A couple of weeks ago, I underwent pelvic floor surgery to rebuild and repair old childbirth injuries. That's why I'm taking it extra easy right now. I'm very limited in how much I can stand or sit; the little work I do is done while half-lying down 🛌.
In the meantime, I've taken the opportunity to explore trends 👀, read books 📚, and watch various TV series 📺.
So today, I'm sharing some reflections on us and our place in the world 🌍. Enjoy the read!
Feel free to share your thoughts.
The survey from Sapient Insights Group is still open!
Participated last year? Then you already know that participating is almost as valuable as receiving the report. It gives you a chance to reflect on your HR Tech environment and your strategy.
The report is then based on all approximately 3,000 companies that respond. Everyone who responds receives the report for free. The report is an important tool for my work and that of other analysts and is a report that is solely based on customers' independent opinions.
So help all of us in HR by responding 📝.
🇸🇪 Sign up here: https://go.hrdigi.se/nyhetsbrev
🇬🇧 Register for the English version: https://go.hrdigi.se/newsletter
We often talk about Sweden as an innovative country. That we are at the forefront. That we are digital.
But when it comes to HR digitalization, various reports indicate that this is not quite the case.
In recent days, I've delved into international comparisons. What is HR discussing in different parts of the world? Which issues dominate agendas in the rest of Europe, the USA, India, the UK, and Singapore – and how does it differ from what we talk about here at home? And what about digitalization, really?
The result shows that Sweden is at a lower medium-high level in digital maturity in the HR field. We have digitized administration and started talking about AI, people analytics, and employee experience – but in practice, the use of advanced tools is still at a fairly low level.
What I believe many need right now is an honest self-assessment: What is our organization's maturity level in HR digitalization? Are we still focused on streamlining basic processes – or have we started using data strategically? Do we have an AI strategy? Are we integrating new tools into everyday life – or are we mostly talking about it? 🗣️
Think like this:
Examples: Romania, Croatia, Bulgaria
Organizations here are often at a stage where they have just begun digitalization – or are in the process of moving from paper-based to digital processes. The focus is on getting basic HR functions to work digitally, such as payroll, time reporting, employment contracts, and simpler onboarding.
Discussions revolve around compliance with laws and regulations, reducing administration, and ensuring that data is stored correctly. Tools are often used in silos, and integrated systems or HR analytics are rarely employed.
HR's role is still reactive – the task is to handle cases correctly and efficiently. Visions of strategic HR or AI exist at best as ideas but lack anchoring in the organization.
Examples: Sweden (at the lower level), Norway, Germany, France, Spain
In this phase, basic digitalization has been completed – payroll management, systems for absence and personnel administration function digitally. Now it's about taking the next step.
HR departments here often talk about engagement, work culture, and leadership in a hybrid world. Tools for performance management, pulse surveys, and simpler AI functions are in place but are often used without a clear strategy.
People analytics is starting to be used more regularly, but decision-making is still often based on gut feeling and individual insights rather than structured data. AI is discussed frequently – but is rarely integrated into everyday processes.
Here, a shift towards more business-oriented HR is underway, but the work is fragmented: some have taken big steps, others are standing still.
Examples: USA, Denmark, Finland, Netherlands, UK, Singapore
In these countries, HR often has a natural place in the management team and is seen as a strategic partner. Organizations have not only digitized their processes – they have also redefined how HR creates value.
AI is used concretely: in recruitment, skills management, career paths, and employee insights. Internal talent markets, skills intelligence, and AI-driven decision support are often already in operation.
People analytics is not just a tool – it's an expectation. HR works data-driven, experiments, measures effect, and adapts quickly. Automation frees up time for human efforts where it makes the most difference.
Here, the culture around technology is also more mature – there is a willingness to try new things and an understanding that innovation requires collaboration between HR, IT, and the business. HR is an active change leader and often responsible for sustainability issues, diversity, culture development, and transformation.
