HR News Today

Will AI steal our jobs? Wrong question. AI performs tasks and most jobs involve a combination of tasks. The AI impact depends on organisational choices, not just the technology. David […]

The post AI jobs apocalypse… or bonanza first appeared on .

Herd mentality affects decision-making, results in conformity, a lack of independent and critical thinking, and not questioning authority. Worryingly it is estimated that it takes only 5% of individuals to influence 95% of a group. Internationally renowned mediator and conflict specialist Jane Gunn, looks at who is most likely to follow the herd and why we need to avoid herd mentality in 2026, now more than ever.

L&D teams are operating in a climate of constant change. Economic pressure, digital acceleration and shifting workforce expectations have placed capability development at the centre of organisational strategy. Yet teams […]

The post The six biggest challenges keeping L&D professionals up at night first appeared on .

Personalised learning journeys are no longer a luxury—they are a strategic necessity. As skills evolve faster than traditional training can keep up, one-size-fits-all programs deliver diminishing returns. Organizations that align learning with individual roles, aspirations, and business needs unlock higher engagement, faster capability building, and measurable performance impact.

Here’s where HR can transform the conversation: stop positioning cybersecurity training as compliance box-ticking and start framing it as essential professional development.

Managers introducing AI at work should focus on empathy and gradual adoption. Address fears about job security and ethics, create open forums, clarify benefits, start with small wins, lead by example, provide training, and emphasize human strengths. Build a culture of learning, not replacement.

Claire Highton Barge, Head of People & Culture at Sleek Events, explains why the company has moved away from traditional probation in favour of a “settling in” period. This approach reflects Sleek’s people-first philosophy, focusing on learning, connection, and early recognition rather than ‘judgement’. Claire highlights how small shifts in language and mindset can transform onboarding, foster engagement, and create a culture where people feel valued, empowered, and free to be themselves.