Conference Description
Key Takeaways
- Conference exploring the convergence of HR and IT functions within organisations
- Focus on AI applications in recruitment, administration, and employee support
- Addresses legal and ethical considerations surrounding employee data and workplace technology
- Designed for C-level executives, IT managers, and HR professionals in medium to large organisations
- Combines presentations, case studies, and debates at Madscenen Backstage in Tivoli Friheden, Aarhus
- Organised by Computerworld with Gais as a partner
Introduction
People Tech 2026 – Jylland brings together HR and IT professionals to examine how artificial intelligence, data analytics, and digital platforms are reshaping the employee experience. Held in Aarhus, the conference addresses a fundamental shift occurring across Danish organisations: the growing interdependence between human resources functions and information technology infrastructure. As workforce management becomes increasingly data-driven, professionals in both disciplines face shared challenges around automation, ethics, and organisational change that neither can solve in isolation.
The timing reflects broader industry pressures. Organisations are grappling with how to scale HR operations efficiently while maintaining quality and oversight, particularly in sectors with high staff turnover. Simultaneously, the rapid advancement of AI capabilities has created both opportunities and uncertainties around automated recruitment, employee monitoring, and administrative processes. These developments raise questions that extend beyond technical implementation into legal compliance, employee trust, and organisational culture.
About This Event
Organised by Computerworld with Gais as a partner, People Tech 2026 – Jylland takes place at Madscenen Backstage in Tivoli Friheden, Aarhus. The programme combines presentations, case studies, and structured debates, creating a format designed to move beyond theoretical discussion into practical application. This approach reflects the event’s positioning at the intersection of strategic thinking and operational reality—acknowledging that HR technology decisions require both executive vision and implementation expertise.
The conference targets professionals working across the HR-IT boundary, including those with direct responsibility for digital transformation initiatives. By bringing together perspectives from both disciplines, the event creates opportunities for the cross-functional dialogue that successful HR technology projects typically require.
Artificial Intelligence in Human Resources
AI applications in HR represent one of the conference’s central themes, with particular attention to automation of support functions, administrative processes, and recruitment workflows. These technologies promise significant efficiency gains, but their implementation raises substantive questions that organisations must address carefully.
Recruitment automation illustrates the complexity involved. AI-powered screening tools can process applications at scale, potentially reducing time-to-hire and administrative burden. However, these systems require careful design and ongoing oversight to avoid perpetuating biases or making decisions that lack transparency. European regulatory frameworks, including provisions around automated decision-making, create compliance obligations that organisations must navigate when deploying such technologies.
The legal and ethical dimensions extend beyond recruitment into broader questions about algorithmic management. When AI systems influence decisions about employee development, performance assessment, or resource allocation, organisations must consider how these tools affect workplace relationships and employee autonomy. The conference addresses these considerations alongside the technical and operational aspects of AI implementation.
Scaling HR Operations in Complex Organisations
Large organisations face particular challenges in delivering consistent, high-quality HR services across distributed workforces. High staff turnover compounds these difficulties, creating pressure to standardise processes while maintaining the responsiveness that employees expect. The conference examines how technology platforms can help organisations achieve this balance.
Standardisation through digital platforms offers clear benefits: reduced administrative overhead, consistent policy application, and improved data quality for workforce planning. Yet standardisation also carries risks. Overly rigid processes may fail to accommodate legitimate variations in local requirements or individual circumstances. Effective HR technology implementation requires thoughtful design that preserves necessary flexibility while capturing the efficiency benefits of consistent workflows.
The operational challenges become more acute as organisations grow or undergo structural change. Mergers, acquisitions, and reorganisations often expose inconsistencies in HR systems and processes that technology must help resolve. Professionals attending the conference will encounter perspectives on managing these transitions while maintaining service quality and employee experience.
Continuous Development and Modern Feedback Systems
Traditional approaches to employee development, built around annual reviews and periodic training programmes, increasingly appear misaligned with contemporary workplace dynamics. The conference explores how modern HR technology enables more continuous approaches to feedback, skills development, and career progression.
Technology platforms now support ongoing performance conversations, real-time feedback mechanisms, and personalised learning pathways that adapt to individual development needs. These capabilities reflect broader shifts in how organisations think about talent development—moving from episodic interventions toward sustained engagement with employee growth.
Flexible HR structures represent another dimension of this evolution. As work arrangements become more varied and career paths less linear, HR systems must accommodate greater complexity in how employees relate to their organisations. The technology infrastructure supporting these arrangements requires careful integration with broader organisational systems and processes.
Employee Well-being and the Boundaries of Workplace Data
Data-driven approaches to monitoring stress and job satisfaction represent perhaps the most sensitive area of HR technology. The potential benefits are significant: early identification of well-being concerns, better understanding of productivity patterns, and evidence-based approaches to workplace improvement. However, these capabilities raise fundamental questions about privacy, trust, and the appropriate boundaries of employer insight into employee experience.
The conference addresses this tension directly, examining how organisations can leverage data for genuine well-being improvements while respecting employee autonomy and maintaining trust. This balance proves difficult in practice. Monitoring systems that employees perceive as surveillance may undermine the psychological safety they are ostensibly designed to protect. Effective implementation requires transparency about data collection, clear boundaries on how information will be used, and genuine employee involvement in system design.
Regulatory considerations add another layer of complexity. Data protection requirements impose obligations around consent, purpose limitation, and data minimisation that constrain how organisations can collect and use employee information. Compliance requires not only legal expertise but also technical capabilities to implement appropriate controls and demonstrate accountability.
Who Should Attend
People Tech 2026 – Jylland is designed for professionals operating at the intersection of human resources and information technology. The target audience includes chief executive officers, chief technology officers, chief information officers, and chief digital officers with strategic responsibility for workforce technology decisions. HR directors and managers seeking to understand technology options and their implications will find relevant content, as will IT leaders tasked with supporting HR transformation initiatives.
The conference also addresses professionals in specialised roles: project managers leading HR technology implementations, security officers concerned with employee data protection, and business developers exploring how workforce technology creates competitive advantage. Attendees from medium to large organisations across various industries will encounter perspectives applicable to their specific contexts.
The Evolving Relationship Between HR and IT
The conference reflects a broader industry recognition that HR technology decisions can no longer be made in functional silos. Successful implementation requires collaboration between HR professionals who understand workforce needs and IT specialists who can evaluate technical options and manage integration challenges. This collaboration extends beyond project delivery into ongoing governance of systems that increasingly shape employee experience.
For organisations navigating digital transformation, the HR function represents both a significant opportunity and a potential source of friction. Technology that improves HR efficiency and effectiveness can deliver measurable business value. However, poorly implemented systems may create employee frustration, compliance risks, or operational disruptions that outweigh their benefits. The expertise required to distinguish promising approaches from problematic ones spans both HR and IT domains—precisely the combination that People Tech 2026 – Jylland aims to bring together.