Artificial Intelligence (A.I.) has the potential to revolutionize many industries, but a recent survey shows that its use in workplaces is limited. Employees are worried that A.I. will replace their jobs and are uncertain about how it will fit into their tasks. However, A.I. can greatly improve jobs, especially in human resources (H.R.) tasks. To create a more productive and engaged workforce, organizations need to overcome obstacles, address employee concerns, and implement A.I. effectively.
A survey by Top Workplaces found that 1 in 6 employees worry about the impact of A.I. on their work. Industries like advertising, marketing, hospitality, entertainment, travel, and finance have the highest levels of concern. Employees fear job displacement and are unsure how A.I. will fit into their daily work.
Interestingly, senior managers are less concerned about A.I. in the workplace compared to team members. This highlights the need for effective communication and transparency about A.I.’s role in the organization’s strategy and its impact on employees.
Despite these concerns, A.I. can enhance jobs. Kinsey Smith, senior people scientist at Energage, believes A.I. can streamline H.R. tasks like resume scanning, social media analysis, data aggregation, background checks, employee satisfaction measurement, and benefit optimization. However, the survey shows that few organizations currently use A.I. for H.R. tasks.
Additionally, over 1 in 3 organizations lack tools for employee listening or selection, indicating a need for A.I. in these crucial areas of workforce management. H.R. information systems and recruiting technologies are considered the most valuable tools, with many organizations relying on third-party solutions.
One common obstacle to the use of A.I. tools in the workplace is the difficulty of integrating and setting them up. Many organizations struggle to incorporate A.I. technologies into their existing systems, resulting in underutilization of these transformative tools.
The survey also highlights sectors where A.I. already has an impact, such as manufacturing, self-driving cars, healthcare management, finance, travel booking, social media monitoring, and chatbots. However, the use of A.I. in H.R. tasks and issues is still low in most workplaces.
Interestingly, respondents hope that A.I. technology can assist with talent acquisition in the future. A.I. can streamline the recruitment process, analyze candidate data, and identify top talents, improving efficiency and effectiveness.
The survey also shows that organizations often use in-house solutions for employee appreciation and performance management, indicating a willingness to explore innovative ways to enhance these areas without relying solely on third-party tools.
Looking ahead, the impact of A.I. on global workplaces is inevitable. However, organizations need to address employee concerns and communicate clearly about the role of A.I. By effectively using A.I. tools, organizations can streamline processes, make better decisions, and create a more productive and engaged workforce.
In conclusion, while A.I. has immense potential for streamlining operations and enabling data-driven decision-making, its use in H.R. tasks and issues is still limited. Organizations must overcome obstacles like integration and address employee concerns about job displacement. By embracing and implementing A.I. effectively in key areas of workforce management, organizations can unlock significant benefits and create a more efficient and engaged workplace. The future of work is evolving, and organizations need to adapt and harness the power of A.I. to thrive in the digital age.
