Data-driven decisions and human interactions are essential aspects of talent mobility that drive growth and engagement, says Jackson Teng, senior director of Asia talent acquisition and workforce development at Micron Technology. Teng breaks down his priorities to those focused on courage, clarity and care. "By pairing autonomy with guardrails, empowering leaders as coaches, and measuring outcomes, not activity, mobility drives capability, engagement, and resilience," says Teng.

HR specialists in the insurance industry should focus on specific risk management to address unique challenges related to telecommunications and medical technology, writes Sarah Braughler of United Educators. This approach involves deploying specialists with deep industry knowledge to identify and mitigate risks effectively, enhancing client partnerships and operational efficiency.

Humans are likely to mirror biases of AI in hiring decisions rather than counteract them, found researchers at the University of Washington. Participants working with biased AI made choices reflecting that bias, raising concerns about the effectiveness of human oversight in mitigating AI bias. Companies including IBM and Workday are increasingly using AI in recruitment while reducing HR staff, amplifying the potential risks highlighted by the study.

HR departments are increasingly using AI to handle tasks such as internal communications, hiring and data analysis, according to a November survey by HR Brew. Of respondents, 74% say AI has affected HR tasks, freeing time for strategic work but creating challenges in bias and compliance. However, nearly two-thirds of respondents say they have received little to no formal training on the technology.

AI skill testing, a need for in-person interaction, and a focus on values are among the top work trends for 2026, writes Samantha Madhosingh. Companies are also prioritizing skills that AI can't replace and are creating new pipelines for technical talent, according to McKinsey Global Institute, the Manufacturing Institute and Deloitte.

AI has the capacity to perform tasks currently done by nearly 12% of the US workforce, according to a Massachusetts Institute of Technology study. The "Iceberg Index" was used to measure job automation potential, highlighting AI's capabilities in sectors such as finance, health care and logistics. The study notes that the impact on jobs depends on business strategies, societal acceptance and policy interventions.

As the world rapidly adopts AI tools for various tasks, the way employers frame these tools and their purpose can significantly influence employees' perceptions of their use. Workers are more than twice as likely to embrace AI if they feel more secure in their jobs, according to an Edelman study. Employees are far more enthusiastic about AI tools when they are framed as a way to empower them rather than replace them.