Union Pacific Hr SWOT Analysis & Strategic Plan [Q2 2025]

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Mission & Vision SWOT Analysis OKR Plan Retrospective AI Strategy Data Acquisition

To build the exceptional workforce that connects Americans to what's important by being the premier human capital partner enabling sustainable growth

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Strengths

CULTURE: Strong safety-oriented culture with established protocols
TALENT: Experienced, highly skilled workforce with tenured leaders
TRAINING: Robust technical training programs with 98% completion
COMPENSATION: Competitive total rewards package in the industry
DIVERSITY: Improving diversity metrics with 12% YoY female hiring

Weaknesses

RETENTION: 15% turnover rate among early career employees
TECHNOLOGY: Outdated HRIS limiting data-driven decision making
SUCCESSION: Limited bench strength for critical operational roles
ENGAGEMENT: Below industry average engagement scores at 68%
AGILITY: Slow hiring process averaging 65 days for critical roles

Opportunities

AUTOMATION: Leverage AI for routine HR tasks and talent sourcing
DEVELOPMENT: Create internal mobility paths for technical talent
VETERANS: Expand veteran recruiting to address labor shortages
REMOTE: Implement flexible work arrangements for eligible roles
PARTNERSHIPS: Build strategic educational partnerships for talent

Threats

COMPETITION: Increasing competition for skilled technical talent
DEMOGRAPHICS: Aging workforce with 28% eligible for retirement
REGULATION: Changing labor laws and compliance requirements
PERCEPTION: Outdated industry image hampering recruitment
EXPECTATIONS: Evolving workforce expectations for flexibility

Key Priorities

MODERNIZE: Implement next-gen HRIS to enable data-driven HR
DEVELOP: Create compelling career progression for key talent
STREAMLINE: Redesign hiring process to reduce time-to-fill
ENGAGE: Launch comprehensive engagement program for retention

No competitors available

|

No past cycles

Mission & Vision SWOT Analysis OKR Plan Retrospective AI Strategy Data Acquisition

To build the exceptional workforce that connects Americans to what's important by being the premier human capital partner enabling sustainable growth

DIGITIZE HR

Modernize HR infrastructure for data-driven decisions

SYSTEM: Complete HRIS implementation with 100% data migration by Q3 end with <1% error rate
DASHBOARD: Launch real-time HR analytics dashboard tracking 15 key metrics for all leadership by Q2
AUTOMATION: Automate 5 high-volume HR processes reducing manual work by 65% and errors by 80%
ADOPTION: Achieve 90% employee self-service adoption rate for core HR transactions within 60 days

TALENT MAGNET

Attract and retain exceptional talent at all levels

PIPELINE: Establish talent pipelines for 15 critical roles reducing time-to-fill by 40% by Q3
EXPERIENCE: Redesign onboarding experience resulting in 90% satisfaction and 95% 90-day retention
REFERRALS: Increase employee referral program participation to 35% with 120 quality hires
RETENTION: Implement retention program for high performers reducing voluntary turnover by 25%

FUTURE READY

Develop capabilities needed for tomorrow's railroad

SKILLS: Complete skill gap analysis for 100% of departments with action plans by end of Q2
LEARNING: Deploy personalized learning paths for 5 critical capability areas with 85% completion
LEADERS: Develop 50 high-potential employees through expanded leadership acceleration program
SUCCESSION: Identify and develop successors for 100% of critical roles with 2:1 bench strength

CULTURE CHAMPIONS

Create an engaging workplace where people thrive

ENGAGEMENT: Increase employee engagement score from 68% to 78% through targeted initiatives
INCLUSION: Improve inclusion index by 10 points with 90% of managers completing bias training
WELLNESS: Launch comprehensive wellbeing program with 75% participation reducing absences by 15%
RECOGNITION: Implement peer recognition platform with 60% monthly active users by end of quarter

METRICS

RETENTION: 90% overall retention rate with 85% for critical roles
TIME-TO-FILL: 30 days average for critical positions (down from 65)
ENGAGEMENT: 78% employee engagement score (up from 68%)

VALUES

Safety First and Always
High Ethical Standards
Care for People and Communities
Continuous Improvement
Passion for Performance

Align the learnings

Team retrospectives are powerful alignment tools that help identify friction points, capture key learnings, and create actionable improvements. This structured reflection process drives continuous team growth and effectiveness.