AI in the workplace: ally or disruptor?

How AI is reshaping the job market

From recruiting and onboarding to the training stage, from professional development to business process management, AI with its machine learning and deep learning branches is playing an ever-growing role that encompasses virtually any aspect of our careers. The adoption of AI in the workplace is notoriously on the rise, propelled by significant investments in implementation strategies but also the availability of machine learning consulting.

Alongside RPA, robotics, and cognitive technologies, AI represents one of the main tools deployed to either fully automate certain tasks or enhance or assist employees in fulfilling their duties. According to Deloitte’s 2019 Global Human Capital Trends study, 22% of the organizations surveyed already implemented AI while an additional 44% were exploring such possibility.

This abrupt trend has led to a complete redesign of jobs across a wide range of industries but, like any major technological and social upheaval, it has also sparked uncertainty and concern. Indeed, 64% of the respondents in the aforementioned survey consider artificial intelligence and robotics an important or very important issue for human capital, while only 26% of the interviewed declared that their corporations would be “ready or very ready” to face the impact of such technologies.

In this regard, one of the most widespread fears is certainly related to potential job displacement. Based on Mercer's 2020 Global Talent Trends survey of 7,300 business executives, HR leaders, and employees, 34% of the latter expect their jobs to be replaced in three years. Moreover, only 34% of HR leaders are investing in workforce training and reskilling to prepare for the upcoming changes, while business executives think that only 45% of their employees would be able to adapt to a job market reforged by the advent of AI. Not exactly the kind of exciting prospect.

On the other hand, 61% of employees believe their employers are preparing their workforce for future automation developments, and 55% trust their companies with regard to retraining. Furthermore, 78% of them said they are ready to learn new skills.

Automation, augmentation, or displacement?

The apparent inconsistency among different stats can only fuel the lively debate among pessimists, who expect workers to be massively replaced by AI-powered automation, and optimists, who think these technologies will generate new types of jobs, "augment" employees, and improve their workplaces.

The truth probably lies somewhere in between as the ultimate effect of AI, firstly in terms of job availability and secondly of work experience and performance, could be a sum of positive vs negative tendencies and will likely depend on how we approach this revolution.

Regarding the first aspect, the 2018 World Economic Forum report pointed out how the rising adoption of machines and algorithms in the workplace could create 133 million new positions compared to "only" 75 million that will be displaced by 2022. However, according to the report, such a positive trend may only be unlocked by proactively investing in workforce upskilling.

This encouraging forecast seems to be corroborated by PwC's 2019 AI Predictions paper, according to which the surveyed executives tend not to view AI as a source of job disruption in their organizations. 38% of them said artificial intelligence will lead to an increase in headcount, while only 19% think AI may provoke job cuts.

As for the employees' work experience and potential, Deloitte’s 2018 State of AI in the Enterprise 2nd Edition survey reported that AI adopters generally see more value in using AI-based automation to free up workers for more creative activities than to cut jobs.

Executives also consider artificial intelligence effective in making workers better at their jobs and happier. 78% of the respondents said that AI and cognitive technologies empower people to make better decisions, while 72% think that AI may increase job satisfaction. Finally, 78% of the executives surveyed believe AI will augment employees, ensuring new ways of working.

Which new ways of working are they talking about? Let's take a look, starting with the most relevant effect of AI in the workplace, namely workforce augmentation.

Other ways to leverage AI

As previously mentioned, artificial intelligence is a technology affecting every aspect of our jobs and workplaces. Here are some of the most important areas:

• Headhunting: The influence of AI on our careers begins even before we set foot in a new office. For example, machine learning and predictive analytics software can be used to pre-screen candidates and filter the most suitable ones for the interview, matching their data with the required profiles. Even the recommendation engines of major job search websites take advantage of ML, including LinkedIn.
• Job interviews: Once the candidates are selected, it's time for interviews and assessments, which can be partially automated and assisted via AI. An example of this approach is that of the British-Dutch giant Unilever, which saved a cumulative 50,000 hours of candidates' time and reduced the hiring process length from 4 months to 4 weeks. Their AI-powered hiring system can even analyze the body language, use of keywords, and tone of applicants.
• Training: AI can be a great tool for catalyzing employees’ professional development. The Faethm data analytics platform deployed by Mastercard collects information regarding performances, careers, and so on, to offer personalized suggestions on the best learning strategies and career progression. Honeywell, on the other hand, is betting on AR/VR tools, which allow new hires to experience their tasks through virtual reality.
• Employee monitoring: The last (and potentially most controversial point of our list) relates to AI implementation for employee monitoring and surveillance. On the one hand, AI-powered systems can be deployed to ensure the well-being of workers. In this regard, Blizzard Activision offered incentives for employees who would agree to use health wearables to monitor their physical conditions.
  On the other hand, many leading companies have already adopted artificial intelligence and data analytics to keep an eye on staff performance and activity (over 50% of corporations with a turnover above $750 million, according to Gartner estimates). This includes initiatives against "rogue employees" taken by financial institutions such as J.P. Morgan for some years to monitor their employees and identify any criminal activity.