2025 HR Pulse Survey
The 2025 HR Pulse Survey investigated current HR challenges and aspirations of local organisations. The survey was completed by over 100 participants representing a wide range of sectors from the local HR community. In its eleventh edition, the survey focused on the evolving role of HR in empowering people and shaping organisational success. It further examined workforce priorities including talent attraction and retention, organisational culture, leadership effectiveness, employee wellbeing, succession planning, and the use of HR data for decision making.
Key Insights
Skills to drive growth and talent attraction are the top concerns (both 53%), with retention close behind (43%). Talent scarcity
Success hinges on shared purpose (53%) and autonomy (49%), but unclear/fragmented culture is a major barrier (68%). Culture and belonging
Continuous listening leads as the most transformative HR practice (59%), followed by flexible career paths (51%), and integrated well-being/performance (50%). Employee-centric practices
Leadership development is the most effective lever (66%), yet poor management is the top drag on performance (57%). Leadership capability
EAPs are the leading enabler (68%), while transparent change communication is most effective during transitions (73%) and psychological safety remains a key priority (58%). Wellbeing and change
Succession planning remains underdeveloped (33% none; 31% across key roles) and advanced analytics are rare (predictive 8%; DEI 5%). People infrastructure and analytics
2024 HR Pulse Survey
The 2024 HR Pulse Survey, engaging over 130 HR professionals, highlighted pressing challenges in talent acquisition, skills availability, and retention. While 85% of
respondents saw learning and development (L&D) as vital for strategic success, employees typically dedicate just 1-2 hours monthly to it. Investing in L&D boosts engagement, productivity, and skills, with technology playing a growing role. 9% already use tech-enabled approaches, and 33% are exploring AI for personalised training. Popular trends include coaching, mentoring, and skills-based management, with on-the-job practice and peer learning proving most effective. Despite time, resource, and budget constraints, these modern methods offer promising solutions.
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