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New trends in job design

Role design is evolving toward more personalized, technological, and human-centered frameworks.

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1. Personalized Schedules and Autonomy

Employees co-design their workdays, choosing time slots and rhythms that optimize their productivity and well-being, amplifying the sense of control and ownership in their role.

2. Individual Experimentation with AI

Job positions incorporate spaces for people to explore AI tools and define how they add value to their tasks, fostering innovation and the development of new digital skills.

3. Workflow Automation

Repetitive tasks are reassigned to boots and RPA, freeing up time for activities that require creativity, emotional intelligence, and complex problem-solving.

4. Hybrid and Flexible Models

Work is conceived as a set of activities rather than a fixed location: roles designed to dynamically alternate between physical, remote, and virtual collaborative environments.

5. Trust and Psychological Safety in AI-Powered Roles

The adoption of AI in the workplace is underpinned by a culture of trust, where transparency about the use of algorithms and an emphasis on ethics training foster team buy-in and engagement.

New trends in talent assessment

In 2025, talent assessment will be reshaped, combining advanced technology with more human and collaborative dynamics. These trends allow for a more accurate, objective, and actionable view of each employee's performance and potential.

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1. Continuous Feedback and Real-Time Performance

Instead of annual appraisals, organizations are adopting constant feedback systems that integrate:

• Periodic check-ins between employees and leaders

• Dynamic goals that adjust based on progress

• Early warnings of performance deviations

2. Artificial Intelligence and Predictive Analytics

AI and machine learning algorithms analyze behavioral data to:

• Detect turnover patterns and attrition risk

• Adjust performance evaluations by eliminating unconscious biases

• Personalize development plans based on strengths and areas for improvement

3. Holistic and Collaborative Assessments

Beyond individual performance, multiple perspectives are incorporated:

• 360° feedback involving mentors, peers, and direct reports

• Collaborative review groups to calibrate performance standards

• Metrics of contribution to the team and organizational purpose

4. Micro-Assessments and Talent Pulse

They They deploy short, targeted surveys at key moments to:

• Measure climate, motivation, and engagement in short intervals

• Adjust coaching and training actions to the real pulse of the operation

• Reduce assessment fatigue by keeping the data fresh

5. Gamification and Immersive Simulations

Soft skills assessment is reinforced with:

• Serious games that recreate real-life company scenarios

• Virtual reality simulators to test decision-making and leadership

• Automatic scores that provide real-time feedback to the candidate

6. Skills- and competency-based assessment

The process is geared toward measuring what really matters:

• Specific competency models for each role and level

• Project-based assessments that reflect actual contributions

• Internal talent markets where skills are validated before assigning tasks

New Trends in Talent Strategy

In 2025, strategic talent management will be redefined with approaches that combine advanced technology, more flexible structures, and a people-centric vision.

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1. Deep Integration of Generative AI and Automation

Organizations are incorporating generative AI into most functions, both to optimize recruiting processes and drive internal innovation.

• More than 80% of jobs will change due to generative AI disruption.

• 58% of HR leaders already prioritize AI to automate repetitive tasks and enrich decision-making.

• Only 17% feel their company is ready, highlighting the urgency of planning pilots with clear goals.

2. Internal Talent Marketplaces and Strategic Mobility

Internal talent marketplaces connect employees with key projects, foster versatility, and improve retention.

• Three out of four professionals consider lateral opportunities to be rare, pointing to great potential for improvement.

• These platforms personalize learning and facilitate cross-functional mobility in real time.

3. Skills-Based Management and Work Redesign

The focus is shifting from qualifications to competencies, with more agile and adaptive structures:

• Work redesign, previously low impact, is now positioned as the main driver of productivity.

• The lack of reskilling and upskilling is listed as the greatest threat to growth—41% of executives identify it as such.

• Skills-based management models are being adopted to calibrate goals and promotions based on real demand.

4. Culture of Trust, Well-being, and Resilience

Strengthening organizational trust and resilience is becoming as strategic as boosting productivity:

• 47% of companies prioritize mental health support to combat burnout.

• The pillars of a resilient culture include psychological safety, digital enablement, and a shared sense of purpose.

• More than half of the design work with well-being at its core, integrating engagement and burnout metrics.

5. Salary Transparency and Total Rewards Strategy

Expectations for fairness and clarity in compensation are pushing us to rethink compensation models:

• 62% of companies are strengthening the competitiveness of their total compensation programs.

• 41% are working to optimize communication benefits, investing in self-service portals and personalized dashboards.

• The impending regulation on salary transparency requires aligning internal processes with global standards.

