Tag Archives: Artificial Intelligence

The AI Workload Reduction Paradox

by | | Human Resources

AI is revolutionizing work faster than most organizations can adapt, and recent insights from Gartner highlight a tension that HR leaders can’t ignore.

While AI is fully capable of automating repetitive tasks and streamlining processes, productivity gains don’t always translate into reduced pressure on employees. In fact, they often do the opposite, creating what you might call the AI Workload Reduction Paradox.

A common example is happening right now in HR service centers – AI tools can instantly draft employee responses, summarize cases, or process simple transactions, cutting the average handling time in half. But instead of redistributing hours toward strategic work, many teams are simply expected to respond faster, close more cases, and extend coverage. The workload then shifts and often grows even as the volume of certain tasks decrease.

This paradox emerges because as AI removes tasks, efficiency rises, thus creating an expectation for teams to operate at a higher baseline. Instead of freeing people to focus on strategic work, newfound capacity is quietly absorbed into more output, additional responsibilities, or heightened performance expectations. Over time, the initial relief erodes, and the workload expands well beyond where it began – only now under the banner of “enhanced productivity.”

This phenomenon isn’t exactly new, as technology has always accelerated work faster than humans can recalibrate. It can easily be argued that AI introduces a steeper curve though, as automation can eliminate entire categories of tasks overnight and transform roles before organizations can fully redesign them. The result is an unintentional but very real strain on employees who feel pressured to expand, adapt, and absorb more without the structural adjustments or guardrails necessary for sustainability.

This is a prime opportunity for HR to strategize and create solutions, as avoiding the paradox requires proactive design as opposed to reactive correction. Three moves will make all the difference:

Continuous Role Redesign

As AI shifts responsibilities, HR must revisit job architecture, capacity planning, and workload allocation – not annually, but as part of ongoing workforce planning. New efficiencies shouldn’t automatically default to more work, but enable clearer prioritization and higher-value focus.

Human-Centered Workflow Decisions

The Gartner framing is critical here, as organizations must choose whether humans are “designed into” or “designed out of” workflows. HR’s role is to ensure that choice is intentional. When humans remain central, the work must be scoped appropriately, not padded with the overflow created by hyper-efficiency.

Resetting Manager Expectations

Managers typically see productivity spikes as the new normal, and it often falls on HR to help push the point home that there’s a difference between temporary acceleration and sustainable performance. This involves training, communication, and building a culture where increased bandwidth is used wisely.

Done right, AI can genuinely improve employee experience by clearing friction and allowing people to spend more time on complex, creative, or relationship-driven work. Left unmanaged, however, it risks becoming another source of employee burnout and a driver of the same attrition HR is trying to curb.

As organizations head into 2026, managing the AI Workload Reduction Paradox will become a core capability for HR leaders. This goes far beyond just adopting AI, as it can revolutionize work in ways that truly benefit the employees who remain essential to the enterprise.

And for HR professionals looking to deepen their understanding of how work design, pay, and job architecture evolve alongside AI, the Compensation Analyst Academy’s next certification class runs December 2-4. It’s a fully virtual, test-free program and a strong way to close the year with fresh, strategic insight.

Reading Between the Layoffs: Is AI the Culprit or the Scapegoat?

by | | Human Resources

Artificial intelligence may get most of the attention, but it’s not the only reason jobs are disappearing.

In a year packed with headlines about tech-fueled disruption, a closer look shows that only a small fraction of layoffs are being directly tied to AI. According to recent reporting in Forbes, only 75 out of 286,000 job cuts so far this year explicitly resulted from artificial intelligence. The rest were largely due to more familiar drivers such as cost reduction, automation, overhiring, and restructuring.

Still, AI is playing a role, showing up in strategy meetings, altering jobs, and forcing both employers and employees to reevaluate how work gets done. Focusing on AI alone, however, misses the bigger picture.

What’s happening now has less to do with futuristic technology and more to do with company values and what organizations are willing to invest in.

