There's no doubt that the job market is changing. Gone are the days of learning how to do one job, sticking with it for 40 years and retiring with a desirable pension. In 2016, according to the U.S. Bureau of Labor Statistics, workers hold a job for an average of 4.2 years before moving on. And 35 percent of workplace skills in all industries are expected to change by 2020, according to the World Economic Forum. New technological developments continue to make certain roles in the workplace obsolete.
Future Tense is a partnership of Slate, New America, and Arizona State University that examines emerging technologies, public policy, and society. In an interview last year, Treasury Secretary Steven Munchin told Axios that job automation was "not even on our radar screen," citing that the risk was still "50-100 more years away." But even if an employment apocalypse doesn't come to pass, fear of an automated future may be making Americans sicker today, according to a study published recently in the journal of Social Science and Medicine that shows a correlation between automation risk and worsened physical and mental health at the county level. The researchers, who are from Ball State University and Villanova University, used a regression analysis of county-level data about health and the share of total jobs at risk of automation. They calculated the second data set by matching county-level employment data with the risk levels calculated in a frequently cited 2013 Oxford University study that suggested almost 50 percent of jobs could be at risk of automation by 2033.
Artificial Intelligence or AI is defined by the Oxford English Dictionary as "the theory and development of computer systems able to perform tasks normally requiring human intelligence, such as visual perceptions, speech recognition, decision-making, and translation between languages". The term is defined in popular culture, and in the eyes of employees the world over, as an ever-approaching threat. The World Economic Forum has discussed AI as a major element of the fourth industrial revolution (4IR) and something which will rapidly change our world and workplaces. Regardless of the definition, AI is coming into our workplaces and coming quickly. As with any change to workplaces, employment law will follow.
In this tutorial, you will learn how to employ a simulated dataset from Kaggle to build a machine learning model to both predict and explain whether employees will leave their employer or not and the reason(s) why they may do so. The data comprise a wide range of topics which allow to explain employees' leave behavior in relation with A) organizational factors (department); B) employment relational factors (i.e. This tutorial has the objective to inspire you to explore the possibilities of using machine learning for your own research. You will follow several steps to explore the data and build a machine learning model to predict whether an employee will leave or not, and why. You will build this prediction model with the Azure Machine Learning Studio.
The robots are coming for our jobs--and we should welcome them. Why? Automation may help the U.S. economy break out of its productivity malaise. From 2007 through 2016, according to the Bureau of Labor Statistics, U.S. nonfarm business productivity grew just 1.2% annually, or well below past performance. In the 1990s, for example, nonfarm productivity grew 2.2% per year. A recent report by the McKinsey Global Institute argues that technologies such as A.I. and robotics offer a solution.
Companies have an expensive retention problem. Identifying, sourcing and training the right talent, which can range from $4,000 to nearly $60,000, is simply the first step in a journey of the employee experience. Yet, this investment does not always bear fruit, as the average time an employee spends at a company is only 4.2 years, according to the Bureau of Labor Statistics. Estimates in Silicon Valley are much lower. What makes people stay at their place of work?
Artificial Intelligence is currently being deployed in customer service to both augment and replace human agents – with the primary goals of improving the customer experience and reducing human customer service costs. While the technology is not yet able to perform all the tasks a human customer service representative could, many consumer requests are very simple ask that sometimes be handled by current AI technologies without human input. In this article we'll shed light on the current trends and use-cases that business leaders should be considering today. We've broken this article on AI for customer service into the following four sections: According to the Bureau of Labor Statistics there were just over 2.7 million Americans employed as customer service representatives with a mean wage of $35,170. Any technology that could improve the efficiency of customer service representatives or make some of these positions redundant would potentially produce significant business savings.
The Fourth Industrial Revolution is fundamentally changing the ways that people work and live in three main ways. First, it is untethering some types of work from a physical location, making it easier to remotely connect workers in one region or country to jobs in another – but also making it less clear which set of employment laws and taxes apply, creating greater global competition for workers, potentially weakening employment protections and draining public social protection coffers. Second, human labour is being displaced by automation, robotics and artificial intelligence. Opinions differ on the extent of what is possible: Frey and Osborne's (2013) study found that 47% of US employment is at high risk of being automated over the next two decades, while a 2016 study of 21 Organisation for Economic Co-operation and Development (OECD) countries, using a different methodology, concluded that only 9% of jobs are automatable. In general, lower-skilled workers are more likely to see their jobs disappear to automation, increasing their vulnerability and exacerbating societal inequality. Finally, the nature of the contract between employer and employee is changing, at the same time that the move to a sharing and collaborative economy increases the prevalence of jobs that fall outside the standard employment contract model. The shift has some positive implications for workers, as it potentially offers more control over when and whether to work and opportunities to supplement their incomes – renting out a room through Airbnb, for example, or driving part-time for a service such as Uber.
As a person living in the 21st century, it's almost inevitable that you've had the seamless, fast, and hassle-free experience of shopping online: a few clicks and you're done without ever needing to interact with anyone, and then your items can show up at your door in as little as a day. But as the holiday season ramps up, it's a good time to remember that there's actually a whole lot of human labor behind that fast and easy click. While we at Mother Jones recently reported on how robots will one day take these jobs, they haven't taken over just yet. Just consider a great story last week from Gizmodo's Bryan Menegus shedding light on a mysterious program known as Amazon Flex: a "nearly invisible workforce" of independent contractors charged with delivering the "last mile" of Amazon orders from a local storage facility to the customer's door. As Menegus explains, "It's a network of supposedly self-employed, utterly expendable couriers enrolled in an app-based program which some believe may violate labor laws."