6. Continuous learning as a competitive advantage

Constant upskilling and reskilling are consolidating as barriers to skills obsolescence:

• 44% of Latin American organizations consider updating skills critical to staying competitive.

• AI-driven learning paths are designed that adjust content based on individual gaps in real time.

• Train-the-trainer programs and micro-training cycles enable agile deployment throughout the plant.

New Trends in DEI for 2025

The diversity, equity, and inclusion agenda is moving toward more comprehensive, strategic, and measurable approaches, capable of generating a sustainable impact on both organizational culture and financial performance.

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1. Holistic Well-being and Inclusion

• Assessment of physical, emotional, and psychological factors to ensure motivating and safe spaces.

• Mental health programs, mindfulness, and care policies that empower employees.

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2. Genuine Diversity and Interculturality

• Diverse teams that promote dialogue between cultural and gender perspectives.

• Initiatives to attract international talent and internal mobility to enhance adaptability.

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3. Inclusive and Ethical Leadership

• Training leaders in empathy, integrity, and active listening to manage diversity.

• Clear DEI codes of conduct that guide behaviors and decisions at all levels.

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4. Work Flexibility and Work-Life Balance

• Flexible scheduling policies and hybrid work-life balance.

• Customizable benefits (education, family care, digital disconnection) aligned with real needs.

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5. Technology and AI for Inclusion

• AI-based tools that identify and reduce bias in recruitment and evaluation.

• Accessible platforms that improve the participation of people with disabilities and neurodiversity.

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6. Ongoing DEI Training

• Regular interactive training and e-learning programs on unconscious bias and inclusive culture.

• Innovation labs where teams co-create DEI solutions in short cycles.

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7. 360° DEI Models and Corporate Purpose

• Integrated strategies that link DEI with the company's purpose and mission.

• Frameworks that consider cultural change, equity, competitiveness, and social and labor engagement.

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8. Spaces for Dialogue and Co-Creation

• Open forums and town halls to share progress, challenges, and lessons learned from the DEI strategy.

• Internal collaborative projects led by allies and executive sponsors to combat DEI fatigue.

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9. Transparency and Impact Metrics

• Interactive dashboards with progress indicators on diversity, equity, and work environment.

• Regular reports that communicate achievements, gaps, goals, fostering accountability.

New Trends in Employee Experience

1. Active Listening and Real-Time Data

Organizations are shifting from annual surveys to continuous pulse systems, where frequent check-ins and instant feedback help detect drops in motivation and engagement. This active listening complement is complemented by text analysis and the detection of emerging themes to prioritize immediate interventions. By improving the quality of feedback and reinforcing the sense of belonging, the goal is to reverse the decline in job satisfaction and trust in managers observed in 2025.

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2. Purpose and Authentic Human Experiences

Beyond managing talent, companies are designing experiences that connect with each employee's individual purpose. They are integrating real recognition rituals, not mere compliments—and co-creation spaces where employees participate in cultural and policy decisions. This strategy combats the loss of meaning and consolidates Employee Experience as a sustainable competitive advantage.

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3. Balancing Digital Agility and Human Stability

The paradox of driving digital transformation without sacrificing psychological safety is at the heart of the new era of the EX. "Stability zones" are promoted with mindfulness practices and spaces for disconnection, along with AI pilots to optimize processes without generating chaos. This way, organizations are agile enough to innovate and human enough to care for the well-being of their teams.

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4. Personalization with AI and Self-Service

Employees demand on-demand experiences: platforms that, through generative AI, suggest training paths, benefits, and mobility opportunities. These self-service tools democratize access to performance, learning, and well-being data, empowering employees to manage their own development. The workforce's enthusiasm for using AI—when properly supported—is driving its mass adoption in the EX.

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5. Psychological Safety and Comprehensive Well-Being

Proactive mental health programs are designed to combine 24/7 counseling, burnout dashboards, and real-time climate metrics. Creating safe spaces to express concerns and training leaders in empathetic listening strengthens organizational resilience. This holistic approach to well-being, beyond tangible benefits, has become a key lever for retaining talent and raising eNPS. 

New trends in performance management

1. Continuous feedback instead of annual evaluations

Organizations are moving from traditional appraisal cycles to constant feedback to improve performance in real time and increase employee engagement.

2. Technology and artificial intelligence

AI and machine learning-based platforms automate processes, analyze data in real time, and help eliminate bias, offering more objective and predictive evaluations.

3. Multi-source and holistic evaluations

360° models that incorporate feedback from leaders, peers, and subordinates allow for a comprehensive view of individual and team performance.