Tomorrow's World: Part 1

​Like many people my age, I fondly remember sitting cross-legged, mesmerised in front of the TV in our distinctly 1980’s front room, eagerly consuming great, now-cult animated shows such as Transformers, M.A.S.K., He-Man and ThunderCats. But the programme I remember with most affection was not animated – it showcased the wonders of the latest technological innovations – Tomorrow’s World.

The show, which ran for 38 years from the mid-1960’s was usually broadcast live, resulting in the occasional failure of its technology demonstrations, a risky strategy when dealing with flame-proof clothing or bulletproof vests, that only added to its appeal for this young viewer. Ever since then, I’ve been fascinated with what’s around the corner.


The pace of technological change today is incredible. Homo Sapiens first appeared around 200,000 years ago. We only invented the wheel 5,500 years ago, the steam engine 350 years ago and the iPhone just 11 years ago. Now every man and his dog have an app. From a commercial perspective, businesses don’t necessarily have to be the first to market with new technologies – some of the most successful adapt tech invented by others and introduce it to the mass market. To do this requires a finger on the pulse of breakthrough tech, which is an interest we at Hydrogen share with these organisations.


Our teams of specialists have a deep level understanding of emerging trends in technology, with an emphasis on their impact in business. We invest time and resources in thought leadership to stay at the forefront of the conversation about how developments in tech will change how, where and when we work, so in true Tomorrow’s World style, here are some of the changes we expect to see in the commercial world soon.

AI gets personal


As the Internet of Things (IoT) – devices that are connected to the internet – grows, our data is being harvested at every possible opportunity, so much so that it is impossible for humans to process it all. Fortunately, AI is on hand to analyse this Big Data in such a way that it ‘learns’ to interpret it – a process known as machine learning, so disruption in business, and therefore opportunity and risk, is largely going to come from new ways of processing and interpreting Big Data.

AI speaks up


It's predicted that AI bots will power 85% of customer service interactions by 2020 and will drive up to $33 trillion USD of annual economic growth. Much of this will be via voice assistants. Our familiarity with Apple’s Siri and Amazon’s Alexa means it's likely that we'll expand our use of voice assistants in our day-to-day lives elsewhere. We interact with these trailblazing devices today out of choice rather than necessity, which means that when the tech appears elsewhere, we’re more likely to engage readily, rather than shy away.


From a commercial point of view, just as those who adapted first to dominate online search via paid ads and SEO added to their bottom line, it will be the businesses that optimise for Voice Search that will get a head start on their competition.

Marketing automation


The marketing industry is increasingly implementing tools and automation to get the job done, allowing them to deliver more personalised messages to people, improving the experience for their customers, whilst simultaneously selling more product.

Over the next few years, it's likely that these tools will rely more on AI and machine learning technologies as they continue to strive for personalisation. In the same way that Netflix bases its recommendations on what other people with similar tastes have enjoyed, the next generation of marketing tools will use AI and machine learning to make communications more relevant than ever.

Self-driving transport


AI is the tech behind autonomous driving systems, and you don’t need a crystal ball to predict that the self-driving car will become a reality, if not the norm, in the very near future. They are insanely safe – Google’s self-driving car drove 1.8 million miles and was involved in just 13 accidents - all of which were caused by the other car. They're so safe that driving manually may even become illegal, which is bad news for professional drivers, but good news for the 1.3 million people who die in road traffic accidents every year.


Henry Ford famously said that if he’d have asked people what they wanted, they’d have said a faster horse. Today, people tend to picture the self-driving car just like the car of today with no one at the wheel. However, the self-driving revolution could change the way we travel, work and commute forever. If a vehicle drives itself, why limit the interior to a few forward-facing seats? Imagine a cross between the train seating of today and a luxury motorhome. Imagine going to sleep at your home miles from the city, then waking up, showering, changing and stepping out of your autonomous luxury transport outside your office. And that’s even if you need to travel for work…

The Remote Working revolution


Despite more and more people embracing remote working, it’s not yet reached a tipping point where it’s the norm and where those people who waste their most precious commodity - time - commuting for two hours a day into a physical office are viewed as strange. One of the reasons why not has been the difficulty of monitoring and measuring output from knowledge workers - something which many companies don’t monitor well on-site either but take comfort from the fact that while their employees are there they are contributing.


