IBM navigated challenges including resistance to change and the potential of cultural upheaval on the way to becoming an AI-first HR organization, says CHRO Nickle LaMoreaux. One key to succeeding at the transition was focusing on users "to ensure we are building solutions that solve their problems and help them deliver on their business outcomes," says LaMoreaux. She encourages leaders to embrace "positive friction" and be patient with not always having the answers, noting that AI in HR has the power to affect organizational growth and contribute to achieving business objectives.

The common career advice to have a five-year plan is outdated due to rapid technological and workplace changes, asserts LinkedIn CEO Ryan Roslansky. Instead, Roslansky recommends focusing on learning and gaining diverse experiences. He also advises young professionals to experiment with AI and to develop skills such as empathy, judgment and communication, which remain critical in the modern workplace.

Ghost jobs, or roles posted without intent to fill, damage employer credibility, trust and culture, writes former CHRO Michele Herlein. Companies often post these jobs to build candidate pipelines or show hiring progress, but this can lead to skepticism among job seekers and employees. Herlein suggests requiring clear approval before posting jobs and setting expiration dates for job listings.

Sixty-eight percent of CEOs plan to increase AI investment in 2026, despite less than half of AI projects generating returns so far, according to a survey by Teneo. CEOs have seen the most success in marketing and customer service, while facing challenges in security and HR. Interestingly, 67% of CEOs believe AI will boost entry-level hiring.

The integration of AI and user experience design is changing workplace learning through bidirectional learning transfer, where humans and AI learn from each other in real time. Organizations are using AI to personalize learning, identify skill gaps and transfer expertise, creating smarter learning environments. However, human skills such as empathy and creativity remain essential, requiring a balance between AI capabilities and human agency.

Employers are reassessing hiring plans for 2026, using AI and data to enhance efficiency and candidate experiences, according to an iCIMS report. Hiring remained steady in November, but job applications and openings increased, indicating a focus on strategic fit. White-collar roles saw high interest, while health care faced significant shortages.

AI use among US employees rose to 45% in the third quarter of 2025, up from 40% in the second quarter, according to a Gallup survey. The survey shows that knowledge-based workers are more likely to use AI than frontline workers, with 76% of technology employees using AI compared with 33% in retail. Most employees use AI to consolidate information and generate ideas.