More Precision, Fewer Promises

Job security used to be tied to experience, consistency, and loyalty, but that’s changing. Companies are hiring with more scrutiny, spending less time filling roles that once seemed essential while moving away from blanket hiring strategies in favor of targeted placements with measurable returns.

AI may contribute to this, but this transformation didn’t start with generative tools – it all began when companies started prioritizing flexibility over structure and leaning harder on productivity benchmarks. Many are using AI to fine-tune that process not to replace entire teams, but to consolidate, reassign, or simply do less with more.

This is the pattern workers should be watching – not whether AI will take their job, but whether their role still aligns with what the business needs right now.

The True Function of AI

In practice, AI is mostly being used to reduce manual labor, surface information faster, and assist in low-risk decision-making. It helps streamline workflows and fill gaps, but still relies on human input.

That means jobs aren’t just being automated away, but redesigned. Tasks that once required multiple steps or several people are being minimized, while others are being redistributed to those who can handle more complexity.

The result is fewer entry points, teams with less management layers, and higher demand for roles that blend technical understanding with strategic judgment.

Where HR Comes In

For HR leaders, this is not the time to over-index on AI policy or panic over every new tool, but to gain a clear understanding on how roles are evolving and what the organization is trying to build.

A few key priorities stand out:

  • Review job functions with fresh eyes. Are people doing work that still needs to be done? Are there new needs that aren’t reflected in existing roles?
  • Focus less on AI skills in isolation. Broader abilities like problem framing, decision-making, and adaptability carry more long-term value than tool-specific knowledge.
  • Clarify what AI is and isn’t being used for. Silence creates uncertainty, so give employees the facts.
  • Invest in transition support. Some jobs will change, and some won’t return – preparing people for that reality should not be put off.

What Employees Should Know

The best way to stay relevant in the current environment isn’t necessarily to learn every AI tool, but to build the kind of judgment and awareness that can’t be outsourced.

That means understanding how your work connects to outcomes, knowing what problems your role is solving, and having the ability to adjust when priorities change.

Employees who can see the full picture including where value is being created and where it’s being lost won’t just survive these changes, they’ll navigate them with purpose.

The Path Ahead

Organizations that treat AI as a reason to cut headcount without rethinking design will see short-term savings but long-term gaps. Tools don’t replace systems, and systems don’t run without people who know how to use them.

Success comes from intention, not automating everything – from deciding what’s worth doing manually, what can be delegated to machines, and where human capability still sets the standard.

Benefits Beyond the Basics: Trends for 2025

by | | Benefits, Compensation, Human Resources

As we approach 2025, it is becoming increasingly clear that employee benefits aren’t what they used to be. Going beyond the usual offerings like health insurance and retirement plans, employees today value a more holistic approach – one that addresses their physical, mental, financial, and social well-being as necessary needs for success. Employers who understand these evolving priorities are much better positioned to attract and retain top talent.

Why Go Above and Beyond?

Many employees today prefer workplaces that align with their lifestyle and values, so offering innovative benefits creates a more engaged, loyal workforce. Employers who embrace this trend are likely to see reduced turnover and increased productivity, as employees who feel supported on a variety of levels can bring their best selves to work.

Understanding Employee Needs

Employers must first identify which benefits matter most to their workforce. Strategies include:

  • Conducting anonymous surveys to gather honest feedback.
  • Utilizing HR analytics to find trends and gaps in existing offerings.
  • Running focus groups to learn more insights regarding employees’ priorities.

