What happens to our brains when we outsource too much of our critical thinking? And how can HR help protect the workforces’ unique human capabilities?
As AI moves from a simple assistant to an autonomous teammate, a new “grey zone” of accountability is opening up – along with other emerging governance risks.
In part one of this two-part series, we explore the hidden human costs of automation and the downstream risks of AI facing the HR profession.
A recent case whereby an employer docked its male employees’ pay by approximately $10,000 in a bid to even out an unintentional gender pay gap has highlighted the legal and ethical risks of blunt, reactive approaches to pay equity.
Ensure the value of your work lands at board level. Download AHRI’s visual guide to the strategic language and positioning shifts that strengthen HR’s influence with directors.
Creating cultures where employees feel noticed, affirmed and needed.
An AHRI mentoring pair shares how the program accelerated one mentee’s career progression and strengthened the mentor’s coaching capability.
Amid growing pressures around AI, experts are urging HR to become ‘ripple-effect strategists’ to uncover unforeseen risks and design work in ways that benefit both the business and its workforce. Here are three focus areas to start with.
Improving productivity outcomes isn’t about working harder. It’s about rethinking management, skills and how HR leaders measure and influence performance, says the Deputy President of the Productivity Commission.
At the 15th annual Ron McCallum Debate, panellists challenged long-held assumptions about fairness and productivity. Their reflections reveal what HR practitioners should prioritise to build more inclusive, sustainable and high-performing workplaces.
