Understand the impact of AI on employees and learn new tactics to source AI talent. Find out the future of the workplace and how humans could deal with the AI revolution.
AI in the Workplace: Impact on Talent
Employees’ Perspective: What are the pressing questions today in the workplace?
The Future of the Workplace with AI
Sourcing AI Talent
Creating an “AI-Ready” Culture
How to Adapt?
Presentation during the Nationalization 4.0 conference held in Dubai on 1st October 2018 in Dusit Thani. Looking at Artificial Intelligence from a people's perspective.
This document discusses how automation and artificial intelligence will impact jobs. It notes that while previous technological revolutions led to more jobs, this time AI is likely to take over most routine jobs across all sectors. Machines are now self-operating rather than requiring human operation. People will need cognitive reskilling rather than just changing sectors. Entrepreneurial and self-employed opportunities will increase significantly as the nature of jobs changes. Reskilling will be required across fields like technology, caregiving, social skills, teaching, and business. India faces challenges in bridging cognitive skills divides and transforming its education system to build new skills.
Product Management for AI in the Automated EconomyPoornima Farrar
The desire for automation in the Fourth Industrial Age has led to conversations around AI, ML, and NLP becoming essential components of innovation. As markets shift while these technologies become ubiquitous, the role of product managers has expanded beyond being the voice of the customer to being the voice of the society. This talk covers the skills that PMs need in order to balance innovation against other large-scale implications. It also reviews the strengths and weaknesses of incorporating AI and NLP-components, and shares tools for PMs to stay connected with market and customer needs in the automated economy.
1) The document discusses the challenges of re-skilling India's workforce as technologies like AI, analytics, and robotics process automation disrupt existing jobs and create new ones.
2) It notes that 75 million jobs will be displaced but 133 million new jobs will be created, so re-skilling the workforce is important to take advantage of new opportunities.
3) Nasscom's FutureSkills initiative aims to re-skill 1.5-2 million people over the next 3-4 years in nine disruptive technologies and the skills needed for new job roles in these technologies.
The document discusses how cognitive computing is transforming HR and the employee experience. It provides examples of how cognitive systems can understand language, learn from data, and reason to enhance HR functions like recruiting, onboarding, learning, and employee support. Applications of cognitive computing discussed include a matching tool that recommends job candidates, a cognitive assistant that provides on-demand HR information to employees, and solutions that deliver personalized learning and improve customer service interactions. The document advocates that HR leaders understand their data opportunities and build trust as they strategically enhance HR with cognitive technologies.
Talent acquisition, engagement and development communicasia 2017 pptJayesh Menon
This document summarizes a presentation on talent acquisition, engagement, and development analytics. It discusses how HR data is growing but returns on analytics investments are low. It emphasizes the need for evidence-based HR and shows examples of how talent identification tools can predict job performance. The content covers the evolution of talent analytics from descriptive to predictive and prescriptive. The experience section notes that analytics may reveal uncomfortable truths and discusses challenges implementing talent analytics like cost, culture, leadership buy-in, and building HR's analytics competency.
AI in the Workplace: Impact on Talent
Employees’ Perspective: What are the pressing questions today in the workplace?
The Future of the Workplace with AI
Sourcing AI Talent
Creating an “AI-Ready” Culture
How to Adapt?
Presentation during the Nationalization 4.0 conference held in Dubai on 1st October 2018 in Dusit Thani. Looking at Artificial Intelligence from a people's perspective.
This document discusses how automation and artificial intelligence will impact jobs. It notes that while previous technological revolutions led to more jobs, this time AI is likely to take over most routine jobs across all sectors. Machines are now self-operating rather than requiring human operation. People will need cognitive reskilling rather than just changing sectors. Entrepreneurial and self-employed opportunities will increase significantly as the nature of jobs changes. Reskilling will be required across fields like technology, caregiving, social skills, teaching, and business. India faces challenges in bridging cognitive skills divides and transforming its education system to build new skills.
Product Management for AI in the Automated EconomyPoornima Farrar
The desire for automation in the Fourth Industrial Age has led to conversations around AI, ML, and NLP becoming essential components of innovation. As markets shift while these technologies become ubiquitous, the role of product managers has expanded beyond being the voice of the customer to being the voice of the society. This talk covers the skills that PMs need in order to balance innovation against other large-scale implications. It also reviews the strengths and weaknesses of incorporating AI and NLP-components, and shares tools for PMs to stay connected with market and customer needs in the automated economy.
