August 29, 2025 • 14 mins
Join Manya Shukla’s show to learn about latest trends on HR and on Personal growth
This show is titled
20 HR Trending Words in 2025
Source: https://www.aihr.com/blog/hr-buzzwords/
Radio.NewHeightsEducation.org
Info@NewHeightsEducation.org
Become a supporter of this podcast: https://www.spreaker.com/podcast/new-heights-show-on-education--4114185/support.
This show is titled
20 HR Trending Words in 2025
Source: https://www.aihr.com/blog/hr-buzzwords/
Radio.NewHeightsEducation.org
Info@NewHeightsEducation.org
Become a supporter of this podcast: https://www.spreaker.com/podcast/new-heights-show-on-education--4114185/support.
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:42):
Good evening everyone, Welcome to the new high Shune on education.
My name is Manya Shukla and you are with me
on the another episode of Embowering HR within the Workforce,
your go to podcast for the ever evolving of HR.
This podcast is the way of sharing insights on building
(01:02):
a more effective and efficient workforce while also focusing on
your personal growth.
Speaker 2 (01:11):
If you tune into our previous episode, thank you so
much for your support.
Speaker 1 (01:15):
We talked about career questioning. If you missed it, be
sure to check it out, my dear listeners. Every year
we come across new words and concepts that quickly become
a part of our daily conversation.
Speaker 2 (01:34):
Just like everything else evolve, so does the HR dictionary.
And if you sometimes feel.
Speaker 1 (01:42):
Lost keeping up with these with these terms, then don't worry.
I have got you covered. In today's episode, I'm going
to share twenty trending HR.
Speaker 2 (01:54):
Words that you need to know in twenty twenty five.
Speaker 1 (02:00):
Sharing this list with the list of words with you
which I which I just after researching, I just took
from ai HR website that is the academy of academy
to innovate HR. So starting from number one is anti
(02:20):
perks So anti perks are the workplace policy, policies, condition
or practices that do not support employees productivity or mental
well being, for example, unreasonable workload, no flexibility sorry no
no flexibility, and unpaid or unpaid over time. Number two
(02:45):
is bare minimum mondays. So are you anxious about Monday blues? Well,
here's a solution for you. This is the term is
used like. This term is used when the employee conscious
uh they work less on Monday. They just do the
necessary things and they do not take any new initiative
(03:08):
or they know they do not start any new project
just consciously. So that is what is like where minimum Monday.
The third one I have in my list is boomerang employees. So,
as the name suggests, boomerang employees are those employees who
(03:29):
leaves the organization and then come back again. The fourth
is career cushioning. So this is the this is the
term that we have already discussed in our previous episode.
Uh in this employee takes some uh uh some important
steps to safeguard their professional future. The fifth I have
(03:53):
here is coffee badging. Uh so this comes on. This
came a lot after employers are called employees back to
the office. And in this the employee employee just come
to the office, show their face, have some coffee, log
onto their system, stay for some uh some hours and
(04:15):
then they they go back to their to their home.
The next one is conscious quitting, So conscious quitting occurs
when employees intentionally leave their company for ethical and moral reasons.
The seventh one is digital nomad. Now, as the name suggests,
(04:37):
digital nomad is the term for employees who can work
from anywhere given that they have a good Internet connection.
The eighth one is digital employee experience. This means that
this term means that it affects how effectively employees interact
(05:00):
with the digital tools in their workplace. And in this
in this age of uh AI, this term is we
are using this term more and more. The ninth one
is employee experience, So it is the HR equivalent to
customer service and refers to how employee feel about the
(05:20):
various things they encounter while at a company. The tenth
one I have here is employee journey mapping, So UH
it is it is about uh the analysis of the
employees' strength and weaknesses while also focusing on the key
(05:42):
moments that the employee UH have that the employee UH
generated UH or earned in this uh in in their organization. Now,
before we move forward, let's take a quick break.
Speaker 2 (05:59):
Earily back shortly.
