Global Symposium 2025 I HR & OD Focus

HR Management focuses on the administrative aspects of managing people within an organization, such as recruitment, compensation, benefits, and employee relations. In contrast, Organizational Development focuses on the long-term growth and improvement of the organization as a whole, through interventions such as team building, leadership development, organizational culture change, and strategic planning.

The most in-demand HR skills today include data analysis and analytics, digital HR and technology proficiency (HRIS, ATS, AI), expertise in employee experience and engagement, strong change management and organizational development skills, a deep understanding of diversity, equity, and inclusion (DEI) principles, and the ability to strategically partner with the business.

HR departments can improve employee engagement and retention by fostering a positive and inclusive work environment, offering competitive compensation and benefits packages, providing opportunities for professional development and growth, 1 implementing effective employee recognition programs, and encouraging open communication and feedback channels.  

HR departments face numerous challenges today, including the rapid pace of technological advancements and the rise of AI, the evolving nature of work and the gig economy, increasing employee expectations and demands, the urgent need to address diversity, equity, and inclusion issues, and the growing importance of employee well-being and mental health.

HR departments can significantly contribute to organizational success by aligning HR strategies with overall business objectives, developing and retaining top talent, fostering a high-performing and engaged workforce, ensuring compliance with labor laws and regulations, and contributing to a positive and sustainable organizational culture.

Ethical considerations in HR management include data privacy and security, fair employment practices and the prevention of discrimination, the ethical use of HR technology, transparency and accountability in HR decisions, and respect for employee rights and well-being.

Best practices for conducting effective performance reviews include setting clear and measurable performance goals, providing regular and constructive feedback, utilizing a variety of methods for performance assessment, involving employees in the performance review process, and focusing on both employee performance and development opportunities.

HR departments can prepare for the future of work by developing digital HR skills and leveraging HR technology, embracing agile and flexible work arrangements, prioritizing employee well-being and work-life balance, building a strong learning and development culture, and anticipating and adapting to future trends in the workplace.

HR plays a critical role in building a strong organizational culture by leading by example and demonstrating desired values, effectively communicating and reinforcing organizational values, recognizing and rewarding employees who embody the culture, addressing and resolving cultural conflicts effectively, and fostering a sense of belonging and community within the organization.

Emerging trends in HR technology include the increasing use of artificial intelligence (AI) in HR functions such as chatbots and predictive analytics, the application of blockchain technology for secure and transparent HR processes, the utilization of Robotic Process Automation (RPA) to automate repetitive tasks, the rise of the employee experience platform (EXP), and the use of big data analytics and HR dashboards for data-driven decision-making.