1) The document discusses the challenges of re-skilling India's workforce as technologies like AI, analytics, and robotics process automation disrupt existing jobs and create new ones.
2) It notes that 75 million jobs will be displaced but 133 million new jobs will be created, so re-skilling the workforce is important to take advantage of new opportunities.
3) Nasscom's FutureSkills initiative aims to re-skill 1.5-2 million people over the next 3-4 years in nine disruptive technologies and the skills needed for new job roles in these technologies.
The document discusses how cognitive computing is transforming HR and the employee experience. It provides examples of how cognitive systems can understand language, learn from data, and reason to enhance HR functions like recruiting, onboarding, learning, and employee support. Applications of cognitive computing discussed include a matching tool that recommends job candidates, a cognitive assistant that provides on-demand HR information to employees, and solutions that deliver personalized learning and improve customer service interactions. The document advocates that HR leaders understand their data opportunities and build trust as they strategically enhance HR with cognitive technologies.
Talent acquisition, engagement and development communicasia 2017 pptJayesh Menon
This document summarizes a presentation on talent acquisition, engagement, and development analytics. It discusses how HR data is growing but returns on analytics investments are low. It emphasizes the need for evidence-based HR and shows examples of how talent identification tools can predict job performance. The content covers the evolution of talent analytics from descriptive to predictive and prescriptive. The experience section notes that analytics may reveal uncomfortable truths and discusses challenges implementing talent analytics like cost, culture, leadership buy-in, and building HR's analytics competency.
Recruiting in the New Machine Age - Alan StukalskyJeremy Ott
This document discusses the impact of new technologies like artificial intelligence and automation on the future of work and recruiting. It notes that 47% of U.S. jobs could be impacted and outlines which tasks are more easily automated versus those requiring human skills. It also addresses trends like the rising millennial workforce and declining job tenure. Finally, it suggests that recruiting in this environment will require embracing new technologies while maintaining a human touch in interactions.
Changing face of careers in 21st centuryVishal Yadav
This document discusses the changing nature of careers in the 21st century. It notes that many careers that exist today, such as UI designer and machine learning specialist, did not exist just over a decade ago. It also mentions that the average person is expected to have 7 different careers in their lifetime due to rapid technological disruption. The document provides statistics on how skills are becoming obsolete more quickly and the need for continuous learning and adaptability. It explores how career counseling needs to integrate technology and help people develop a flexible approach to navigating the changing job market.
Dr. Lobna Karoui (Fortune 500) – Disruption, empathy & Trust for sustainable ...Codiax
This document outlines the agenda for a presentation on business growth in times of exponential technologies. The presentation will discuss the state of AI in 2020, how AI adoption can increase company revenues, and the future of employment and skills. It will also introduce the AI Exponential Thinker organization, which aims to leverage emerging technologies for a sustainable future for all. The presentation will explore uncertainties in predicting the future, exponential technology trends, and how organizations are using AI to generate value. It will also address skills needed for 2025 like problem solving, critical thinking, and creativity.
AI Happy Hour - Dr. Kai-Fu Lee - The Golden age of Artificial IntelligenceRicky Wong
New breakthroughs in machine learning has created two set of opportunities in artificial intelligence.
On one hand, we're seeing a tidal wave of startups in fields such as robotics, autonomous vehicles, image recognition, and speech / NLP. Separately, we're also finding AI startups leveraging big-data and solving problems in traditional, but data rich, industries (e.g. finance, retail, medical, education, etc..) and in variety of use-cases (e.g. sales, marketing, and productivity).
At Sinovation Ventures, we see China as a great platform for Artificial Intelligence to take off. China has the unique set of conditions such as large amount of untapped data and deep talent pool of engineers and scientists. As a global investment firm, we see many opportunities for US and China to partner together in the golden age of artificial intelligence.
The document discusses challenges for human resources (HR) in the services industry given emerging workforce trends. It notes that many jobs are being replaced by automation and machines, including low-skilled office jobs. By 2020, over a third of core skill sets will require skills not currently important. The workforce will include four generations working together and people working with machines. This shifts the role of HR to include branding, using technology and data analytics, developing strategic skills, and facilitating interactions to engage and retain employees as organizations move from hierarchies to empowered teams. The challenges for HR include hiring, onboarding, engagement, retention and managing this new global, virtual workforce.
