28 Feb 2021 9:38 AM | Anonymous member (Administrator)

Do we trust robots and automation? In this article, Eric Shepherd discusses the studies that help us understand the changing relationship between employees, managers, AI, robots, and automation.  

Employees, managers, and executives around the world now realize that automation, augmentation, robotics, and the use of artificial intelligence (AI) is real and here to stay. The pandemic has accelerated the use of these technologies and attitudes are changing. Despite skepticism people are starting to recognize the power of parting with technology. 

Many studies have shown that the use of automation, augmentation, and robotics increases productivity. A recent survey by Gartner, the consulting, and advisory company, revealed that 69% of the tasks performed by managers will be delivered by artificial intelligence by 2024. 

A study conducted by Future Workplace and Oracle found that the increasing use of AI at the workplace has a significant impact on the relationship of employees with the management. Their survey of 8,370 managers, employees, and HR representatives around ten countries discovered that 82% of participants said that robots or AI could do some tasks more effectively than their management. 64% said that they trust robots more than managers, and they have a positive relationship with AI; they are happy and thankful to have robot co-workers.AI is growing stronger, with 50 percent of workers today using some sort of artificial intelligence at work compared to 32 percent in 2019. In the study, they found that artificial intelligence has modified the relationship between humans and robotics at the workplace and reshapes the part that HR executives and teams have to perform in trying to attract, maintaining, and developing talent. 

Assessing Relative Strengths 

When participants were asked what made AI better than employees, they stated that the technology provides better impartial data, maintains working schedules, solves problems, and manages a budget. Survey participants said managers are better than robots in boosting their emotions as well as providing quality counseling and building a positive workplace culture. 

Emily He, Senior Vice President, HCM Marketing, at Oracle, said: "I think one of the bigger themes from the study is that smart use of technology can actually bring humanity back to work." Emily continued, "The study found that workers perceive AI and bots to be better at certain things than humans, but that employees also would prefer their managers to apply technology where it makes sense so they can spend more time on things like showing empathy or providing personalized coaching." 

Key Findings othe Study 

Artificial intelligence is now more dominant in the workplace, indicating a willingness to accept technology and desire to see its possibilities. 

Employees are welcoming the new technology with an optimistic attitude, and according to the report, 53 percent of participants are thrilled about getting robot co-workers. 

The relationship between employees and managers is now changing. Employees are trusting robots more than the managers. The stats show that 64 percent of employees have more faith in robots than their managers. 

AI now challenges the old concepts of what managers do effectively. 

AI is changing the typical roles played by managers. 

Thirty-five percent think robots have impartial data, while managers provide biased data. 

AI should be safe and comfortable to use, but the complications of AI technology proved to be the main reason behind the organizations not adopting the technology. 61% state that privacy and security issues are the main factors that stop them from using AI in the workplace. 

81% of HR leaders and 76% of employees find it hard to keep up with advances in technology at work, the report found. 

Shifting Attitudes Toward Ai 

This report represents a real shift by respondents. They’ve moved from voicing reservations about AI in the workplace to being far more interested in technological advancements. 

The main two issues that discourage employees from using AI at work were security and confidentiality. But several respondents stated that they needed a more comfortable working experience with AI, with participants calling for improved user interfaces (34% demanded improvement), behavioral interactions (30%), and best practice learning (30%). 

AI isn't Going Anywhere 

The long-term impact of AI at work is starting to become clear. Organizations can benefit by focusing on streamlining and securing AI in the workplace to take advantage of its benefits and new developments. By understanding what prevents people from using AI, organizations will then be able to build more effective and strategic approaches to address the challenges. 

About the Talent Transformation Guild

The Talent Transformation Guild provides resources for professionals that are preparing for upskilling being triggered by 4th industrial revolution and accelerated by Covid-19. Members include c-level executives, human resource professionals, consultants, and coaches. As a member-driven organization it promotes best practices via webcasts, webinars, podcasts, articles, white papers, research and conversations to improve and make the best of the talents of individuals for the benefit of themselves and the organisations they work for.

The Guild enable stimulating and meaningful discussions to help professionals prepare for talent transformations at individual, team and organizational levels. The Guild supports the Talent Transformation Pyramid, an open source model, designed specifically to recognize the widest possible range of talent influencers and skills. To date many decision-makers are caught in traditional, linear thinking and immediate concerns to consider this. The Talent Transformation Pyramid enables you to address the challenge by promoting more strategic thinking with a focus on an organization’s readiness to perform. https://www.talenttransformation.com/

About the Future of Work

According to the World Economic Forum, new and emerging technologies are affecting our lives in ways that indicate we are at the beginning of a Fourth Industrial Revolution. This new era will build and extend the impact of digitization in new and unimaginable ways. The Fourth Industrial Revolution can be described as the advent of “cyber-physical systems” involving new capabilities for people and machines. This will see new ways for technology to become embedded within societies and even our bodies.

With process automation, robotic automation, the internet of things the nature of work will change. Some analysts predict that more than 40% of tasks currently performed by humans will be delegated to machines. This does not mean that 40% of people will be put out of work but it does mean that most workers will have to upskill. HR experts are predicting this will dramatically change the landscape of our workforce.

About the Guild's Founders

Eric Shepherd an accomplished leader of international businesses and associations focused on talent, assessments, and success. Eric recently stepped away from a CEO role where he worked to build a SaaS company into a multi-million-dollar international assessment software business. Eric has also led industry and standards initiatives to promote best practices for assessments, learning, and interoperability. He currently serves as Chair of the IEEE P1484.20.2 working group developing Recommended Practice for Defining Competencies. Eric has previously served on Boards and working groups for:

  • HR Open Standards that defines interoperability standards for HR technology.
  • Association of Test Publishers and the European Association of Test Publishers that represents providers of tests and assessment tools.
  • The IEEE P1484.20.1 Standard for Learning Technology—Data Model for Reusable Competency Definitions working group.
  • IMS which defines interoperability standards for educational technology. 

Eric was instrumental in developing the IMS QTI interoperability standard and assisted with the US Department of Defense Advanced Distributed Learning (ADL) initiative to define the Sharable Content Object Reference Model (SCORM) and the Aviation Industry Computer-Based Training Committee (AICC) to define launch and track standards for Learning Management Systems.

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