Trending Benefits for 2025

There are several benefits gaining momentum that are likely to grow in 2025:

  • Family-Friendly Benefits: Enhancing parental leave policies, subsidized childcare, and eldercare assistance are becoming the norm, with many organizations recognizing the importance of supporting employees’ home lives.
  • Sustainability-Focused Benefits: Programs that align with environmental values like commuter benefits for using public transportation or trainings on sustainability practices resonate with eco-conscious employees.
  • Mental Health Support: Access to therapy, mindfulness workshops, and allowing time off for mental health days are growing trends. Some employers also provide resources for stress management and emotional resilience.
  • AI-Enhanced Benefits Personalization: Artificial intelligence is innovating benefits administration by tailoring recommendations and making adjustments to employees’ unique needs in real time.
  • Financial Wellness Programs: Tools like budgeting resources, debt management assistance, and tuition reimbursement are becoming more popular, especially among younger employees.

Making Enhanced Benefits Accessible

Here are some ways in which organizations can implement these benefits efficiently and effectively:

  • Provider Partnership: Collaborate with vendors with relevant services like mental health apps or financial counseling to enhance benefits.
  • Leverage Technology: Using AI-driven platforms can customize benefits packages based on employee preferences.
  • Implement in Phases: Introduce benefits with the most impact first, and then expand as resources allow.
  • Effective Communication: Make sure employees understand their options and how to access them by communicating clearly and consistently.

These trends make it clear that employee benefits are becoming much more diverse and innovative. Organizations that embrace this evolution are much more likely to attract, retain, and engage top talent in an ever-competitive market.

Upskilling and Reskilling: Strategies for Modern HR

by | | Human Resources

When it comes to current HR trends your department should be focusing on, there’s no question that today’s rapidly advancing technology has placed upskilling and reskilling high on the priority list. As industries face massive technological transformations driven by automation, artificial intelligence, and updated business models, organizations must take steps to help employees stay relevant and productive. If you feel overwhelmed by this concept and aren’t sure where to begin, read on for some helpful information and suggestions.

What Are Upskilling and Reskilling?

Upskilling refers to the process of teaching employees new skills or updating current abilities to meet new demands of their existing role. For example, if an employee is in marketing, upskilling might require learning the latest digital marketing techniques or data analysis methods.

Reskilling, on the other hand, has to do with equipping employees with the skills needed to transition into a completely different role in the organization. As certain job functions become outdated due to changes in technology, reskilling allows workers to perform well in new positions within the company.

Upskilling and Reskilling – A Common Goal

While both upskilling and reskilling deal with skill development, upskilling boosts an employee’s knowledge and abilities in their current role, while reskilling prepares them to switch into a different one effectively. The common purpose of both strategies is an important one – they provide employees with the tools needed to be adaptable, thus protecting them from being laid off if their job process is rendered obsolete by technology and market changes.

Why HR Should Focus on Upskilling and Reskilling

HR teams have a major responsibility to drive upskilling and reskilling initiatives. Here’s why it’s so essential:

  1. Future-Proofs Your People: With automation and digital transformation changing the game, employees need help developing the skills needed to stay competitive. A recent survey showed that 82% of employers believe their workforce will need new skills due to advancements in technology​.
  2. Helps Employee Retention: Employees who are continuously learning are much more likely to be happy and engaged than employees who stay stagnant in their jobs. It also encourages loyalty, since employees feel more valued when they see a path ahead for career growth within their organization​.
  3. Saves Money: Upskilling and reskilling current employees is much more cost-effective than hiring externally. This is the case not just because it reduces recruiting costs, but also lowers the risk of turnover​.
  4. Promotes Innovation and Versatility: Workforces without modern skills can’t be innovative, and innovation is key when it comes to an organization’s longevity. HR leaders should promote this culture by providing opportunities for continuous learning through training programs​.
  5. Builds Organizational Goals: By ensuring that training initiatives align with the company’s long-term strategy, HR can develop goals that will significantly help the company in the long run. Conducting an analysis of skill gaps helps HR teams identify what’s missing, so they can then create a roadmap for future development​.

Upskilling and reskilling are by no means optional in today’s business environment, as they are vital for developing the most resilient and adaptable workforce possible. HR professionals must proactively evaluate their organization’s needs, provide learning opportunities, and promote continuous development to empower employees while preparing for the future.

