Latest news with #FutureOfWork
CNA
2 days ago
- Business
- CNA
CNA938 Rewind - The Wellness Hour - Can AI replicate EQ?
CNA938 Rewind Play On World Emotional Intelligence Day, The Wellness Hour explores a rising concern in the age of AI—are we neglecting EQ? While tools like ChatGPT may outscore most humans on IQ, they lag behind in EQ. Dr Sue McNamara from global EQ non-profit Six Seconds joins Cheryl Goh to discuss the risks of relying on emotionally tone-deaf AI, the rise of the 'emotional recession' in workplaces, and why empathy and emotional agility are now must-have skills for the future of work.
Jordan Times
24-05-2025
- Business
- Jordan Times
AI is here—is Jordan ready?
Artificial Intelligence is no longer just automating tasks—it's reshaping the professional landscape, creating an entirely new ecosystem of job functions. According to a recent Gartner report, AI-driven careers now fall into three primary categories: current, emerging, and essential roles. For educators, students, and policymakers, understanding these categories is crucial to realigning educational frameworks with future labor market demands. Current AI Roles are the foundation of today's AI systems. These include well-established positions such as Data Engineers, who collect and clean large datasets essential for AI functionality; Data Scientists, who develop predictive models and uncover insights from raw data; AI Developers, responsible for building intelligent systems and applications; and UX Designers, who ensure that AI interfaces remain human-friendly. These roles represent the primary entry points into the AI sector and demand robust knowledge in programming, statistics, and system architecture. As AI technologies mature, Emerging Roles are coming into focus, blending technical expertise with domain-specific knowledge. Decision Engineers translate AI insights into practical business strategies. Knowledge Engineers design semantic structures to enhance machine understanding and reasoning. Model Validators act as the final checkpoint, ensuring AI models are accurate, fair, and ready for deployment. These roles exemplify the hybrid nature of modern AI jobs, combining deep AI skills with sector-based expertise in fields like finance, healthcare, and law. In today's fast-evolving digital economy, Must-Have Roles are those critical to any advanced AI operation. The Head of AI sets the vision, aligning AI initiatives with strategic objectives. The Prompt Engineer crafts effective prompts that guide tools like ChatGPT to deliver high-quality results. And the AI Ethicist safeguards privacy, fairness, and accountability across all AI activities. These roles ensure that AI isn't just powerful—but also responsible and human-centric. Success in AI doesn't come from solid expertise, it thrives on collaboration. Across the AI lifecycle, from identifying the right problems to data preparation, model development, and real-world deployment, cross-functional teams are essential. For instance, business strategists define problems AI can solve; data engineers curate the necessary inputs; developers and scientists build the models; while ethicists and validators ensure reliable and ethical execution. The real breakthroughs happen at these intersections, where technology, analysis, and strategy converge. To prepare for this reality, Jordanian IT institutions must evolve. The first step is revamping university curricula to integrate AI, ethics, and cybersecurity, ensuring students engage in hands-on projects with real-world AI tools. Secondly, forging industry partnerships to deliver AI bootcamps and internships will bridge the skills gap. Access to global platforms like Coursera and edX can fast-track learning in machine learning, natural language processing, and AI governance. Third, the focus must shift toward human-centric capabilities—communication, leadership, and critical thinking. These uniquely human skills are essential in areas where AI cannot compete. Encouraging team-based projects will mirror real-life work dynamics, fostering collaboration and creative problem-solving. Equally important is nurturing a culture of innovation and entrepreneurship. Establishing AI incubators and offering seed funding for student-led initiatives can unleash homegrown solutions to national issues—like using AI for predictive health diagnostics or water conservation. Finally, universities must prepare students for the AI-powered recruitment landscape. As companies like IBM and Oracle rely on AI for screening and interviews, students must be equipped to stand out in this new hiring process. Global examples offer valuable blueprints. Estonia, for instance, has embedded digital skills into every layer of its education system, resulting in a future-ready, tech-savvy workforce that has attracted international investment. Jordan can tailor this model to its own strategic goals, leveraging its young, ambitious talent pool. In conclusion, Artificial Intelligence isn't eliminating jobs, it is revolutionising them. For Jordan's aspiring IT professionals, this is not a threat but an opportunity to lead. By embedding AI into education, encouraging innovation, and fostering strategic partnerships, we can empower a new generation to shape Jordan's digital future. But this transformation must happen now. AI's momentum is relentless. The question isn't whether we should adapt, but whether we're doing it fast enough. Now is the time for universities and government to modernise, for industries to collaborate, and for students to rise. Are you ready to lead this change?