AI & Machine Learning - How Will They Impact HR Now & In The FutureCMP
HR tech will revolutionize the world of work for all HR professionals and how a new class of new collar employees (deep skills but without a four-year college degree) will create a whole new talent acquisition opportunity for HR leaders.
For the past 10 years, Szymon has been dedicated to building valuable and socially responsible businesses with one goal in mind: applying technology to solve burning problems. With countless projects, many teams of amazing and dedicated people, he learned the struggle and joy of building a global business. His companies Kontakt.io and VP Platform are multimillion-dollar companies with $8.3M and $6.5M in funding correspondingly
Artificial intelligence and analytics can boost job creation in India by improving productivity when employees are trained to deploy robots creatively. While AI enhances machine capabilities, humans are still needed to train machines to behave like humans. As more areas become automated, more technical jobs will be needed to maintain, replace, update and fix systems and hardware. Companies are retraining employees in next-gen technologies like self-driving cars and analytics to upskill workers. Sectors like retail, pharma, agriculture, manufacturing and telecom will see major benefits from AI adoption through new highly skilled jobs, though some middle-level jobs will be reduced.
The document discusses artificial intelligence (AI) and its development and impact. It begins by outlining the history of industrial revolutions from the 18th century to today, noting that the 4th revolution involves AI and robotics. It then examines major technological shocks and trends such as the rise of digital platforms and online connectivity. The rest of the document explores various applications of AI today, the differences between narrow and general AI, predictions for the future role of AI in business and society, and potential impacts such as job automation and risks. It concludes by outlining different perspectives on issues like superintelligent AI and when human-level AI may be achieved.
Artificial Intelligence and the Revolution of Work.
Quantifying AI and Capitalizing on an Automated Global Workforce. NOrthHighland.
The 1982 film Blade Runner portrays a future with clones, intergalactic travel and flying cars. Yet when Harrison Ford's character, Deckard, needs to make a call he steps into a phone booth, punches in a 10-digit number and proceeds to converse connected by a cord.
The document discusses how the future job market is changing due to new technologies. It notes that while technology can increase efficiency, many workers may become unemployed unless they update their skills. It outlines several trends that will impact work, such as the rise of contract work, the importance of digital skills and analytics. Critical skills gaps are identified in both technical and management areas. Emerging in-demand jobs are listed like VR/AR architects and data scientists. The conclusion emphasizes that workers must enhance their skills through continuous learning to adapt to an automated future job market.
The document discusses how artificial intelligence is transforming businesses and humanity. It provides an overview of how AI is being applied in various areas like marketing, supply chain management, manufacturing, and customer service to create significant economic value. Case studies are presented on how AI has added value to businesses and how every brand is becoming more conversational. The future of AI companies is discussed, noting they have different scaling and business models than traditional software companies and involve continued human support of AI systems. The document emphasizes the huge opportunities but also risks of AI for humanity.
What's Wrong With Silicon Valley's Growth ModelTim O'Reilly
A talk I gave on the oreilly.com live training platform on January 22, 2020, focusing on the way that many Silicon Valley startups are designed to be financial instruments rather than real companies. They are gaming the financial system, much like the CDOs that fueled the 2009 financial crash. I talk about the rise of profitless IPOs, and contrast that with the huge profits of the last wave of Silicon Valley giants. In many ways, it is an extended meditation on Benjamin Graham's famous statement, "In the short term, the market is a voting machine, but in the long term it is a weighing machine."
Research Paper Abstract - Impact of AI on EmploymentMrudul Manojkumar
A Microsoft Office PowerPoint Presentation for Research Paper on Impact of AI on Employment submitted as part of Research Paper Presentation Competition under Anvesh 2020 organized by Faculty of Business Administration (GLS BBA), GLS University
Rethinking Employment in an Automated EconomySharala Axryd
The document discusses how technology is automating many jobs and changing the nature of work. It suggests that while automation may eliminate some occupations, it will change most jobs by automating certain tasks. Companies need to rethink which job roles and skills are best suited for humans versus machines. To prepare for these changes, workers will need to learn new skills through retraining. The role of HR is also evolving to help companies with digital transformation, talent acquisition, performance management, diversity and strategic planning. Mastering skills like adaptability, learning new technologies, and communicating value will help individuals succeed in the changing job market.
TC19 LEAD Tuesday - Jared Goralnick - AI and AutomationChristinaElezaj
The document discusses AI, automation, and the future of talent. It notes that 75 million jobs may be displaced by 2022 but 135 million new jobs may emerge. Younger generations are more likely to change jobs and industries. AI is helping with sourcing and screening candidates but is less likely to replace skills like building relationships. The document advocates getting data and workflows in order when applying AI to recruiting. It provides an example of a recruiter and hiring manager discussing an open role, with the recruiter using AI to generate a job description, identify qualified candidates, and set up initial screens.
