Future-Proofing Your HR Growth Strategy

Insights from Mercer’s Workforce 2.0 Report Can Help Us “Unlock Human Potential in a Machine-Augmented World”

Whether you’re a business owner or an HR executive, stakeholders are under pressure to navigate an uncertain future with clarity and confidence. The modern workplace is evolving at breakneck speed, driven by rapid advancements in AI and shifting expectations. Now more than ever, HR growth strategy must be proactive rooted in data, aligned with business outcomes and agile enough to scale with change.

HR Growth Strategy: A New Imperative for a Shifting Workforce

AI is rapidly reshaping workplace operations. As a result, predicting which skills will matter most in the coming years is increasingly difficult. Will AI render certain roles obsolete? Or will it amplify human potential, acting as a collaborative partner?

The answers aren’t necessarily clear, but one thing is: we need actionable insights now.

Without a forward-thinking approach to hiring and retention, organizations risk falling behind in attracting—and keeping—the talent needed to thrive in a digitally transformed economy.

What Factors Threaten Business Growth Now?

The Mercer Workforce 2.0 Global Talent Trends Report for 2024/2025 offers a roadmap for success, based on insights from over 14,400 C-level executives, HR leaders, employees and business investors. The report explores how businesses can overcome challenges and “push boundaries in pursuit of quality growth.”

There are key HR strategies, grounded in the report’s findings, to address the top barriers to growth:

Foster a Culture of Continuous Learning

The number one threat to business growth identified by respondents — by far — is the challenge of upskilling and reskilling the workforce. As customer demands, business models and technologies evolve, employees must continuously adapt. Forty-one percent of respondents named this as their chief concern — with the two next most-important risk factors only amassing 25 percent of the vote. (Respondents could select multiple criteria.)

We are morphing into an adapt-or-die society where stagnation isn’t an option. Automated services and AI-assisted applications permeate every industry. Employees must embrace new digital capabilities and commit to lifelong learning. Their evolving skillsets will be essential to long-term success. Organizations need to prioritize a culture of ongoing training, equipping teams with the digital tools and skills they need to stay ahead.

Embrace Agility

Just as technologies are progressively evolving, leadership needs to be able to pivot seamlessly as business models shift. Ideally, employees should be open to redefining their roles on a regular basis. HR should focus on hiring long-term potential rather than rigid job descriptions. Instead of one particular skill that could evolve, look for digital readiness skills or critical thinking and adaptability.

The report highlights a clear link between agility and rapid business growth. HR professionals in companies with more than 10 percent revenue growth defined their organizations as “agile” (54 percent) and “focused on the long term” (49 percent) — far more often than their counterparts in companies with less impressive growth rates.

Create a Digital-Driven Environment

The second biggest risk to business growth, cited by 25 percent of respondents, was failing to fully leverage technology. Beyond the transformative powers of AI, new delivery models — like monthly subscription services or hybrid cloud-based infrastructures — are changing how businesses operate and serve customers.

Staying competitive requires embracing digital automation and AI. Let human talent focus on complex problem-solving and strategic work. HR should champion digital literacy, integrating AI and technology training across all teams. Digital literacy courses could explore essential software tools and applications, and foster skills like the ability to interpret and act upon critical data-driven insights.

Acknowledge the Longevity Economy

The “longevity economy” is another critical factor that impacts business outcomes. The impact of the longevity economy ranked third in the Mercer survey as a risk factor that could hinder business growth. With people living longer, heathier lives, older workers are staying active in the workforce and consumer market. Yet few organizations are prepared for it.

To stay competitive, HR growth strategies must expand to include multigenerational workforce planning — recognizing that longevity isn’t just a demographic shift, but a strategic opportunity to retain institutional knowledge, diversify perspectives, and drive sustainable performance.

HR can respond by offering programs that support digital literacy, long-term financial wellness or health-focused initiatives tailored to an aging workforce. Additionally, these efforts can enhance engagement and ensure businesses tap into the value of experienced talent.

Seizing the Moment

With AI-powered tools and workplace roles evolving so rapidly, we’re at a watershed moment. What’s more, we’ve arrived here with little warning and even fewer guarantees of how things will shake out. Companies must not only recognize the risks these changes pose to their business goals, but they must also act decisively to address them. By fostering continuous learning, embracing agility, prioritizing digital fluency and adapting to the longevity economy, companies can position themselves to thrive in the digital age.

Ready to future-proof your workforce? Partner with us to build agile, AI-ready HR strategies that drive long-term growth.

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