Advancements in both robotics and artificial intelligence are set to change the way many industries operate, disrupting and overturning existing methods and processes in favor of new ones. While both small businesses and large businesses will benefit handsomely from these upcoming changes, others who fail to adapt will be left behind. Below are some ways HR can ensure robotics and AI works for them instead of against them.
The Role HR Plays In Robotics and AI
While these technological changes will make some jobs completely obsolete, new jobs will be created to replace them, and it is the human resources department that will be responsible for assisting employees during this transition. There is a great concern among many about AI and robotics displacing parts of the workforce, and for some industries such concerns are quite valid.
Machines have the advantage of being able to assess massive amounts of data in order to detect patterns in a manner that is not only precise, but completely unbiased. What this means is that anyone currently employed in a job that involves any type of rote tasking will likely be replaced sooner rather than later. One example of an industry where machines are already making an impact is pharmaceuticals and the management of time and labor.
Computer programs are able to sort through patient files much faster than humans which allow them to quickly identify candidates for clinical trials that can lead to the development of life saving medication or treatments. Institutions that utilize these programs will save a considerable amount of time and money by employing technology instead of humans, in a manner that will ultimately benefit society as a whole. However, while humans may no longer be needed to search for suitable candidates for medical trials, there are other ways in which they can support the process.
The Importance of Value Proposition
Human resources departments are faced with the challenge of adapting to these changes in a manner that is beneficial to the workforce. However, preparing for a future that isn’t here yet is tough, so these departments will need to carefully consider what job positions will remain, which employees are most suitable for them, and what salaries they will be paid.
To guarantee that the company has sufficient staffing, it is important to assess the value propositions of each employee. The reason for this is because power now rests with candidates, and companies should begin viewing them more as consumers as opposed to subordinates. Above all else, HR departments must look ahead and keep abreast of emerging technologies and trends in order to ascertain what skillsets are most likely to be in demand tomorrow.
There are a number of tools which can be used for this purpose, the most popular of which is predictive analytics. But maintaining a global awareness is also important, as is virtual cooperation and digital leadership. Furthermore, employees should be encouraged to attend university courses, even if they already have a degree, so that they can acquire new knowledge and skills which will prepare them for the coming technological changes.