Lisa Raaijmakers
The future of HR: focusing on value in a digital age
Platformization
Temp & flex
Oct 7, 2025
Changing expectations of employees, an increasingly diverse workforce, and new technologies are making HR more definitive for the direction of your organization. “HR must be able to steer based on value,” said Sepp Haans, labor market strategist at Freshheads, during his masterclass at the HR Day of Sijthoff. “The value of employees and the value for employees. Not based on feeling, but based on data. Not based on experience, but based on skills.”
He demonstrated how four developments converge into a new HR mindset:
The shift from job security to value security.
The rise of Employee Lifetime Value (ELTV) as a strategic KPI.
The transition to Total Talent Management: one workforce of both permanent and flexible staff.
The need to choose technology based on impact, not trends.
1. From job security to value security
A permanent job is no longer the ultimate goal. Employees want to stay relevant, develop themselves, and see and grow their value. Organizations that tap into this gain attractiveness and resilience. Digital tools like skill maps, learning platforms, and dashboards aid in this, but the core lies in culture and mindset. “The biggest challenge is not retaining employees,” said Sepp, “but retaining their value.”
Read more for further insights: From job security to value security with digital accelerators
2. Managing by Employee Lifetime Value
Employee Lifetime Value (ELTV) is a KPI that highlights what employees contribute throughout their entire career, from entry to exit and beyond. By cleverly linking data, HR gains insights into productivity, engagement, and growth. This makes value measurable and influenceable. “Choose only technology that serves HR and your ELTV,” emphasized Sepp.
Read more for further insights: Data-driven HR: leveraging Employee Lifetime Value
3. Total Talent: managing a diverse workforce
The modern workforce consists of permanent employees, freelancers, interim workers, and gig workers. Total Talent Management helps HR connect all these workers into one effective team. The type of contract is not leading, but the value someone adds is. Digital platforms and skill databases clarify who is available and what knowledge or motivation they bring. “The Modern Workforce Ecosystem requires a Total Talent approach,” according to Sepp.
Read more for further insights: Total Talent: managing a diverse workforce
4. Choosing tools based on KPIs, not trends
New HR tools are appearing rapidly. But more technology does not automatically mean more value. With a Best of Breed approach, HR builds a flexible system of specialized tools that collaborate and align with the organization’s strategy. “Make sure your choices are based on your HR goals,” said Sepp. “Let technology work for HR, not the other way around.” Whether it's an AI chatbot that alleviates recruiters or a note-taker that summarizes conversations: impactful HR tech focuses not on innovation for the sake of innovation, but on what truly saves time and adds value.
Read more for further insights: Choosing HR tools based on KPIs, not trends
Sepp Haans assists intermediaries and employers in building platforms that make recruitment and HR smarter. Check out here his toolkit with tips for tools for recruitment & HR. |
|---|
The common theme: technology as a means, not an end
All four themes show that technology does not dehumanize the HR world, but rather strengthens it. As long as it is used with the right intention. It is not about tools or dashboards, but about increasing value: for employees, teams, and the organization. The HR professional who focuses on value is no longer just an executor, but a director of growth. Or as Sepp summarized it: “The future of HR does not lie in systems or processes, but in the connection between people and technology.”