Adare hosted the HR Barometer Series 8.2 Launch Event and Workshop on Wednesday September 25th at the Clayton Hotel, Sir John Rogerson Quay. The report offered insight into the latest salary trends, diversity and inclusion efforts, and working arrangement for 2025.
The research, based on comprehensive surveys of organisations across various sectors, provides critical insights for employers aiming to future-proof their HR strategies.
The event was attended by HR Professionals across multiple sectors in Ireland. Speakers included Adare Managing Director Sarah Fagan, Head of HR Consulting Michelle McDonagh, Head of Retained Services Amanda Finnegan and Head of Employer Relations Katie Ridge.
In the 8th year of publication, The HR Barometer Briefing highlighted the impacts, challenges, and opportunities within HR and Employment Law in Ireland, including detailed research on HR metrics, Learning & Development, Retirement & Pensions, Diversity & Inclusion, Performance Management, Pay, Working Practices, and HR priorities in 2025.
The event also included a new format with three workshops on Employee Relations & Industrial Relations and The Future Labour Market Trends, Change Management and The Future Labour Market Trends and Performance Learning & Development.
Key Insights from the HR Barometer Series 8.2 included:
Salary and Compensation: The report reveals that 66% of organisations plan to increase salaries in 2025, a notable decrease from the 86% that did so in 2024. The average planned salary increase is 3.6%, closely aligning with the 3.7% actual increase in 2024.
Furthermore, 53% of organisations are tying salary increases to overall company profitability, with 30% requiring a profitability threshold of 90-100% for these increases to take effect.
Working Practices: Hybrid working continues to be the dominant model, with it accounting for 76% of organisations’ current working model, a 4% increase from 2023. Only 3% of organisations are fully remote, down from 7% in 2023, reflecting a shift toward having employees back in the office in some form.
On average, employees are spending 2.7 days in the office each week, consistent with last year’s data. Additionally, 79% of HR professionals believe that hybrid working has had a positive effect on productivity, a 15% rise from 2023.
HR Priorities for 2025: For 51% of organisations, employee engagement and experience remain the top HR priority for 2025. Talent retention follows closely behind at 48%, while talent acquisition is a focus for 25% of organisations.
Learning and development (23%) and succession planning (21%) also emerge as key priorities as businesses seek to develop and retain their talent in a competitive market.
Workplace Investigation Training Workshop
Thursday, 17th October 2024
10:00 am – 12:00 pm
Online via Zoom
In Adare’s workplace survey, the HR Barometer Series 8.1, 74% of Organisations reported experiencing workplace conflict with 35% of issues related to bullying, harassment or sexual harassment. Organisations are reporting a 54% increase in the time HR dedicates to managing complaints.
20% of Organisations found themselves before the Workplace Relations Commission or Labour Court due to employment claims, with 4 being the average number of times Organisations attended the WRC.
This increase has financial implications for businesses, incurring costs related to management’s time in addressing issues. To address problems with workplace conflict, Organisations should focus on upskilling line management to enable effective resolutions of complaints.
Aims and Objectives of Training
- Participants will gain an understanding of best practice disciplinary, grievance and dignity at work procedures and how to manage the informal to formal process including:
- Understanding the legal framework and the relevant Codes of Practice when applying the Organisational policies
- The importance of distinguishing between different complaints (i.e., a grievance and a complaint of bullying).
- Steps to take when coordinating a complaint on behalf of the Organisation
- Guidance on how to draft Terms of Reference
- How complaints are processed through the informal and formal procedure
- Having difficult conversations, question styles
- Natural justice, fair procedures and record keeping
- Mediation
- Key considerations / potential pitfalls / potential challenges
- Appeals
- Case study example
On completing the training, participants will have a shared understanding about what is expected of them in the application of policies and procedures when it comes to investigations. This will support effective management of complaints and limit exposure to costly litigation and fines in the areas addressed.
Post event toolkit will include:
- Key highlights summary of the content
- Guidance on what to include in a terms of reference
- Checklist to support the management of effective investigations
Standard price is Standard price is €450 per person.
Book before end of business today to receive an early bird price of €350 person.
To book your attendance in this key training workshop for Managers, click here.