Horizon Point Consulting

Category: Workforce Development

Beyond Work is our line of resources for people and community leaders looking for something new and innovative outside of the day-to-day job. Read this category specifically for Workforce Development.

  • Are We Paying Attention to Workforce Trends in 2025?

    Are We Paying Attention to Workforce Trends in 2025?

    If there’s one thing we know for sure about the workforce in 2025, it’s this: the pace of change isn’t slowing down. Between economic shifts, evolving employee expectations, and new technologies reshaping how we work, HR professionals and business leaders alike are rethinking what it means to build, develop, and retain a successful workforce.

    At Horizon Point Consulting, we work with employers across the Southeast, especially in Alabama, to navigate the practical realities of today’s talent landscape. From workforce development planning to leadership training and retention strategy, we’re seeing some key macro trends rise to the top. Here’s what you need to know about workforce trends in 2025.

    1. The talent shortage is still real but priorities are shifting

    According to SHRM’s 2025 State of the Workplace report, recruiting remained a major challenge in 2024, with 75% of organizations struggling to fill full-time roles. Burnout increased as existing employees picked up the slack, and while job openings have started to level out nationally, talent attraction still tops many HR priority lists.

    But in 2025, there’s a noticeable shift happening: organizations are pivoting from focusing solely on recruitment to prioritizing employee development and engagement. Leadership and manager development, learning and development, and employee experience are now top priorities for HR professionals and U.S. workers alike.

    This trend aligns with what we’re hearing in our work with manufacturing clients, school systems, and nonprofits across Alabama: once you get good people, you need to keep them—and help them grow.

    2. Employee development is now a business imperative

    ATD’s 2025 State of the Industry report confirms this shift. While learning hours per employee have decreased (down to 13.7 hours on average in 2024), investment in learning remains strong, with organizations spending an average of $1,254 per employee on direct learning costs. Coaching and mentoring are on the rise as preferred methods of development, especially in larger organizations.

    This focus on learning isn’t just about ticking a training box. It’s about preparing for the future of work, where adaptability, problem-solving, and leadership at every level are essential.

    If you’re not investing in your people, you’re falling behind.

    Looking for ways to boost employee development at your organization? Check out our blog post on 4 Ways to Get Unstuck with Professional Development.

    3. HR tech and analytics are essential to staying competitive

    Both SHRM and ATD highlight the growing importance of HR technology in driving talent strategies. When HR tech is effective, workers are more likely to view their HR departments as effective and they’re more likely to be engaged, productive, and satisfied.

    From applicant tracking systems and performance management tools to learning platforms and DEI dashboards, technology is enabling smarter, faster decisions. And in 2025, that data-driven approach is no longer optional, it’s essential.

    4. Job openings in Alabama are ticking upward again

    Here in Alabama, we’re seeing localized workforce shifts that mirror the national data. According to the U.S. Bureau of Labor Statistics, Alabama’s job openings rate rose from 4.6% to 4.9% between March and April 2025, indicating renewed demand for talent across industries.

    While our state has traditionally lagged behind the national average in some workforce metrics, the current labor market presents an opportunity for employers who are ready to adapt.

    Want to know how your compensation and benefits compare across the region? Read about the latest North Alabama Wage and Benefit Survey.

    5. A new era of leadership is needed

    Finally, as remote work stabilizes, AI tools evolve, and generational shifts accelerate, we’re seeing an increased demand for human-centered leadership. According to SHRM, poor management was cited by one-third of workers as a major reason for disengagement or intent to leave their job.

    Leadership development isn’t just a “nice to have”. It’s a must-have for organizational stability and culture in 2025. Leaders at all levels must know how to communicate, coach, and connect.

    Explore our approach to leadership development to learn how we help leaders build the skills needed for today and tomorrow.

    Moving Forward: What Should Employers Do?

    In the face of these evolving workforce trends in 2025, employers need to take a proactive approach. That means:

    • Investing in development: Create a culture of continuous learning through coaching, mentoring, and targeted upskilling.
    • Listening to employees: Employee experience and engagement are directly tied to retention. Don’t wait until your best people leave.
    • Getting strategic with HR tech: Use data and automation to improve efficiency, equity, and outcomes.
    • Developing your managers: They’re the glue that holds teams together and often the reason people stay or go.

    The bottom line? Workforce trends in 2025 are about much more than filling positions. They’re about creating environments where people want to stay, grow, and contribute.

    Let’s build those workplaces together.

    Need help navigating your workforce strategy in 2025? Reach out to us! We’re here to help you build a brighter future for your team.

  • Why Fewer Men Are Working and What Policy Can Do About It

    Why Fewer Men Are Working and What Policy Can Do About It

    We’ve written before about the decline in prime-age males in the workforce—and how this and other demographic trends are impacting overall labor force participation. We’ve also explored the research behind why fewer men in the U.S. are working today, a trend that’s been building for decades.

    This graph pretty much sums the issue up:

    So, what do we do about it?

    In a 2023 post, we shared a few ideas for what employers can do. But what about at the macro level? From a policy perspective, what might actually move the needle?

