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As we move further into 2026, the corporate stance on AI in Hong Kong has shifted from "observation" to "full-scale integration."
According to recent market reports, over 30% of Hong Kong professionals now use generative AI in their daily workflows, and employers are increasingly listing "AI Proficiency" as a mandatory requirement in new job descriptions.
How HR is Navigating the AI Wave:
- 1. The Evolution of Job Descriptions (JDs): In 2026, roles in accounting, legal, and administration are no longer just about "proficiency in Excel." Companies now prioritize candidates who can leverage AI tools for Data Analytics and Workflow Automation. The focus has shifted from doing the task to orchestrating the AI that does the task.
- 2. Addressing "FOBO" (Fear of Becoming Obsolete): FOBO is the 2026 version of "technostress"—the anxiety that one's skills are becoming irrelevant. To combat this, proactive HR departments are launching AI Upskilling Incentives. Data shows that firms providing clear AI transformation training see a 15% lower turnover rate compared to those that don't.
- 3. AI as an "Augmenter," Not a "Substitute": Take the accounting sector: while AI now handles nearly 90% of basic data entry, human expertise is more critical than ever for "Anomaly Detection" and high-level Strategic Consulting. AI manages the volume; humans manage the value.
Me2Works Suggestion:
Rather than restricting AI use, companies should establish a "Corporate AI Code of Conduct." Empower your employees by teaching them how to use AI tools effectively while protecting company privacy—ultimately helping them work smarter and leave the office on time.