Productivity Boost Amid Economic Uncertainty
In 2026, Human Resources (HR) will be tasked with implementing changes in two key areas: productivity and artificial intelligence (AI), according to experts.
“2026 will be the year of putting these planned changes into action, particularly in labor matters,” predicts Alejandro Navarro Borja, General Director of the Occidental Human Resources Association (ARIOAC).
A context of economic uncertainty, T-MEC revisions, and labor law changes such as reduced working hours will require companies to produce more with limited resources.
Labor productivity is at 2009 levels, according to Inegi data. “The main challenge for HR is productivity. 2026 comes with uncertainty; we don’t know how the economy will behave. We are cautious and remain watchful to react quickly,” warns Luis Mercado, President of the Executive Council of the Human Talent Management Association (ERIAC).
HR’s Role in Increasing Productivity and Competitiveness
HR’s task will be to develop mechanisms for measuring productivity and driving competitiveness while predicting costs of changes like reducing the workweek to 40 hours without losing profitability.
“HR has a significant challenge in maintaining and increasing productivity amidst upcoming changes,” mentions Navarro Borja.
Regulating AI Usage
Alongside the productivity challenge, HR will also face regulating AI usage in production and talent management processes.
Companies are moving towards process automation, allowing employees to focus on business strategy while AI handles tasks more efficiently.
“Although already adopted in most organizations, AI integration is still ongoing,” shares Luis Mercado.
Both experts agree that workers are already using AI in their tasks autonomously and self-taught, making 2026 a year for regulating and supporting them.
“Organizations need to provide governance and education to employees and leaders,” considers Mercado.
According to PageGroup’s 2025 Talent Trends study, 37% of Mexican professionals use generative AI in their work, up from 23% in 2024. The goal of implementing AI regulations at work is to ensure company and employee safety, avoiding information risks.
“People are already using it individually, and organizations must implement it in their processes and develop policies accordingly,” explains Navarro Borja.
AI usage will require worker training and human skill development. This year, 43% reported self-capacitation in AI, while only 20% received formal company support, according to PageGroup.
“When discussing decision-making, we need capabilities such as critical thinking, evaluations, resilience, and agility that we must develop,” lists Luis Mercado.
Integrating AI into HR Processes
Another HR task supported by AI will be designing personalized compensation for workers through faster, flexible, and market-aligned analyses.
“Pre-filtering in recruitment and assessment tools for higher volumes and effectiveness,” says Navarro Borja.
The 2026 environment will demand resilience and agility from HR professionals to adapt to changes in their routines and those of the companies they belong to.
“Resilience and agility will be critical factors for all HR professionals and business leaders. We are in a rapidly changing world, and we must ensure, learn, and execute quickly while always taking care of our people,” emphasizes Luis Mercado.
