Narratives that share our personal experiences, reflections, and journeys.
As 2026 approaches, CXO’s & Leaders across industries are preparing for one of the most transformative years in the history of work. Guided by insights from some of the top research and studies, we have put together five mission-critical priorities that are set to shape People Strategy for the next 12–18 months.
Every industrial revolution brought a wave of anxiety — machines replacing muscle, assembly lines replacing artisans, computers replacing clerical work. The AI era feels similar, but with a twist: this time, the “machines” can think.
Hybrid work is no longer an experiment — it’s the new workplace reality. What began as a temporary response to global disruption has evolved into a preferred way of working for millions of employees worldwide.
Machines can now paint, write poetry, and diagnose diseases — but can they care? As artificial intelligence grows increasingly sophisticated, the question has shifted from “what can AI do?” to “what should AI understand?”
The pace of workplace transformation in 2025 is unlike anything seen before. From AI- driven automation to the evolution of hybrid work models, HR is no longer a support function—it’s the backbone of business resilience and innovation.
A few years ago, the arrival of HR chatbots marked the dawn of digital transformation in human resources. They simplified basic employee queries, automated repetitive tasks, and freed HR professionals to focus on more strategic work.
Predictive analytics has been the trusted compass of modern enterprises for more than a decade. By mining historical data and projecting patterns, businesses have gained foresight into customer behaviors, market trends, and operational needs.
In 2025, businesses can no longer afford the inefficiencies of siloed functions. While digital tools have advanced rapidly, HR, Finance, and Operations often remain disconnected, slowing down decision-making and preventing organizations from achieving true agility.
Imagine this: You, the CHRO, are staring at two offer letters on your desk. One belongs to a new HR Business Partner, a seasoned professional with years of people management experience.