People with Technology: What does A.I. Implementation Mean for the Future of Human Jobs?

Before buzz words such as “inclusion” and “automation” began flying around the workplace, humans were struggling with different cultural adjustments that they never imagined they would overcome. Where once, African-American citizens were segregated from their Caucasian counterparts, they have since held the office of President, four-star Admiral and even inspired young minds with the first on-screen superhero representation in Black Panther that still has people crossing their arms across their chest while shouting “Wakanda forever!”

When it comes to handling inclusion of a more technological appearance, we don’t have to look much further into our past than the aforementioned instances where we have overcome cultural barriers to work side by side for a better tomorrow.

However, on the path to this better tomorrow, there are still those who harbor fear and apprehension. To cull this concern, Gartner Newsroom calculated that while artificial intelligence and other technologies will replace humans in the workforce, predictions show that by 2020, AI will eliminate 1.8 million jobs while creating 2.3 million for a net gain of 500,000 human jobs (2017). Additionally, groups such as Cognizant have recently identified 21 jobs that are essential to future work that only humans can perform (Bahl, 2018). These are not only jobs that require high-level education or technical expertise, but the jobs that even blue-collar workers can effectively perform. In HR, three new jobs were identified to help this movement along including conversational designer, AI trainer and digital HR business partner. These particular tasks were identified to help HR representatives have a direct hand in the development and evolution of AI to augment human capability and organizational development. For example, as an AI Trainer, an individual is responsible to annotate discrete knowledge nuggets so the correct data can be served up in a conversational interface. Also, as a Digital HR Business Partner, HR leaders have the opportunity to automate, augment with new skills and amplify work processes so individuals in this role can provide greater value to clients with consulting and critical problem solving. After all, this is not a race against the machines, but with them.

Thanks for reading,

Dennis Grube

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