Introduction
As we approach the second half of 2025, Human Resources (HR) departments face significant challenges, including the integration of artificial intelligence (AI) in the workplace and discussions around reducing working hours. On June 19th, dialogue tables will commence to gradually implement a shorter workweek by 2030. However, the business sector argues that more elements are needed to support this reform.
Expert Insights
Olivia Segura, KPMG México
Olivia Segura, a partner in Human Capital Advisory and Talent Management at KPMG México, highlights the impact of reduced working hours on organizational efficiency. She explains that companies must reorganize tasks and redistribute activities to maintain productivity with the same workforce.
Segura also mentions that another challenge is the geopolitical context, particularly the potential effects of US tariffs on key sectors. These changes will lead to significant activity redistribution, identifying redundant tasks or those being automated due to decreased demand for products or services.
Jorge Ponga, Deloitte México
Jorge Ponga, a partner and leader of Human Capital at Deloitte México, emphasizes the importance of addressing economic aspects and business positioning. He notes that this uncertainty creates tension for both organizations and HR departments, prompting the question of how to provide employee stability while maintaining business agility.
Ponga also discusses the growing role of AI in shaping the value proposition in human capital management and transforming work. He points out that AI usage is increasingly prevalent throughout the employee lifecycle.
Key HR Challenges
Segura identifies two primary challenges for HR in the second half of 2025:
- Data-driven analytical capabilities: HR must understand new skill requirements and navigate unforeseen challenges, such as climate change-induced disruptions in supply chains.
- Efficient resource allocation: HR departments must effectively allocate financial resources and update training plans to meet organizational needs.
Emerging Trends
Ponga highlights two additional trends for 2025:
- Focus on gender, dignified work, and well-being: The emphasis on measuring human results alongside business outcomes leads to what is called “human performance.”
- Performance management processes: There is a shift from using performance measurement tools solely for salary increases or bonuses to fostering innovation and creating more attractive career development plans.
Key Questions and Answers
- What are the main HR challenges in 2025? Data-driven analytical capabilities and efficient resource allocation are crucial for HR departments.
- How will AI impact the workforce? AI is revolutionizing human capital management and transforming the nature of work, with increasing usage throughout the employee lifecycle.
- What geopolitical factors will influence HR? Geopolitical events, such as US tariffs on key sectors, will necessitate activity redistribution and identification of redundant tasks.
- What trends will shape HR in 2025? A focus on gender, dignified work, and well-being, along with a shift in performance management processes towards fostering innovation.
