【重磅发布】2025北美华人人力资源夏季论坛6月在硅谷举办,诚邀参加,欢迎合作
2025年备受关注的北美华人人力资源夏季论坛将于6月7-8日在硅谷重磅举办!
从2016年起,北美华人人力资源协会(NACSHR)一直致力于构建一个专为HR专业人士及商业精英打造的交流平台。多年来,NACSHR的论坛已经发展成为北美地区最有影响力的人力资源活动之一,吸引了众多行业领导者和专家的关注与参与。 2025年6月,我们非常荣幸能够邀请北美优秀的华人人力资源专业人士以及从业者,一起加入NACSHR的夏季盛典。基于我们多年会议的成功传统,NACSHR夏季论坛将是一场专业前沿、落地实践、聚焦华人发展的形式丰富多样的盛会。
2025年的夏季盛典将继续探索更多活动形式和深入的交流活动。不仅旨在提供最新的行业知识和趋势,而且为与会者提供了一个与行业顶尖专业人士进行近距离交流的宝贵机会,并且与同行探讨建立深度合作的可能,促进华人人力资源行业的繁荣和发展!2025夏季论坛我们将聚焦华人人力资源同仁关注的热点话题,如政策变化、人才发展、华人HR职业发展,中资在北美、AI热点及更多专业领域新知。会议形式也将更加丰富多彩!
我们期待着北美地区的华人人力资源同仁能够共聚一堂,共同探索和塑造未来华人人力资源的新趋势。
Stay Together Stay Powerful
诚挚邀请全球华人HR以及人力资源行业从业人员参加本次夏季论坛。
30多位北美华人优秀的HR及专家为你带来2天充实的专业内容,2025将会更多精彩更多机会!
相信一定不可错过!
广泛的北美华人人力资源网络社群
适合华人HR职场发展的专业分享
潜在的工作和发展机会
立即报名,锁定席位,与北美HR同仁相聚
2025北美华人人力资源夏季论坛 2025 NACSHR Summer Forum
时间:2024年6月7日-8日 周六周日 (9:00-17:00 ) 周六8点半签到
地点:Silicon Valley CA (报名后告知)
主办:NACSHR Chuhai.tips
会议形式:专业论坛+小组讨论+晚宴酒会+职业机会+企业参访+互动交流 (更多精彩陆续发布)
晚宴:150美元/人(不单独销售,需购买门票,名额有限,售完为止 参与者为分享嘉宾、特邀专家、VIP参会等40人规模)
报名: https://www.nacshr.org/Survey/B86228DD-27A2-360E-078F-0B57F24B9F7B (因会场空间大小,名额有限,先到先得)
门票类型
HR Leader Pass:仅限InhouseHR和学生及企业内部HR相关职能 (其中3月1日前有一个特惠价格 300美元 /买一送一 )
General Pass:适用于HR服务机构、顾问、猎头人才服务等非InhouseHR相关
(会议期间提供咖啡和茶等 注:但午餐需自理,因酒店午餐成本非常高,所以不含会议午餐)
为了确保所有参会者的最佳体验,NACSHR论坛管理团队将定期审核注册名单,并可能根据需要调整注册类别。如果您的注册类型被调整,您需补缴相应的费用差额。本政策旨在维护公平性,并提升所有与会者的参会体验。
付费指南:https://www.nacshr.org/2768/
更多会议相关内容,我们会不断更新,并通过NACSHR官网和社交媒体发布。
会议参展及赞助演讲合作
联系人:Annie(nacshr818@gmail.com)或 点击申请 : https://www.nacshr.org/Survey/CDBE9324-6291-EB0E-3E50-91532A2A70BB
加入北美华人人力资源服务图谱:点击注册
申请演讲分享嘉宾:https://www.nacshr.org/Survey/898DB159-05B5-1C3E-BCD4-9C7A6E324482
媒体合作:联系 nacshr818@gmail.com(备注媒体合作)
如何可以参与NACSHR夏季论坛的合作?
