If you are looking for an answer to the question What is Artificial Intelligence? and you only have a minute, then here's the definition the Association for the Advancement of Artificial Intelligence offers on its home page: "the scientific understanding of the mechanisms underlying thought and intelligent behavior and their embodiment in machines."
However, if you are fortunate enough to have more than a minute, then please get ready to embark upon an exciting journey exploring AI (but beware, it could last a lifetime) …
The Coronavirus has drastically reshaped the economy and the labor force. Since its rapid spread around the globe, we have experienced titanic shifts in how we work, where we work, and the technologies we use to stay connected. Such massive change is escalating the importance of HR's role within organizations. Workers are turning to their managers and their HR leaders, in particular, for guidance on how to navigate their "new normal" -- research indicates that 73% of workers depend on their employer for support in preparing for the future of work. Just as CFOs have greatly increased their scope since the 2008 financial crisis, CHRO's now have that same opportunity to become central C-suite players.
According to OECD predictions, exceeding budgets on health spending remains an issue for OECD countries. Maintaining today's healthcare systems and funding future medical advances will be difficult without major reforms. Public expenditure on health and long-term care in OECD countries is set to increase from around 6 percent of GDP today to almost 9 percent in 2030 and 14 percent by 2060. Moreover, in 2011 a study of the World Economic Forum estimated that the global economic impact of the five leading chronic diseases -- cancer, diabetes, mental illness, heart disease, and respiratory disease -- could reach $47 trillion over the next 20 years. The estimated cumulative output loss caused by the illnesses, which together already kill more than 36 million people a year and are predicted to kill tens of millions more in the future, represents around 4 percent of annual global GDP over the coming two decades, the study said.
Employer wellness programs can gather medical information from employees and spouses -- so long as financial incentives or penalties don't exceed 30 percent of the annual cost for an individual in the company's group health plan, according to final rules issued by the Equal Employment Opportunity Commission Monday. Although such penalties or incentives could run into the hundreds or even thousands of dollars, the programs are considered voluntary -- and therefore legal, the commission said. The rules seek to ensure "wellness programs actually promote good health and are not just used to collect or sell sensitive medical information about employees and family members or to impermissibly shift health insurance costs to them," the EEOC said. But the final rules drew immediate concern from some groups. Jennifer Mathis, director of programs for the Bazelon Center for Mental Health Law, says the new rule rolls back protections in existing law.