This article was published in CommsMea November 2017. It studies the future of the executive search industry in the face of the potential disruption from AI.
Recruiting in the New Machine Age - Alan StukalskyJeremy Ott
This document discusses the impact of new technologies like artificial intelligence and automation on the future of work and recruiting. It notes that 47% of U.S. jobs could be impacted and outlines which tasks are more easily automated versus those requiring human skills. It also addresses trends like the rising millennial workforce and declining job tenure. Finally, it suggests that recruiting in this environment will require embracing new technologies while maintaining a human touch in interactions.
Changing face of careers in 21st centuryVishal Yadav
This document discusses the changing nature of careers in the 21st century. It notes that many careers that exist today, such as UI designer and machine learning specialist, did not exist just over a decade ago. It also mentions that the average person is expected to have 7 different careers in their lifetime due to rapid technological disruption. The document provides statistics on how skills are becoming obsolete more quickly and the need for continuous learning and adaptability. It explores how career counseling needs to integrate technology and help people develop a flexible approach to navigating the changing job market.
Dr. Lobna Karoui (Fortune 500) – Disruption, empathy & Trust for sustainable ...Codiax
This document outlines the agenda for a presentation on business growth in times of exponential technologies. The presentation will discuss the state of AI in 2020, how AI adoption can increase company revenues, and the future of employment and skills. It will also introduce the AI Exponential Thinker organization, which aims to leverage emerging technologies for a sustainable future for all. The presentation will explore uncertainties in predicting the future, exponential technology trends, and how organizations are using AI to generate value. It will also address skills needed for 2025 like problem solving, critical thinking, and creativity.
AI Happy Hour - Dr. Kai-Fu Lee - The Golden age of Artificial IntelligenceRicky Wong
New breakthroughs in machine learning has created two set of opportunities in artificial intelligence.
On one hand, we're seeing a tidal wave of startups in fields such as robotics, autonomous vehicles, image recognition, and speech / NLP. Separately, we're also finding AI startups leveraging big-data and solving problems in traditional, but data rich, industries (e.g. finance, retail, medical, education, etc..) and in variety of use-cases (e.g. sales, marketing, and productivity).
At Sinovation Ventures, we see China as a great platform for Artificial Intelligence to take off. China has the unique set of conditions such as large amount of untapped data and deep talent pool of engineers and scientists. As a global investment firm, we see many opportunities for US and China to partner together in the golden age of artificial intelligence.
The document discusses challenges for human resources (HR) in the services industry given emerging workforce trends. It notes that many jobs are being replaced by automation and machines, including low-skilled office jobs. By 2020, over a third of core skill sets will require skills not currently important. The workforce will include four generations working together and people working with machines. This shifts the role of HR to include branding, using technology and data analytics, developing strategic skills, and facilitating interactions to engage and retain employees as organizations move from hierarchies to empowered teams. The challenges for HR include hiring, onboarding, engagement, retention and managing this new global, virtual workforce.
AI & Machine Learning - How Will They Impact HR Now & In The FutureCMP
HR tech will revolutionize the world of work for all HR professionals and how a new class of new collar employees (deep skills but without a four-year college degree) will create a whole new talent acquisition opportunity for HR leaders.
For the past 10 years, Szymon has been dedicated to building valuable and socially responsible businesses with one goal in mind: applying technology to solve burning problems. With countless projects, many teams of amazing and dedicated people, he learned the struggle and joy of building a global business. His companies Kontakt.io and VP Platform are multimillion-dollar companies with $8.3M and $6.5M in funding correspondingly
Artificial intelligence and analytics can boost job creation in India by improving productivity when employees are trained to deploy robots creatively. While AI enhances machine capabilities, humans are still needed to train machines to behave like humans. As more areas become automated, more technical jobs will be needed to maintain, replace, update and fix systems and hardware. Companies are retraining employees in next-gen technologies like self-driving cars and analytics to upskill workers. Sectors like retail, pharma, agriculture, manufacturing and telecom will see major benefits from AI adoption through new highly skilled jobs, though some middle-level jobs will be reduced.
