fallout would be the cultural conflicts as they would mainly go unnoticed in the initial euphoria.

The HR Pros as effectively as other employed experts would thus have to come to be far much more informed and knowledgeable on the relevant cross-cultural problems and prepare their organizations proactively. Let us keep in mind that the much more competitors implies lesser time for alignment and adjustment.

Trend 2 – Absolute transparency

With the worldwide alignment and much more informed neighborhood personnel, organizations will have to come to be far much more transparent in all their HR connected transactions. This entails that the HR Pros will be needed to make positive that the HR solutions are offered much more as a matter of approach or process and not primarily based on demand.

In truth, the personnel will count on the HR Pros to attain them out and not the other way about (as need to be taking place at present in most organizations). A 360 degree turnaround! Let us have an understanding of that the personnel by 2025 would have turned prosumers, i.e. they would want a substantially bigger say in the design and style of HR service, policies, processes, and so on. that influence them.

Trend 3 – Comprehensive automation or rather 'robotization'

Regardless of the size of the organization, the HR Pros will will need to make particular that all HR systems & processes are automated or 'robotized', as the Gen Alfa would be significantly less literate in 'handwriting or mailing' and would have substantially lesser time to speak or talk about. Ideal from the attendance punching to functionality management to HR policies to letter processing just about every aspect of HR would have to turn automated.

This trend will go hand-in-hand with Trend two. Let us count on legitimately to have personnel in 2025 who would be much more 'impersonal'.

Trend 4 – More rapidly turnout and burnout

Younger personnel (in 25-30 age bracket) would aspire to be 'self-sufficient' at the 'earliest' and therefore would want to perform much more, earn much more & modify jobs more rapidly. As a result, the HR Pros will have to find out techniques to extract the needed functionality inside somewhat a shorter period and be ready for much more unpredictability of exits.

The quest for more rapidly self-sufficiency would naturally trigger more rapidly burnout. This sub-trend would dictate the management of the employee's overall health, much more than ever ahead of by the organizations, at the organization's expense. This implies that the HR Pros would be needed to supply advance healthcare assistance to the personnel as a advantage. As an extension of this trend, the typical period per assignment would drop to about two years in the initial 10-12 years of job, which is economically the most productive period.

Let us clarify once again that India is 1 of the major nations with larger situations of heart connected ailments and accelerating life style alterations are only going to contribute much more to such situations. As some research indicate, the imply age of an urban heart patient in India is inching closer to early 30s.

Trend 5 – Development parameters redefined

Due to the fact the young brigade would want more rapidly 'growth' in the title and compensation, not necessarily accompanied by the development in responsibilities, the paradigms of the hierarchy would modify substantially. Paradoxically, Indian organizations even though adopting the finest enterprise practices of their foreign partners, would have to deal with the hierarchy problems in indigenous techniques, purely for the reason that, conventionally the Indian society has been hierarchical for centuries collectively.

As we all know, the flat-hierarchy method in Indian organizations has been an concern, which is becoming addressed by incorporating sub-grades or sub-levels (correctly the layers boost).

Trend 6 – Modify in method to communication from 'High Context' to 'Low Context'

Individuals in the nations with 'High Context' method to communication have a tendency to be much more indirect, implicit and emotional in comparison to their counterparts from 'Low Context' nations. In 'High Context' communication-culture, it is up to the receivers to draw the which means out of what is becoming stated, at instances at the expense of time. As the stress on delivering benefits boost, Indian managers would turn much more direct and explicit in their communication.

This modify will certainly produce much more heartburns & interpersonal friction and contribute to the Trend four (more rapidly turnout). The HR Pros will thus have to be on higher vigil to lessen the collateral harm. Let us keep in mind that failure in appreciating the cross-cultural sensitivities in communication has been a significant purpose for fiasco in lots of cross-border organizations.

Trend 7 – Omnipresent social media

By 2025, all the social media platforms, present and the new ones, would have come to be an embedded component of our existence. Due to the fact the functioning population would be far much more technologically literate by 2025, the HR Pros would will need to embrace these social media suitably in the HR practices. For instance, all communications, to & from personnel, could take place on platforms like WhatsApp or Facebook.

Also, the Line Manager will have to be educated for working with social media correctly. As a damaging, these social media could also contribute to the heightened rumor mongering. Let us remind ourselves that in earlier days, the rumor mongering was man-to-man in 2025, it will be man-to-lots of.

Trend 8 – Person vs. Teamwork – Clash of titans

The society would come to be much more 'individualistic' by 2025 and thus, the personnel would uncover it much more hard to play in a 'team' atmosphere. The HR Pros would thus have to redesign jobs, organization structure, compensation & reward policies, and so on. to foster harmonious co-existence of the 'individual identity' and 'team-member identity'.

Let us note that the conflict amongst these two identities is probably when persons from 'High Context' and 'Low Context' cultures align for a enterprise goal.

Trend 9 – Worth of 'Organizational Values'

As the young brigade would be far much more achievement-driven, it would also come to be much more aggressive or rather belligerent in its method to perform. This would certainly pose a threat of elevated probability of non-adherence to the cherished organizational values.

The challenge to the HR Pros would be to ascertain that the personnel remain inside the 'organizational values' even though pursuing the enterprise objectives. Therefore, they would have to educate the personnel constantly and set up robust mechanisms for detecting & dealing with the deviations. Let us be positive that the friction amongst the 'individual values' and the 'organizational values', is only going to trigger much more sparks and flames.

Trend 10 – Shorter employment-life and extended occupational-life

The which means of retirement will undergo substantial modify. The personnel would want to move away from the 'employment' mode by the mid-40s and then just after would want to perform 'independently'. The challenge in such a situation for the HR Pros would be twofold. 1, handle the workforce with substantially reduced typical age and second, create mechanisms to make use of the solutions of the folks who have turned 'entrepreneur' at an early age.

Let us have no doubt that this course will invariably emerge and come out strongly. Why? Since we have observed the personnel sacrificing their joys of life in pursuit of financial objectives by selection, with a program to turn independent just after couple of years of employment. They would not want to usually hit the sack at 58.


All these and a couple of other trends will substantially alter the way human sources are managed in Indian enterprise homes. The initial symptoms of these trends have currently began surfacing and it will be prudent, in particular for the younger HR Pros to commence gearing up for the impending challenges.

Lots of a instances, the HR Pros are blamed for becoming much more transaction-oriented and focused only on the present needs. This is the time and an chance for the HR Pros to demonstrate their latent strategic capabilities to create the organizations for the future 'realities'.