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The Future of Work is Human

By Steven Toft 13th November 2018

Barely a week goes by without another headline about the future of work, along with predictions of a brave new world. Sure, these predictions are indicative of some trends and we are further towards most of them than we were ten years ago but the progress has been much slower than forecasters envisaged. Work in 2020 doesn't look anywhere near as futuristic as the breathless headlines of the late 2000s suggested.

Can Do vs. Should Do: The Ethics of Gathering and Using Workforce Data

By Carmen von Rohr 30th October 2018

Companies have always held sensitive data on their workforces. Historically, this data has been used for diverse purposes, such as to preserve business records, to meet legal and regulatory obligations, and/or as evidence in litigation. However, advanced technologies are now providing powerful new tools that allow companies unprecedented access to employee data. In today's digitally disrupted economy, many companies see an opportunity to turn the insights gleaned from employee data into a source of competitive advantage that will allow them to thrive in the new economy. 

Employee Health and Wellbeing – Creating a Culture of Health

By Gillian Pillans 10th October 2018

Wednesday 10 October 2018 is World Mental Health Day; an opportunity to raise awareness of mental health issues and tackle the stigma associated with mental illness. This week, organisations across the globe are running campaigns to promote their programmes for supporting employee health and wellbeing. The press and social media are full of reports on the negative impact of poor mental health, and stories of initiatives being launched and people being honoured.

Artificial Intelligence – The Future of HR?

By Gillian Pillans 18th September 2018

Artificial intelligence (AI) is the hot technology in HR. These days, it’s almost impossible to find an HR technology vendor who doesn’t claim their product is ‘powered by AI’. However, when it comes to applying AI to the messy business of managing the relationship between human beings and their employer, what’s the role of AI? Should we in HR see it as an existential threat or an opportunity to get the machines to take care of routine, repetitive work, while we focus on adding value to the business? To what extent will AI shape how we view the purpose and role of HR?