The year 2025 will bring other, significant changes shaping the labor market. Automation, management of diversity cultural and new regulations in the remuneration area are posing first questions about the future of their strategies human resources. How to meet these challenges and transform them in opportunities? Job Impulse, member of Polish Forum
HR, indicates directions of action. 
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4 generation na market work. Generation Z
different than older generations
Paradoxes automation – robots in work, stress in team
Automation and art intelligence in increasingly changing the production and logistics industry. For example DHL Supply Chain in this year opened in Gorzow Wielkopolski the first in Central Eastern Europe warehouse in full automated, based on AutoStore technology. The facility operates a fleet of 25 robots, which operate warehouse operations. Similar solutions have been applied in the warehouse logistics contracting DB Schenker in Czech Republic, where over 100 autonomous robots mobile (AMR), line packaging and autonomous sorter have revolutionized logistics processes, improving significantly speed and quality of handling.
Automation is supposed to support human work and optimize processes, however as indicated by the report “Accenture Life Trends 2025”, the growing role of technology in the place of employment can lead to technology stress and information overload, especially where the implementation of new solutions is followed without appropriate support for employees. Instead of expected increase in efficiency, companies often face the problem of professional burnout, and also decrease motivation among the staff.
– To prevent these phenomena, it is necessary to invest in upskilling and reskilling – processes that enable employees to acquire new competencies and to adapt to dynamic requirements of the work market. Such activities do not only increase adaptability of teams, but also build a feeling of safety in consideration.changes technological changes. Organizations, which prioritize the development of the skills of their employees, do not only gain a competitive advantage, but also avoid costs resulting from rotations or decreases in staff – says Lukasz Koszczoł, president Job Impulse.
The borders are disappearing – management of diversity cultural
The logistics, warehouse and production sectors have struggled for years with deficits in staffing. In concerns about the difficulty of filling jobs enterprises and frequently reach for employees from abroad. As reports the Central Statistical Office, at the end of June 2024 year there were 1032.6 thousand employed in Poland. foreigners originating from over 150 countries, which accounted 6.7% of the total people working . The largest group were citizens of Ukraine, further of Belarus, India, Georgia, Moldova and Filipines.
In result companies form multicultural teams and management of diversity is already a necessity – effective communication, integration and addressing diversity culturally are key challenges, which determine the satisfaction of employees.
– It becomes extremely important to create and implement adaptation programs, that address differences culturally, language and specific work in Poland. Standard processes of onboarding often show insufficient for foreigners, therefore necessary are dedicated procedures, responsive to their specific needs. As an work agency we perfectly acknowledge these challenges and every day we support employers and employees in effectively implementing appropriate strategies – emphasizes Lukasz Koszczoł.
Transparency wages a position in the market employer
From 1 January 2025 year the minimum wage in Poland will increase to 4666 zl gross, a minimum hourly rate will be 30.50 PLN. Although the purpose of this increase is to improve the financial situation of least earners, for employers it constitutes a significant and complex challenge.
One of the key problems is flattening the structure of remuneration. Increasing minimum wages leads to decreasing differences between earnings of employees of different levels of experience and qualifications. Experts Job Impulse stress, that in this context one must already consider another upcoming change – the obligation of disclosure of remuneration, which according to the EU directive will enter in 2026 year. Employers will be required to disclose the rates in theadvertisements for jobs and ensure transparency of payroll policy inside the organization. This requires thorough analysis and eventual revision of current remuneration structures, to avoid potential conflicts and ensure compliance with new regulations. Lack of preparedness for these changes can burden not only the finances of enterprises, but also their reputation in the market, weakening the position as attractive employer.
– The obligation of disclosure of remuneration may strengthen competition between enterprises, which will have to offer more attractive conditions, to attract candidates. In the warehouse and logistics sectors, whererotationofemployeesishigh,suchchangesmayadditionallydifficulttostabilizeteams-commentsLukaszKoszczoł.
Ascannotice,theyear2025bringstoemployersalsolessobviouschallenges,whichmaysignificantlyaffectthefutureoftheircompanies.Automationoffersincreasedefficiency,butalsobringstheriskoffeelinguncertaintyamongworkers.Globalizationofteamsrequireseffectivemanagementofdiversity,andtheincreaseanddisclosureofremuneration forcescompaniestoredefinetransparencyandcompetitiveness.Thekeytaskwilltransformthesechallengesintheopportunityfordevelopment.
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