In today’s hyper-competitive landscape, the obsession with artificial intelligence and automation is bringing back a dangerous mirage: the idea that technology – in this case, algorithmic efficiency - can, on its own, shield companies from external turbulence.
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Cognitive Offloading is a phenomenon widely studied in occupational psychology since the early 1900s. It refers to the act of delegating cognitive tasks to external aids in order to reduce mental load and support the effectiveness of cognitive processes.
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Performance management is an ongoing process to monitor, assess, and optimize the performance of employees, teams, and the Company, aligning them with strategic objectives through regular feedback, skill development, and corrective actions.
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Participating in a hackathon at the Government Digital Service in London, dedicated to Collaborative AI, showed me how Artificial Intelligence is redefining the work of HR leaders. Here’s what those driving transformation in organizations can learn today.
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As Artificial Intelligence becomes more widespread, new terms are also emerging, which are worth knowing in order to name new phenomena.
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AI promises to revolutionize Talent Management, but making HR processes faster or more predictive is not enough. Between bias, data limitations, and the transformation of work, organizations are faced with a deeper question: how is talent changing in the age of Artificial Intelligence?
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