2024 So Far: Where We’ve Been and Where We’re Going

by | | Human Resources

Well beyond the halfway point of 2024, it’s clear that this year has already been a significant one not just for human resources, but the entire world. With major boosts in technological advancements and exciting legislative changes underway, the HR environment is changing, and fast. Let’s review some of the biggest developments so far and discuss what we have to look forward to for the remainder of the year.

Technology’s Rise in HR

2024 has shown unprecedented technological advancements in HR. The continued growth and popularization of artificial intelligence (AI) refuses to yield, bringing massive innovations to various HR functions from recruitment to employee engagement. AI methods aren’t just helping with basic administrative tasks either – they also provide helpful information regarding employee morale and productivity. What was once nothing more than a fantasy, and then a novelty, has now become a vital tool for HR.

Believe it or not, AI isn’t the only revolution making waves in the tech world in 2024. Blockchain is making its way into the spotlight as well due to its ability to strongly secure and help manage the highly sensitive, important, and confidential data HR typically works with. Analytics are also becoming much more advanced in HR, allowing for much more precise decisions to be made due to more widely available and specific data. These developments not only help organizations manage their employees more effectively, but also create experiences that are more personal and engaging.

Legislative Progress: The Power of Pay Transparency

In addition to technology, this year has been huge for progress in the legal world, especially when it comes to pay equity. Several states have passed new laws for the purpose of closing the wage gap and promoting compensation fairness. A standout in this endeavor is the Massachusetts Pay Transparency Act, which was ceremonially signed just this week. Our founder, David Weaver, had the honor of being invited to the signing—a testament to our ongoing commitment to advancing fair compensation practices.

This new law, along with similar initiatives across the country, is absolutely crucial for guaranteeing equitable pay for all employees. Not only does it require transparency in job postings, but it also mandates that organizations present clear ranges for current positions. The culture of openness and trust that will come about as a result will be invaluable for companies.

Employee Well-Being in Focus

Beyond technological and legal shifts, 2024 has also seen a lot of activity when it comes to spreading the word about mental and physical health and promoting programs that support employee well-being. We have seen increased recognition that organizations don’t just survive but thrive when employees are healthy and engaged. 2024 has seen an increase in the use of holistic well-being initiatives that go further than physical health and focus on mental, emotional, and even financial wellness.

Organizations are implementing programs that enhance work-life balance, provide mental health resources, and support financial literacy. The focus on health as part of the overall employee experience isn’t just a fad, it’s slowly but surely becoming a key component of corporate culture. These positive changes have already been shown to lower burnout, increase retention, and contribute to a more harmonious work environment with higher productivity.

Looking Ahead: Promoting Progress

As we look forward to the remainder of the year, there is still a lot to look forward to. The continued use of AI and other tools in various HR functions are sure to bring new challenges and opportunities with them. Those who embrace these changes will be in a better position to attract and keep the best talent while promoting a more inclusive and productive work environment for years to come.

With more states likely to pass laws related to pay transparency and achieving pay equity, the responsibility lies with the organizations to be proactive and adapt accordingly. This means not just staying compliant with updated regulations but also making good use of them by evaluating and improving current compensation structures.

Looking to the Future: How You Can Help

While it’s easy to get overwhelmed by the swiftly changing work environment of 2024, the secret to success is to stay informed, open, and adaptable. These changes are here to help you, not hurt you – take the time to learn how you can utilize these tools to make life better for you and your colleagues, and you may like what you find. Thanks for reading.

The Price of Poor Performance Management

by | | Human Resources

Of all the key responsibilities HR is charged with, performance management is certainly high on the priority list. Performance management is the best way companies can make sure employees are completing tasks, growing skills, and helping the organization’s success. When performance management programs are lacking or using detrimental practices, it has a negative impact on employees and the organization as a whole.