The document discusses artificial intelligence (AI) and its development and impact. It begins by outlining the history of industrial revolutions from the 18th century to today, noting that the 4th revolution involves AI and robotics. It then examines major technological shocks and trends such as the rise of digital platforms and online connectivity. The rest of the document explores various applications of AI today, the differences between narrow and general AI, predictions for the future role of AI in business and society, and potential impacts such as job automation and risks. It concludes by outlining different perspectives on issues like superintelligent AI and when human-level AI may be achieved.
Artificial Intelligence and the Revolution of Work.
Quantifying AI and Capitalizing on an Automated Global Workforce. NOrthHighland.
The 1982 film Blade Runner portrays a future with clones, intergalactic travel and flying cars. Yet when Harrison Ford's character, Deckard, needs to make a call he steps into a phone booth, punches in a 10-digit number and proceeds to converse connected by a cord.
The document discusses how the future job market is changing due to new technologies. It notes that while technology can increase efficiency, many workers may become unemployed unless they update their skills. It outlines several trends that will impact work, such as the rise of contract work, the importance of digital skills and analytics. Critical skills gaps are identified in both technical and management areas. Emerging in-demand jobs are listed like VR/AR architects and data scientists. The conclusion emphasizes that workers must enhance their skills through continuous learning to adapt to an automated future job market.
The document discusses how artificial intelligence is transforming businesses and humanity. It provides an overview of how AI is being applied in various areas like marketing, supply chain management, manufacturing, and customer service to create significant economic value. Case studies are presented on how AI has added value to businesses and how every brand is becoming more conversational. The future of AI companies is discussed, noting they have different scaling and business models than traditional software companies and involve continued human support of AI systems. The document emphasizes the huge opportunities but also risks of AI for humanity.
What's Wrong With Silicon Valley's Growth ModelTim O'Reilly
A talk I gave on the oreilly.com live training platform on January 22, 2020, focusing on the way that many Silicon Valley startups are designed to be financial instruments rather than real companies. They are gaming the financial system, much like the CDOs that fueled the 2009 financial crash. I talk about the rise of profitless IPOs, and contrast that with the huge profits of the last wave of Silicon Valley giants. In many ways, it is an extended meditation on Benjamin Graham's famous statement, "In the short term, the market is a voting machine, but in the long term it is a weighing machine."
Research Paper Abstract - Impact of AI on EmploymentMrudul Manojkumar
A Microsoft Office PowerPoint Presentation for Research Paper on Impact of AI on Employment submitted as part of Research Paper Presentation Competition under Anvesh 2020 organized by Faculty of Business Administration (GLS BBA), GLS University
Rethinking Employment in an Automated EconomySharala Axryd
The document discusses how technology is automating many jobs and changing the nature of work. It suggests that while automation may eliminate some occupations, it will change most jobs by automating certain tasks. Companies need to rethink which job roles and skills are best suited for humans versus machines. To prepare for these changes, workers will need to learn new skills through retraining. The role of HR is also evolving to help companies with digital transformation, talent acquisition, performance management, diversity and strategic planning. Mastering skills like adaptability, learning new technologies, and communicating value will help individuals succeed in the changing job market.
TC19 LEAD Tuesday - Jared Goralnick - AI and AutomationChristinaElezaj
The document discusses AI, automation, and the future of talent. It notes that 75 million jobs may be displaced by 2022 but 135 million new jobs may emerge. Younger generations are more likely to change jobs and industries. AI is helping with sourcing and screening candidates but is less likely to replace skills like building relationships. The document advocates getting data and workflows in order when applying AI to recruiting. It provides an example of a recruiter and hiring manager discussing an open role, with the recruiter using AI to generate a job description, identify qualified candidates, and set up initial screens.
This article was published in CommsMea November 2017. It studies the future of the executive search industry in the face of the potential disruption from AI.
Artificial intelligence has the potential to significantly impact employment levels in the coming decades. While some jobs may be eliminated as certain tasks are automated, AI is also expected to create new types of jobs to meet emerging needs. Up to one-quarter of current jobs could be affected by automation, with roles in transportation, manufacturing, retail, and food service among those most vulnerable. However, AI will also generate demand for new jobs working with man-machine hybrid teams or in fields like healthcare, education, and robotics engineering. Governments will need policies to help displaced workers transition to growing industries and address disparities between regions and sectors. Overall, studies suggest that while AI disruption may not be more significant than previous automation, managing this change
The document aims to dispel common myths about artificial intelligence (AI) for young readers. It discusses how AI will not necessarily replace all human jobs, but rather create new opportunities in fields like data analysis and programming. While some routine tasks may be automated, humans will still be needed for creative work requiring flexibility and problem-solving. The document also argues that AI will augment rather than replace human abilities, providing examples of current applications that enhance healthcare, education, and productivity.
