In this ever-changing corporate landscape, there is immense pressure on HRs to streamline operations, maximise efficiency and boost productivity. This pressure is so intense that many HR departments have no choice but to leverage technology at every step. According to a report by B2B Reviews, more than half of HR professionals seek tech solutions for tasks such as training, surveys, performance reviews, recruiting, and employee relations. In this process, HR professionals sometimes struggle to strike the right balance between automation and human connection, which is crucial for fostering a positive work environment. 

Undoubtedly, technology is vital for HR to remain competitive and successful in 2025. Moreover, automation has become indispensable,  as it saves time, money, and resources. Tedious and mundane tasks can be simplified in seconds, often with minimal or no errors. By embracing the latest technology this year, HR can reduce the amount of paperwork, smoothen the hiring and onboarding process; store and secure data; suggest patterns through properly devised data analytics and make effective policies. 

However, there is no point doing all these without touching upon the ‘human connection’ factor like employee engagement, workplace culture, work-life balance, employee well-being programmes, employee feedback, trust building activities, open communication, skill development and mentorship programmes. 

How can organisations incorporate ‘human’ elements to make strategies?

Employee engagement is directly proportional to better performance and high satisfaction level: We can boost their engagement and motivation level by providing them equal opportunity for growth and development, involving them in decision making-processes, organising team-building exercises, and sharing feedback on a regular basis.

Strong workplace culture helps attract and retain top talent: This is about how employees work, their values, beliefs, behaviour, and customs. The work culture should be such that it creates a positive working environment and encourages open communication and discussion. A perfect example of this is Southwest Airlines in the US, known for its culture of prioritising employee well-being over other things. Its good customer service is the direct result of its strong company culture.  

Healthy work-life balance results in higher job satisfaction: This balance could be attained by meeting office deadlines while still finding time for your loved ones and not worrying about work during leisure time. HRs can offer a flexible mode of working - hybrid work, remote work, condensed workweeks, flex time, part-time work, shift work, and job sharing - to promote work-life balance. Good examples of companies promoting work-life balance are American Express, Cisco, Century 21, Nike, etc.  

Employee well-being programmes should focus on mental, emotional and physical health: To achieve overall well-being, companies should offer fitness programmes, mental health support services, preventive health programmes, counselling, and stress management workshops. Wellness programmes boost productivity at workplaces by reducing stress and absenteeism, creating a positive work environment. Companies like Google, Starbucks, and Genentech provide access to mental health apps, such as Headspace, Calm, and Insight Timer, to help their employees practice meditation, breathing exercises, yoga, and stress management.

Meaningful employee feedback fuels performance: It is human tendency to remember the most recent experiences or events. So, feedback should be given as soon as an action occurs, and you must not delay it for long. Meaningful feedback would always be future and action-oriented and not hover around an employee's previous blunders. You can inspire someone by focussing on the current action, accomplishments and removing obstacles to achieve the goal. 

Open communication is the key towards employee well-being: Open and transparent communication improves employee engagement, boosts productivity, clarifies expectations, enhances psychological safety, strengthens team bonding, and promotes innovations and creativity. It can be easily achieved through town hall meetings, surveys, feedback, and having an open-door policy for management.

Mentorship programmes up employees’ growth personally and professionally: Such programmes establish a culture of learning, teamwork, personal and professional growth. It also improves talent and reduces turnover rates. Some mentorship programmes share expectations and accountability, including issues like how often mentors should meet mentees and what all topics they should discuss. Mentorships programmes can have goal-setting sessions, skill-based workshops, networking events, leadership training, mock interviews, and resume revisions.

As we move forward in 2025, the key to HR success lies in leveraging technology while maintaining the essential human touch. Ready to explore how to transform your HR strategies? Join us at People Matters TechHR Singapore 2025 to learn more about the future of HR and technology. Register now and download the delegate brochure.