The Great Cost of Poor Performance Management

  1. Bad Employee Morale: When feedback isn’t clear or lacks consistency, it can be frustrating for employees and lead to a lack of engagement.
  2. Higher Turnover: When employees don’t feel their contributions are recognized or their career is being supported, they are more likely to look for other employment options. This leaves the company with the high cost of recruiting, hiring, and training new employees.
  3. Failed Goals: Without a regulated, quality practice in place to help employee performance, aligning goals with organizational objectives becomes a hardship. This in turn leads to missed goals and wasted opportunities.
  4. Lack of Skill Development: Poor performance management often lacks focus on employee development, leaving employees without the skills needed to improve and impact the organization positively.
  5. Decreased Trust: If performance reviews are inconsistent or lack fairness, they can lead to lowered employee trust. This creates a bad work environment with poor collaboration and team efficiency.

Common Detrimental Practices in Performance Management

  1. Infrequent Performance Reviews: Reviews that happen only once a year are not as beneficial for employees as previously thought. It doesn’t allow for timely feedback and leaves employees without guidance for the majority of the year.
  2. One-Size-Fits-All Measures: Using universal measures for all employees really doesn’t make sense if you think about it. Employees have a wide array of duties with varying levels of potential, and a single metric system does not accurately reflect that.
  3. No Employee Feedback: When managing performance, it’s just as important to listen. Resisting employee input can cause biased views of performance when you miss out on helpful employee insights.

Best Practices for Effective Performance Management

  1. Frequent Check-ins: Meet with employees periodically to give support and feedback. This helps align them with their goals and allows an opportunity to address them in a timely manner.
  2. Individualized Metrics: Create measures that are tailored to each employee. Personalized measures guarantee that performance is assessed fairly, as it acknowledges the specific contributions of each person.
  3. Development Focus: Development plans are vital for performance management. Inspire employees to set their own goals, and once they do, give them the resources and proper support needed to reach them.
  4. Employee Feedback: Employees should participate in the performance management process. Promote self-assessment and coworker reviews for a deeper perspective on performance.
  5. Recognition: Utilize a system to recognize and reward employees when big milestones are met. This recognition is great for morale and motivates workers to keep their performance levels high.

Innovation in Performance Management

  1. 360-Degree Feedback: This all-encompassing level of feedback gathers performance insights from coworkers of all levels and managers, providing a highly balanced perspective on performance and improvement areas.
  2. Continuous Performance Management Technology (CPM): Technology is a great way to help make sure performance management is consistent. These CPM tools manage insights, keep track of goals, and track performance, greatly benefiting the process.
  3. Games: Certain techniques utilizing games can make performance management much more engaging and fun. Badges, leaderboards, and rewards are motivating and create an overall better performance management experience.
  4. AI and Analytics: Artificial intelligence can help provide a more detailed perspective of performance by finding patterns, predicting results, and giving tailored performance insights.
  5. Flexibility: Ongoing evaluations are a much better option than the infrequent, formalized performance reviews that are often seen in organizations. This makes it possible to make adjustments in real time while guaranteeing responsiveness to shifting organizational needs and growth.

Poor performance management is a costly issue that has a negative impact on morale, turnover, and company success. If you stay away from detrimental practices and embrace innovative techniques, your HR department can build a performance management program that benefits employees while promoting the organization.

AI x HR: Two Practical Uses

by | | Human Resources

For those unfamiliar with artificial intelligence, it’s not unusual to dream up images of robot overlords and ridiculously complicated algorithms (that are even more intimidating than the robots). When broken down into basic terms, however, it doesn’t need to be so complex – it can even be a helpful tool that is becoming more and more vital for HR departments each day, significantly increasing their impact without replacing real humans. Let’s take a look at two simple yet effective AI processes that can be used to ensure your company stays competitive in the future.

1. Recruitment and Resume Screening

Sifting through thousands of resumes just to hire one person is tedious, time consuming, and now with AI’s capabilities, unnecessary. Artificial intelligence can save hours of time by automating the process, quickly scanning and evaluating resumes to find the most qualified candidates based on set parameters.

