ELE Group, LLC

<p class="whitespace-pre-wrap"><strong>Session Focus: A reflective discussion on the most impactful topics of 2024 and a strategic look ahead at the critical priorities shaping HR and talent development in 2025</strong></p>

<blockquote>"It's no coincidence that AI-focused events were the most attended. AI continues to be a hot topic, but the focus is shifting towards its role as a collaborator." -- <a href="https://www.ele.llc/members/suzanne-sherry" target="_blank" rel="noopener">Suzanne Sherry</a></blockquote>
<div class="flex-shrink-0 flex flex-col relative items-end">
<div>
<div class="pt-0">

[caption id="" align="aligncenter" width="845"]<img src="https://wp.ele.llc/wp-content/uploads/2024/09/2024-recap-2025-priorities.jpg" alt="" width="845" height="519" /> Photo credit: the event featured images designed by Freepik[/caption]

</div>
</div>
</div>
<div class="group/conversation-turn relative flex w-full min-w-0 flex-col agent-turn">
<div class="flex-col gap-1 md:gap-3">
<div class="flex max-w-full flex-col flex-grow">
<div class="min-h-[20px] text-message flex w-full flex-col items-end gap-2 whitespace-normal break-words [.text-message+&amp;]:mt-5" dir="auto" data-message-author-role="assistant" data-message-id="06167a8a-0cf7-4e4b-ac90-418662019320">
<div class="flex w-full flex-col gap-1 empty:hidden first:pt-[3px]">
<div class="markdown prose w-full break-words dark:prose-invert light">
<p data-sourcepos="3:1-3:478">The HR landscape is rapidly evolving, with emerging technologies and shifting priorities demanding agile and adaptable leadership. This session highlighted key trends shaping the future of work and their implications for HR leaders. This insight post distills these key takeaways into actionable strategies for HR leaders to effectively navigate the changing landscape in 2025 and beyond.</p>

<h3 data-sourcepos="5:1-5:27">1. The Rise of AI in HR</h3>
<p data-sourcepos="7:1-7:353">Artificial intelligence (AI) is transforming HR, automating routine tasks, providing data-driven insights, and personalizing the employee experience. HR leaders must embrace AI and develop strategies for its responsible use, ensuring that it complements human skills and enhances decision-making.</p>

<div class="container ng-tns-c2946245707-73 hide">
<div class="carousel-container ng-tns-c2946245707-73">
<div class="carousel-content ng-tns-c2946245707-73">
<div class="sources-carousel-source ng-tns-c2946245707-73 hide ng-star-inserted" data-test-id="sources-carousel-source"><span style="font-size: 1.5em; font-weight: bold;">2. Embracing a Skills-First Talent Strategy</span></div>
</div>
</div>
</div>
<p data-sourcepos="11:1-11:394">The traditional focus on job titles is becoming less relevant. Organizations are shifting towards a skills-based approach to talent management, recognizing the importance of identifying, developing, and rewarding skills. HR leaders must champion this shift, implementing systems and processes that support a skills-based talent strategy.</p>

<div class="container ng-tns-c2946245707-74 hide">
<div class="carousel-container ng-tns-c2946245707-74">
<div class="carousel-content ng-tns-c2946245707-74">
<div class="sources-carousel-source ng-tns-c2946245707-74 hide ng-star-inserted" data-test-id="sources-carousel-source"><span style="font-size: 1.5em; font-weight: bold;">3. Prioritizing Upskilling and Reskilling</span></div>
</div>
</div>
</div>
<p data-sourcepos="15:1-15:341">Continuous upskilling and reskilling are crucial for the workforce to stay relevant in the face of rapid technological advancements and evolving job roles. HR leaders must invest in robust upskilling and reskilling programs to address talent shortages, bridge skills gaps, and prepare the workforce for the future.</p>

<div class="container ng-tns-c2946245707-75 hide">
<div class="carousel-container ng-tns-c2946245707-75">
<div class="carousel-content ng-tns-c2946245707-75">
<div class="sources-carousel-source ng-tns-c2946245707-75 hide ng-star-inserted" data-test-id="sources-carousel-source"><span style="font-size: 1.5em; font-weight: bold;">4. Adapting to Hybrid and Remote Work</span></div>
</div>
</div>
</div>
<p data-sourcepos="19:1-19:317">The hybrid work model has become increasingly prevalent, requiring leaders to adapt and manage a flexible workplace effectively. HR leaders must play a key role in developing policies, guidelines, and communication strategies that support a productive and inclusive hybrid work environment.</p>

