AI时代下的人力资源提升：isolved第五年度HR领导者研究报告

Elevating HRin the Age of AI SWOT Analysis of2,000 HR Departments A Half-Decade of HRTransformation Disruption is the catalyst of change Where, how and why we work was redefined five years ago bythe COVID-19 pandemic. As a result, adoption of trends andtechnology that would have otherwise taken decades to unfold wasaccelerated, and businesses reimagined everything from their techstacks to their employee experience (EX). At the same time, a newcatalyst of change was evolving: artificial intelligence (AI). Now, half a decade post-pandemic, business leaders andhuman resources (HR) decision-makers are transforming theirorganizations all over again. Finding better ways to recruit, retainand develop their people through processes that are more efficientand achieve better results. In this year’s HR leaders report, we surveyed more than 2,000HR decision-makers to uncover the strengths, weaknesses,opportunities and threats for HR departments in the age of AI.While strengths indicate areas where an organization is doing wellinternally, weaknesses highlight areas where the organization isfalling short. Similarly, opportunities indicate factors that are anexternal advantage, while threats are generally factors that couldput the organization at risk. In addition to uncovering new insights from this year’s survey, we’rehighlighting how far the industry has come by comparing dataaccumulated over the last five years of theHR leaders report.These are the core areas we’ll cover: Current HR Outlooks............................................ 3Talent Acquisition.................................................7Workforce Retention............................................11Competitive Benefits..........................................19Tech Stack Analysis........................................... 22Power of Partnerships....................................... 32Future Outlooks.................................................. 38 Current HR Outlooks Balancing Expectations and Experiences HR leaders have done an exceptional job advancing their departments’ HR maturity over the last fiveyears—moving from an operational function to a strategic one.In fact, 94% of decision-makers say theirteam is currently thought of as a strategic part of the business—making HR maturity a strength formost organizations.This is higher than other industry studies, likeSapient Insight Group’s 27th AnnualHR Systems Survey Report, which found 52% of HR functions are strategic. It does show, however, thatprogress is being made. Improving HR maturity, of course, is an ongoing process. Especially with theevolution of AI. For the 5% of respondents who say their team is not considered strategic, the main reasons why arebecause their department doesn’t contribute to organizational goals or it’s looked at as a supportfunction. HR being a predominantly female role can also be an influencing factor.Studies showwomenaccount for up to 71% of HR managers. This can lead to gender bias, contributing to the perception thatHR is a support role rather than a strategic driver of business outcomes. As a result, some HR teams areleft without a seat at the table when critical business decisions are being made—limiting their ability toinfluence organizational strategy and drive meaningful change. Competing against this perception isimperative, as modern HR teams not only contribute to organizational goals, but are also an importantpart of driving business success—especially considering that they are responsible for their organization’smost important asset: its people. Past Finding:In 2022, 70% of HR leaders saidtheir department was looked at as strategic. Current Fact:In 2025, 94% of HR leaders saytheir department is looked at as strategic. Why isn’t your HR team considered a strategic part of the business? (Ranked in order) Lack of buy-infrom the C-suite orbusiness leaders HR is a mainly femalerole, triggering bias We don’t contributeto goals Not enoughoverall resources We’re considered asupport function While HR maturity may be on the rise, the data throughout thisreport suggests that talent acquisition is currently a weakness,with teams falling short in hiring the talent needed for theirorganizations.We’ll do a full SWOT analysis on talent acquisitionlater, but the survey responses show many HR departmentsare struggling to find qualified candidates to close open roles.In fact, 69% of HR decision-makers expect the recruitmentlandscape to be just as difficult or more difficult than it wasin 2024. To turn this weakness into a strength, HR teams willhave to rethink their recruitment processes—improving sourcingstrategies, employer branding and optimizing the candidateexperience to attract and hire better talent. Elevate HR Reimagine recruitmentprocesses with AI-powered tools for jobad writing, candidatematching and more. Do you expect recruitingto be more or less difficultin 2025? The candidate experience isn’t the only HR experience that needs en