How to Do It

  • Set it Up: Input the qualifications, skills, and experience necessary to perform the job.
  • Automate Screening: AI software will scan all resumes and present them in order from most-qualified to least-qualified.
  • Generate Shortlist: The software creates a summarized list of the best candidates, giving HR a central focus and making the process less overwhelming.

Easy Implementation

  • Find Software: There are many AI resume screening programs available, such as HireVue or Ideal. Do your research and find the one that is the best fit for your company.
  • Integration: Conveniently, most tools can combine with your current Applicant Tracking System (ATS) without issue, eliminating a lot of technical hassle.
  • Train Employees: Provide some light, low-pressure training for HR teams to learn about the software and how it works.

2. Employee Sentiment Programs

Employee satisfaction is literally the most important factor when it comes to promoting a positive workplace, no contest. So, when it comes to evaluating employee morale, Human Resources needs all the help they can get.

The usual methods, like having employees fill out surveys, are often inadequate and don’t usually capture real-time sentiments. The power of AI can greatly improve this endeavor through the use of sentiment analysis.

AI sentiment analysis programs evaluate a multitude of sources like feedback employees have given, email correspondence, chats, and social media posts to judge the general feeling and level of morale at the company. These capabilities can find trends, flag areas that require improvement, and give feedback to alert HR about certain problems before they get worse.

How to Implement:

  • Install Software: Identify an AI program that is compatible with your communication and feedback platforms.
  • Gather Data: Allow the software access so it can analyze data from employee feedback surveys, communications within the company, and performance management documents.
  • Study Insights: The AI will give valuable insights into sentiments, identifying any bad trends or areas of concern.
  • Take Corrective Action: Use the information gained to intervene accordingly by implementing team-building workshops, helpful trainings, or even changes in company policy in order to bring employee satisfaction to a suitable level.

Making use of AI in HR doesn’t require deep technical expertise or even any major overwhelming changes to your existing methods. If you focus on pragmatic uses like faster resume screenings or bolstering your ability to evaluate job satisfaction, Human Resources can greatly improve their already-positive impact on the organization.

Pros and Cons of Implementing Artificial Intelligence in the Workplace

by | | Human Resources

Artificial Intelligence (AI) has emerged as a major game-changer in today’s already rapidly-changing world. In the HR landscape, AI can hold significance in enhancing efficiency, automating mundane tasks, and improving decision-making processes. However, it is vital to look at the pros and cons of integrating AI in the workplace to ensure a balanced approach, which we have outlined below.

Pros of Using Artificial Intelligence in the Workplace:

1. Better Efficiency and Accuracy:

AI can help lighten the load by assisting with time-consuming tasks like resume evaluation, sourcing candidates, and early interviews. This allows HR professionals to spend time on more strategic activities that require a human touch, leading to a more efficient and productive workplace.

2. Decision Making Assistance:

AI can process lots of data, producing valuable insights to assist HR with decisions. By evaluating employee data, performance metrics, and engagement surveys, AI can identify trends, patterns, and areas for improvement. This approach lets HR professionals make informed choices that can positively impact the organization and its employees.

3. Recruitment and Onboarding Efficiency:

AI chatbots and virtual assistants provide immediate support to job applicants, guiding them through the application process and answering questions. Additionally, during onboarding, AI can take care of paperwork and create personalized training content while providing assistance to new hires in real-time.

4. Enhanced Employee Experience:

AI can be utilized to develop personalized training and development plans for employees based on an individual’s skill gaps and career goals. By providing customized recommendations for training classes, mentorship, and career-growth paths, AI allows employees to gain new skills and feel more valued while giving them room to grow.

Cons of Using Artificial Intelligence in the Workplace:

1. Bias and Fairness:

AI processes are only as good as the data that trained them. If the data used to train AI algorithms contains bias, it can lead to discrimination with regard to recruiting, evaluating performance, and giving promotions. HR professionals must be confident that AI systems are designed in a way that minimizes bias.

