AI – Artificial Intelligence…Will Robots Take Over the World?
The correct answer is “yes” and “no.” I attended a great event where this topic explored AI and highlighted what is fact and what is fiction. Kudo’s to HRMAC & their partner Willis Towers Watson for such a timely and fascinating seminar.
Why now? According to 2017’s Global Future of Work Survey, the use of workplace automation is expected to nearly double in the next three years up to 22% from 12% today. Therefore, our workplaces will change and we as HR professionals and business leaders need to get ahead of this technological shift. Let’s start by debunking some of the myths surrounding AI and robotics in the workplace, based on the feedback from over 900 companies across the globe.
Fact or Fiction: Organizations use automation primarily to reduce costs and minimize errors.
FICTION
Over ½ of employers say the key goal of automation is to augment human performance and productivity. The majority of companies are using AI/Robotics to support employees in completing business processes, freeing employees up to focus on higher-value activities.
Fact or Fiction: Workplace automation is the exclusive domain of the Information Technology teams.
FICTION
It’s important to assess the impact on all departments. However, most companies say they will need innovative approaches specifically from Human Resources to meet the challenges of AI, especially as it relates to key talent acquisition, development, rewards, performance management, and overall organization design and development. Why is that? Since the work is changing, so must the way we hire, reward, measure, and develop employees and leaders. Leaders, in particular, will play a critical role in leading and communicating the change to employees.
There is a BIG gap in our preparedness for the shift in how AI will change our lives. Less than 5% of HR organizations say they are fully prepared for the change. The HR community is making progress however. At least 1/3rd are identifying the emerging skills required for the business and addressing the talent deficits through planning and action. They are also matching existing talent to new work requirements. Is that enough? Far from it…We need to start deconstructing jobs and determining which tasks are best performed by automation. We need to get a better handle on reskilling talent that is going to be impacted by the automation. Finally, we need to ensure our total rewards match the changing requirements of the role/skills.
Fact or Fiction: Workplace automation will have a largely negative impact on workers and jobs.
FICTION
Workplace automation will definitely change how work is done resulting in new combinations of work, talent, and skill levels. However, that isn’t necessarily a bad thing. Companies say that in the next 3 years they’ll need 45% more workers with advanced skills, but also 42% of workers with lower skills. Therefore, there will be both job losses and gains across the organization. This applies to pay as well. Due to the number of jobs requiring higher skill levels, companies will be required to pay more for those skill sets.
Automation is also creating more work flexibility in terms of how and where work gets done. In the next 3 years, over 2/3rd of all companies expect that they will increase work flexibility.
So, what do we do now? It’s time to chart a clear course of action. First, understand how technology and automation will impact work. Second, define what, who, and how to re-skill your workforce. Finally, lead the change by defining and communicating the employee value proposition and provide transparency throughout the journey. It certainly won’t be easy, but it will be exciting and full of challenges. Meet your employees where they are and bring them along for the ride.
