First, I predict that the current excitement about the impact and potential of AI is grossly exaggerated and it will have little to no impact upon HR in the next 5 years. There will be several legal cases that establish that employers are still liable if they discriminate against candidates when the discrimination was conducted by an algorithm. AI companies will continue to be sued for stealing training data for their LLMs, and investors, seeing a failure to deliver the predicted returns on investment, will abandon them. The tech-bros responsible will pivot to something equally stupid and face no meaningful consequences.
Second, I predict that the conflict between managers wanting RTO and employees wanting WFH is going to intensify with the stiffening of the Flexible Working Regulations and introduction of a default right to work a 4-day week (albeit as a compressed week). Engagement, satisfaction, productivity and retention in businesses that enforce RTO and a 5-day model will plummet. Managers will blame GenZ.
Third, and consequent to the above, unions will continue to grow in membership and importance, with many more smaller, private companies facing demands for recognition of unions and collective bargaining.
First, I predict that the current excitement about the impact and potential of AI is grossly exaggerated and it will have little to no impact upon HR in the next 5 years. There will be several legal cases that establish that employers are still liable if they discriminate against candidates when the discrimination was conducted by an algorithm. AI companies will continue to be sued for stealing training data for their LLMs, and investors, seeing a failure to deliver the predicted returns on investment, will abandon them. The tech-bros responsible will pivot to something equally stupid and face no meaningful consequences.
Second, I predict that the conflict between managers wanting RTO and employees wanting WFH is going to intensify with the stiffening of the Flexible Working Regulations and introduction of a default right to work a 4-day week (albeit as a compressed week). Engagement, satisfaction, productivity and retention in businesses that enforce RTO and a 5-day model will plummet. Managers will blame GenZ.
Third, and consequent to the above, unions will continue to grow in membership and importance, with many more smaller, private companies facing demands for recognition of unions and collective bargaining.
