On November 11th, my annual HR & Tech insights were released in the HR Digitalization Podcast. This year, it was recorded together with Emira Blomberg, my long-time sidekick. As in previous years, the content is quite extensive, and in last month’s newsletter, I shared my description of “The Business World in 2030 and Our Future Workplace.”
Today, I’m sharing a summary of my outlook for 2024. In the next newsletter, coming in January, I’ll provide my recommendations for 2025 – that is, what I believe organizations should focus on.
As highlighted in the newly released report “Roadmap for Sweden” from the government’s AI Commission, a key area to focus on is competence. But more on this in the next newsletter. And if you want to listen to or read the full analysis, you can find it here!
As 2024 comes to a close and we look ahead to 2025, it’s clear that HR still faces the same challenges as in recent years. Despite all the hype around digitalization, and especially AI, we’ve seen surprisingly little change since 2023. Sweden continues to lag behind the global landscape, raising the question: How do we move faster and catch up to avoid falling further behind while others grow “smarter” in how they manage their employees and leaders?
I understand this is partly due to the economic downturn, but the longer we wait, the higher the cost will be.
Throughout the year, generative AI has remained a dominant topic, but its application has largely been limited to understanding what generative AI actually is. While we talk extensively about the opportunities, we rarely leverage AI in ways that create real strategic change. A study from the Centre for Global HRM (CGHRM) reveals the same pattern – HR in Sweden largely remains an administrative and operational function rather than the strategic partner organizations need to meet future demands.
On the global stage, however, there’s movement. Trends like “skills tech” – which focuses on developing and mapping competencies (listen to the latest podcast episode on this theme) – are gaining traction. Suppliers are embedding significant amounts of AI into their solutions, and there’s a growing focus on employee experience. Internationally, roles and work structures are being adapted to address skills gaps and promote flexibility.
Additionally, outdated HR and payroll systems that were invested in long ago are being replaced by more modern platforms.
Here in Sweden, we tend to stick to traditional methods – moving forward, but only in small steps. Many organizations are still locked into outdated HR systems that no longer meet modern needs. Upgrading or replacing these systems is a necessity to manage today’s demands for flexibility, data-driven decision-making, and meeting employee expectations. Without these changes, we risk falling further behind.
2024 was another year in which many organizations failed to fully capitalize on the potential of data and technology. Despite having the tools to measure, analyze, and better understand their employees, few use them to drive long-term change. Instead, there’s a continued hesitation, with a lack of courage and resources to test new technologies and ways of working.
Heading into 2025, HR must dare to take a more central role in organizational strategy. This involves leveraging AI and data analytics to create real value – not just for efficiency but for innovation and support for long-term decision-making. We also need to better understand and adapt global trends to our local context so we don’t lose even more ground.
So, as we enter 2025, we face a critical question: Will we dare to let go of the old and fully embrace the potential of technology? Sweden has the competence, technology, and drive – what’s missing is momentum. 2025 could be the year HR steps up and leads the way. The question is: are we ready?
I know many of you want to know where you can meet and listen to me. And of course, I’d love to meet you! 🍀
🇬🇧 HR Tech Europe – Stockholm Edition – December 5th, 4–7 PM.
Join the discussion about 2025 with me, Johannes Sundlo, Anna Gullstrand, and Rebecca McKenna.
🇸🇪 Every Friday on LinkedIn – Audio event from 8:30 to 9:00 AM: HR, AI & Digitalization – with various themes. Always visible on my LinkedIn page.
🇸🇪 Wednesday Lunch in Stockholm – January 8th 🥣 Register on my LinkedIn page.
🇸🇪 Course: February 5–6, 2025, in Stockholm: HR Tech & AI for HR Professionals. Together with Thomas Eklöf.
Past Events to Watch:
✅ 🇬🇧 (30 min): HR’s Role in Shaping the Business World of 2030: Tech, Data & Sustainability. Recorded November 13th at HR Tech Athens.
