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Increasingly for many leaders, charged with imagining their business in the future, AI is the lynchpin of their digital transformation strategy and, in almost equal measure, companies are trying to future-proof themselves against the disruptive power at the same time as bidding to take advantage of its manifold applications.
Perceptions and predictions about AI are markedly polarised, and it is fascinating to talk to people with genuine apprehensions regarding how AI might impact, not just in the world of work but on the world and the human race. We’ve grown up with the Sci-fi imaginings of predictors of a dystopian future, such as George Orwell’s 1984, only to arrive at a epoch, somewhat later than the title of his ground-breaking book predicts, but alarmingly accurate all the same. Scientists, futurists and economists have warned of the potential threats that AI may pose to society. They highlight the potential job losses and substantial shifts in training and education needs as significant causes for concern. A number of government bodies and economic think tanks have also published policy papers on how to keep the disruptive technology from negatively impacting workers. While this forward planning is entirely necessary, much of the top level human resources debate so far has focused largely on safeguarding against AI as opposed to the benefits of the technology.
The focus should now move towards how to best harness developments in the technology in a way that both supports employers and emboldens employees, ensuring that their career-paths are not restricted. We are currently seeing a number of companies and innovators doing just this; utilising AI in innovative ways and using human intelligence to address a number of HR’s most pressing issues. The most exciting area that I have seen being positively impacted by AI is on-the-job training and vocational learning. With an increasing amount of data being collected on employees, AI is able to provide a richness of understanding for employers. Using data-driven AI, companies are able to quickly identify skills shortages and assess which employees are suitable to fill those gaps. A number of larger companies have started using micro-credentials and badge systems to track both an employee’s existing skills and their progress in gaining new ones. By utilising this data, management and training of staff is becoming more targeted in a way that has never been possible.
AI is also significantly improving the delivery of training. A great example of the application of AI in training delivery is a company called Fluence. They use a powerful language analysis engine to modify training structures and content to the level and style best suited to the learner. With machine learning, Fluence assesses the strengths and weaknesses of a learner and can support their progress through an understanding of these attributes. The platform adapts learning materials to suit the proficiency of the user while also suggesting ways for the trainer to assist while offline. As an increasing amount of training is being done through online portals, this level of adaptability and personalisation is crucial in the effective delivery of training and skills development. This use of machine learning to both improve learning materials and streamline the personal feedback from trainers can also be a great benefit to apprenticeship providers. While apprenticeship schemes are a central part of the UK government’s strategy to address the skills gap, the latest statistics from the Department for Education show a 25 percent fall in the number of people starting apprenticeships in the first six months of the 2017/18 academic year.
There are a number of reasons why this is happening. However, one of the key roadblocks for employers is the logistical burden. A core principle of the new apprenticeship model is that 20 percent of the apprentice’s time must be spent in off-the-job training, with the responsibility falling on both the main training provider and the employer to ensure this takes place. For many apprentices this means a lot of time spent moving between their place of work and their college or training site, cutting down on the amount of on-the-job training they are receiving and nulling the added value for employers. The Government has been pressed to find a functional solution, with a “flexible skills levy” one of the most highly lauded alternatives. This would allow employers to look at a much broader array of training courses including online portals and e-learning, cutting down on cost and the amount of time spent off-site. By harnessing AI, apprentices will be able to get a tailored learning experience and trainers will be able to provide feedback and assistance in a more efficient way.
Not only can AI help to train apprentices when and where suits them, but it is also being used to match aspiring apprentices to an appropriate course. Tech start-up WhiteHat, for example, was created to address the high dropout rates among apprentices in the UK. Their AI platform matches apprentices with opportunities that suit their digital profile, which holds data on both their learning style and skill sets. Currently, there is a lot of debate around the realistic impact that AI will have on jobs. In 2013, Oxford University published an influential report that forecast roughly 47 percent of jobs in the US and 35 percent in the UK were at “high risk” of being automated over the coming 20 years. However, a more recent study by the OECD provides a more conservative estimate of 10 percent for the US and 12 percent for the UK. According to the OECD report, the Oxford University study failed to take into account the nuance involved in many jobs and the human involvement and judgement that will be needed even in roles that have been largely taken over by automation and AI While it is true that jobs will change as AI is brought into more aspects of the value chain, this does not mean that there will not be roles for workers. Jobs will develop alongside AI, as has been the case across the past century of rapid technological advancement. The modern workplace is unrecognisable to that of 100 years ago, and yet unemployment is at record lows across the Western world. But a massive shift in the technical skills of the UK workforce will be required.
Learning computer programming skills has been a mandatory part of secondary school curriculums since 2014. However, statistics from the ONS show that levels of computer literacy among adults is worryingly low, with around 5.3 million British adults never having used the internet. This is especially concerning when put in context of a 2017 study by Accenture which draws a direct link between a person’s ‘tech-literacy’ and their earning potential. The report highlights the need for companies to invest in up-skilling their workforce as well as cross-skill programmes for all employees, especially those in roles most at risk of automation. Furthermore, many industry leaders have been vocal in lamenting the shortage of workers that have the necessary skills in the U.K. With Brexit looming, many experts worry that the supply of skilled workers will fall even further. The focus for all companies should be on how to better upskill their staff and put in place a vocational training system that provides both the current and the next generation of workers with the skills that the market needs. As industries are being turned on their heads at an ever-increasing rate, and a greater focus on tech-training will go a huge way to both future proof many people’s jobs and fill the growing skills gap. The same report by Accenture estimates that boosting the nation’s tech skills could add £11 billion to the UK’s GDP. Employers stand to benefit greatly from the many applications of AI technology. In order to guarantee that the benefits are equally distributed, however, they must ensure that workers have the training and expertise necessary to work alongside AI and adapt to the shifting workplace environment. Ideally, this should be the approach for all HR managers and directors: applying human intelligence to harness the potential of any development in technology. Artificial Intelligence is no different.
*With sincere apologies to Philip K. Dick
