Most of us have experienced how the spread of artificial intelligence (AI) is changing everything about the way we live, buy and communicate.
When it comes to considering the impact of AI on our jobs
In some cases, AI is so perfectly integrated into our daily lives that we almost do not even realize it. For example, Apple’s QuickType keyboard, which suggests the next word based on the context of its message. The artificial intelligence technology that many of us rely in every day, even without realizing it potentiality.
Everything is fine, especially they make our lives easier and more comfortable. But, when it comes to considering the impact of AI on our jobs, people are worried. According to a Pew Research survey, more than 72 percent of Americans fear that artificial intelligence technology will take over their work and fear they may become outdated.
Fortunately, the evidence indicates otherwise. AI will create more opportunities – about 2 million new net jobs – by the year 2025.
In the same way that the software industry changed the way we worked in the late 80’s and early 90’s, making us more efficient and productive and creating a billion-dollar new industry, AI will have a similar effect, generate $ 2.9 trillion in commercial value and helping us recover more than 6 billion hours of productivity.
Instead of making humans less important in the workplace, AI will really make us more capable and useful, with automated solutions that free up more time and talent for higher value thinking and problem solving, strategies and creation of innovative solutions.
So, how will the artificial intelligence in the workplace moves further? We are already seeing some changes beginning to settle, and here is a general description of what we can anticipate.
AI will improve decision making and predictability
While some may fear AI to replace human intelligence and intuition when it comes to making important decisions, the reality is that it allow us to make better, smarter, and faster business decisions.
We have more capacity for information based data to make more calculation and well informed decisions on the fly.
By combining the ability to analyze massive amounts of data with AI and then apply human knowledge, creativity to make the right decision. A combination that Gartner calls the “centaur model”, provide decision support that become the greater value of AI. We do not depend on speculation, intuition and foreboding; we have much data-based computing and information capacity to make more analysis and set decisions on the fly.
Recruitment, hiring and retention will change for the better
As AI-oriented tools for human principal and performance management become common. Now companies are recruited, hired, raised on talent, value and skills that act as years of experience or level of education. .
HR teams focus on matching people with the right roles with their behavioral attributes, strategic talent and performance experiences, feature tasks, job descriptions, email communication and predictions demand for tools that supported by the AI.
This also effects in of where work, time and language analysis, behavior patterns and promotion data. With the AI algorithms, we can discover the areas of weakness where there is inequality in the time of recruitment, promotion and evaluation through predictions based on historical data.
Transition to continuous learning and leadership growth
In most workplaces, training is occasional: annual compliance training, periodic skills training, and occasional continuing education programs.
Through the use of AI anyone can analyze the current status, role, behavior, satisfaction, commitment and feeling of each employee, companies with training capacity and development of appropriate skills.
Training opportunities develop the skills of employees at the right time to support planning of career and retention.
The work becomes a social science laboratory.
As AI gives us the ability to analyze and understand things such as employee behavior, sentiment, commitment and culture, it also gives companies the ability to right course in real time to optimize those attributes.
For example, organizational network analysis tools can now capture metadata from emails, commenting platforms and other sources to analyze communication patterns, workflows, bottlenecks and even identify internal experts and / or mentors based on the tone, the context and other keys. This helps organizations to control networks of satisfaction, participation and trust and identify patterns of successful professional mobility and how people fit into that framework.
AI and the future of work is inevitable
In the same way the computerization of the workplace gave rise to millions of new jobs in IT and related business functions, AI will present its own classification of jobs in all teams.
As technology saturates all business units, from marketing and sales to manufacturing and accounting, its growth will stimulate the creation of millions of new highly qualified and well-paid jobs in all industries. This will put the responsibility of human resources to identify the skills, attributes and talent growth strategies necessary to fill and retain AI-oriented roles, while remaining synchronized with corporate values and strategy.
AI will present its own new classification of team work
As we prepare for a future dominated by technologies, including AI and machine learning, organizations of all sizes and in all industries must remain to invest in tools and solutions that empower them to innovate and sustainable growth.
Staying competitive in the era of digital business will depend on the ability to be agile and constantly improve in critical areas to optimize performance and create value continuously for customers.