我们欢迎各界同仁一起共襄盛会,各种合作形式可以参与其中:
· 作为人力资源服务机构,有多种方式可以参与共襄盛举。你可以选择各种赞助形式,如钻石赞助、演讲赞助、设置展位、Demo展示,年度合作等多种方式,具体可以联系我们。 另外如果贵司还没有加入北美华人人力资源服务图谱,点击这里可以加入:https://www.nacshr.org/map/Register/join
赞助合作: Annie nacshr818@gmail.com 备注 赞助合作
· 希望作为嘉宾分享交流,我们特别欢迎在北美地区有丰富实践经验的InhouseHR的同仁,可以点击申请演讲分享嘉宾的链接 (https://www.nacshr.org/Survey/898DB159-05B5-1C3E-BCD4-9C7A6E324482 ),或者邮件我们 nacshr818@gmail.com备注 嘉宾
· 行业媒体或华人协会等其他组织,热烈欢迎加入到论坛的合作中 ,邮件我们 nacshr818@gmail.com 备注 媒体合作
你为什么不能错过NACSHR峰会:
聆听行业大咖的精心分享:演讲嘉宾包括成功的企业家、重量级的行业内大咖、优秀的人才战略专家,精通中国以及北美的人力资源市场。
学习新知识,掌握新动态:不论您是职场老将还是新兵,更新知识库是一个永恒的课题,峰会设置了多种会议形式,帮助您打开新视野。
职业发展新机遇,更广泛的选择:NACSHR设置了北美地区HR岗位需求,提供面对面沟通交流机会。
北美地区最大的华人HR行业盛会:汇聚北美职场华人力量,打造北美唯一、最大的华人HR盛会。
交流新资讯,结交新伙伴:探讨行业热点话题,激发创新思维,共同推动HR行业的发展。
启发职场新思维,实现职业新突破:探讨华人管理者如何实现职场发展目标,与嘉宾和行业专家共同探讨如何在美国职场实现自我价值。
往届回顾:
https://www.nacshr.org/762.html
https://news.nacshr.org/1991/
https://www.nacshr.org/2299/
2025 North America Chinese HR Summer Forum: A Premier Event for HR Professionals!
Date: June 7-8, 2025 (Saturday & Sunday)
Time: 9:00 AM - 5:00 PM (Check-in starts at 8:30 AM on Saturday)
Location: Silicon Valley, CA (Exact venue details will be provided upon registration)
Registration: Register Now
Since 2016, the North America Chinese Society for Human Resources (NACSHR) has been dedicated to building a platform for HR professionals and business leaders to connect, share insights, and grow together. Over the years, the NACSHR Forum has become one of the most influential HR events in North America, drawing industry leaders and experts from various fields.
In June 2025, we are excited to welcome outstanding Chinese HR professionals and industry practitioners to join us for the NACSHR Summer Forum, a landmark event focused on cutting-edge HR trends, practical insights, and professional networking for Chinese HR leaders. Continuing the success of our past forums, this year’s event promises an even richer and more dynamic experience, offering unparalleled opportunities for learning, collaboration, and career advancement.
What to Expect at NACSHR 2025?
Engaging Keynotes & Expert Panels – Learn from 30+ top Chinese HR professionals and industry leaders.
Interactive Roundtables & Workshops – Gain hands-on insights into the latest HR strategies and best practices.
Networking & Career Development – Expand your professional network and explore new career opportunities.
Exclusive Corporate Visits & Social Events – Connect with HR peers through in-depth discussions, company tours, and an evening gala.
Stay Together, Stay Powerful – Join us in shaping the future of HR for Chinese professionals in North America!
Ticket Information
HR Leader Pass – For in-house HR professionals and students (Special Early Bird Offer before March 1: $300 Buy-One-Get-One-Free).
General Pass – For HR service providers, consultants, recruiters, and other non-inhouse HR professionals.
Coffee and tea will be provided during the event. Please note that lunch is not included due to high venue costs.
To ensure an optimal experience for all attendees, the NACSHR organizing team reserves the right to review and adjust registration categories. If your registration type requires adjustment, you may need to pay the price difference.
Sponsorship & Speaking Opportunities
Become a Sponsor or Exhibitor
Partner with us to showcase your brand to a highly engaged HR audience. We offer various sponsorship packages, including keynote sponsorships, exhibition booths, product demos, and annual partnership opportunities.
Apply for Sponsorship
Contact: Annie at nacshr818@gmail.com (Subject: Sponsorship Inquiry)
Become a Speaker
We welcome experienced in-house HR professionals in North America to share their insights and best practices.
Apply to Speak
Contact: nacshr818@gmail.com (Subject: Speaker Inquiry)
Media Partnerships & HR Community Collaborations
We invite media outlets and HR associations to collaborate and promote this prestigious event.
Contact: nacshr818@gmail.com (Subject: Media Partnership)
Why You Can’t Miss NACSHR 2025?
Hear from Industry Experts – Gain insights from successful entrepreneurs, HR leaders, and talent strategists who understand both Chinese and North American HR landscapes.