Speaker 3 (06:04):
Are you enjoying the New Heights Show on education. If
you love our show, please consider liking and following us
on your favorite podcast player. To learn more, visit Radio
dot New Heights Education dot org or email us at
info at New Heights Education dot org. Listen in on
Wednesdays for Education in the News with host Pamela Clark
(06:27):
at six pm and Fridays for our Empowering HR and
the Workforce with host Manya Shupla at seven pm. And
don't forget to check out our organization's website for the
latest updates on courses, reading programs, comic books, magazines, informational
services and happenings, or even to learn how you can
(06:50):
become a volunteer. Consider donating to our calls at www
dot New Heights Education dot org.
Speaker 2 (07:03):
Welcome back listeners.
Speaker 1 (07:04):
So before the break, we discussed the ten twenty HR
words that we should know in twenty twenty five and
now here we have.
Speaker 2 (07:15):
The eleventh one is ghost jobs.
Speaker 1 (07:17):
So ghost jobs are these are the fake jobs? Ghost
jobs are coming from the real companies, but they refer
to vacancies that aren't real or for which organization doesn't
intend to hire anyone. So like the companies are real,
but the positions are are fake. The company is not
(07:42):
ready to hire for that particular position. The twelfth one
I have here is industry hopping. So industry hopping refer
to people moving from one industry to another throughout their
career rather than spending their entire working lives in a
single sector. So this can be I mean, uh, this
(08:02):
can be a part of because we have discussed the
we have discussed something similar to that in our previous episode.
So this this can be a part of career cushioning
as well. So some people, some employees, just to save
their careers, save their professional, professional career or professional future,
(08:26):
they tend to switch industries just to save the just
just to safeguard their their career. The thirteenth one I
have here is job coughing. So job coping is the
term used in which employee employee tends to show more interest. Uh,
they commit more firmly to their current jobs. And employees
(08:49):
may increase their engagement like they take extra projects they
uh they take, they take initiatives, They and long hours working,
and they do whatever they can do to show more
interest and engagement in their work to avoid layoff or
(09:11):
to just increase their job security. The next one I
have here is a new collar job. So the new
color jobs are other jobs that require advanced skills in
area like cybersecurity and artificial intelligence, but they do not
necessarily require any advanced degree. The next one is personality higher.
(09:37):
So the personality higher are people who are hired primarily
for their personality. They are, however like There are, however,
some characteristics of some characteristics and soft skills that personality
hire often have in common, including like strong interpersonal skill
like teamwork, active listening, empathy, relationship building, etc. The next
(10:03):
one I have is proximity bias. So proximity bias, as
the name says that in this the the not the manager,
but the human beings. You can say that they favor
those who are literally who are who are like literally
(10:25):
more in their like nearby location uh and uh or
in in their like social circles, who are in their
social circus circles, So they they tend to favor those
those people more like for example, remote employees are excluded
(10:46):
or can be excluded from important meeting, conversation or promotions.
The next is quite hiring, So quite hiring refers to
the company acquiring new skills and addressing business needs without
hiring new full time employees. They may hire some contractual
employees like part time employees, but they do not hire
(11:10):
any full time employees. The next one I have here
is quite quitting. So the quiet quitting is you can
you can like. It can be easily explained as it's
a bare minimum Monday. But in this case, the bare
(11:31):
minimum Monday goes on for the entire week. That means
the employee doesn't work, doesn't like to take any extra responsibility,
They don't like to take any extra work, they don't
want to volunteer for anything. They just wanted to do
their necessary work, not only on Monday. But this goes
(11:53):
on for the entire week. That means there's a there's
a lack of productivity, no enthusiasm for the job, and
this is called as quite quitting. So here I have
the nineteenth one, the big stay. So with a tighter
job market and shrinking pay raises for job switchers, more
(12:16):
employees are choosing to stay put in their current job job.
So this term is called as big stay. The next
is the Great resignation. So the Great resignation refers to
refers to the development that came after after the pandemic,
after the after the pandemic era, In this many people
(12:42):
reconsidered their career paths and they wanted a better work
life balance or they simply didn't wanted to return to
their to their jobs and they they decided to resign.
