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The 7 HR Trends That Will Impact Businesses in 2026 — and Beyond | Tomorrowist

SHRM

2,408 views 4 months ago

Warm-up Questions

Which HR trends do you think will impact businesses most in 2026?
What new technologies do you think will change the workplace “beyond 2026”?
How should businesses prepare for the future of work?

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The 7 HR Trends That Will Impact Businesses in 2026 — and Beyond | Tomorrowist

Intro + Trend 1: AI hasn’t lived up to the hype (00:00 – 05:33)

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1. What is the main purpose of the 2026 HR trends project?

To replace HR policies with automation
To publish a yearly list of the best AI tools for HR
To predict stock market performance in 2026
To provide tactical strategies that help HR leaders create business impact

2. According to the speaker, how many HR professionals report AI implementation as at least somewhat successful?

About one in six
Almost all of them
About half
About one in three

3. What did CEOs say was their top priority for 2026?

Reducing remote work
Ending performance reviews
Increasing structured classroom training
Adopting AI in their organizations

The 7 HR Trends That Will Impact Businesses in 2026 — and Beyond | Tomorrowist

Trends 2–4: Inclusion as performance + workforce fragmentation + AI coaches (05:33 – 13:55)

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1. How is inclusion and diversity being reframed for 2026?

As something only large companies can afford
As a performance driver rather than a values conversation
As a short-term trend that will disappear
As mainly a marketing strategy

2. Which set best matches the three major areas of workforce fragmentation described?

Compliance, culture, and communication
Hiring, firing, and outsourcing
Pay, promotions, and pensions
The who (types of workers), the where (location), and the what (AI agents/tasks)

3. What problem in today’s performance management does the speaker highlight?

It is illegal in most countries
It is too frequent and overwhelms employees
It is often a once-a-year awkward conversation and many managers struggle with feedback
It is mostly informal and has no documentation

The 7 HR Trends That Will Impact Businesses in 2026 — and Beyond | Tomorrowist

Trends 5–7 + wrap-up: polywork, recruiting, and upskilling (13:55 – 24:04)

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1. What percentage does the speaker cite for people who have had some kind of side hustle?

About seven in ten
About nine in ten
About two in ten
About one in ten

2. What is one major risk of side hustles mentioned from an employer perspective?

Employees will refuse training forever
Employees will stop using technology
Conflicts of interest and misuse of company resources
All employees will demand to work only in-office

3. What does the speaker mean by “AI speak to AI” in recruiting?

Recruiters only interview candidates by phone
AI replaces every human job immediately
AI is used only to schedule interviews
Applicants use AI for applications while employers use AI in screening, reducing human judgment

The 7 HR Trends That Will Impact Businesses in 2026 — and Beyond | Tomorrowist

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1. Across the trends, what theme best describes the workplace in 2026?

Less technology and more paperwork
A return to pre-2020 work models
Stability and slow change
Faster change requiring adaptation in skills, structures, and processes

2. What is the main tension described about AI adoption in organizations?

AI is only useful for payroll
AI is a top priority, but it is also a top challenge and hasn’t met expectations yet
AI only helps small businesses, not large ones
AI is illegal, but companies keep using it

3. What approach to learning and development is emphasized for the future?

One-size-fits-all annual training days
Stopping training to reduce costs
Learning only through university degrees
Real-time, personalized upskilling that targets skills gaps

Discussion Questions

Discuss the ideas from this video

The 7 HR Trends That Will Impact Businesses in 2026 — and Beyond | Tomorrowist

In your opinion, why do you think AI “hasn’t lived up to the hype” in many organizations? What would count as real success?
Should inclusion and diversity initiatives be measured mainly by business outcomes (like retention or revenue), or by values? Why?
What are the best and worst effects of workforce fragmentation (freelancers, micro teams, AI agents) on employees and companies?
How can companies keep a “human touch” in recruiting and performance management while still using AI for efficiency?