✅ 🇸🇪 (60 min): Insights into the JobTech Industry Report & Panel Discussion with Jonas Södergren (Swedish Public Employment Service), Anna Carlsson (HR Digi), Max Thormé (Talendary), led by Emelie Fågelstedt. Recorded November 27th and should be available on the Swedish JobTech website when this newsletter is published.
Over the past week and month, report after report has been released, focusing on AI, job tech, learning, and skills.
🇸🇪 First up was the AI Commission’s report, released on Tuesday. Johannes Sundlo delved deeply into this report and shared an excellent commentary yesterday, highlighting the most interesting aspects: leadership, upskilling, and HR’s role. I’d also like to emphasize the importance of data access and data sharing. Read the post HERE.
🇸🇪 Next, a report covered by SVT News and other media on Wednesday confirmed the growing need for AI investments. This report also noted that the number of Swedes skeptical about AI is rising rapidly. Unfortunately, the report is behind a paywall, but you can find a summary on Computer Sweden.My take? The hype has passed, and we need to deepen our understanding to shift from fear to informed awareness. Read the report HERE.
🇸🇪 At lunchtime on Wednesday, Swedish JobTech released its first-ever industry report.
Their insights are clearly summarized in their post, which also includes a link to the full report:
🇬🇧 On Thursday, Cornerstone’s highly anticipated report was released: 2024 Nordic Learning and Talent Report, conducted with Rasmussen Analysis.
It discusses:
🇬🇧 Another November release came from Fuel50:
"Hot Skills List 2024" - This report provides a comprehensive overview of the 100 most in-demand skills globally.
Top 5 Skills:
Top 5 Capabilities:
🇬🇧 Lastly, on October 31st, Sapient Insights Group released its annual report.
This is the largest independent study of HR and tech, offering concrete data to support HR transformation and technology development decisions. With insights from over 2,600 participants and 150 reviewed vendors, it provides a clear picture of market trends and challenges. While it still leans heavily toward U.S. vendors, this could change next year – if you participate in the survey!
Read more HERE.
As we approach the end of November and look toward the next year, most announced events are international. Swedish events, as usual, will likely appear gradually. Aside from the Learning Conference listed below, the Personal & Chef event on February 4–5 in Stockholm is also coming up, but as it’s more of a traditional HR event than tech-focused, it’s not included in my list.
I strongly encourage you to attend events outside Sweden for more forward-leaning insights!
🇬🇧 December 5, 2024 – Stockholm
HR Tech Meetup. More info HERE.
🇸🇪 January–December 2025 – Digital & Stockholm
Networking events for HR Tech leaders. More info HERE.
🇸🇪 February 4–5, 2025 – Stockholm
HR Tech & AI for HR Professionals. More info HERE.
🇬🇧 February 20–21, 2025 – Stockholm
Techarenan Summit. More info HERE.
🇸🇪 September 17–18, 2025 – Stockholm
Learning Conference. More info HERE.
🇬🇧 March 4–5, Amsterdam
HR Tech Europe – free for HR professionals! More info HERE.
🇬🇧 September 16–18, Las Vegas
HR Tech Global. More info HERE.
🇬🇧 October 21–22, Paris
Unleash World. More info HERE.
The goal of this newsletter is to share updates on the HR Tech market, digitalization, and innovation for HR and leadership, as well as highlight episodes from the HR Digitalization Podcast.
My name is Anna Carlsson, and I’m a curious HR Tech analyst with over 20 years of experience at the intersection of business, people, and technology. I believe technology is not a side activity within HR; digitalization is fundamental for enabling a more human-centric workplace.
My passion is driving the transformation of future HR by creating it together with clients and colleagues, as well as educating and developing organizations and individuals.
I run HR Digi, which includes the HR Digitalization Podcast, where I’m the host. Through HR Digi, we offer consulting, advisory, training, and inspiration to help create modern digital organizations.
I’m also one of the Top 100 HR Tech Influencers for 2024 👏🏻
👉 Let’s connect! Book a virtual coffee with me, and let’s discuss how I can support your work.
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