It can increase productivity under the right conditions, especially for experienced employees, but it also raises questions about mentoring and knowledge transfer.
Karen Modesta Olsen on working from home
Exploring the future of work: Insights from Karen Modesta Olsen
Since joining NHH in 2007, Professor Karen Modesta Olsen has made her mark as a researcher in human resource management and employment relations.
With a dr.polit degree in sociology from the University of Oslo and experience at the Centre for Applied Research at NHH (SNF), her academic journey has been shaped by an interdisciplinary foundation and a curiosity about the changing nature of work. Currently, she supervises a student group exploring the use of artificial intelligence in recruitment processes. What keeps Olsen motivated, is the combination of academic depth and real-world relevance.
“Whether I’m working with students on AI in recruitment or co-authoring research on the Nordic labor model, it’s the collaboration and practical implications that matter most. That’s what makes this work both meaningful and motivating,” she says.
Hybrid work
Olsen’s research has increasingly focused on the impact of hybrid work models and digitalization. According to her, remote work has become a permanent feature of many workplaces.
“It can increase productivity under the right conditions, especially for experienced employees, but it also raises questions about mentoring and knowledge transfer. So certain conditions need to be in place for it to work well,” Olsen states.
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She also points out how company responses vary. Some organizations might allow teams to decide when and how to work remotely. That flexibility is usually appreciated, but it also creates new challenges related to fairness and inclusion. Since the nature of the work determines whether remote work is feasible, some employees may be granted the flexibility to work from home, while others face more restrictions.
AI in HR
Artificial intelligence is another trend shaping HR practices. According to Olsen, AI has the potential to transform various HR processes, something often underscored by AI experts who frequently use HR-related examples in their lectures. This can, for example, involve using information and data on employees to analyze different aspects of the workplace. One unexpected shift Olsen notes is how AI has disrupted the traditional motivation letter.
Many companies have stopped reading them altogether. With generative AI, they all sound the same, so employers increasingly rely on other sources of information.
Karen Modesta Olsen on motivation letters.
“Many companies have stopped reading them altogether. With generative AI, they all sound the same, so employers increasingly rely on other sources of information.”
What was once a space for candidates to showcase their personality and stand out has consequently lost some of its value. Employers still review CVs and other application materials, but the motivation letter no longer plays the distinguishing role it once did.
Future focus
Looking ahead, Olsen continues to explore structural issues in the workplace. Her recent book focuses on HR in the context of the Nordic labor market model. Her current research explores how resilient Nordic approaches are to organizing work, when compared to other countries, especially in light of global changes. She is also turning her attention to demographic shifts, including aging populations.
“We need to better understand how to encourage older workers to stay in the labor market and how to prevent age discrimination. This will be a key topic in future projects.”
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