Artificial intelligence (AI) is already becoming an integral part of consumer applications, and it forms a significant part of many work environments. It offers an array of ways to improve communication with clients via chatbots, and personalize marketing efforts through data analysis using machine learning. Various companies use artificial intelligence to improve productivity in sales by analyzing contemporary approaches and processes. It has helped to define a new opportunity in the market. Data Corporation Inc. indicates that the artificial intelligence market could make a revenue of over $47 billion by the year 2020. The market will be friendly to any organization that incorporates artificial intelligence as part of its operations, and such firms will be more effective, making greater profits.
Even though AI is lucrative and beneficial, there are fears it could lead to redundancy because it can accomplish tasks faster and often more effectively than humans. Be that as it may, artificial intelligence has its limitations. There are certain things that people can do that AI cannot. Therefore, people remain an integral part of any operation. Though artificial intelligence is in its initial stages, many leadership teams across the globe have begun to reconsider many of their critical structures.
The advancement of technology has caused numerous firms to change their organizational make-up and human resources departments, come up with new training models, and re-evaluate their hiring practices. The Human Capital Trends Report from Deloitte base these inferences from over 10,000 surveys involving business leaders and human resources personnel. Most of the organizations that are restructuring are doing so because artificial intelligence has penetrated greatly in its initial stages. The early penetration of AI software has caused a shift, and organizations need to be ready to adapt accordingly. AI is not doing away with human jobs; it is instead creating space for more, according to Josh Bersin, a founder and principal member of Bersin from Deloitte. Bersin says that since there are many jobs that a robot cannot do, the human brain is an essential part of an organization. Such human tasks include solving problems in an interdisciplinary manner, communication, and empathy. Anyone who has a job that is task-oriented may have to undergo fresh training, or move into a new role.
Bersinâ’s report found over 40 percent of respondents have implemented AI technologies in the workplace, or made notable progress in incorporating artificial intelligence into their operations. Be that as it may, it is only a small number of global executives that are ready to manage a team of staff with AI, robots and people working side-by-side. Therefore, an imminent revolution under the banner of artificial intelligence working in collaboration with ancient AI technologies will force numerous companies to reconsider their operating strategies.
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As new technologies become a reality in this critical transitional period, some corporations are retraining their staff as they work. The role of the human resources department is also changing. HR was initially involved in recruiting and evaluating potential employees, but AI software can do this effectively. Human resources are now focused on improving the experience of staff in the progressively dependent workforce. The Deloitte survey found that over 55 percent of the respondents were changing their human resources programs to incorporate mobile and digital tools. A third of the respondents reported that they were already using AI technology in delivering their HR mandates. Organizations cannot avoid incorporating artificial intelligence into their core functions forever, so they must be more team-oriented and collaborative, and depart from the traditional top-down structure of administration.
Things AI cannot do
In an article about emotional intelligence from Harvard Business Review, the writer notes that though AI can do an array of activities that a human cannot, a machine is limited in some ways. It cannot perform some functions, which calls for human intervention. Anyone who wants to remain relevant in their profession should focus on capabilities and skills that artificial intelligence cannot replicate. Such skills include interacting, motivating, socializing, and understanding human beings.
A machine can diagnose illnesses and recommend treatment in a more effective way than a fallible human doctor. However, a person will have to sit with the patient, be empathetic, understand the condition, and determine the optimal course of treatment. Complex business situations and challenges must involve people. Tasks such as identifying which staff can best lead others in the delivery of a certain task, motivate others to finish a complex assignment, deliver certain information that elicits a specific emotion, and communications to merge the operations of different companies. Such tasks and many others involve aspects that affect people on an emotional level, and a machine cannot perform them. Therefore, even though emotional intelligence is an integral part of the operation of many companies, people still play an undeniably important role in the workplace.
It will not be easy for doctors to trust a machine to diagnose and suggest treatment. It is worth mentioning that artificial intelligence has not been able to learn autonomously. It cannot function without the input of people, relying on humans to learn various interactions and processes. According to Mark Zuckerberg, Facebook’s co-founder, people need to train robots so they can answer some of the toughest business questions. He asserts that, though people are required to automate several human resources functions, relying on the human hand alone is untenable. It is possible to teach artificial intelligence to interact with people, including various public and business figures.
What can people do with AI?
It has not been possible for a machine to emulate the way people interact, despite developers having made machines with deep learning abilities. This is because the complexities of a language are only open to the human mind. Nuances such as body language, tone, and inflection are only understandable to the human mind. Machines cannot decipher such complexities, let alone use them in a capacity that could fool someone into thinking it was a person. Therefore, it is necessary to have people in situations that involve human emotions, including customer service. It is far easier for a person to understand intent during a one-on-one human interaction.
People can receive detailed information faster as they interact with others. Such information could take years to compile, code, and relay using a machine. In cases such as session calls for a question and answer session, the people involved will respond in real time. The bottom line here is that artificial intelligence is not a career-threatening invention, rather a wonderful innovation that will augment the work people do.
Getting the best from AI and people
Roy Raanani believes the best way to reap optimal benefits from AI and people is to incorporate both in operations. Technology can help us to understand how the best performers operate. Replicating the lessons people learn makes work easier. A human resources manager can put artificial intelligence to work performing complicated analysis, leaving people to do the tasks that absolutely require human intervention. Customers will always demand high-class service, and a business that operates with people and uses artificial intelligence will prosper. Every company should aim to have its people work efficiently and incorporate machines to simplify its operations in complicated situations.
Since there is a great shortage of analytical talent in various organizations, it is not tenable to wait and see if human resources managers are prepared to work in complicated circumstances. Leaders must explore early and experiment with AI so there is no gap in operations. Human resources managers should use new key performance indicators to assist company operations.
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