So this is called as the Great recik ignation. And yeah,
(13:03):
so that's all the that's a wrap up for our
list of twenty trending hr words in twenty twenty five.
I hope this episode helped you feel more confident and
up to date with the evolving hr dist dictionary. Thank
you so much for tuning in, Stay updated, stay empowered,
(13:24):
and have a great weekend.
Speaker 2 (13:25):
Thank you, y
Good evening everyone, Welcome to the new high Shune on education.
My name is Manya Shukla and you are with me
on the another episode of Embowering HR within the Workforce,
your go to podcast for the ever evolving of HR.
This podcast is the way of sharing insights on building
(01:02):
a more effective and efficient workforce while also focusing on
your personal growth.
Speaker 2 (01:11):
If you tune into our previous episode, thank you so
much for your support.
Speaker 1 (01:15):
We talked about career questioning. If you missed it, be
sure to check it out, my dear listeners. Every year
we come across new words and concepts that quickly become
a part of our daily conversation.
Speaker 2 (01:34):
Just like everything else evolve, so does the HR dictionary.
And if you sometimes feel.
Speaker 1 (01:42):
Lost keeping up with these with these terms, then don't worry.
I have got you covered. In today's episode, I'm going
to share twenty trending HR.
Speaker 2 (01:54):
Words that you need to know in twenty twenty five.
Speaker 1 (02:00):
Sharing this list with the list of words with you
which I which I just after researching, I just took
from ai HR website that is the academy of academy
to innovate HR. So starting from number one is anti
(02:20):
perks So anti perks are the workplace policy, policies, condition
or practices that do not support employees productivity or mental
well being, for example, unreasonable workload, no flexibility sorry no
no flexibility, and unpaid or unpaid over time. Number two
(02:45):
is bare minimum mondays. So are you anxious about Monday blues? Well,
here's a solution for you. This is the term is
used like. This term is used when the employee conscious
uh they work less on Monday. They just do the
necessary things and they do not take any new initiative
(03:08):
or they know they do not start any new project
just consciously. So that is what is like where minimum Monday.
The third one I have in my list is boomerang employees. So,
as the name suggests, boomerang employees are those employees who
(03:29):
leaves the organization and then come back again. The fourth
is career cushioning. So this is the this is the
term that we have already discussed in our previous episode.
Uh in this employee takes some uh uh some important
steps to safeguard their professional future. The fifth I have
(03:53):
here is coffee badging. Uh so this comes on. This
came a lot after employers are called employees back to
the office. And in this the employee employee just come
to the office, show their face, have some coffee, log
onto their system, stay for some uh some hours and
(04:15):
then they they go back to their to their home.
The next one is conscious quitting, So conscious quitting occurs
when employees intentionally leave their company for ethical and moral reasons.
The seventh one is digital nomad. Now, as the name suggests,
(04:37):
digital nomad is the term for employees who can work
from anywhere given that they have a good Internet connection.
The eighth one is digital employee experience. This means that
this term means that it affects how effectively employees interact
(05:00):
with the digital tools in their workplace. And in this
in this age of uh AI, this term is we
are using this term more and more. The ninth one
is employee experience, So it is the HR equivalent to
customer service and refers to how employee feel about the
(05:20):
various things they encounter while at a company. The tenth
one I have here is employee journey mapping, So UH
it is it is about uh the analysis of the
employees' strength and weaknesses while also focusing on the key
(05:42):
moments that the employee UH have that the employee UH
generated UH or earned in this uh in in their organization. Now,
before we move forward, let's take a quick break.
Speaker 2 (05:59):
Earily back shortly.
Speaker 3 (06:04):
Are you enjoying the New Heights Show on education. If
you love our show, please consider liking and following us
on your favorite podcast player. To learn more, visit Radio
dot New Heights Education dot org or email us at
info at New Heights Education dot org. Listen in on
Wednesdays for Education in the News with host Pamela Clark
(06:27):
at six pm and Fridays for our Empowering HR and
the Workforce with host Manya Shupla at seven pm. And
don't forget to check out our organization's website for the
latest updates on courses, reading programs, comic books, magazines, informational
services and happenings, or even to learn how you can
(06:50):
become a volunteer. Consider donating to our calls at www
dot New Heights Education dot org.