Stay Ahead of the Curve – Whether you're an HR veteran or a rising professional, our sessions will equip you with the latest knowledge and strategies.
Career Growth & Job Opportunities – Discover new job openings and connect directly with hiring professionals.
The Largest Chinese HR Forum in North America – Join the biggest gathering of Chinese HR professionals and industry peers.
Expand Your Network – Engage in thought-provoking discussions, exchange ideas, and build meaningful professional relationships.
Unlock New Career Potential – Learn how Chinese professionals can navigate and thrive in North America’s HR industry.
Spots are limited—Register now to secure your seat!
Sign Up Today
We look forward to welcoming you to NACSHR 2025! ?
头条
2025年02月06日
头条
2026财年H-1B申请3月7日开启:新规生效,流程与抽签机制重大调整!
美国公民及移民服务局(USCIS)近日宣布,2026财年H-1B签证申请的初始注册期将于2025年3月7日中午12点(东部时间)开启,并于2025年3月24日中午12点(东部时间)截止。此次H-1B申请周期不仅延续了电子注册流程,还引入了新的抽签机制和更严格的监管规则,以提高公平性和防止滥用。
H-1B 申请流程概览
申请H-1B签证的雇主及其法律代表需通过USCIS在线系统提交电子注册,并支付每位受益人$215的注册费。在注册窗口结束后,USCIS将对符合条件的受益人进行随机抽选,并计划在2025年3月31日前通过在线账户通知获选者。
新规生效:H-1B抽签机制与流程重大调整
2026财年起,USCIS正式实施以受益人为中心的H-1B抽签流程,旨在减少以往存在的“多家雇主为同一申请人提交多次注册”的问题。
关键变化包括:
单一受益人唯一注册:每位H-1B申请人无论由多少雇主提名,都只能被计算一次,大幅降低“多重注册”操纵抽签的可能性。
新规避免恶意操纵:USCIS强调,任何企图规避新规、通过多个注册增加中签概率的行为将受到严厉审查。
随机抽选优化:此次改革将确保每位受益人享有平等的抽签机会,提高中签机制的公平性。
缴费限额调整与电子注册优化
美国财政部为配合H-1B申请季,暂时提高信用卡支付限额,每日信用卡交易上限由**$24,999.99提高至$99,999.99**,以满足雇主大规模注册需求。同时,USCIS对电子注册系统进行了优化,包括:
助理可同时协助多个法律代表,增强协作灵活性。
自动填充部分I-129表格字段,减少人工输入错误。
支持批量上传H-1B受益人数据,简化雇主提交流程。
F-1签证持有者Cap-Gap期限延长
对于F-1签证持有者,此次调整还带来了一个重大利好。DHS(国土安全部)宣布,Cap-Gap期限将从10月1日延长至次年4月1日,确保H-1B申请人在身份转换期间能够继续合法工作。
雇主与申请人的应对建议
提前注册:建议雇主尽早完成USCIS账户创建,并确保所提交的受益人信息准确无误。
合规申请:雇主需遵守单一受益人唯一注册的规定,避免违规行为导致申请无效。
关注最新动态:密切留意USCIS官网,以获取官方指南和重要通知。
结语
2026财年H-1B申请窗口即将开启,面对新规的实施和抽签流程的重大调整,雇主和申请人需提前做好准备,以确保符合新的合规要求。关注H-1B政策变动并积极应对,将有助于提高申请的成功率。
更多详细信息可访问USCIS官网:https://www.uscis.gov。
Today, U.S. Citizenship and Immigration Services (USCIS) announced that the initial registration period for the fiscal year 2026 H-1B cap will open at noon Eastern on March 7 and run through noon Eastern on March 24, 2025. During this period, prospective petitioners and representatives must use a USCIS online account to register each beneficiary electronically for the selection process and pay the associated registration fee for each beneficiary.
Prospective H-1B cap-subject petitioners or their representatives are required to use a USCIS online account to register each beneficiary electronically for the selection process and pay the associated $215 H-1B registration fee for each registration submitted on behalf of each beneficiary.
If you are an H-1B petitioning employer who does not have a USCIS online account, you will need to create an organizational account. If you are an H-1B petitioning employer who had an H-1B registrant account for the FY 2021 – FY 2024 H-1B registration seasons, but you did not use the account for FY 2025, your existing account will be converted to an organizational account after your next log in. First-time registrants can create an account at any time. You can find additional information and resources on the organizational accounts, including a link to step-by-step videos, on the Organizational Accounts Frequently Asked Questions page. These FAQs will be updated with FY 2026 information before the start of the initial registration period.