In the age of artificial intelligence (AI), business success will increasingly depend on people and machines collaborating with each other. Read more: https://www.accenture.com/us-en/company-reworking-the-revolution-future-workforce
Artificial intelligence (ai) will radically transform the way we do business in the future, and the way we live. That’s a strong statement, but i believe it’s true. Ai has many faces. As we are increasingly exposed to it, it’s important to understand what it can and can’t do and how companies can pivot wisely to this still evolving reality without overlooking the ethical, human and regulatory questions it raises.
In recent years AI and ML capabilities have advanced exponentially, blurring the line between fantasy and reality, thus creating an unparalleled market opportunity for whoever can bring the technology to eager consumers.
Today there is an abundance of demand for more intelligent and human-like behavior and technology on the market, and now we have concrete ways to fill that demand. Everybody’s playing, but only some will strike it rich.
This edition is an exploration on how to incorporate AI to products and services in a very real and organic way. Dive in and let’s take a look!
3 Ways That Artificial Intelligence (AI) Will Change Your Job ForeverBernard Marr
Artificial Intelligence is becoming more capable by the day, learning new skills, and with it, changing the jobs and tasks humans will perform in the future. Here we look at how artificial intelligence (AI) will change our jobs forever.
The documents discuss the balance between AI and human workers. By 2021, AI assistants are forecast to handle 85% of customer service queries at just 10% of the cost of live agents. However, humans still provide skills like empathy, ethics and complex decision making that AI cannot replace. When used as augmentation rather than replacement, AI can help humans perform tasks faster and improve outcomes. An experiment found that including AI bots in a coordination game improved overall human performance, particularly during difficult tasks. For the future, organizations must view digital transformation as both a technology and people journey to create new jobs and reskill employees as roles evolve with new technologies.
Intelligence Augmentation - The Next-Gen AIMelanie Cook
Robotics and AI have integrated human and mechanical capabilities at work, with jobs lost and skills condensed to a keystroke. But human intelligence is far from obsolete.
With crowd-computing we have knowledge exchanges like Wiki, and real-time curated news. Semantic technology helps leaders to understand what is happening in the work place. But neurology shows that these leaders cannot make choices, and therefore take action, without emotion.
Augmented Intelligence takes human intuition and imagination, and combines it with AI’s ability to automate and scale, making the Intelligent Workplace hard to beat.
The document discusses how artificial intelligence (AI) will impact the future of work and how human resource (HR) professionals should respond. It notes that while some studies have found that up to 47% of jobs may be automated, fears of widespread job losses are exaggerated. The document outlines 7 ways AI could impact the future, such as improving healthcare through personalized treatment plans. It argues that HR should view AI as an opportunity rather than a threat, and that HR can help ensure AI is implemented to benefit both companies and employees through retraining and viewing machines as assistants rather than replacements. The document concludes by questioning whether advances in AI and technology more broadly could be pushing humans to evolve to their next stage.
Artificial intelligence, machine learning, and deep learning are related concepts in the field of artificial intelligence. Machine learning is a subset of AI that uses algorithms to learn from data and make predictions without being explicitly programmed, while deep learning is a specific type of machine learning that uses neural networks. The document provides definitions and examples of these concepts to help explain the differences between them.
AI and the future workforce - People disruption or opportunity?Simone Edwards
As part of London Tech Week, Dr Charlotte Werger from ASI Data Science and Dr Tim Sparkes from Hudson explore the future of AI in business, the impact it will have over jobs and the opportunities it presents for businesses.
The rising imbalance in the health workforce and patients during Covid-19 is driving the need for improvised services. AI has the solution to everything.
Human Centeredness AI at a time of Amplified Business Metrics_UXDX_EMEA_2023victoria154569
We are catapulting into the era of AI automation - long in coming and now arriving with a bang. Design as a discipline has barely kept up with the good and bad of our product decisions. We have seen it in the scooters scattered around city centers, blocking pedestrians, or the recent podcast by Ezra Klein on the increase of teenage suicides and mental health closely linked to the increase in social media consumption.
We don’t believe it is solely the Designers’ role to think about the social responsibility or human impact of our product. Yet we do play a role and need to raise our voices if we think about the changes that are upon us.
