Living and Working with AI News — 2026-10-10 (Sat)

Overview

- Movement was confirmed in four cases: functional expansion of agent-type AI (AI that autonomously proceeds with work) in the HR field, research on the decline in thinking ability when using AI, commentary on the impact of AI on management strategy, and an essay on labor-management negotiations in Europe. - There were no headlines about corporate decision-making, humanoids, investment allocation, or VIP statements. - The points of contention are focused on both the scope of entrusting to AI and the skills required of people and how they will be treated by labor and management.

Corporate management decision-making

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How the company organization should be

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Changes in employee roles

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Required competencies

- dev.ua introduces research on habits that impair critical thinking (the ability to examine information without taking it at face value) and how to avoid them when working with AI. It is unclear from the headline the specific examples of the habit or the scale of the study. - Harvard Business Review discusses the next four skills leaders need as AI transforms strategy. The contents of the four items are unclear from the headline. - All of these are explanations and research, and do not indicate any actual changes in the recruitment requirements or evaluation criteria of specific companies.

Employee education/human resources development

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Organizational construction

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Division of roles between AI agents and employees

- According to Cloud Wars, Workday has expanded its agent-based AI in HR with a new "Total Benefits Experience." - From the headline, it is difficult to tell the scope of delegation, whether human approval has been obtained, the operational status of companies that have adopted it, and cases of accidents and audits. This is a function announcement by the vendor and must be distinguished from actual measurement results from customers.

Production management using humanoids

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ROI concept

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Balance of investment in human resources and humanoids

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Labor Administration/Worker Protection (Regulatory Authority Perspective)

- WageIndicator discusses the relationship between AI, algorithmic management (management of placement, evaluation, instructions, etc. by software), and collective bargaining in Europe. - The emergence of new obligations, supervisory bodies, and court actions cannot be confirmed from the headlines. This is the range from which you can see that the issue is being discussed in labor-management negotiations.

Movements in each country

- Europe: As mentioned above, the relationship between algorithmic management and collective bargaining is discussed. - China, India, Israel, Australia, South Korea, USA: No applicable information

Remarks from VIPs

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Integrated analysis: How is it effective for management decisions

This is limited to what can be said within the four headings. - Relationship between delegation and verification ability: The more agent-type AI in HR spreads, the more important the ability of people to examine the output becomes (relationship between 8 and 5). Research on habits that impair critical thinking suggests that when deciding on the scope of responsibility, it is necessary to simultaneously design how to preserve people's ability to examine themselves. This is an inference from the headline. - Redefining the competencies required of managers: HBR's argument is that the competencies required of strategic planners are changing. What management must decide is whether to include judgment when using AI in the evaluation criteria for managers and leaders. - Building consensus with labor and management: If AI takes on tasks related to the treatment of people in the HR field, it could become the subject of labor-management negotiations as algorithmic management (relationship between 8 and 12). Before introduction, it is necessary to decide on procedures for explanation and consultation. - Investment allocation, humanoid, and ROI cannot be determined due to lack of materials.

Future points of interest

Regarding Workday's agent-based AI, will approval authority and audit design be shown, as well as actual measurement results from companies that have implemented it? 2. Will research on the decline in critical thinking when using AI be reflected in corporate training and evaluation systems? 3. Will algorithmic management lead to concrete agreements and regulations as an item of collective bargaining in Europe?