Representatives may add clients to their accounts at any time, but both representatives and registrants must wait until March 7 to enter beneficiary information and submit the registration with the $215 fee. Selections take place after the initial registration period closes, so there is no requirement to register on the day the initial registration period opens.
The FY 2026 H-1B cap will use the beneficiary-centric selection process launched in FY 2025. Under the beneficiary-centric process, registrations are selected by unique beneficiary rather than by registration. If we receive registrations for enough unique beneficiaries by March 24, we will randomly select unique beneficiaries and send selection notifications via users’ USCIS online accounts. If we do not receive registrations for enough unique beneficiaries, all registrations for unique beneficiaries that were properly submitted in the initial registration period will be selected. We intend to notify by March 31 prospective petitioners and representatives whose accounts have at least one registration selected.
The U.S. Department of Treasury has approved a temporary increase in the daily credit card transaction limit from $24,999.99 to $99,999.99 per day for the FY 2026 H-1B cap season. This temporary increase is in response to the volume of previous H-1B registrations that exceeded the daily credit card limit. Transactions more than $99,999.99 may be made via Automated Clearing House (ACH). Use of ACH may require the payor to alert their bank in advance to remove any potential ACH block on their account. We will provide additional information before the start of the initial H-1B registration period.
An H-1B cap-subject petition, including a petition for a beneficiary who is eligible for the advanced degree exemption, may only be filed by a petitioner whose registration for the beneficiary named in the H-1B petition was selected in the H-1B registration process. Additional information on the electronic registration process is available on the H-1B Electronic Registration Process page.
Organizational Account Enhancements for FY 2026
For FY 2026, we have made multiple enhancements for organizational and representative accounts for H-1B filing. These enhancements include:
The ability for paralegals to work with more than one legal representative. A paralegal will now be able to accept invitations from multiple legal representative accounts, allowing them to prepare H-1B registrations, Form I-129 H-1B petitions, and Form I-907 requests for premium processing for different attorneys, all within one paralegal account;
An easier way for legal representatives to add paralegals to company clients.
Pre-population of certain Form I-129 fields from selected H-1B registrations; and
The ability to prepare a spreadsheet of H-1B beneficiary data and upload the information to pre-populate data in H-1B registrations.
These enhancements will be live before the start of the initial registration period.
人力资源和招聘岗位都去哪儿了?残酷的现实是:它们不复存在了!OMG人力资源和招聘岗位都去哪儿了?残酷的现实是:它们不复存在。
AI正在重塑HR和招聘行业,从简历筛选到面试安排,许多环节被自动化取代。然而,这种“高效”是否付出了牺牲人性化的代价?Dave Owen分享的图表揭示了招聘中的AI趋势,也引发了对成本、伦理和与人互动减少的担忧。作为一个以人为本的行业,HR如何在效率和人性化之间找到平衡?你的工作是否因为AI而更高效?还是更难与人互动?欢迎分享你的看法!
最近,我在LinkedIn上看到Dave Owen分享的一张关于人工智能(AI)与招聘的图表(附录Owen的原文),让我震惊。这张图生动地展示了AI如何可能重塑人才招聘领域,而事实上,这种改变已经在很多地方发生了。
我们不是在谈论未来,而是现在就已经发生在一些知名企业中。许多公司在招聘中几乎不需要人与人之间的互动,这种趋势正在每天变得更加真实。
AI接管招聘流程的解析
来看一下这张图表吧。一个人才招聘总监(Talent Acquisition Director)正站在最前线,负责监督道德规范、人才搜索以及技术系统的使用。在这里,AI开始渗透进招聘流程,接管了从头到尾的招聘工作。
招聘流程始于前期准备阶段(Pre-Funnel):在这一步中,我们需要铺垫基础,评估需求并制定战略。而接下来的流程中,AI开始接管,例如简历筛选、初步沟通,甚至详细的技能评估。机器正在完成许多过去依赖人类洞察力的工作。
随着流程进入最后阶段,AI的角色变得更为主导。候选人与算法的互动比与人类的互动更多。AI负责安排面试、发出聘用通知书,将人类推到了边缘。此外,一系列旨在简化操作的工具正支撑着这些流程。但问题是,这样做的代价是什么?
HR科技的“高效”之讽刺
AI的倡导者们声称,新的技术招聘体系可以让HR更加专注于“人”。但仔细研究Dave的图表后,我们会发现技术正在取代许多本应由人类完成的工作。讽刺的是,人力资源和招聘这两个以“人”为核心的部门,正逐步被技术淹没。这真的比传真机更好吗?