Speaker 2 (07:03):
Welcome back listeners.
Speaker 1 (07:04):
So before the break, we discussed the ten twenty HR
words that we should know in twenty twenty five and
now here we have.
Speaker 2 (07:15):
The eleventh one is ghost jobs.
Speaker 1 (07:17):
So ghost jobs are these are the fake jobs? Ghost
jobs are coming from the real companies, but they refer
to vacancies that aren't real or for which organization doesn't
intend to hire anyone. So like the companies are real,
but the positions are are fake. The company is not
(07:42):
ready to hire for that particular position. The twelfth one
I have here is industry hopping. So industry hopping refer
to people moving from one industry to another throughout their
career rather than spending their entire working lives in a
single sector. So this can be I mean, uh, this
(08:02):
can be a part of because we have discussed the
we have discussed something similar to that in our previous episode.
So this this can be a part of career cushioning
as well. So some people, some employees, just to save
their careers, save their professional, professional career or professional future,
(08:26):
they tend to switch industries just to save the just
just to safeguard their their career. The thirteenth one I
have here is job coughing. So job coping is the
term used in which employee employee tends to show more interest. Uh,
they commit more firmly to their current jobs. And employees
(08:49):
may increase their engagement like they take extra projects they
uh they take, they take initiatives, They and long hours working,
and they do whatever they can do to show more
interest and engagement in their work to avoid layoff or
(09:11):
to just increase their job security. The next one I
have here is a new collar job. So the new
color jobs are other jobs that require advanced skills in
area like cybersecurity and artificial intelligence, but they do not
necessarily require any advanced degree. The next one is personality higher.
(09:37):
So the personality higher are people who are hired primarily
for their personality. They are, however like There are, however,
some characteristics of some characteristics and soft skills that personality
hire often have in common, including like strong interpersonal skill
like teamwork, active listening, empathy, relationship building, etc. The next
(10:03):
one I have is proximity bias. So proximity bias, as
the name says that in this the the not the manager,
but the human beings. You can say that they favor
those who are literally who are who are like literally
(10:25):
more in their like nearby location uh and uh or
in in their like social circles, who are in their
social circus circles, So they they tend to favor those
those people more like for example, remote employees are excluded
(10:46):
or can be excluded from important meeting, conversation or promotions.
The next is quite hiring, So quite hiring refers to
the company acquiring new skills and addressing business needs without
hiring new full time employees. They may hire some contractual
employees like part time employees, but they do not hire
(11:10):
any full time employees. The next one I have here
is quite quitting. So the quiet quitting is you can
you can like. It can be easily explained as it's
a bare minimum Monday. But in this case, the bare
(11:31):
minimum Monday goes on for the entire week. That means
the employee doesn't work, doesn't like to take any extra responsibility,
They don't like to take any extra work, they don't
want to volunteer for anything. They just wanted to do
their necessary work, not only on Monday. But this goes
(11:53):
on for the entire week. That means there's a there's
a lack of productivity, no enthusiasm for the job, and
this is called as quite quitting. So here I have
the nineteenth one, the big stay. So with a tighter
job market and shrinking pay raises for job switchers, more
(12:16):
employees are choosing to stay put in their current job job.
So this term is called as big stay. The next
is the Great resignation. So the Great resignation refers to
refers to the development that came after after the pandemic,
after the after the pandemic era, In this many people
(12:42):
reconsidered their career paths and they wanted a better work
life balance or they simply didn't wanted to return to
their to their jobs and they they decided to resign.
So this is called as the Great recik ignation. And yeah,
(13:03):
so that's all the that's a wrap up for our
list of twenty trending hr words in twenty twenty five.
I hope this episode helped you feel more confident and
up to date with the evolving hr dist dictionary. Thank
you so much for tuning in, Stay updated, stay empowered,
(13:24):
and have a great weekend.
Speaker 2 (13:25):
Thank you, y
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