The challenge we put forth: we - as Design - have drifted along with companies' short-term revenue focus, including processes around agility and automation. Design has adapted to it, but has rarely challenged it.
As we enter this AI future, Pamela and Ricardo will share their thoughts on embracing yet challenging AI with eyes wide open, while adapting to the rapidly changing reality of our day-to-day work.
In this talk, Ben will explore why some of the hype around generative AI is over the top, and why technology alone is no silver bullet.Ben will explain some of the practical limitations with AI and machine learning in marketing today, some risks that are often overlooked and how to harness the power of generative AI to your advantage for improved efficiency, while developing your skills to become a more effective digital marketer in the future.
Key Takeaways:
- Improved understanding of generative AI, ML and its limitations- Knowledge on a range of use cases for generative AI to improve digital marketing efficiency- Knowledge of the human skills you need that won't be replaced by robots (yet!), and how to prepare over the next 5/10 years!
Artificial intelligence (AI) refers to the simulation of human intelligence in machines that are programmed to think like humans and mimic their actions. A presentation that a layman could understand and have basic knowledge and concept of coming technology.
Market Signals – Global Job Market Trends – May 2024 summarized!Career Angels
How did the job market change in May 2024? Selected aspects: Europe (38 countries): +1.23% = 17 European countries saw an increase.
What do the other market signals tell us? Here’s a preview of what we have analyzed so far:
- gathered 18 270 data points
- received over 500 insights from Executives & HR Directors
- published 107 monthly reports, 870 daily updates & 13 special reports
- tracked 80 countries around the world for 48 months!
Check out our post summarizing the changes across 80 countries worldwide for May 2024! It also includes tips for employers and employees – covering e.g. CV for ATS: https://blog.careerangels.eu/market-signals-global-job-market-trends-may-2024-summarized/
#Markets #Jobs #Europe #CareerAngels
HRMantra is a cutting-edge HR technology solution that harnesses artificial intelligence for digital transformation of HR operations. It streamlines processes like attendance management, performance evaluations, project progress tracking, employee database management, and payroll processing with automated income tax & benefit plans calculations. Unlock productivity, compliance automation, and data-driven insights with this innovative HR cloud platform for the future of work.
Team Building Activities for Introverts.pdfConfetti
Plan events that cater to all personality types! Activities that allow for quieter interaction and personal space can create a more inclusive and supportive atmosphere for all team members and help introverts feel more valued and understood.
Check out our blog for the full list 👉 https://share.withconfetti.com/4aV7kEz
Why you need to recognize your employees? (15 reasons + tips)Vantage Circle
Discover the top reasons for employee recognition. Learn practical tips for creating an effective recognition program that benefits employees, managers, and the entire organization.
Top 11 HR Trends for 2024 That Will Change Future of WorkVantage Circle
As an HR, it is critical to keep yourself updated with the newer developments to make a smooth transition in the workplace. So, here is a list of top HR trends that will impact the workplace in 2024.
Top 11 HR Trends for 2024 That Will Change Future of Work
AI and Talent
1. AI & PEOPLE
Impact of AI on Talent
05th September 2018
Ali Khaled AlHashmi
SVP& Head of Human Resources & Centre of Excellence Group
Union National Bank
3. THE IMPACT OF AI ON EMPLOYEES
THE PRESSING QUESTIONS
Will our jobs
be taken
over by
Robots and
Intelligent
Machines?
Are our
jobs
secure?
Are we
still
going
to be
here?
Will our
jobs be
redundan
t?
Will we
take a
pay cut?
Are we
still
important
to the
company
?
Ali Khaled AlHashmi
4. These sort of questions arise naturally simply as a result of
‘Fear of the Unknown’
Ali Khaled AlHashmi
6. Tractors were developed to replace
human muscle power with mechanical
power.
Computers were developed to eliminate
cumbersome, error-laden human
calculation and replace it with digital
perfection.
In 1900, 40% of all US employment was in
agriculture. By the end of the 20th century,
that was less than 2%. Where did all those
farmers go?
WILL HUMANS EVENTUALLY BECOME UNEMPLOYABLE?
Ali Khaled AlHashmi
8. ARE OUR JOBS SECURE?
Despite 200 years of labor-saving automation,
the fraction of the adult population that
participates in the labor market has risen,
steadily, decade over decade.
The fraction of adults working in the United
States in 2017, is higher than it was 125
years ago in 1890.