Forbes
13-05-2025
- Business
- Forbes
The Culture Playbook Is Broken. CXOs Must Take The Wheel Now.
Shujaat Ahmad Speaking On Stage For years, leaders have been told to pay attention to 'people and culture.' But in most organizations, that directive has quietly defaulted to human resources (HR). The result? Culture has been treated as a support function—adjacent to business, not embedded within it. In a world that is increasingly defined by social, technological, and geopolitical disruption, this approach is no longer viable. The playbook is outdated. And the assumptions behind it no longer hold. It's time for CXOs to take direct responsibility for culture and people strategy—not as a matter of values, but as a matter of business viability. For the past decade, HR leaders and influencers have told leaders to invest in engagement surveys, wellness programs, and diversity initiatives; months long processes to create purpose and value statements. And yet, employee satisfaction remains elusive, turnover persists, and cultural misalignments continue to undermine organizational objectives. Shujaat Ahmad, an expert in AI, Future of Work, and Cultural Transformations, notes, 'The traditional people and culture playbook has grown stale. What worked in predictable, stable environments breaks down amid rapid technological change, shifting societal expectations, and evolving workplace norms.' He points to an uncomfortable truth: The command-and-control approach to organizational dynamics is colliding with the reality of a workforce that demands transparency, purpose, and agency. The external environment only makes these challenges worse. Employees no longer have hard boundaries between work and home lives. Political polarization seeps into workplace dynamics. Economic uncertainty creates tension between organizational needs and individual security. Social movements continue to transform expectations around equity, inclusion, and corporate citizenship. In this new world of work, current people strategies don't just underperform—they actively backfire. When confronted by culture challenges, executives rightly look to HR leaders for guidance. Leaders who bring impressively formatted dashboards and comprehensive reports that provide more confusion than clarity. In short, data theatre. In his experience, Ahmad has seen engagement scores, turnover metrics, and diversity statistics fill PowerPoint slides without answering the fundamental question: "What should we do differently? And why does it matter to our business?" Benchmarks and industry comparisons create the illusion of insight while obscuring the unique context of your organization —too much information, not enough actionable intelligence. To move beyond data theater, executives must push for insights that connect to business outcomes. Rather than asking "How engaged are our employees?" demand to know "How does engagement impact our ability to innovate?" Rob Hadley observes, 'I have seen companies implement a generic engagement survey such as Gallup, with the expectation that their managers have the ability to understand that data (which is light on context), and take action while running their businesses or functions. They simply aren't equipped in many cases. If organizations are not executing regular interaction between managers and employees e.g., 1-on-1s or other opportunities to connect and communicate, no amount of engagement data is going to be helpful in building a better employee experience. Talking to people and building relationships is still the best engagement data.' Leaders, instead of tracking time-to-hire, focus on the quality of decisions and their downstream effects on performance and culture. This shift requires a new partnership with HR—one where executives clearly articulate their strategic questions and HR delivers targeted insights that inform decision-making. But it also demands that CXOs take responsibility for translating people data into cultural direction. Hadley says, 'It's a mistake for business leaders to think they can outsource culture to HR. Many of the factors that drive employee engagement—like day-to-day operational clarity and team dynamics—are far beyond HR's scope. If your daily operations are chaotic, no HR program in the world can fix that.' Whether you care about the work habits and expectations set by Gen Z employees or not, younger workers have fundamentally different values around transparency, authenticity, and purpose. And close behind them, Gen Alpha is developing perspectives shaped by even more profound technological and social change. Gone are the days where the employees remained silent on dissatisfying and toxic workplaces. These generations have no interest in silently enduring work cultures that don't prioritize their safety, dignity and well being. At the same time, they're not afraid of sharing their unfiltered reality on Discord, Reddit, and TikTok—creating a permanent, searchable record of your culture that no employer branding campaign can overcome. They are 40% of the workforce and growing—more than that in your customer base. Their experiences at work are your brand. One viral post about toxic leadership can undo years of carefully crafted recruitment messaging. Any leader serious about building a lasting brand has to contend with the incoming workforce. Shujaat Ahmad is seeing this play out in real-time. AI is changing everything: how work is done, how skills are valued, and how companies are structured. This is not a future scenario—it's already here. AI is reshaping how businesses and careers are built. As he sees it, 'The biggest shift isn't just in productivity today—it's in unlocking innovation that wasn't possible with humans alone.' Business strategy is shifting from taking the easy but failed path of predictable planning to the hard but impactful path of innovating amidst uncertainty. That means your culture—how your people collaborate, learn, and lead—has to shift too. And here's the truth: most leadership teams don't yet know how to hire, design, or upskill for this new environment. Ahmad shares his foresight based on how AI has made it easier and faster to build a technology product and go to market. 