In one of my earlier LinkedIn reflections, I explored how emerging technology could improve HR systems. The core point still stands: tools should reduce friction, not reduce humanity.
Better systems can support payroll speed, documentation quality, credential records, and process transparency. But adoption should always include governance, privacy, and clear accountability.
My current view is practical. Use technology where it removes repetitive work and improves decision quality. Keep human judgment where empathy, context, and trust are required.
Future-of-work conversations are most useful when they focus on real workplace outcomes, not only on trends.