<div class="container ng-tns-c2946245707-76 hide">
<div class="carousel-container ng-tns-c2946245707-76">
<div class="carousel-content ng-tns-c2946245707-76">
<div class="sources-carousel-source ng-tns-c2946245707-76 hide ng-star-inserted" data-test-id="sources-carousel-source"><span style="font-size: 1.5em; font-weight: bold;">5. Navigating the Evolving DEI Landscape</span></div>
</div>
</div>
</div>
<p data-sourcepos="23:1-23:308">The diversity, equity, and inclusion (DEI) landscape is evolving in the face of legal and political challenges. HR leaders must stay informed about these developments, re-evaluate their DEI strategies, and ensure alignment with the evolving legal and political landscape.</p>

<div class="container ng-tns-c2946245707-77 hide">
<div class="carousel-container ng-tns-c2946245707-77">
<div class="carousel-content ng-tns-c2946245707-77">
<div class="sources-carousel-source ng-tns-c2946245707-77 hide ng-star-inserted" data-test-id="sources-carousel-source"><span style="font-size: 1.5em; font-weight: bold;">6. Equipping Leaders for the Future</span></div>
</div>
</div>
</div>
<p data-sourcepos="27:1-27:321">HR leaders must prioritize leadership development programs that equip leaders with the skills and competencies needed to navigate the changing world of work. This includes managing hybrid teams, leveraging AI responsibly, fostering a culture of agility and adaptability, and driving innovation.</p>

<div class="container ng-tns-c2946245707-78 hide">
<div class="carousel-container ng-tns-c2946245707-78">
<div class="carousel-content ng-tns-c2946245707-78">
<div class="sources-carousel-source ng-tns-c2946245707-78 hide ng-star-inserted" data-test-id="sources-carousel-source"></div>
</div>
</div>
</div>
<p data-sourcepos="29:1-29:170">By embracing these key takeaways, HR leaders can effectively navigate the future of work, drive organizational success, and create a thriving workplace for all employees.</p>

</div>
</div>
</div>
</div>
</div>
</div>

2024 in Review, 2025 in Focus: Defining HR Priorities and Roadmaps for the Future

future of work

Engagement &amp; Culture

Future of Work

Digital &amp; AI

dirk.tussing

newton.moore

richard.busby

suzanne.sherry

tomas.ramirez

Change Management

upskilling

julian.malnak

leadership development

talent development

talent management

keri.kersten

employee engagement

continuous learning

reskilling

tamora.martin

stephen.cornejogarcia

megan.bickle

jennifer.kern

DEIB

HR leadership

AI in HR

HR strategies

Diversity and Inclusion

hybrid work

remote work

Human Resources

artificial intelligence

organizational learning

team communication

knowledge sharing

innovation culture

teaming techniques

HR Tech

Skills Gap

WeLearn

<strong>Session Focus: “Connecting  the Dots” for creating engaging onboarding experiences for a hybrid workforce
</strong>

<strong>This session provided valuable insights on rethinking onboarding for today’s hybrid workforce.</strong> As we adapt to remote and flexible work environments, it’s clear that traditional, one-time onboarding processes no longer suffice. Senior HR leaders must focus on creating experiences that foster deeper connections, cultural integration, and sustained engagement for new hires.
<blockquote>As Bill Ryan pointed out, <strong>"Onboarding isn't just orientation; it's an ongoing process that integrates both technology and culture to create meaningful connections across the organization."</strong></blockquote>
This shift toward continuous onboarding ensures that employees not only reach proficiency but also feel integrated into the broader organizational fabric.

