The adoption of AI by organizations is having a direct impact on HR management. Here is an overview of the main issues related to this technology and the strategies organizations can use to address them.
Artificial intelligence (AI) promises to radically transform the world of work, yet it has not fully delivered the results many expected. Its current capabilities do not always allow companies to achieve the productivity gains often associated with it. In many cases, HR departments are left bridging the gap between leadership expectations and operational reality.
This is highlighted in the report CHRO Guide: 9 Future of Work Trends for 2026 by Gartner. According to the American consulting firm, the adoption of AI is creating a series of challenges for HR teams. Here are the main issues organizations are facing and the strategies to consider during this transition period.
1. Premature layoffs
Although AI has not yet fully proven its effectiveness, companies may be tempted to reduce their workforce based on promises of increased productivity. In reality, during the first quarter of 2025, only 1% of layoffs could genuinely be attributed to AI performance, according to Gartner’s analysis.
The HR challenge: losing experienced employees while struggling to find qualified talent to replace them.
Strategies to adopt:
- Maintain an ongoing dialogue with leadership and the board about the real impact of AI on the workforce.
- Identify ways to reorganize the workforce in alignment with the company’s strategic objectives.
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Organizations are seeking to become more competitive and are demanding more from employees while offering less flexibility. This performance imperative can create cultural dissonance among employees, leading to disengagement and potentially damaging the organization’s reputation.
The HR challenge: ensuring transparency regarding the evolution of company culture and the expectations placed on employees.
Strategies to adopt:
- Rethink organizational culture so it aligns with the company’s new reality and objectives.
- Clearly communicate expectations regarding performance, working hours, and flexibility.
- Draw inspiration from emerging trends to evolve the company culture.
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3. Impact on mental health
Many organizations are adopting AI tools without recognizing that prolonged use may be associated with cognitive and emotional strain. This may put employees’ mental health at risk and ultimately affect their performance, while also exposing organizations to potential legal risks.
The HR challenge: protecting employees’ mental well-being while maintaining productivity.
Strategies to adopt:
- Train managers to identify signs of distress linked to AI usage.
- Collaborate with legal and IT departments to mitigate risks related to AI use.
- Review performance indicators to prioritize quality rather than frequency of AI usage.
Also read : What AI should NOT do for your HR
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Discover SIGMA-RH solutions4. Loss of quality
By pushing employees to work faster with AI, organizations may unintentionally compromise the quality of their work and paradoxically slow down overall processes. Gartner estimates that, on average, two hours are required to detect and correct AI-generated errors. Employees who become more productive are often assigned three times more work. This phenomenon has a name: AI “work slop.”
The HR challenge: redefining performance so that it reflects not only time savings but also reduced effort.
Strategies to adopt:
- Encourage the use of AI for tasks employees perceive as tedious rather than solely for speed gains.
- Adjust performance indicators so speed is not valued at the expense of quality.
- Survey teams to identify quality issues when AI is used.
5. Recruitment fraud
More and more candidates are using AI to enhance their résumés, while HR teams use AI tools to filter misleading applications. Already, 84% of recruiters report cases of fraud, ranging from exaggerated skills to deepfakes. Gartner estimates that by 2030, 25% of job applications could be fake profiles.
The HR challenge: identifying misleading applications and restoring trust in the hiring process.
Strategies to adopt:
- Combine technology, including AI tools, with human approaches such as in-person interviews.
- Regularly audit recruitment processes to identify vulnerabilities.
- Use identity verification tools early in the hiring process to ensure candidate authenticity.
6.Industrial espionage
Geopolitical tensions combined with the rise of AI are increasing the risk of industrial espionage. Organizations, particularly in the technology sector, face growing threats from cyberattacks.
The HR challenge: playing a role in identifying internal threats, particularly those related to human behavior.
Strategies to adopt:
- Train recruiters to identify suspicious candidates during the hiring process.
- Make ethics and cybersecurity central elements of the company culture.
- Provide training and simulations to help employees detect unusual behavior.
7. Career transitions
As AI introduces uncertainty across many sectors, an increasing number of employees are considering career changes. Workers whose careers were once stable are now exploring skilled trades and professions that are less likely to be automated in the short or medium term.
The HR challenge: retaining top digital talent while supporting employees through career transitions when layoffs become unavoidable.
Strategies to adopt:
- Implement skill development strategies and talent retention initiatives for digital professionals.
- Support laid-off employees in their career transitions, even after they leave the organization.
- Expand hiring criteria to include candidates who are changing career paths.
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To maximize return on investment, companies often try to hire AI specialists or transfer AI skills to existing employees. However, given the speed at which technology evolves, this approach can be ineffective. To fully benefit from AI, organizations should instead focus on employees capable of rethinking how work is done with AI.
The HR challenge: recruiting talent capable of redesigning processes to optimize the use of AI.
Strategies to adopt:
- Prioritize candidates who demonstrate analytical thinking about AI rather than purely technical skills.
- Create working groups to identify how AI can improve internal processes.
- Encourage employees who optimize their workflows to share their practices with colleagues.
9. Digital twins
AI has introduced the concept of “digital twins,” virtual replicas of individuals that can act and communicate in ways similar to the original person.
Although this practice raises legal questions, organizations are exploring ways to use these avatars, for example to replicate their CEO or their top performers.
The HR challenge: encouraging responsible and thoughtful use of these capabilities.
Strategies to adopt:
- Explore potential applications of digital twins within the organization.
- Collaborate with IT departments to update policies governing the use of AI to replicate employees’ image or expertise.
- Identify ways to recognize and reward contributions to AI systems.
AI remains a powerful opportunity for organizations
Let’s talkAI is driving major transformations in organizations, and HR teams are on the front line. Whether it involves protecting employees’ mental health, supporting career transitions, identifying potential threats, or attracting talent capable of using this technology effectively, the challenges are numerous and complex.
Organizations that succeed in this transition will be those that balance technological performance with human intelligence. HR plays a central role in maintaining this balance, acting not only as guardians of employee well-being but also as strategic partners to leadership.