In the first of a three-part series looking at the COVID-19 pandemic and worker displacement, Emma Smith and Ross Smith look at the accelerating effect the outbreak will have on the future of work.
In the workplace, asking for help can mean the difference between success and failure. This isn’t anecdotal—in fact, research has revealed a number of proven benefits, such as:
Automation falls under the colorful umbrella of chain management. In this era of breakthrough technology and innovation, organizations that fail to automate and continuously improvise their processes while soon become obsolete.
Every company is a tech company these days. With the rise of e-commerce, cloud computing, big data, machine learning and mobile devices, companies are realizing the value of, not just a presence on the web, but the advantages of empowering their customers and partners to do business directly over the internet.
AI is penetrating into every aspect of HCM, including learning and development. In many briefings with technology providers I’m hearing the same thing over and over again: we designed this experience to be like the Netflix of learning content.
Artificial intelligence (AI) is changing the world of work, but what does this mean for HR in practice and how can it add value?
HR professionals can stay ahead of the curve—and the competition—by understanding the ever-changing technology landscape and how AI developments fit into it.
The increasing influence of technology and artificial intelligence across every industry showcases the importance of ethical behavior in the workplace, and investment in ethics education is rapidly growing.
Will automation take away jobs? This is the question that many are asking as we hear more about the continuous advances in technology that are transforming the workplace.
Language is the fundamental currency for how people express themselves.
The HR profession has changed significantly over the past decades as the profession has evolved from basic personnel management to a strategic business function that leads a wide range of practices and competencies. Today’s HR powers not only a service economy, but a knowledge economy, and as this knowledge economy grows, it is critical that organizations also evolve their approach to talent.
Is the experience at your workplace falling short of employee expectations? Do your employees feel they are treated as trusted partners, or are you sending a different message?
As we move further into the 21st century, the use of big data, machine learning, artificial intelligence, robotics, and automation is more prevalent every day. These changes have broad implications for society, for organizations, recruiting and HR professionals. Things are moving quickly!
Here are a few ethical questions for consideration:
Today’s we are facing significant new technology and cultural forces, from artificial intelligence, workforce fluidity, and hyperpersonalization, to the demand for equity and inclusion. These phenomena are reshaping the future of work, resulting in three megatrends for HR to prepare for in 2018: people-first AI, highly individualized leadership, and achieving breakthrough diversity and inclusion.
Artificial intelligence (AI) has come a long way, and the journey is not over yet. Not only can AI currently guide you to the best burger or the closest cup of coffee, it can also help you quickly and efficiently find the best job candidates.