Here are three key takeaways that senior HR talent leaders should consider:
<ol>
 	<li><strong>Onboarding as a Continuous Process</strong>: Move beyond the transactional view of onboarding. Focus on long-term cultural integration and regular feedback loops to ensure new hires are supported well after their first day.</li>
 	<li><strong>Leveraging Technology for Scalability</strong>: Use technology to automate routine tasks and provide scalable solutions for hybrid work environments. This allows HR teams to manage larger onboarding cohorts while maintaining a personalized touch.</li>
 	<li><strong>Creating Intentional Connections</strong>: Ensure that onboarding is designed to build meaningful relationships, both within teams and across departments. This can be achieved through buddy systems, virtual check-ins, and cross-functional collaboration that fosters a sense of belonging.</li>
</ol>
By embracing these strategies, HR leaders can create onboarding experiences that not only meet compliance requirements but also build strong, engaged communities within the organization.

Creating Engaging Onboarding Experiences for the Hybrid Workforce

engagement &amp; culture

evidence-based research

Peer-to-Peer Learning

people strategy

mentoring

employee experience

ariel.mcgrew

individual development plan

bill.ryan

hybrid onboarding

tim.chudy

hybrid workforce

erin.higgins

ann.brownell

jr.burch

iris.farley

employee retention

workplace culture

HRLeadership

OnboardingStrategy

HRTechnology

ContinuousOnboarding

HRBestPractices

<strong>Session Focus: CDW develops line managers globally to become better remote leaders.
</strong>

This session provided valuable insights into rethinking leadership development in a remote-first world. One of the standout lessons was the need to move beyond traditional, rigid training programs.
<blockquote>As Katrina Williams shared, <em>“We didn’t want this to be a checkbox; we designed it to be flexible and engaging, something that leaders could consume in their own time.”</em></blockquote>
This approach led to one of the most effective leadership programs CDW had ever run, driven by peer collaboration and a flexible structure.

For senior HR talent leaders, three key takeaways emerged:
<ol>
 	<li><strong>Adaptability and Flexibility in Leadership Programs</strong>: Leadership development must adapt to changing environments. Flexible, self-paced learning enables leaders to balance professional demands while still building crucial skills.</li>
 	<li><strong>Cohort-Based Learning and Peer Engagement</strong>: Encouraging peer-to-peer learning and authentic discussions fosters continuous collaboration. This cohort model proved highly effective in enhancing leadership capabilities through shared experiences.</li>
 	<li><strong>Bite-Sized Learning to Enhance Retention</strong>: Delivering content in small, digestible segments ensures better engagement and retention. Leaders can reflect, collaborate, and apply their learnings in real time, making the program more impactful and manageable.</li>
</ol>
HR leaders looking to revitalize their leadership programs should consider integrating these principles to drive higher engagement and long-term success.

Remote Leadership Skills | Designing Cohort Learning to Scale

Leadership

microlearning

learning design

cohort learning

collaborative learning

learning culture

mike.kester

edward.desrosiers

jesse.james

katrina.williams

judy.albers

flow of work

leading remote workers

Learning Agility

remote

diego.frausto

learning and development

employee development

Semi-synchronous Collaborative Peer-Learning

Scalable Global Cohorts

alan.todd

Leadership Skills

Designing Cohort Learning to Scale

Leadership Training

remote leadership

flexible work

workspace culture

excutive leadership

<strong>Is your organization strategically prepared for the digital and distributed workplace?</strong>

Technology, data analytics and artificial intelligence already impact how people work and engage with organizations. A dispersed workforce, greater transparency, social change, generational shift and value chain disruptions are driving new behaviors and expectations from the workplace. Together, these trends are shaping a new era of distributed and digitally enabled network of workers where the work comes to workers instead of the workers going to work.

In<strong><em> Humans at Work</em></strong>, employee and workplace experience experts <strong>Anna Tavis</strong> and <strong>Stela Lupushor </strong>advocate for the adoption of human-centric practices as a critical and necessary part of adapting work and workplaces to the future of work. Outlining the four factors (digitization of work, distributed workplaces, organizational redesign and changing workforce) driving the dramatic changes in the workplace, each chapter provides examples of how innovative companies are building workplace infrastructure and reshaping norms, serving new markets and adopting new technologies.

Filled with examples from both start-ups and established companies, <strong><em>Humans at Work </em></strong>is the workplace leader's guide to building a workplace that creates market value by making work more human.

Login