Deloitte press release dated October 20, 2026 announcing a frontline workforce management solution that automates shift scheduling, labor forecasting, and time-off requests in one connected system, with AI-powered task prioritization and fair work week compliance tools. Results such as a 15% reduction in absenteeism are Deloitte's own figures from a top-10 global airline deployment.
Cairnmillar Institute article by Dr Tom Hammond arguing that perks and individually focused wellbeing initiatives have not moved average employee wellbeing, citing a study of roughly 46,000 workers, and that wellbeing is a structural outcome of how work is designed, how leaders behave, and how performance is defined and rewarded. Free to read.
HR Addict guest article arguing that AI adoption dashboards measure tool usage rather than real capability, and proposing a seven-step process for verifying workforce AI skills.
Motivosity's guide to understanding, implementing and measuring workplace wellbeing programs. Published by an employee-engagement software company, so it also references its own products.
An HR guide to planning for skills gaps and talent shortages before they hit, covering whether to build, buy, or borrow talent. It cites ManpowerGroup data that 72% of employers still struggle to fill roles, and contrasts industries with shortages against job seekers sending hundreds of applications. A guest contribution from Global Verification Network, updated April 7, 2026.
Why I recommend it: A practical employer-side view of the skills-gap problem — pairs well with resources written for job seekers navigating the same market.
An ETHRWorld article on how Gen Z communicates differently at work and the misunderstandings that come up with older colleagues, with approaches for bridging the generational communication gap.
Why I recommend it: A manager's-eye view of generational communication styles — handy for younger workers who want to read how they're being described.
Free newsletter for HR and people leaders: HR news and trends, free resources, policy templates and tool reviews, sent several times a week. The site also keeps a free archive of past editions.
SHRM's annual look at the challenges employers and HR teams expect in 2026, including workload pressure, skills gaps and shifting employee expectations.
IBM Institute for Business Value survey of 1,500 chief HR officers and 8,800 employees worldwide, published 21 September 2026. 71% of CHROs call the ability to supervise, validate and override AI outputs the workforce's most essential skill, while only 29% of employees rank judgment as important. 60% of employees worry AI is eroding their skills, naming critical thinking most often; three in four of those say the erosion has already begun. CHROs name critical thinking (57%) and human judgment (48%) among the most important capabilities. 46% of organisations leave the CHRO out of AI strategy entirely.
Why I recommend it: The one number to take into an interview or a performance review: employers say the skill they now value most is checking and overruling the machine, and most employees have not caught up. That gap is your opening — say out loud that you review AI output rather than forward it. Read the rest carefully. This is IBM's own survey, run by IBM's consulting arm, and IBM sells the AI systems and the workforce redesign advice the study concludes you need; the free press release gives the figures, while the full report asks for your details. The 18% risk reduction and 20% quality improvement are self-reported by the companies surveyed, not measured by anyone independent, and 'employees worry their skills are eroding' is how people feel, not a test of whether their skills actually declined.
#ai#critical thinking#future of work#hr#job markets#judgment#research#skills#survey#upskilling#workforce
Lance Haun on how rigid job architecture and title structures break down for modern roles, and what that means for workers and employers.
Why I recommend it: Read this if you have ever been told your work does not fit any existing title. It explains a system problem people usually blame themselves for.
