The way we work is always evolving.  Globalization was the change driver just few years ago and now technology is the disruptive driver. Artificial Intelligence (AI) is already displacing jobs in the workforce. This means that the way we work is going to be determined by technology. The question is how do we anticipate and understand how humans will adapt and interact in order to avoid a social economic catastrophe?

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My research paper for this trip is dedicated to the future of work and the role of the HR function before and during this transition. In my paper I define some of the initiatives that HR needs to lead as we go through a technology (AI) implementation that will cause some jobs to be displaced. I also provide some specific examples of what two CPG companies are doing in these areas and what the maturity level and priority  of these initiatives within the company. Listed below is a brief description of these initiatives:

 

1. Diversity and Inclusion 

There is a significant gender gap in the digital sector across the world. This can significantly impact the future of work and the technologies that we will use. Digital teams are designing and making decisions without necessarily thinking about minorities. We need diversity in our digital team and we need technologies that are inclusive.

2. Analysis and Identification of task that will be automated

Jobs won't be fully automated but tasks will be. HR needs to breakdown jobs into task in order to analyze and identify what can be automated. It is important to keep in mind during this analysis the predictability and repetitiveness of the tasks. 

 

3. Talent Management 

HR needs to understand their talent pool by identifying high potentials, critical talent, and influences that need to be on-board as part of change. The smart thing to do is to maintain high potentials in critical roles and bring on-board the influencers as part the change.

4. Skills mapping
What are the skills that we currently have in our talent pool? What do we need to bring externally? What we need to build and develop internally?  Skills such as analytics, agility, ambiguity, adaptability, critical thinking, and creativity are important for this transition.

5.  Up skill / Re Skill

HR should play a significant role in advocating for people that will be impacted. Some people can be up skilled in the new ways of working and some people can be re skilled to work in other areas that they have never worked in before, inside or outside of the company. 

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What is your company doing regarding these areas. Feel free to leave some comments below: 

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