'Companies will shrink their full-time workforce, relying on AI, marketplaces, and fractional talent. This shift will fuel a rise in smaller, more agile businesses disrupting traditional giants.' Last month, Leslie Feinzaig, the CEO of Graham & Walker named this new trend - seed-strapping. She has seen more and more female founders, 'Raising one round and growing profitably from there.' With smaller, higher impact teams. However, Ahmad makes a key callout for leaders. 'The fundamentals of good leadership and culture remain the same. AI isn't replacing human skills—it's reshaping what matters. Critical thinking, ethical decision-making, and empathy will be indispensable. The ability to ask the right questions and interpret AI-driven insights will separate leaders from followers. In a world flooded with AI-generated output, authenticity and originality will be the ultimate differentiators. Storytelling and communication—translating complex insights into action—will be a game-changer. Leadership and collaboration will matter more than ever. AI can crunch data, but only humans can inspire teams, build trust, and drive meaningful change.' Ahmad believes that AI can be your strategic culture advisor—giving you the signals that matter and cutting through the noise. But AI only works if your organization is truly data-oriented—measuring outcomes, not activities. Culture is no longer a downstream concern—it is a strategic differentiator. It determines whether your organization will attract top talent, adapt to disruption, and retain customer trust in a high-transparency era. Chris Powell, CEO of Talmetrix, with decades supporting CXOs agrees - 'Culture isn't decor—it's the code. It drives decisions, power, and performance. Transformation means recoding the patterns that run the place.' The organizations that lead the next decade will not be defined by their technology alone, but by the cultures they build to support innovation, inclusion, and agility. It's time for the C-suite to lead that effort. Not beside the business strategy. But at the very heart of it.
Associated Press
12-02-2025
- Business
- Associated Press
ProHance to Participate in HFS India Summit 2025
ProHance joins #HFSIndiaSummit 2025 to showcase how its analytics platform boosts productivity, optimizes workflows & accelerates AI adoption. #FutureOfWork 'We are looking forward to participating in the HFS India Summit 2025 to demonstrate how ProHance can empower organizations to optimize their operations' — Saurabh Sharma, Chief Growth Officer at ProHance BENGALURU, KARNATAKA, INDIA, February 12, 2025 / / -- ProHance, a new-age workplace analytics and operations enablement platform announces its participation in the HFS India Summit 2025, scheduled for February 13, 2025, at The Leela Palace in Bengaluru. The HFS India Summit is a premier event that brings together industry leaders, analysts, and practitioners to discuss the latest trends and innovations in business operations and technology. The summit provides a platform for sharing insights on how organizations can navigate the evolving landscape of digital transformation and operational excellence. At the summit, ProHance will showcase its advanced platform designed to provide actionable insights for smarter decision-making in complex, distributed, and hybrid workforces. The platform's comprehensive suite of modules — including work time, work output, workflow management, advanced analytics, asset optimization — enables organizations to enhance productivity, optimize operations, and improve employee engagement. Additionally, ProHance is accelerating AI adoption in enterprises by offering real-time intelligence and automation-driven insights, empowering businesses to make data-driven decisions faster and more efficiently. 'We are looking forward to participating in the HFS India Summit 2025 to demonstrate how ProHance can empower organizations to optimize their operations,' says Saurabh Sharma, Chief Growth Officer at ProHance. 'Our platform is designed to help organizations become future-ready by keeping teams connected, visible and engaged, ultimately leading to improved business outcomes.' ProHance's team of experts will be on hand to discuss how the platform's real-time intelligence and scalability can address the unique challenges faced by organizations today. ABOUT PROHANCE: Empower your organization with ProHance's comprehensive suite of tools and capabilities, designed to elevate productivity, enforce compliance, streamline costs, amplify customer satisfaction, fuel data driven strategies, and seamlessly adapt to dynamic business landscapes. Currently used by over 400,000 plus users in 25 countries; harnessing ProHance propels your organization towards unparalleled strategic success, effortlessly achieving key organizational objectives. For more information, follow us on for updates. X LinkedIn Other Legal Disclaimer:
