What impact is technological innovation having on our working lives?
Delphine Vantours – Robotics, artificial intelligence, the Internet of Things, and Big Data: all of this technology is set to have repercussions for the labor market. A number of web and data processing roles, such as community management and data science, didn’t even exist a few years back
Innovation is often seen as a threat for the labor market, yet it’s actually a major opportunity. According to a recent study by the Employment Advisory Council in France, the number of jobs under threat from robotics, artificial intelligence and Internet-linked technology, is less than 10%. That said, close to one out of two of these roles is likely to alter dramatically, due a reduction of low-skilled, repetitive work, enabling a greater focus on more value-added activities.
Artificial intelligence represents a genuine opportunity for the labor market.
In your view, will the result of artificial intelligence be the creation of new types of roles?
D.V – Artificial intelligence is now part and parcel of our economy and it’s likely to radically alter the workplace, as we know it today. That said, I see it hand in hand with a strong opportunity. According to a survey of 1,600 decision-makers across seven countries, three quarters of them believe that the deployment of artificial intelligence will be one of the key determinants of their success strategies. A number of countries, among them China and India, are ready to hit the ground running towards this fourth industrial revolution. Europe is more hesitant, since there nine out of 10 decision-makers think that artificial intelligence will allow them to re-deploy workers in new analytical and more rewarding roles. Artificial intelligence isn’t going to replace human labor, but it is going to expand it.
What challenges does this entail for Human Resource departments?
D.V – The role of the HR department is also destined for big change! Analytics is bringing a new dimension to its role, both in terms of the inter-exchange of information within HR itself and with other levels of the organization. Analytics are a performance lever for companies today. Technology now enables CV analysis to give greater insight into skills, flexibility, ability and learning potential, as well as motivation and performance strengths. Analytics are already being used as a support tool in recruitment and career development in this field is set to incorporate more of the predictive. Predictive analytics are crucial because they’ll empower companies to anticipate. They’re set to become an increasingly valuable asset to HR policy.