As mentioned above, AI will enable deep and meaningful processing of Big Data, which could include measuring employee performance - and once this last pillar of resistance is broken, the huge cost savings as well as employee satisfaction improvements to businesses will be there to be realised.



These potential changes in Transportation and Remote Working driven by AI could have also have profound effects on public transportation and property values, leading to huge opportunities for those poised to take advantage. And in other news of something coming soon – Tomorrow’s World: Part 2 will be looking into the future of the Banking sector, so stay tuned!

by Sophy Moyes 03 May, 2024
Join us for an exclusive webinar as we delve into the latest findings from our comprehensive salary survey, spotlighting the dynamic legal landscape of Saudi Arabia. While our recent focus has been on the UAE, we are now shining a light on the diversity of opportunities emerging in Saudi demands. We will be exploring: A comprehensive overview of the current market landscape, highlighting key trends and developments shaping the industry in the Middle East. Valuable insights into the latest salary trends prevalent in the Middle East job market for the year 2024, and how they impact professionals across various sectors. The compensation landscape within law firms and in-house legal departments in Saudi Arabia, examining salary benchmarks, factors influencing pay, and emerging trends. The nuances of compensation packages offered to Saudi nationals versus expatriates, exploring disparities, considerations, and strategies for equitable remuneration practices. The standard benefit packages being offered in the Middle East job market, including perks, allowances, and additional incentives that are becoming increasingly prevalent. You can view this webinar from your computer, tablet or mobile phone. This discussion is tailored specifically to partners and HR professionals within legal practice, as well as legal hiring managers and HR business partners for lawyers operating within the Financial Services (FS) and Industrial & Commercial (I&C) sectors in the Middle East.
26 Feb, 2024
​Our webinar 2025 and Beyond: Why Your Hiring, Learning, and Culture Need to Evolve brought together thought leaders Enrique Rubio (Hacking HR), Lisa Skinner Källström (Teamtailor), and Hydrogen Group’s Dean Jennings and Michelle Miller. The conversation explored strategies used to tackle the challenges of the future workforce, shift organisational cultures towards lasting partnerships, and ensure teams are equipped for the age of artificial intelligence. _ The Q&A box was brimming! Our webinar offered participants the chance to consult our HR experts on addressing shifts in the people and culture realm as we approach 2024 and beyond. Interesting questions were raised, and we compiled them all to seek and reached out to our experts to get some definitive answers. For a recap on the webinar, check out our blog Navigating the Future: Insights from our Webinar "2025 and Beyond"  So, here we are. Your questions - answered! - ​How can companies make people feel more secure in their jobs? Is it just a matter of increasing communication? Lisa suggested a shift towards a more sustainable approach. 'In recent years, we have seen many companies experience massive growth, and the need to get great talent onboard - hence offering extremely generous compensation packages. Unfortunately, many have now faced layoffs, and while the compensation and benefit strategies are not the sole reasons, I would like to propose a more sustainable approach for the future. [Increase benefits as the company grows, and as business results allow, we can increase pension levels or similar benefits – and discuss it internally! Open dialogue about results, investment choices, and their rationale fosters a sense of involvement among team members and signals the company's commitment to a sustainable direction.]' Dean echoed concerns about job security in today's volatile economy and advises, 'In today's uncertain economic climate, job security is a concern. However, by becoming indispensable and embracing tools like AI, individuals can enhance their value to employers, securing their positions for the future. Apart from using Chat GPT, what other tasks can be automated with AI? Lisa commented, ‘We’ve mentioned a few examples already, but I would look at all the systems your company allows you to use and question your suppliers on what features are or will be based on AI. For example, many applicant tracking systems allow the opportunity for AI to summarise CVs for an easy overview, generate interview questions and suggest more personalised replies to rejected candidates based on their CVs. Also, the opportunity for AI to transcribe an interview is an amazing tool which allows the interviewer to solely focus on listening and talking to a candidate as opposed to taking notes. As always, AI in these types of systems is not designed to make the decisions for a recruiter or business - but serve as an assistant to save time and work more efficiently.’ Dean added, ‘There are far too many to list. The AI directory https://aitoolsdirectory.com/ does a really good job of showcasing what does what and where you can find it.’ What is the impact of AI on employee engagement and how can HR teams use AI to promote engagement? Also, what precautions should professionals take when using AI? ​Dean offered his perspective by stating that ‘engagement and AI may seem contradictory, but there's a clear benefit when HR uses AI to streamline admin tasks, freeing up time for vital human interaction. Tools like Koios, for instance, offer Acoustic AI, helping HR understand team and individual personalities better, for more tailored approaches. Professionals must approach AI implementation carefully, ensuring ethical use to maintain trust and transparency in the workplace.’ How can we make sure our services stay personalised while using AI? Dean responded, ‘By leveraging AI to handle time-consuming tasks. The best thing about AI is that you get to choose what it does and what it doesn’t. If you feel strongly about human interaction to enable personalisation, you don’t have to let go of that – just embrace AI to make those interactions better. Get it to strip data in the background for you, or to type up your notes and actions as you have the conversations. The possibilities are endless, and they can be tailored to your needs.’ Within your businesses, have you experienced any resistance to the adoption of AI? How have you handled these objections? Dean responded, ‘A lot of the resistance I have seen has either been a fear of trying or a fear of being caught. There seems to be a negative connotation with AI, that if you get it to do something for you, are you cheating? The answer is a resounding no, you are working with the tools available to make yourself more productive for your organisation. Robot proof recruiter, if you haven’t read it, you should. Especially if you are a recruiter or if recruitment is part of your job role. I’ll spare you the details, but it is an amazing read that showcases the fact you can never take the people part out of recruitment - you’ll always be able to provide a better level of service than a robot (at least for now) and you need to focus on the parts of the process where human interaction is at its most vital and automate/utilise AI to get back time in your day to improve that social element of the process.’ Do you feel Employee Resource Groups will be on the rise with the future generation of workers? ​Dean replied, ‘A truly hybrid workplace cannot function effectively without the right technology in place. That doesn’t even need to be AI. For employees to feel a sense of belonging in a workplace, there should be a seamless experience that goes beyond just having teams up on 1 laptop in a room full of 30 people. Again, this will only advance with time ... my eutopia is to have my whole team (who are based in the UK + Thailand) sat around a virtual desk, on a beach with an interactive whiteboard we can utilise in real time via virtual and augmented reality. You may laugh now, but in the next couple of years, VR and AR tech will be the staple of hybrid working and teams coming together around the globe. This doesn’t take away from the in-person experience and nor do I think it should. It should be a tool that compliments real-time working solutions.’ How can we support older generation employees in the changing landscape? ​Dean offered his perspective, ‘AI is truly remarkable. It embodies the futuristic vision many of us had as children—computers and programs taking on tasks for us. For those uneasy about it, I believe it's a matter of not fully comprehending it or lacking the skills to use it effectively. AI has quietly become a part of the workplace, and many are still navigating its intricacies. The focus should be on empowering employees to leverage AI to enhance productivity and value to the organisation. Those who resist or fail to adapt won't be replaced by AI but by individuals who embrace change and view AI as a tool for greater contribution.’ How can we safeguard against the risk of AI stifling creativity in the workplace? ​Lisa said, ‘I would say the opposite, if we use AI for the more regular and routine tasks then we will have more time to use to be creative! For example, instead of spending hours on creating a presentation for an important project - let AI do this creating for you and spend the time on how you want to engage with your audience instead. Using ChatGPT to find easy tasks that I would previously have spent a lot of time on has been a big change in how I work and allows me find space in the day.’ Is there a regional divide across different parts of the world? Are Europeans more prone to appreciate safety/job security than Americans? Lisa commented, ‘My thoughts are that globally we have been through a lot in recent years, covid affected everyone regardless of location. After that, we had war in Europe for the first time in many years which had major effects on the economy, which I believe has made people appreciate job safety even more and value this in choosing their next employer. However, in some parts of Europe employees are still very protected by labour laws etc so I believe it is different from America where it is more common to have short notice period and less resistance from employers to terminate an employment.’ Expanding on the key themes discussed in our webinar, we're thrilled to introduce our Thrive Guide – a practical roadmap for building a thriving workplace. ​Within the Thrive Guide, discover actionable strategies to enhance employee engagement, foster diversity and inclusion, and implement flexible working models. 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