The rise of artificial intelligence (AI) and cutting-edge technology is no longer just a trend; it signifies a fundamental shift in the business landscape.

To remain competitive, organizations must embrace this technological transformation, starting with their most valuable asset: their People.

First, organizations need to rethink their structures and processes.

Collaborating with experts in this field is essential for ensuring a smooth and successful implementation of these changes.

This is where OrgShakers come into play. We can help employers build a foundation to adapt and thrive in a tech-driven future by leveraging our expertise in leadership optimization, people strategy, and human capital risk management.

Strategic HR management plays a pivotal role in aligning humans harmoniously with technology, unlocking the full potential of this new opportunity. Our comprehensive approach includes everything from talent acquisition to leadership development, all designed to foster a culture of innovation and adaptability.

Creating this culture isn’t just about adopting new tools; it’s about driving strategic cultural and organizational transformation. This requires an approach that ensures changes in structure and strategy are deeply embedded within the organization’s culture and values, sparking a ripple effect that reaches every corner of the company.

Integrating AI and new technologies demands a strong emphasis on learning and development opportunities. Providing training opportunities helps mitigate any doubts or change fatigue employees might experience as they adapt to these advancements.

In 2025, staying ahead means embracing the evolution of AI and technology, with a focus on both people and processes. Partnering with OrgShakers offers organizations the expertise and support they need to navigate this transformative journey.

By aligning HR strategies with technological advancements, companies can cultivate a resilient, innovative, and competitive workforce ready to excel in our high-tech future.

If you would like to discuss our services in relation to AI and technology in more detail, please get in touch with us today.

Research has found that an alarming number of employees are now using their own AI tools at work, without the permission of their organization.

According to a survey by Software AG, half of all knowledge workers – defined as “those who primarily work at a desk or computer” – use personal AI tools.

Most knowledge workers said they use their own AI tools because they prefer their independence (53%). An additional 33% said it’s because their organization does not currently offer the tools they need.

This suggests that if businesses want their employees to use officially issued tools, a different process is needed for determining the ones that are actually made available.

The research goes on to show that personal AI tools are so valuable that half of workers (46%) would refuse to give them up, even if their organization banned them completely.

This is a powerful signal to organizations that they need more robust and comprehensive AI strategies, to prevent inviting significant risk into their business.

In a recent article the BBC spoke to a product manager at a data storage company, which offers its people the Google Gemini AI chatbot.

External AI tools are banned by the company, but the product manager uses ChatGPT through search tool Kagi. He finds the biggest benefit of AI comes from challenging his thinking when he asks the chatbot to respond to his plans from different customer perspectives.

“The AI is not so much giving you answers, as giving you a sparring partner,” he says. “As a product manager, you have a lot of responsibility and don’t have a lot of good outlets to discuss strategy openly. These tools allow that in an unfettered and unlimited capacity.”

He’s not sure why the company has banned external AI. “I think it’s a control thing,” he says. “Companies want to have a say in what tools their employees use. It’s a new frontier of IT and they just want to be conservative.”

It’s an interesting perspective – but Shadow AI comes with significant risks.

Modern AI tools are built by digesting huge amounts of information, in a process called training, with around a third of applications being trained using information entered by the user.

Consequently, the uncontrolled use of Shadow AI can result in company data being stored in AI services that the employer has no control over, no awareness of, and which may be vulnerable to data breaches.

It’s another example which shows cybersecurity isn’t just about firewalls and encryption – it’s about people. And HR holds the key to making every employee a vigilant defender of the company’s digital assets.

If you would like to discuss how we can help we can help build cybersecurity into the culture of your organization, please get in touch with us today!

There has been a lot of scaremongering in the media about the effects that AI integration will have on the workplace – the most notable statistic being that, according to a report from Goldman Sachs, 300-million jobs are predicted to be lost in American and European markets,.

However, delving deeper into the report reveals that just 7% of current US employment are predicted to be fully substituted by AI, with 30% unaffected, and 68% ‘complemented’ by its introduction.

Historically, workplace automation has often led to the creation of new roles or technology becoming ‘co-workers’ with us. For instance, the introduction of ATMs in the US in the late 1960s aimed to replace bank tellers and reduce branch space. Contrary to expectations, as ATMs proliferated, so did bank branches and tellers. The success of this relationship hinged on employees understanding how to leverage this technology to enhance efficiency and customer service.

As organizations introduce AI into the workplace, HR will play a pivotal role supporting these new co-worker relationships. As Melissa Swift describes in her book Work Here Now, HR will be ‘couples counsellors’ for humans and technology, coaching employees on how to successfully interact with newly integrated tech in order to optimize its (and their) abilities.

With AI potentially disrupting organizational structures, workflows, and processes, HR will ensure these changes maintain employee morale and productivity and secure future talent pipelines by enhancing company reputations. By being a pillar in this new coexistence, HR professionals will show how AI tools can help employees excel by promoting new behaviors, correcting habits, enhancing skills, and freeing up time for meaningful work by handling administrative tasks.

As we continue to watch AI integration in the workplace take shape, it is important for HR to get ahead of this curve and be proactive when it comes to managing the impacts of this new technological age. If you would like to discuss how OrgShakers can help you do this, please get in touch with me at david@orgshakers.com