我还有很多担忧。顶尖AI的成本是天文数字,许多企业根本负担不起。此外,我们正在失去与人的本质联系,而这对于有效的人力管理至关重要。
我也不知道,真的。面对这个以技术为主导的景象,我们都感到不知所措。AI究竟是在提升我们的工作和改善人们的生活,还是在削弱我们工作的价值?
一种反思与参与的呼吁
那么,AI会让人力资源行业的未来走向何方?我们究竟是在增强能力,还是成为B2B、AI驱动机器的一部分?AI变革HR的潜力毋庸置疑,但我们必须确保这种转型不会忽视这些岗位最初设立的目的:服务人群。如果我们失去了“人性化”这一核心,还剩下什么?
我很想听听你的看法。这些工具让你的工作更轻松了吗?还是让你更难以与希望帮助的人建立联系?你是否对自己的工作安全感到担忧?告诉我吧。另外,如果你在LinkedIn上看到像Dave这样的有趣图表,请记得标记我!
原文来自Linedin Laurie Ruettimann
Dave Owen的LinkedIn:
Here's what I think many Enterprise TA models will evolve into near-term ?
This might be the last 'traditional' TA model before things become truly unrecognisable (for the better). Faster moving companies could also skip this for new 'agentic' rebuilds.
Here are some characteristics of this model:
Hiring Funnel
✅ Well understood & ‘flattening’ (speeding up)
? 50% EFT reduction
✅ 100-150% increase in recruiter carrying capacity
? No transactional roles or sourcing teams
✅ Candidate Experience Managers
✅ Heavy focus on Ethics, Governance, Compliance & Risk
✅ 100% rejection feedback rate
Pre-Funnel
✅ Less understood & broadening (slowing down)
✅ 25-50% EFT increase
✅ Strategic & Analytical Generalists (HR + Talent + Workforce)
✅ Talent & Hiring formally merge
✅ Default prioritisation of internal capabilities & skills
The SaaS stack is just a combination of my favourite products or Founders. Many (!) other SaaS solutions are available..
头条
2025年01月27日
头条
Happy Chinese New Year!Happy Chinese New Year!
As we usher in the Year of the Snake, NACSHR sends our heartfelt wishes to all HR professionals in the North American Chinese community. Here’s to a year filled with professional growth, innovative solutions, and meaningful contributions to your organizations.
We’re grateful for your commitment to advancing the HR field and being part of our vibrant community. Let’s tackle 2025 together with passion, collaboration, and a forward-thinking mindset. Wishing you a prosperous and fulfilling year ahead!
农历新年快乐!
在这辞旧迎新的蛇年,北美华人人力资源协会(NACSHR)向所有北美华人HR专业人士致以最诚挚的节日问候。愿新的一年里,您在职场挑战中取得卓越成绩,在HR技术创新领域开拓新机遇,并在推动组织成长的道路上收获满满成就感。
感谢您为人力资源事业的不断努力,以及对我们社区的支持。让我们以全新的热情与合作迎接2025,开启更加辉煌的篇章!祝愿您新年事业顺利,灵感无限!
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2025年01月27日
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HR and HRIS Trends for 2025: Key Priorities for HR Leaders to Address Today
随着2025年的临近,人力资源(HR)和人力资源信息系统(HRIS)正经历着加速变革的时期。HR流程的数字化、不断变化的员工期望以及新的职场动态,正深刻地重塑组织在人才管理和运营方面的方式。面对这些挑战,HR领导者必须提前洞察趋势并作出调整,以成功推动HR职能的转型。
HR Path作为该领域的领导者,被列入Gartner®《2024年HR转型咨询市场指南》的代表性供应商名单。这一认可彰显了我们在帮助企业进行HR转型方面的专业知识和承诺,使它们能够采用针对未来需求的最佳实践和技术。到2025年,HR领导者不仅需要应对快速变化的环境,还要利用工具和策略,让组织在竞争中保持优势。
本文概述了2025年的关键HR和HRIS趋势,并提供了实用的见解,帮助决策者制定策略并应对未来的挑战。
1. HR职能的数字化转型:至关重要的变革
HR流程的数字化已经成为战略重点。自动化行政任务并利用先进的HRIS工具,使HR领导者能够专注于更高价值的活动,如人才管理和提升员工体验。
人工智能(AI)和机器人流程自动化(RPA)等技术正在重新定义企业在招聘、培训、绩效管理和福利管理方面的方法。到2025年,HR数字化的步伐将因员工期望和业务效率的需要而进一步加快。
2. 员工体验:HR战略的核心
到2025年,员工体验仍将是HR的核心优先事项。员工期望迅速演变,灵活性、自主性、工作场所幸福感和成长机会成为吸引和留住人才的关键因素。
HR领导者需要实施能够为每位员工提供无缝且个性化体验的解决方案,无论他们的工作模式是现场、混合还是远程。HRIS工具通过集中信息、简化行政流程和改进组织内部的沟通,为员工创造一个他们感到被重视和投入的工作环境。
3. 人力资源数据在人才管理中的战略重要性
HR数据在战略决策中变得愈发重要。大数据和HR分析使HR领导者能够更好地理解员工行为、识别关键人才并预测未来技能需求。到2025年,利用HR数据进行战略决策将成为首要任务。
企业必须投资于收集、分析和利用HR数据的工具,以优化招聘、绩效管理和劳动力规划流程。定制的仪表板和报告将帮助HR领导者监控其战略的有效性,并根据实际业务需求进行调整。
4. 远程办公与灵活性:混合模式的演变
到2025年,混合工作模式将继续占主导地位,但会更加细化。许多公司可能会保留完全或部分远程的工作安排,而另一些公司则逐步恢复到更传统的现场模式,或实施符合其业务和员工需求的混合系统。
后疫情时期表明,没有单一方法适合所有组织。有些公司发现远程办公提高了生产力并提供了更大的灵活性,而另一些公司更重视面对面的协作和公司文化的加强。
企业需要找到平衡点:
对一些公司来说,这可能意味着固定的办公室日以维持团队凝聚力和协同工作。
对另一些公司而言,则可能是灵活的混合模式,让员工选择远程或办公室工作时间。
HRIS工具将在管理这种灵活性方面发挥关键作用,包括跟踪考勤、管理缺勤和优化工作日程。这些工具还将衡量这些实践对绩效和员工幸福感的影响。
5. 持续学习与技能发展:战略重点
到2025年,持续学习和技能发展将成为中心议题。企业必须预测岗位角色和技能需求的变化,以应对未来挑战。提升技能和重新培养将成为支持员工职业成长的首要任务。
HR领导者应投资于在线培训解决方案、学习管理系统(LMS)和学习体验平台(LXP),以提供灵活、可访问和个性化的培训路径。这些工具将帮助员工保持技能的更新,同时促进他们在组织中的成长。
6. 多样性与包容性:2025年的关键目标
多样性与包容性(D&I)将在2025年继续成为优先事项。企业必须实施具体的战略,以促进包容性的工作环境。HR领导者需要确保招聘、职业管理和薪酬实践的公平性和透明性。
HRIS工具应包括跟踪D&I计划和衡量进展的功能。目标是创造一个无论性别、背景或经验如何,每位员工都能茁壮成长的工作场所。
7. 员工幸福感:2025年的重点
员工幸福感,特别是心理健康,将成为2025年HR领导者的关键关注点。企业必须引入心理支持计划,促进工作与生活的平衡,并提供更加适应员工需求的工作空间。
HRIS工具可以整合幸福感项目,衡量员工满意度并提供支持服务。到2025年,创造一个健康的工作环境将成为吸引和留住顶尖人才的重要因素。
总结
2025年,HR和HRIS趋势将与组织的演进密不可分。为在这场转型中取得成功,HR领导者必须预测不断变化的员工期望,拥抱数字技术,并专注于灵活性、学习、多样性和幸福感为中心的战略。通过今天做出正确的决策,企业不仅可以应对当前的挑战,还能在未来职场中占据领导地位。
As we approach 2025, human resources (HR) and human resource information systems (HRIS) are undergoing a period of accelerated transformation. The digitalization of HR processes, evolving employee expectations, and new workplace dynamics are profoundly reshaping how organizations manage talent and operations. In light of these challenges, HR leaders must anticipate trends and adapt to drive the transformation of their HR functions successfully.
HR Path, recognized as a leader in this field, was listed as a Representative Vendor in the Gartner® Market Guide for HR Transformation Consulting 2024. This acknowledgment underscores our expertise and commitment to helping businesses navigate HR transformations, enabling them to adopt best practices and technologies tailored to future demands. By 2025, HR leaders will not only have to manage a rapidly changing environment but also leverage the tools and strategies that will keep their organizations competitive.
This article provides an overview of key HR and HRIS trends for 2025, offering practical insights to help decision-makers structure their strategies and address upcoming challenges.
1. The Digitalization of HR Functions: A Vital Transformation
The digitalization of HR processes is now a strategic imperative. Automating administrative tasks and utilizing sophisticated HRIS tools allow HR leaders to focus on higher-value activities, such as talent management and enhancing employee experiences.
Technologies like artificial intelligence (AI) and robotic process automation (RPA) are redefining how organizations approach recruitment, training, performance management, and benefits administration. In 2025, the pace of HR digitalization will continue to accelerate, driven by employee expectations and the need for overall business efficiency.
2. Employee Experience: The Core of HR Strategy
Employee experience will remain at the heart of HR priorities in 2025. Employee expectations are evolving rapidly, with flexibility, autonomy, workplace well-being, and growth opportunities emerging as essential factors for attracting and retaining talent.
HR leaders must implement solutions that provide a seamless and personalized experience for every employee, regardless of their role or work model (on-site, hybrid, or remote).
HRIS tools play a crucial role in delivering this experience by centralizing information, simplifying administrative processes, and improving communication across the organization. The goal is to create a work environment where every employee feels valued and engaged.
3. The Strategic Importance of HR Data in Talent Management
HR data is becoming increasingly central to strategic decision-making. Big data and HR analytics enable HR leaders to better understand employee behaviors, identify key talent, and predict future skill needs. By 2025, leveraging HR data for strategic decision-making will be a top priority.
Organizations must invest in tools that collect, analyze, and utilize HR data to optimize recruitment, performance management, and workforce planning processes. Custom dashboards and reports will help HR leaders monitor the effectiveness of their strategies and make adjustments based on real business needs.
4. Remote Work and Flexibility: Evolving Hybrid Models
By 2025, the hybrid work model will continue to dominate but with greater nuance. While many companies may maintain fully or partially remote work arrangements, others are gradually returning to more traditional on-site models or implementing hybrid systems tailored to their business and workforce needs.
The post-pandemic period has demonstrated that no single approach works for everyone. Some organizations have seen telework boost productivity and offer greater flexibility, while others value physical presence for strengthening company culture and face-to-face collaboration.
Businesses will need to strike a balance:
For some, this might mean fixed in-office days to maintain team cohesion and synergy.
For others, it may involve flexible hybrid models, allowing employees to choose when to work remotely or in-office.
HRIS tools will play a key role in managing this flexibility by tracking attendance, managing absences, and optimizing work schedules. These tools will also measure the impact of these practices on performance and employee well-being.
5. Continuous Learning and Skills Development: A Strategic Priority
In 2025, continuous learning and skill development will take center stage. Companies must anticipate changes in job roles and required skills to address future challenges. Upskilling and reskilling will become priorities for supporting employees in their professional growth.
HR leaders should invest in online training solutions, learning management systems (LMS), and learning experience platforms (LXP) to provide flexible, accessible, and personalized training pathways. These tools will help keep employees’ skills up to date while fostering their growth within the organization.
6. Diversity and Inclusion: Achieving Key Objectives in 2025
Diversity and inclusion (D&I) will remain top priorities in 2025. Companies must implement concrete strategies to foster an inclusive work environment. HR leaders will need to ensure that recruitment, career management, and compensation practices are equitable and transparent.
HRIS tools should include features to track D&I initiatives and measure progress. The goal is to create a workplace where every employee, regardless of gender, background, or experience, can thrive.
7. Employee Well-being: A 2025 Priority
Employee well-being, particularly mental health, will be a key focus for HR leaders in 2025. Businesses must introduce psychological support initiatives, promote work-life balance, and provide more adaptable workspaces.
HRIS tools can integrate well-being programs to measure employee satisfaction and offer support services. By 2025, creating a healthy work environment will be a critical factor in attracting and retaining top talent.
In 2025, HR and HRIS trends will be inseparable from organizational evolution. To succeed in this transformation, HR leaders must anticipate changing employee expectations, embrace digital technologies, and focus on strategies centered around flexibility, learning, diversity, and well-being. By making the right decisions today, companies can not only address current challenges but also position themselves as leaders in the future of work.