2. Job Displacement Concerns:

AI in the workplace may cause certain tasks to be automated, possibly leading to employees losing their jobs. HR must address these concerns by offering necessary training to affected employees to ensure a seamless transition so the workforce is not negatively impacted.

3. Where’s the Human Interaction?

AI, while impressive, will never replace human interaction. Workers may feel discouraged when dealing with AI, longing for the personal touch that only a human can provide. Ensuring harmony between AI and human interaction is extremely important in maintaining a positive workplace.

4. Worries over Data Privacy:

It is also important to note that AI relies on sensitive employee data in order to function well in the workplace. HR must promote strong data privacy practices to keep employee information safe, as well as complying with data protection regulations when using AI in HR operations.

Artificial Intelligence definitely has a lot of potential for assisting with HR processes. From improved efficiency to decision making, AI can enhance an organization’s productivity and employee experience. However, HR professionals must be aware of the potential negatives of AI including bias, job loss, and privacy fears. By taking a practical approach and using AI in harmony with human intelligence, organizations can utilize this technology while promoting a positive work environment.

The Future of HR: Expected Top Trends of 2019

by | | Human Resources

As we reflect on 2018, there’s no doubt that the last year brought a lot to the table when it came to innovating HR methods and the business world in general. We saw changes implemented to improve the work-life balance of employees, a higher emphasis on diversity and inclusion, and increased applications for more than a few technological advancements that allowed businesses to function more efficiently, to name just a few. But as we begin the final year of the decade, it’s time to build on the past and look ahead to what will be HR’s biggest focus points in 2019.

Increased Consolidation of Work and Life

In the past few years, we’ve already seen companies instituting changes that allow employees to import more and more aspects of their personal lives into their place of work, like focusing on self-care during work hours or even encouraging people to bring their pets into work. The inverse is true as well; not only are more personal activities being done at work, more work-related activated are being done at home. Since a better work-life balance leads to reduced stress which leads to higher quality work performance, it’s fortunate that we can expect to see this trend continue with even more employee flexibility in 2019.

Enhanced Applicability of Artificial Intelligence

Although artificial intelligence is only just starting to make its mark as a relevant part of the workforce, it’s expected to start taking shape even more in 2019. AI will further increase efficiency across departments including human resources by streamlining various HR processes like scheduling and hiring. Not to worry though – it is not projected that AI technology will replace human workers anytime soon. To quote a tweet from Tesla CEO Elon Musk, “Humans are underrated”; AI will only make humans do their jobs more efficiently and effectively.

Higher Focus on Employee Engagement

In our last post, we discussed the importance of employee engagement and how to identify and deal with emotionally detached employees. High employee engagement generates benefits on multiple fronts including increased morale, a greater quality of work, and decreased turnover rate. In 2019, many companies will be taking what we’ve learned about the significance of employee engagement in the last several years and putting it to good use, spending more time and energy on employee engagement practices than ever before. Business solutions company G2 Crowd has projected that companies will spend 45 percent more on employee engagement in 2019 than in previous years, which will have a tremendous positive impact on the workforce.

Spotlight on Diversity and Inclusion

Of all the emerging trends of 2019, diversity and inclusion will likely be the most significant, and rightfully so – having a wider array of backgrounds and perspectives is essential to the success of any company. Changes will be instituted to eliminate bias during the hiring process, and organizations will be encouraged to pay more attention to the level of diversity in their working population through detailed analysis. A higher emphasis will also be placed on educating and informing about the importance of diversity through internal training programs and a number of emerging conferences that focus specifically on diversity and inclusion.

Although change is never easy, it’s hard not to feel positive about a lot of the expected trends coming this year. These changes won’t only provide countless benefits for organizations everywhere, but more importantly, the people behind them. Thanks for reading – please feel free to share your thoughts on this year’s upcoming trends.