There is a lot of buzz about Artificial Intelligence (AI) and how it will revolutionize our world for the better. The question for human resource professionals is: What sort of impact will AI have on employee benefits? Let's first review an accurate definition of AI. Originally, I thought AI was when a computer programmer put human logic into software. But that is not correct.
Bricklaying is repetitive and strenuous. It takes a toll on your body, potentially spraining, tearing and straining ligaments and muscles. But new technology is now helping to identify the safer techniques master masons use, gaining insights that can improve training. Musculoskeletal injuries like sprains and strains account for a third of all illnesses and injuries among general construction work, according to the U.S. Bureau of Labor Statistics. They cause workers to miss time and, in some cases, to leave the industry all together -- depleting an aging and already shrinking workforce.
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.
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."
Identify the traits of your top performing employees and hire people like them, but without the discrimanatory bias of traditional recruiting. You can watch my interview with Pymetrics' CEO Frida Polli below: A company's all-star employees play Pymetrics' set of games that assess things like memory, emotion detection, risk-taking, fairness and focus. Finally, Pymetrics recommends companies hire people who are similar on the inside to their best workers, but not necessarily on the outside. "Google did the famous study of resumes and performance test scores, and found an extremely small correlation," Polli tells TechCrunch.
Our data and analysis show that as of 2015, 478 billion of the 749 billion working hours (64 percent) spent on manufacturing-related activities globally were automatable with currently demonstrated technology.1 1.The baseline we used to determine which manufacturing activities are "automatable" is "current activities" as defined by the US Bureau of Labor Statistics. Just over half of all working hours in the United States are spent on activities that are the most susceptible to automation: performing physical activities and operating machinery in a predictable environment, and collecting or processing data (exhibit). Since these and other constituent activities each have a different automation potential, we have arrived at our estimates of automatability for the sector (64 percent of total working hours spent on manufacturing-related activities globally, 87 percent of hours spent on activities performed by workers in production occupations, and 45 percent of hours spent in nonproduction activities) by examining the time workers in manufacturing spend on each of them during the workweek. Considering that 68 percent of the automatable manufacturing hours in the developing world (and 62 percent of automatable labor value) are in China and India alone, we see potential for major automation-driven disruption in India and China, although how long that could take will depend, in part, on the speed with which the costs of automation solutions fall to below wage levels in these countries.
The most quoted study that estimates jobs susceptible to automation is the work by Carl Frey and Michael Osborne (so-called FO) The Future of Employment published in 2013 by Oxford University. Machines support automation of specific skills and abilities that these occupations entail. For instance, the social perceptiveness skill has the importance rank of 88 and a global level rank of 77 for psychiatrists. Instead of focusing on average tasks structures for occupations that O*NET provides, AGZ assumed that every job is different across companies, industries, and countries.
CHENNAI, India, Aug 9 (Thomson Reuters Foundation) - With more than 20 million humans working as modern slaves, a technology developer is hoping artificial intelligence will help clean up the world's supply chains and root out worker abuse. Developer Padmini Ranganathan said mobile phones, media reports and surveillance cameras can all be mined for real-time data, which can in turn be fed into machines to create artificial intelligence (AI) that helps companies see more clearly what is happening down the line. Modern-day slavery has come under increasing scrutiny in recent year, putting regulatory and consumer pressure on companies to ensure their supply chains are free from forced labour, child workers and other forms of slavery. Ranganathan works for information technology services company SAP Ariba, which helps companies better manage their procurement processes.
It's used to train algorithms for things like sentiment analysis, predictive typing, automatic proofreading, and so on. In an analysis of 150 years of British periodicals, researchers were able to accurately detect changes in society: When electricity replaced steam; when trains replaced horses; epidemics; wars; and so on. Here's a chart of 50 jobs analyzed in the study, showing how strongly that job is associated with the female gender, and what the actual gender representation is: It makes technically good predictions that are morally bad. But at the same time, this gender bias is actually an accurate representation of the data; analyzing it over time, we could even predict a trendline of changes.
Within the next five to ten years, the onset of automation and artificial intelligence (AI) will lead to a revolution of the legal industry that will likely transform that model completely. It is widely acknowledged that AI will eventually change the legal industry, and automation will over time replace certain functions: lawyers will be able to perform their current tasks far more accurately and effectively. Indeed, if and when AI progresses to a very high level of intelligence, a large part of a lawyer's work will shift from providing legal advice to instead marketing: trying to retain clients and attract new ones and working closely with them to understand their needs. From a client perspective, if the work which lawyers currently carry out shifts towards spending more time working on their relationships with them -- including how to more efficiently and innovatively invoice them -- then, ultimately, that will lead to greater value for clients.