Artificial Intelligence and its impact on HR has been gaining attention in the news and social media lately. But what exactly are the implications for employers? From L.H.H. A new report has laid it all out.
May 31, 2023 – These days, artificial intelligence continues to gain steam on multiple fronts. Think about how it has changed our daily lives. It’s ubiquitous and it’s no surprise that tech leaders like Google, Microsoft and OpenAI are leading the way. All three recently released AI-powered chatbots can code, communicate, debate, plan, write… But as exciting as this development is, it may be equally worrisome for America’s workforce, according to a recent report. LHH.
“The pros and cons may vary depending on the context, so let’s define ours first: the labor market is blue- and white-collar workers and the companies that hire them,” the study said. “The list of pros and cons in this context can be painful, so LHH sticks to the three most pressing ones for each.”
The benefits
1. Accuracy – AI is programmed, and continuously learns, to be precise. While not perfect – there were significant errors – it’s close. This provides information across the workplace spectrum, from robots in automobiles in plants to analytics programs in the office.
2. Availability – Available 24/7/365, barring any unexpected downtime or major outages. Perhaps the most telling example of this is chatbots. While they may not be able to solve every customer service issue, at least they are available anytime to help.
3. Creativity – Fulfills people by presenting new ideas or enhancing existing ideas. Take ChatGPT. If provided with basic information, even if it is robotic content, it can be useful and even creative, taking some legal work out of a difficult process.
Cons
1. Cost – AI can be expensive not only to develop but also to use. Despite the aforementioned low cost of ChatGPT (ChatGPT Plus is currently $20 per month), other types of AI can be expensive when factoring in costs associated with purchase, implementation, and use.
2. Disconnect – Does not provide person-to-person communication. He can’t build relationships with employees or create real relationships with customers. Nor will it be an accurate and emotional voice to represent the brand.
3. unemployment – AI will eliminate some jobs, most experts agree It may create enough jobs to offset the losses.. Regardless, it will – and will – take some work. And the jobs it creates may require new skill sets that don’t even exist today.
What it could mean for workforce management.
“As AI becomes more prevalent at work, it is difficult to gauge its future impact at a macro level,” the LHH report said. “Estimated job gains and losses due to AI in the US will range from hundreds of thousands to millions over the next decade. It’s clear that the world of work will change to some degree no matter where we end up. What exactly could it mean for employers? Let’s break it down.”
Recruitment
As AI plays a bigger role in many jobs and requires new hard and soft skills from people, finding the right talent can be difficult, says the LHH report. For example, the study says that if AI can elevate a complex customer service complaint to one point in a process, it may be useful for a customer service representative with high emotional intelligence to take over at that point to resolve the complaint. Personally, emotionally. “The customer relationship management data generated by some AI programs on the B2B customer services side can be interpreted by human analysts,” the report said. Why does the program identify this information? How can this data be used to help the customer? How can we present it with the right context?
Related: Attracting top talent in the age of AI
On a positive note, AI is already helping companies create and develop the right talent. At LHH, the reliance on AI combined with the human touch helps solve any recruitment-related challenges.
Changing trends in technology recruitment
As the technology industry’s demand for talented leaders continues to grow, recruiting top executives for the sector is becoming more complex, according to search consultants. So what’s going on in the tech recruiting sector today? Daversa partners Katie Fisher, Stacey Fitzgerald of The Morgan Samuel Company, Tim Baker of Wilton & Bain, Mike Silverstein of Direct Recruiters Inc., Bespoke partners Eric Walczykowski, Rick DeRose of Assertility, Kevin Barry of SPMB, Henry Nothaft of Elliott, and Sal DiFranco of D HR Global Hunt Scanlon joins the media to share his thoughts.
Laurie Chamberlain, head of LHHH Recruiting Solutions in North America, said: “What I find most interesting about AI is how it can benefit the talent pool from a data perspective.” “Over the past several years, everyone has been talking about talent—shortages, skills, wage inflation, right-sizing workforces, productivity, hybrid/remote workers, purpose, culture, and the list goes on. If we can use the data we have and predict how companies can best solve their talent challenges We all benefit if we can.
