Integrating Human and Artificial Intelligence: Creating Resilient Workplaces

Panel discussions on the HR Imperative - Integrating Human and Technology Environment, HR

Wednesday, 25th April 2018, I had the opportunity to share a panel discussion on Integrating Human and Technology Environment at the HR conclave hosted by SP Jain School of Global Management.

It was surely my honor to share the forum space with distinguished Academicians and senior HR professionals - Mr Marko Selakovic (Senior Manager – Institutional Development at SP Jain); Ms Fizza Sabir (Senior HR Manager at DNV GL); Mr Abbas Ali (Senior Vice-President at TASC Outsourcing)

The topic for discussion was - The rise of the digital economy is transforming workplace and workforce. The Human Resource professionals face an uphill task of equipping their workforce with smart skills. In this context, what are some of the crucial challenges faced by the HR professionals? What are the major workplace disruptions anticipated due to rise of automation? How will these changes alter the talent landscape and employment models? What will be the key drivers of employee motivation and retention in virtual workplaces? And above all, what needs to be done to balance emotional and social intelligence while adopting AI and Virtual reality?

Key panel discussions topics are as below:

1.Is Automation imminent or it is just a myth?

In today’s world automation or digitalization in the form of RPA, artificial intelligence, big data are surely a reality and not a myth anymore. Competitive labor markets, economic uncertainty, technological disruption, cost pressure and globalization are key drivers that will shape the workplace of the future.

2.Digital disruptions that will happen in the organization in the future. What are the key capabilities and gaps of the organization and the people?

Artificial Intelligence is s/ware that updates itself. Humans learn by examples and practice and in the same way with AI’s in use. Key examples: airline pricing, stock market, identifying medical treatment, private online courses in the form of Chatbots; applications in Banking and Finance for credit authorization, economic forecasting, risk assessment, fraud detection; consumer buying patterns, customer buying prediction and many more such examples exist.

All these digitalization’s will create disruptions that businesses need to grapple with and HR will need to be at the forefront of the digital transformation. Some of the key changes in HR's role and their capabilities will include- HR service delivery model will change to digital; HR will need to become analytics and data driven; Corporate learning will evolve to be more action learning as shelf life of competencies shrink; Engagement and culture would become key priorities for CEO’s and Boards. Some of key HR competencies that HR will need to embrace: - Business Acumen; Digital literacy; finding RoI of HR interventions; Impact on people; Painting the big picture; Data driven approach; Performance agility; Critical thinking and Change management

3.Skills inventory for the future:

Since 2014, shelf life of a skill set has reduced to now being less than 5 years and in 2020, shelf life of skill set is expected to be less than a year. This means that we will have to “work to learn and not learn to work. We will keep learning new skills and unlearning existing skills. . Some of the key skills sets of the future will be around Data Analyst, RPA developer, Blockchain developer, etc. 

4.It seems to be more about mindset change than about skill-set for the future – how we can have an expert with proven track record of success in the technologies of the future? How HR can help out to tackle these challenges?

Surely, it is a mindset change and not just about new skills. HR needs to keep ahead of the market to not just identify new market for these skills. HR will need to work with universities and academic institutes to build internal capabilities.

Change management will be critical HR competency while HR drive the digital transformation. Leaders make change happen- changing mindset is about starting from the top and working your way down.

I wish to sincerely thank Mr Marko Selakovic -Senior Manager – Institutional Development at SP Jain for facilitating the panel discussion and Chandrasekhar Singh GM - Corporate Relations who motivated me to be part of this excellent event.