    Brad Wilcox, a professor at the University of Virginia, has a couple of ideas:

    1. Promote the Success Sequence

    We discussed this in our last post. Read all about it here. 

    2. Defund College, Refund Vocational Education

    In his book Get Married, Wilcox writes:

    “Not enough male teachers, too little recess, books that don’t speak to the male imagination, and intolerance for the boisterous spirit of boys in our nation’s schools are among many factors driving ‘the growing epidemic of unmotivated boys and underachieving young men’ in the education sector.”

    He continues:

    “Big education has also focused its spending and attention overwhelmingly on serving students on the ‘college track,’ a track now dominated by girls and young women. The Department of Education, for instance, spends about seventy-nine times as much money on colleges and universities as it does on vocational education in high schools and community colleges.”

    In short, our system is failing to equip many young men—especially those from poor or working-class backgrounds—with the skills, confidence, and purpose that come from learning a trade. This isn’t just about economics. It’s also about dignity, direction, and a clear path toward a stable, decent-paying job. Even some affluent young men would benefit more from hands-on work than from a traditional college path, as I’ve written about previously.

    Wilcox’s recommendation? Shift investment and prestige toward vocational and technical education.

    “Career Academies—high school programs that offer struggling students rigorous, career-oriented courses—have succeeded in boosting the earnings and marriage prospects of young men who succeed in them. Policymakers should lean into the success of Career Academies and other CTE models in high schools and community colleges by increasing funding and prestige for these programs.”

    Local Progress, National Opportunity

    I’m encouraged to see progress in this area locally—through both funding and community focus. But more is needed.

    We also need to engage strong, positive male role models earlier in boys’ lives. As Wilcox points out, there are far fewer male teachers than female teachers—especially in early education. Many boys are raised by single mothers, taught mostly by women, and rarely see men working in trades or industries that might spark their interest—if only they were exposed to them.

    The decline in male workforce participation has been slow and steady. Climbing out of it won’t be quick, but with thoughtful, long-term policy, it’s possible.

    And it’s not just a workforce issue—it’s a societal one. As poverty expert Ruby Payne has said, “If men aren’t employed, they are usually one or both of two things: lovers and fighters.”

    That reality runs counter to the success sequence—and leaves too many men incarcerated or disengaged rather than contributing meaningfully to their families, communities, and economy.

    So I guess I’ll wrap up by saying this: If we want to reverse the decline in male workforce participation, we need to rethink how we educate, support, and engage young men – starting early and continuing through career entry. It’s not just about jobs; it’s about purpose, identity, and belonging. Investing in these solutions today can lead to a stronger, more stable workforce (and a healthier society) for everyone.

  • The Success Sequence: Workforce Development Meets Poverty Prevention

    The Success Sequence: Workforce Development Meets Poverty Prevention

    The Alabama Legislature recently passed SB289, a bill supporting the teaching of the Success Sequence in all public schools. This three-step model offers a data-driven approach to breaking the cycle of poverty:

    1. Graduate from high school

    2. Obtain full-time employment

    3. Marry before having children

    The sequence is simple, but the order is essential. Research from Brad Wilcox and Wendy Wang found that 97% of millennials who followed this sequence were not poor in adulthood, further citing that is also the case for 94% of Millennials who grew up in lower-income families and 95% of those who grew up in non-intact families.

    Source: The Power of the Success Sequence for Disadvantaged Young Adults

    Education, Employment, and… Marriage?

    The relationship between education, employment, and poverty is widely studied (also, remember the Benefits Cliff?). However, marital and parental status is often overlooked, unless the discussion centers around childcare or workforce participation. But the data suggests we need to talk more openly about the order of life events.

    Raising children is hard and expensive, regardless of your educational level, job status, or marital situation. But raising children without a high school diploma, without full-time employment, and without a supportive partner makes the challenge exponentially harder. The hurdles compound and make it more difficult to escape poverty.

    How the Sequence Supports Workforce Participation

    Let’s zoom in on the middle step: employment.

    If you lack a high school diploma and have children without support from a spouse or caregiver, holding a job becomes significantly more difficult. You’re more likely to experience job instability, absenteeism, and burnout. For employers, this translates into higher turnover and less workforce reliability.

    While the model doesn’t say you must get married or have children, it suggests a strategic order if you do. Marriage before children, backed by education and employment, sets individuals – and their families – up for long-term stability.

    Why the Success Sequence Matters for Employers and Communities

    Promoting the Success Sequence isn’t just about preventing poverty. It’s also about ensuring a strong, stable workforce. When individuals follow this path, they’re more likely to stay employed, reducing turnover and increasing productivity.

    Supporting the sequence, whether through school programs, community education, or policy, could be a smart, proactive investment in both economic mobility and workforce development. The Brookings Institution in D.C. has been talking about the Success Sequence for over a decade. Maybe it’s time we pay attention.

    What Are Your Thoughts?

