Hey HR Pros,

This week’s lineup dives into three themes every HR leader is wrestling with: accountability, adaptation, and AI. From handling misconduct with fairness to rethinking global workforces in an age of automation—and even testing how well AI writes our job descriptions—these stories reveal how quickly the people function is evolving.

The through line? Human judgment is more critical than ever. Whether you’re disciplining behavior, designing new roles, or reviewing AI-generated text, today’s HR decisions set the tone for tomorrow’s workplace integrity.

📰 Upcoming in This Issue

• 🧪 HR Experiment: ChatGPT vs Gemini vs Perplexity AI for Job Descriptions

• 🌐 Jobs of Tomorrow: Technology and the Future of the World’s Largest Workforces

• 🧭 The Complete Guide to Employee Misconduct: Types, Examples, and How To Address It

✨ Helpful Resources

• 🎁 Top HR tools & offers curated for The HR Takeaways readers

📣 Trending HR News

• Novo Nordisk begins round of layoffs in US, sources say (Reuters)

• Citi rolls out AI prompt training requirement to most staff (Yahoo)

• U.S. Chamber of Commerce sues government over $100k H-1B visa fee (Boundless)

• Paramount Skydance to cut 2,000 US jobs: report (The Guardian)

🧪 HR Experiment: ChatGPT vs Gemini vs Perplexity AI for Job Descriptions

Ongig tested three AI tools on the same Digital Marketing Manager JD to see which produced the most transparent, inclusive, and readable outcome. Headline finding: none were copy-paste ready. ChatGPT delivered the best overall balance (quality, structure, explicit DEI), Gemini hit the target 8th-grade readability and removed degree/years barriers, while Perplexity stayed closest to the source but skewed masculine-coded and missed inclusion cues.

The team recommends AI for first drafts only and leans on JD management software for compliance, bias scanning, required sections (EEO, pay), and scale. In short: pair AI speed with structured oversight to protect brand, equity, and legal exposure.

Key Takeaways:

• 🧰 Use AI as draft, not final: Generate the JD with an LLM, then run readability/bias checks and finalize in a JDMS for compliance and version control.

• 📝 Design for inclusion: Prefer plain language, add explicit DEI invites, and remove non-essential barriers (degree/years) to widen talent pools.

• ⚖️ Mind coded language & legality: Replace masculine-coded terms, add required sections (EEO/salary), and align with local laws before posting.

• 🧪 Adopt a standard workflow: AI draft → Grammarly/Gender Decoder review → JDMS for structure/compliance → ATS integration; don’t “copy-paste and post.”

👉 Read the full 1,980-word article by Ongig here

🌐 Jobs of Tomorrow: Technology and the Future of the World’s Largest Workforces

WEF maps how four forces—AI, robotics, energy tech, and networks/sensing—will reshape seven job families that employ nearly 80% of the world’s workers. The near-term signal: leaders expect transformation, with 86% anticipating genAI will change their organizations by 2030 and 41% expecting energy tech shifts.

Impacts diverge by sector and income level: agriculture and construction need investment and diffusion; retail/logistics hinge on platform rules; business/management depends on how firms deploy agentic AI (capability vs. cost-cutting); healthcare productivity gains meet persistent labor shortages. HR’s mandate is to pair job redesign with skills mobility so productivity doesn’t widen inequality.

Key Takeaways:

• 🚀 Make job redesign your first move: Tie AI/robotics pilots to role maps and safe-task reallocation; measure productivity and inclusion jointly.

• 🧭 Segment by workforce reality: Agriculture/construction need capex + diffusion; retail/logistics need fair platform governance; healthcare needs throughput relief, not headcount cuts.

• 📊 Build skills telemetry: Track task-level adoption and skill shifts across job families (e.g., transport/logistics ~7%, retail ~13%, healthcare ~3% of global employment) to guide reskilling and mobility.

• 🤝 Co-own with the business: Align AI strategy to outcomes (new value vs. savings), set guardrails for privacy and access, and fund pathways into higher-wage technical roles.

👉 Read the full 8,420-word briefing by World Economic Forum here

🧭 The Complete Guide to Employee Misconduct: Types, Examples, and How To Address It

Employee misconduct, whether it’s minor tardiness or serious ethical breaches, can erode trust and morale if left unchecked. AIHR’s guide highlights how misconduct isn’t just an HR problem—it’s a culture and compliance issue that tests the strength of company values.

The article urges HR leaders to balance fairness with accountability through consistent disciplinary processes, well-documented investigations, and transparent communication. As remote and digital work expand the definition of misconduct, proactive prevention and policy clarity have become essential to maintaining integrity and psychological safety across teams.

Key Takeaways:

• ⚖️ Define and differentiate: Categorize misconduct as minor, serious, or gross to ensure consistent and fair action.

• 🕵️ Investigate with structure: A documented 7-step process strengthens transparency, trust, and legal defensibility.

• 💻 Update digital conduct rules: Include data misuse, cyberbullying, and social media policy breaches in misconduct definitions.

• 📄 Promote accountability: Use each case to reinforce cultural standards, refresh training, and close policy gaps.

👉 Read the full 2,635-word article by AIHR here.

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The bottomline

The future of HR won’t be defined by tech alone—it’ll be shaped by how we balance efficiency with ethics. As AI accelerates decisions and blurs boundaries, HR’s role is to anchor what matters most: fairness, clarity, and trust.

So as you plan the week ahead, ask yourself: Are your people strategies ready to handle the pace of technology—and the pressure of transparency?

Until next time, keep leading with both head and heart.