The US, for example, has created 17 million
jobs in net since the death of the Great
Recession, which is about the same number of
articles written in that period saying how the
robots are taking all of our jobs.
Ali Khaled AlHashmi
9. Several jobs will become obsolete and that’s
normal but many more would be created.
The internet and mobile technology revolutions
have created far more jobs than they have
destroyed. AI will likely have the same effect, but
new opportunities in the digital economy will
require superior technical skills and knowledge.
ARE OUR JOBS SECURE?
Ali Khaled AlHashmi
10. Research finds that while 45 percent of tasks
are automatable, only 5 percent of overall jobs
have been replaced by automation.
Accenture’s Operations group, which has more
than 100,000 employees, initially calculated that
automation would replace 17,000 jobs in their
accounts payable and marketing operations.
However, headcount actually grew as employees
moved to more strategic advisory services that
expanded their business lines.
ARE OUR JOBS SECURE?
Ali Khaled AlHashmi
11. Does it require working in
an unpredictable
environment?
Does it involve creativity and
coming up with clever
solutions?
Does it require interacting
with people and using social
intelligence?
QUESTIONS TO ASK TO IDENTIFY IF A JOB WILL BE TAKEN
OVER BY MACHINES
Ali Khaled AlHashmi
14. WHAT’S GOING TO HAPPEN?
The answer is straight
forward and is already
here today!
We will find ways for
humans and
machines to co-exist
and work together
effectively.
If humans can
outsource repetitive and
lower-value tasks to AI,
then they can free
themselves to perform
creative and strategic
work, and thus augment
their output.
Eliminating boring jobs
that employees dislike
can also improve morale
and interest as they take
on increasingly more
meaningful work.
AI increases
engagement and
creates happiness in
the workplace!
AI probably won’t eliminate
your job and even if it
does, you’ll probably get a
more interesting one!
Ali Khaled AlHashmi
15. HUMANS & MACHINES IN THE WORKPLACE Robotic
Warehouse
Ali Khaled AlHashmi
17. Creating An
”AI Ready” Culture
The right mindset,
leadership dedication &
buy-in and a diverse
support team.
Creating an “AI-Ready” culture is not just about how to create smarter machines, it’s
about how to create smarter organizations through ‘Collective Intelligence’, enabled by
new AI technologies.
The first step in creating
an ‘AI-Ready’ culture
within your organization
is “Education” to all
stakeholders.
Ali Khaled AlHashmi
19. SOURCING AI TALENT
HOW EASY IT IS TO FIND OR SOURCE AI TALENT?
AI talent is extremely scarce and
expensive right now. AI is a growth
industry facing a massive skills
shortage.
American universities only graduate
about 100 competent researchers and
engineers in this field each year!
Ali Khaled AlHashmi
20. “There are fewer than 10,000 people in the
world currently qualified to do state-of-
the-art AI research and engineering.” -
Jean-François Gagné, founder of leading
AI company Element.AI
Top 20 AI recruiters, led by Amazon,
Google, and Microsoft, spend more than
$650 million annually to attract AI talent.
SOURCING AI TALENT
HOW EASY IT IS TO FIND OR SOURCE AI TALENT?
Ali Khaled AlHashmi
21. What About Those Who Can’t Afford
The Millions?
Ali Khaled AlHashmi
22. Understand
Different
Job Titles
Seek the
Right
Characteristics
Hire junior-level
engineers
Partner with
Universities
Host a
“Hackathon”
Recruit from
Specialized
Training
Programs
Hire
Superstars!...
like attracts like
Emphasize
Your
Company’s
Unique
Advantages
(EVP)
Find
alternative
ways to staff
your AI
initiatives
WHAT ABOUT THOSE WHO CAN’T AFFORD THE MILLIONS?
Ali Khaled AlHashmi
23. RECOMMENDED READINGS
Superminds: The Surprising Power of
People and Computers Thinking
Together - Thomas W. Malone
Applied Artificial Intelligence:
A Handbook For Business
Leaders - Mariya Yao, Adelyn
Zhou, Marlene Jia
Ali Khaled AlHashmi
24. “Some people call this artificial intelligence, but the
reality is this technology will enhance us. So
instead of artificial intelligence, I think we'll
augment our intelligence.”
- Ginni Rometty (Chair, President, and CEO of IBM)
Ali Khaled AlHashmi
25. Thank You
Ali Khaled Alhashmi
Senior Vice President & Head of Human Resources & Centre of Excellence Group
Union National Bank
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