👉 Do your own assessment here: https://lnkd.in/dgstZN8q
🟢 The beauty of understanding where you stand – is that you can also see the next step. And may need someone to look up to. To have a role model to strive for.
📍 So where are you? And what is your next step? For those who want to step up a level on the maturity scale, there are both tools and paths – and you don't have to go alone.
Maybe you're interested in developing yourself primarily in a network form.
You can find our various networks here: https://www.hrdigi.se/kurser
Or contact me at anna.carlsson@hrdigi.se – and we'll find out what you need, together.
This week, the podcast celebrates episode 100! 🥂🎉
I never thought I would become known as "the podcaster" or nowadays even be called an influencer 😳.
I released the first episode of the HR Digitalization Podcast in September 2019 and am incredibly proud that I have actually stuck to the same idea all the way and kept almost exactly the same intro text.
Latest episodes:
You can find all episodes on our website: https://www.hrdigi.se/podcast
Enjoy what you hear? 🎧 Feel free to tip your industry colleagues and leave a rating in your podcast player 🌟🌟🌟 THANK YOU!
Time for the May monthly report from the industry. As usual, a mixed bag of news.
And here I am once again a proud member 🙏 along with several other Swedes.
Link to the list can be found here!
AI is now offered free of charge to employees in the public sector, students, teachers, research institutions, and non-profit organizations in Sweden.
To enable access, the Swedish AI Reform Foundation has been founded – a new, independent, and non-profit organization with the goal of making advanced AI tools widely available throughout Sweden over the next two years.
The initial launch is funded by the foundation and private donations from Thomas von Koch, the Salén brothers, Sven Hagströmer, and Carl-Henric Svanberg, contributing to keeping access to AI open.
Read more here!
IBM's CEO Arvind Krishna states that the company has replaced hundreds of HR employees with AI. Their AskHR agent now automates 94% of routine HR tasks, including payslips. According to the 2024 annual report, IBM had 270,300 employees globally.
👉 Read more here!
👉 Read more here!
👉 Read more here!
👉 Read more here!
An interesting contribution to the debate about the energy demands of using GenAI.
👉 Click here to read more!
Here we find:
During June, you won’t see me at any public events. I’ll be fully focused on facilitating network meetings with my HR tech networks.
You’ll find me at Arbetsmiljöforum on August 28 in Stockholm (and online).
👉 Link below -->
https://arbetsmiljoforum.se/utbildning/framtidens-arbetsliv-sa-gor-vi-oss-redo/
Then:
Despite the global situation, that’s where I study innovation.
What’s on your agenda? Are you exhibiting, participating – or simply looking to grow?
Here’s a helpful list of upcoming events and training opportunities.
(🇬🇧 = in English, 🇸🇪 = in Swedish)
What’s on your agenda? Are you exhibiting, participating – or simply looking to grow?
Here’s a helpful list of upcoming events and training opportunities.
(🇬🇧 = in English, 🇸🇪 = in Swedish)
The goal of this newsletter is to cover news in the HR Tech market and the field of digitalization, AI, and innovation for leadership and HR — and to highlight episodes of the HR Digitalization Podcast.
My name is Anna Carlsson, and I’m a curious HR Tech analyst with more than 20 years of experience at the intersection of business, people, and technology.
I believe technology is not a side activity in HR – digitalization & AI are fundamental to enabling more human-centered workplaces.
My passion is to lead the movement toward future HR, by co-creating with clients and colleagues and by educating and developing organizations and individuals.
I run HR Digi, which offers consulting, advisory, training, and inspiration to help build modern digital organizations.
The HR Digitalization Podcast is a key platform for me to share knowledge.
I am also proud to be one of 2025’s Top 100 HR Tech Influencers 🙏
☕ Book a virtual coffee with me and let’s talk about how I can support your work.
(And yes, I do of course use AI to help write this newsletter!)
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