    Do you think the Success Sequence is a valuable tool in reducing poverty and improving employment outcomes? Should schools and communities promote it more directly? We honestly want to know. Drop us a line at info@horizonpointconsulting.com or fill out the quick poll below.

    Create your own user feedback survey
  • From Classroom to Career: Supporting Growth at Every Stage

    From Classroom to Career: Supporting Growth at Every Stage

    This week, we kickoff a continued education course for K-12 educators focused on supporting career development growth for every grade, from classroom to career. Reflecting on content, I also thought about what supporting career development looks like for employers. In our training with educators, we try to connect student growth and learning about careers with workforce development. What do our students, employees, and our community need to thrive?

    “The best way to predict the future is to create it—through education, mentorship, and opportunity.” — Adapted from Peter Drucker

    The National Society of Leadership and Success has developed “Career Development 101: A Complete Guide to Professional Growth” which backs up our approach to lifelong learning. The guide says, “Career development helps you stand out in front of employers, compete in today’s job market, and grow within a company. The process of career development is just as important for students as it is for those currently in the workforce.”

    For students –  awareness, exploration and readiness for what follows high school is key. Those students will become tomorrow’s employees. So how can employers continue the development from classroom to career?

    3 Roles for Employers in Career Development

    Continuous Learning Opportunities

    Think tuition reimbursement and offering a budget for professional development. Check out Nourish Your Growth in 2025: Why Learning Should be on Your Agenda for ideas on learning.

    Employee Driven Pathways to Their Next Right Thing

    Grow your own leaders! Pouring into employees helps the entire organization rise. Everyone should have a “coach”  and “cheerleader” for their professional development gameplan. Check out 4 Ways to Get Unstuck with Professional Development for more ways to support employees.

    Total Rewards

    Does your rewards package support the desire to grow and do good work? How do you reward employees? Here are 5 Ideas for Retaining Talent in a Tough Labor Market.

    If you need more support for your supporting development, reach out to us at HPC. We’d love to help!

  • Make the Most of your Training Dollars

    Make the Most of your Training Dollars

    I often talk to smaller employers who just don’t have the funds to allocate to professional development. They want to grow their people, but just can’t scrape the pennies together to pay for it. The good news is that professional development doesn’t have to be expensive, in fact it can be free. And we all like free! 

    Last week Jillian talked about why employers should invest in professional development for their people. As she mentioned, research shows that spending money on professional development for your employees leads to more money for your company. But what can you do if your available funds for such training is limited? 

    1. Utilize your current staff to provide training. Whether you realize it or not, you have a wealth of knowledge in your organization and some employees would love the opportunity to share their expertise with others. A couple great ways to provide free or low-cost training is to plan lunch and learns where your current staff train their colleagues on what they do. That training may even be just spending 45 minutes to an hour explaining what they really do in their position or what their department does and how it contributes to the organization as a whole. Another great opportunity that can benefit any organization is cross-training. Give employees the opportunity to step into another department and learn how to work in that department. Cross-training not only gives employees the opportunity to learn more about the business and other departments, it can also assist employers in creating a succession plan. 
    2. Find free resources. There are a number of organizations that will come in and provide free training to your staff. Last week I worked with Cindy Smith at Edward Jones to present a free financial budgeting workshop to employees at a client. The client works in the healthcare industry and not only did the training benefit the employees; it was information that they are now able to use to help their clients. 
    3. Start a book club. Books are a low-cost way to provide training and professional development to your staff. At Horizon Point we read a lot! We share book recommendations and each year we select a book of the year to share with our clients. Some of our clients have then taken that book and shared it with their staff or asked us to provide training on the topics covered in the books. Select a book that speaks to your organization and meet weekly or monthly to discuss what was learned from the reading. Make attendance voluntary and hold the book club meeting during working hours. 
    4. Don’t waste conferences. If you send an employee to a conference, be sure to have them come back and share the knowledge they gained. Too often organizations spend the resources to send one or two employees to a conference and then don’t follow up once they return. Get the biggest bang for your buck! Plan the time for them to debrief with their team mates or lead a lunch and learn to share their conference takeaways. Also encourage them to bring back any resources or materials available at the conference to share with other staff. 
    5. Be thrifty. Anyone who knows me knows that I love saving money (and thrift shopping!). When you’re sending staff to conferences, be careful with how you spend your money. At Horizon Point we start discussing what conferences we want to attend a year in advance. We discuss the benefits of each and together determine which we will attend. By doing that we are able to catch early bird rates and often save $150-300 or more on registrations. If more than one of us will be attending, we try to carpool and we always look to see if renting an Airbnb will be cheaper than separate hotel rooms. Also make sure that your expense policy covers what is reimbursable and how much will be covered. Set a daily dollar limit on meals and if meals are provided at the conference, do not reimburse employees who opt to purchase meals outside of the conference. Another great way to save on conference costs is to submit to speak. Most conferences give speakers a free registration. 

    Organizations can never provide too many opportunities for professional development, so even if your organization has the ability and budget to provide professional development opportunities, the programs mentioned above can only enhance your current offerings.