Articles

While people continue to debate the impact of AI, there are real investment decisions to be made.

We know self-fulfilling prophecies affect children’s classroom grades. So imagine the impact on performance if we translate that ethos to the working world, seeing EVERYONE as a high potential.

We pay a lot of attention to employee engagement while they are with us. But the (potential) employee experience starts before a person applies for a role, and doesn’t end when they become an alumnus.  

In the short-term, blockchain’s strategic business value is mainly in cost reduction. Now HR is starting on this journey too.

There’s an emerging HR competency on the block – paradox navigator. The ability to manage a long-term vs. short-term focus, centralised vs. decentralised operations, and an internal vs. external perspective may be desired, but it's hard in practice.

People have similar needs at each life stage. So, as we identify employees’ needs and desires, we should pay more attention to life stage than generation.

To realise AI’s potential we should invest in the ‘first mile’ – acquiring and organising data – and the ‘last mile’ – integrating AI output into everyday work.

Make the most of the ageing workforce. By actively managing late-career workers, and recruiting older workers, you can close the skills gap.