AI & HR: Friday update
Trying something new - the weekly run-down on all things AI.
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Happy Friday,
Trying something new this week.
Or, new and new, I did these a year ago on LinkedIn, and a lot of people have asked for them to return. Since AI can now help me with these, I’d figure I'd use AI to my advantage.
If you’ve been following me for a while, you know that I start my mornings by spending 15-20 minutes researching what has happened in the world of HR.
I’ve been doing this since 2010, and now a combination of Google Alerts, YouTube channels, and ChatGPT Tasks provides me with insights every morning.
This weekly newsletter will summarize the best links and news I’ve found during the week and explain why I think they matter to us in HR.
I’ll feed them to my customised AI that will take my summarise the content and summarise my notes - so yes, this will be heavily influenced by AI but the selection and the why is done by me.
For example, the first point below had my notes in regards to what it will mean for us in HR like this.
”less federal oversight - we probably need to step up in HR, usually laws still apply, shift from federal to local regulations in US”
And you’ll see below what the AI spit out from those random thoughts.
I hope this brings value to you. I’ll run this experiment for four weeks, and then we’ll evaluate whether it's a good or bad deal.
1. U.S. Rolls Back AI Workplace Guidelines
The new administration has repealed federal AI labor guidance, removing official guidelines on responsible AI use in employment. Funding for the U.S. AI Safety Institute was cut, and Biden-era resources on fair AI were pulled from federal websites.
Why it matters for HR: With less federal oversight, HR must take the lead in responsible AI use. Laws against bias and discrimination still apply, so ethical AI policies and vendor standards must be established. Be vigilant about state and local regulations that may fill the federal gap if you are in the US.
2. California Proposes "No Robo Bosses" Workplace AI Law
California introduced Senate Bill 7, the "No Robo Bosses Act," to regulate AI-driven management decisions. The bill would ban fully automated hiring or firing without human oversight.
Why it matters for HR: This signals increasing oversight for automated decision systems in HR. Start reviewing where AI touches hiring, promotion, or termination processes. Implement "human in the loop" oversight to maintain compliance and employee trust.
3. EU's AI Act Begins Implementation
The EU's Artificial Intelligence Act's first provisions took effect on February 2, 2025. Employers must ensure "sufficient AI literacy" among staff using AI systems, and certain AI practices are now banned.
Why it matters for HR: Start upskilling teams on AI literacy now. Review any AI-driven hiring or evaluation tools to ensure compliance. The EU's regulations will likely influence standards elsewhere so applies globally.
4. Employee Resistance to Workplace AI
Nearly two-thirds of executives report AI adoption causing internal division. About 31% of employees (41% of Gen Z and Millennials) admit to "sabotaging" employer AI efforts out of job security fears.
Why it matters for HR: Treat AI adoption as a change-management challenge. Develop communication plans explaining how AI will affect roles. Involve employees in implementation to transform resistors into partners.
5. Automation-Related Layoffs Continue
Major companies announced layoffs tied to automation. Siemens is cutting 5,600 jobs in its Digital Industries division, and Audi will eliminate 7,500 administrative jobs. Attributing some of the cuts due to AI impacting the workforce.
Why it matters for HR: Prepare for difficult transitions in functions vulnerable to automation. Develop reskilling programs for affected employees. Balance cost-cutting with talent development to maintain morale during restructuring.
6. Surge in AI Talent Demand
While overall hiring cools, AI-related job postings are booming. Postings for AI roles in creative fields jumped over 50%, reflecting AI's spread beyond IT.
Why it matters for HR: The war for AI talent is intensifying. Update job descriptions across departments to include AI competencies. Consider upskilling current employees rather than competing for scarce talent.
7. Public-Private AI Training Initiatives Expand
Utah partnered with NVIDIA on an AI Education Initiative for universities and community colleges. Globally, a UN-led coalition launched an AI Skills Coalition offering free training resources.
Why it matters for HR: Engage actively with these training ecosystems. Sponsor employees for recognized AI courses or partner with local colleges. Equip internal L&D teams with modern AI knowledge to cascade skills throughout your organization.
8. AI Time Horizon Doubling Every Seven Months
New research shows that AI models are rapidly improving their ability to complete long, complex tasks. The "50%-task-completion time horizon"—the length of tasks AI can complete with 50% success—has been doubling every seven months since 2019. If this trend continues, AI systems could automate many software tasks that currently take humans a month within five years.
Why it matters for HR: The increasing autonomy of AI systems will have profound implications for workforce planning - if the study holds true and continues. Yet another data point towards shifts in job roles, reskilling needs, and talent management strategies as AI takes on more complex cognitive work.
9. New Techniques Make AI More Efficient
The "Chain of Draft" prompting method cuts computing costs of large language models by up to 90% while improving accuracy.
Why it matters for HR: Affordable AI will accelerate integration into everyday work. Experiment with AI-driven initiatives for talent development, onboarding, and analytics without prohibitive expense.
10. Self-Learning Robots Enter the Workplace
Swedish startup IntuiCell demonstrated "Luna" a robot dog with a "digital nervous system" that learns through trial and error rather than pre-programming.
Why it matters for HR: Physical automation is moving beyond static tasks. Robots that learn on the job could eventually handle dynamic roles previously requiring human adaptability. Consider how human-robot teams might reshape your workforce plans.
oh, wow. this was loaded with useful information. I like the formula too. Great job!