Dismissal
As LHH has said before, AI will inevitably lead to some layoffs. The report shows how we’ve seen this happen in automotive manufacturing, food production and supply chain and logistics as robots move in. “For the future, if he gets a more professional service, that might be it,” he said. “It remains a guessing game at what level and at what time. Regardless, this puts employers in a difficult position. It is difficult for any company to go through layoffs. They ruin reputations, ruin fortunes, and can cause people to constantly worry about their lives being changed at the drop of a hat.
If AI increases productivity at a lower cost, making certain jobs redundant and redundant, LHH should ask these questions first: Is there a way these workers can complement AI? Can we move them into different roles? Is layoff necessary? If so, how can we help them in their careers? Which type Delivery services And can we provide them with advanced skills during their transition?
Related: To integrate AI, companies need to change their management style
Russell Williams, SVP, North America, Career Transitions, “We have the opportunity to use a wealth of data and predictive analytics to better understand what dynamic individuals want, need and value. And mobility. “There’s no substitute for the value of a 1:1 career coach. Our Career Transitions And it’s a highly rated component of our mobility program. That connection between an individual and a coach can’t be replaced by AI, but it can certainly help dial in a much better LHH experience for our candidates and clients.
skills
Speaking of capabilities, LHH announced that AI will continue to demand more. “Whether they know it or not, almost every worker has a first- or second-degree relationship with automation or predictive analytics or robotics,” the report said. “They’ve already developed skills because of this relationship. They may even have lost their jobs because of this relationship. Either way, there’s been a paradigm shift. It’s becoming no longer enough to have a single razor-sharp skill; now it’s important to have that skill.” And Developing new ones”
LHH offers this example: Take a warehouse worker, early in their career, as an entry-level employee. They may be retained solely on work ethic. They are consistently on time, efficient and reliable. But gradually their work environment has changed. First, inventory software grew increasingly complex. Then some forklifts were automated. This person has two options: continue as they are, relying solely on their work ethic for job security or evolution, learn how to use the software, and learn how to maintain forklifts. This person’s choice can be the difference between unemployment and growth.
“Employers have to play a role in this,” said LHH. “You can put the employee on a path to advancement, which creates a win-win for both parties. Companies invest in employees, which is often less than replacing someone with the right skills, and employees respond in the form of loyalty and productivity. The good news is that this is happening, in part, based on the needs of employees.” .
By LHH”The global workforce of the futureAccording to the report, 31 percent of employees cited a lack of growth and reskilling opportunities as the main reason for leaving, while 44 percent of those who want to stay at their current company want to improve/skill for a new job. Today, employers have many options, from internal training programs to third-party courses Leadership training and development.
“We can use AI to predict the skills our candidates will need through our services to make them more marketable in terms of job market supply and demand,” said LHH President John Morgan. Related tasks and how their personal brand relates to the tasks they are taking on.”
Responsibilities of business leaders
AI is having a significant impact on the world of work, and in turn, human resources management. As a leader—especially in HR—LHH explains that it’s critical that you stay abreast of the latest AI developments that could impact your business and be a part of this evolution. Are you listening to your colleagues in finance, marketing, operations, production and other departments? Better yet, are you actively asking them about automation, robotics, and other technologies that could enhance and/or replace jobs? You need to know what’s on the horizon so you can plan accordingly, the report said.
“Above all, remember your people,” says the LHH report. “Over the past few years, there’s been more talk than ever about work-life balance, and work and life being one. Not being equipped to take advantage of AI-induced changes can be life-changing. Consider the efforts your company is taking to develop employees and provide career mobility, especially as new technologies are integrated into their work, even if newfound mobility is likely to take them elsewhere. And think about what you would do with AI if it replaced their role, whether it would get support for release and release and move or dismiss them.
“You may have already faced these challenges, and if you haven’t, it’s not a matter of if, but a matter of when,” says the LHH report. “The better you prepare today, the better you’ll be tomorrow to strike the right balance between artificial intelligence and artificial intelligence. common sense intelligence”
Related: Using analytics for executive search
By Scott A. Scanlon, editor-in-chief; Dale M. Zupsansky, editor-in-chief; and Stephen Sawicki, Managing Editor – Hunt Scanlon Media
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