Across all sectors there is excitement about how AI and digital automation will revolutionise the workplace – but what does it mean for workers and their employers? Contributor Crispin Marriott, Client Relationship Director, Willis Towers Watson.
History tells us that technology doesn’t spell the end for employment – yes certain jobs become obsolete, but others are created as a result. Despite technology replacing some manual jobs in recent years (such as in factories and retail), UK unemployment has fallen steadily year-on-year since 2011.
While the workforce has adjusted to recent technological change, the rapid development of AI and automation will be a shock to the system. Over the next three years companies in the U.S expect automation to account for 17% of work. Worryingly, many studies have shown that the majority of digitally maturing companies anticipate industry disruption caused by digital trends, however, very few are adequately preparing for it.
Adapting to survive
‘Upskilling’ is the new buzzword in HR – helping workers to adapt their current skillset to the workplace of the future. This applies to huge swathes of employees, whose jobs will totally or in part be taken over by machines.
Our research tells us that business strategy should concentrate on how work gets done and by whom. Creating the right team to realise organisations’ digital strategy relies heavily on employee skills development. This means businesses should consider fully the need to invest in and upskill these digital skills – to avoid talent becoming obsolete as companies digitally mature.
For employees in the future of work, where some doors close, others will open. Employees will have the freedom to evolve their careers repeatedly throughout their professional lifetime, allowing them to design their work and compensation around how they want to live. They will call for a high level of flexibility and trust concerning where, how, when they work, and what they choose to work on.
As well as the continued education of current employees, we must prepare the next generation for a working world very different to their parents’. Through the traditional education system, students are still being equipped with skills and knowledge that will no longer be relevant by the time they enter the workforce. Just as organisations need to rethink job design, so should educators rethink their curriculum.
Change from the top
Employers will equally have to change how they think of their employees. As businesses embrace AI and automation, they need to define the skills that they need to make them a success, before taking advantage of this new technology. Not having the right people to actualise the plan is like building a home without a blueprint.
Finding these employees is one challenge; retaining them is another. The rigorous and intense transformation of skills will threaten job security alongside the hyper-competitive talent market today. To maintain the best talent, employers must think seriously about maintaining attractive base pay, job security and progression in an increasingly volatile and competitive job market.
Upskilling – the first steps
As AI and automation take on routine tasks, companies will become more reliant on data and technology for their day-to-day operations. Complex new systems will not only require training on how to operate them, but also a cyber-savvy workforce that understands cyber threats and how to mitigate them.
Our research has found that two-thirds of cyber breaches are caused by employee negligence or malfeasance including losing laptops, the accidental disclosure of information or actions of rogue employees, compared with just 18% of breaches driven directly by external threats.
Companies are already rapidly adopting AI and automation and becoming increasingly dependent on technology. Upskilling starts now and companies need to go back to basics to prepare for their digital future. Cyber skills training is a logical first step to prepare the whole workforce for significant change over the next few years.
What next?
Organisations should prioritise upskilling their workforce today and to stay abreast of developments in the digital revolution. Investment in continuous learning for employees and job design improvement will ensure that businesses will remain relevant and competent in the new landscape. Digital leaders need to partner with relevant government and educational institutions to develop and train the future workforce in order to better meet future demands and challenges.