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2025年01月16日
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【成功举办】2025北美华人人力资源洛杉矶论坛成功举办—共话未来,共创机遇2025年1月4日周六,北美华人人力资源协会(NACSHR)在洛杉矶地区成功举办了“2025北美华人人力资源洛杉矶论坛”。此次论坛积极响应南加州华人HR同仁的热切呼声,汇聚了40余位北美华人HR领域的专家与从业者。论坛由庞飞律师事务所、OCBridge、AP Global HR Consulting联合赞助支持,为与会者提供了深入探讨行业趋势、交流实践经验的绝佳平台。我们衷心感谢每一位演讲嘉宾和参会者,共同助力论坛的圆满成功,推动南加华人人力资源发展。
精彩分享:聚焦行业趋势与实践创新
Gawain Wang:2025 HR科技趋势和NACSHR服务图谱发布
会议伊始,NACSHR与Chuhai.tips合伙人Gawain Wang通过《2025 HR科技趋势暨北美华人人力资源服务图谱》的发布,为与会者带来一场2025年全球科技驱动的人力资源趋势展望。从AI First的新思路到与人工智能协作的未来!同时现场发布了2025北美人力资源服务采购指南的NACSHR图谱(点击可以直接下载)
庞飞律师:签证与绿卡的实务指南
庞飞律师事务所创始人庞飞的演讲聚焦于企业出海背景下的人才管理。他全面解析了常见的签证类型与绿卡申请策略,并结合实际案例剖析如何更好地支持企业实现全球化的人才配置,特别是近期H1B、J1等新政的影响。
Kirby Deng:AI与新能源人才市场趋势
OCBridge创始人兼CEO Kirby Deng从行业现状出发,详细分析了美国AI与新能源领域的招聘趋势及挑战。他的演讲通过数据与经验相结合,帮助与会者更好地理解未来人才市场的变化,更加体现了OCBridge区别与传统人力服务机构独特专业投入度。
圆桌论坛:突破边界,赋能职业发展
由East West Bank HR People Partner Joki Jin主持的圆桌讨论围绕“2025 Breaking Barriers, Unlocking Potential and Building Impactful Career”展开。与会嘉宾庞飞、Nexus Urban Development创始人Sean Li以及East West Bank高级副总裁Jessica Wu分享了他们在职业发展与组织创新中的实践与思考,为参会者提供了颇具价值的经验分享。
下午深度互动与专业探讨
HR岗位现场宣讲
本次会议专门设计了这个环节,邀请了现场招聘HR岗位的企业介绍了目前的岗位需求信息和更进一步的细节,从现场传递出的招聘需求中,我们发现了对华人人力资源专业人士的需求之迫切!未来机会之多!更多的HR招聘岗位,会通过NACSHR招聘频道发布:https://www.nacshr.org/job
Sandy Qian:教练技术在HRBP中的应用
Transglobal Holding HR总监Sandy Qian通过实践案例,讲解了教练技术在HRBP角色中的应用。在她的环节中,参会者通过互动投票讨论了“信任在组织中的重要作用”,这一环节激发了热烈讨论,并进一步引导大家思考如何通过信任构建更高效的组织合作。
Joki Jin:从洞察到行动,做出更智能决策
East West Bank HR People Partner Joki Jin在演讲中通过现场案例研究,展示了如何利用数据分析优化HR决策过程。通过实际案例与互动讨论,她为与会者提供了可操作性极强的解决方案,获得了广泛好评。
Alice Tian:国际招聘助力全球扩张
AP Global HR Consulting CEO Alice Tian聚焦“国际化招聘的战略”,她详细分享了如何为企业的全球化扩张制定高效的人才招聘计划,帮助企业提升跨文化竞争力。
总结与展望
为期一天的论坛以高质量的分享和多维度的互动圆满落幕。40余位来自北美各地的华人HR同仁,通过交流前沿观点与实践经验,拓展了行业视野,建立了宝贵的专业联系。此次论坛不仅彰显了北美华人人力资源协会为行业发展所做的努力,更为未来持续的合作与创新奠定了坚实基础。
再次感谢庞飞律师事务所、OCBridge、AP Global HR Consulting的鼎力支持!
期待在未来更多的活动中,与广大HR同仁携手共进,共创卓越!更多行业动态,欢迎关注北美华人人力资源协会!
The North American Chinese Society for Human Resources (NACSHR) successfully hosted the “2025 North American Chinese HR Los Angeles Forum” on January 4, 2025. With over 40 HR professionals in attendance, the forum provided a platform to explore HR trends, share best practices, and foster collaboration. Key sessions included Gawain Wang’s release of the 2025 HR Technology Trends and NACSHR Service Map, legal guidance on visas and green cards by Peng Fei, and Kirby Deng’s insights into AI and renewable energy talent markets. Highlights also featured a roundtable on career development, discussions on coaching techniques in HRBP roles, and strategies for global recruitment. The event was supported by Peng Fei Law Firm, OCBridge, and AP Global HR Consulting.