Is our human capital the missing ingredient in the AI revolution?

HR leaders are burdened with the bitter sweet rapid change of technology offering great opportunity and a potentially widening Skills Gap in their work environment.

Kineo partnered with BIAP to deliver the first ‘NextGen Human Capital Management’ Forum at the Melbourne Convention Centre last week. The event was buzzing, abundant with leading experts across HR and technology that were brought together to discuss with peers the importance of investing and preparing their workforce for the next decade and beyond.

Lyn Goodear, CEO of AHRI, presented the biggest challenges facing HR leaders today. The importance of the human factor as a necessity in the automation process, was particularly timely. On the day of Lyn’s presentation, news broke about Ibrahim Diallo, a software developer in the U.S that was escorted out of his office and fired due to a system ‘take over’ error, rendering him without pay for three weeks as his peers went to great lengths “because no one could stop the machine.”  Access the full article on HRM; ‘A man’s story about being fired by a machine’. Lyn referenced Toby Walsh, a world-renowned professor on AI and one of Australia’s most important digital innovators.  Professor Walsh’s three rules for determining when to implement automation from his presentation, AI: Ethical Challenges - what AI can and can’t do and what it means for the future of jobs.

Although it may make technical and economic sense, will it fit within what is expected by society and what customers want?

The business case for automating or not automating comes down to answering three questions:

  1. Does automation make technical sense?
  2. Does automation make economic sense?
  3. Does automation fit within what’s accepted by society and what customers want?

Walsh explores the challenges we face when building ethically aligned machines and the extent of just what AI can and has the potential to do. Should we be welcoming or fearing this product of the next industrial revolution?

“The industrial revolution liberated production from the limitations of our muscles” “…but will this new digital revolution, liberate our economies from the limitations of our minds?”

Key messages from pwc’s 2018 Workforce of the Future Report, states that HR leaders are to act now and plan for a dynamic, not static future.  Also, to make big steps and not to leave automation to IT.  Jobs cannot be protected, but people need to be protected.

Lyn also referred to the CIPD’s chief executive, Peter Cheese. He writes and speaks widely on HR development, the future of work, and key issues of leadership, culture and organisation, people and skills. Peter will be discussing ‘Challenge and opportunity for the HR Profession' at the AHRI National Convention and exhibition to be held from 28th – 30th August 2018 in Melbourne.

The future of work, with technology increasingly impacting the workforce is a major focus for heads of HR. Societal behaviour is also changing. He states that as HR professionals, we need to step out of our comfort zone to develop our capabilities and confidence and truly help shape the future of work for the good of individuals, organisations, economies and society.

Kineo is a Platinum Sponsor at AHRI this August, marking our 8th consecutive year at Australia’s flagship event for HR practitioners and business leaders. Vicky Bartolacci, Kineo APAC’s MD will be presenting at the conference this year “Curation vs creation: Is your organisation grappling with how best to meet your current and future training needs? How are you measuring the impact of your learning interventions?” 

Organisations are grappling with how best to meet their current and likely future needs for training content.

With our rapidly evolving and increasingly responsive industry is it sufficient to provide training content that is merely tweaked?  Or savvy to invest in developing an inhouse capability that provides exactly what you need – with amazing UX – every time?

It’s a complex question with many variables, but some basic principles as well as measuring impact can help provide clarity and assist the decision-making process as our need for high quality personalised learning continues to increase.

It’s certainly an exciting and uncertain time for HR as the future is subject to constant change, yet one thing is sure the opportunity is great.

 
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