{"id":9219,"date":"2019-09-05T13:58:45","date_gmt":"2019-09-05T03:58:45","guid":{"rendered":"https:\/\/roubler.com\/au\/?p=9219"},"modified":"2021-03-26T10:49:03","modified_gmt":"2021-03-25T23:49:03","slug":"4-workforce-management-roles-where-ai-is-having-an-impact","status":"publish","type":"post","link":"https:\/\/roubler.com\/au\/resources\/blog\/4-workforce-management-roles-where-ai-is-having-an-impact\/","title":{"rendered":"AI: the impact on workforce management roles"},"content":{"rendered":"<p><a href=\"https:\/\/www.pwc.co.uk\/economic-services\/ukeo\/ukeo-july18-full-report.pdf\">A PwC report<\/a> predicts that Artificial Intelligence (AI) will eradicate between 20 and 40% of current jobs<sup>(1)<\/sup>. \u00a0And those who work in HR and workforce management aren\u2019t immune. But how exactly will this new technology impact them?<\/p>\n<p>Let\u2019s start by understanding what AI is. The term describes an area of computer science that is developing machines that can think, work and react like humans, often with capabilities for:<\/p>\n<ul>\n<li>Speech recognition<\/li>\n<li>Learning<\/li>\n<li>Perception<\/li>\n<li>Planning<\/li>\n<li>Problem-solving<\/li>\n<li>Reasoning<\/li>\n<li>And an ability to manipulate and move objects<\/li>\n<\/ul>\n<p>It also includes machine learning, where computers use algorithms to analyse data and patterns to predict outcomes and perform actions, for example, facial verification.<\/p>\n<p>A fair proportion of the workforce management tasks handled by recruiters (or talent managers as they are often now known), HR managers, line managers, payroll officers, and learning and development staff can now be completed by cloud-based, automation technology \u2013 a pre-curser to AI.<\/p>\n<p>From pre-screening CVs to digital timeclocks, rostering, automatically calculated payroll and online learning courses, most transactional workforce management tasks can be taken care of using <a href=\"https:\/\/roubler.com\/au\/workforce-management-software\/\">workforce management software<\/a>. This isn\u2019t a bad thing as it\u2019s freeing up time for important face-to-face interactions and more subjective human decisions that computers can\u2019t handle.<\/p>\n<p>But with the rapid progression of Artificial Intelligence (AI), even some tasks that require a human touch will soon be able to be handed over to a computer. The movie \u2018Mother\u2019 terrifyingly brought to life a world where a robot powered by AI could raise a child. Thankfully, the reality of AI for business is far less scary, and still in its infancy. Even so, where does that leave the people whose jobs are comprised of these tasks?<\/p>\n<p>Below, we\u2019ve looked at four roles which will be, to some extent, changed by AI.<\/p>\n<ol>\n<li><strong>Recruitment<\/strong><\/li>\n<\/ol>\n<p>Software is already available that can help recruiters with pre-screening and job matching by analyzing applicant data to make recommendations on how to sort candidates, calculate compatibility scores, and advise recruiters who they should talk to. Furthermore, some organisations are already testing interview chatbots!<\/p>\n<p>In general, these AI tools have been designed to help recruiters with high volumes of applicants and may be used to help reduce bias in the recruitment process. Ultimately, however, recruitment is all about humans and qualifications and pre-screening questions can\u2019t be relied on when assessing true cultural fit and personal motivations \u2013 only a human with real emotions can do that.<\/p>\n<p><strong>The verdict?<\/strong> There may be fewer recruitment jobs in the future, but they will require a higher level of emotional intelligence and people skills.<\/p>\n<ol start=\"2\">\n<li><strong>Payroll Officer<\/strong><\/li>\n<\/ol>\n<p>You\u2019d be hard-pressed to find a business who isn\u2019t using some form of <a href=\"https:\/\/roubler.com\/au\/features\/payroll-software\/\">payroll software<\/a>. With increasing legislative and reporting requirements, it\u2019s almost impossible to run compliant payroll without specialized software.<\/p>\n<p>Giant leaps in technology have allowed organisations to automate their payroll, run calculations instantly based on timeclock data and meet compliance requirements. One payroll officer can manage more staff than ever before.<\/p>\n<p><a href=\"https:\/\/www.hrmonline.com.au\/innovation\/how-ai-will-impact-the-future-of-payroll\/\">AI will take payroll automation to another level,<\/a> giving businesses greater insights and understanding into their workforce. For example, AI software will be able to notice when staff are working overtime regularly and could suggest rostering changes or that more staff be employed.<\/p>\n<p>It may also help in curbing payroll and time theft, like a worker claiming they worked time they didn\u2019t, by tracking and analyzing data in real-time.<\/p>\n<p><strong>The verdict?<\/strong> While AI will certainly cover the transactional tasks involved in payroll, when it comes to processing exceptions to the rules, and the strategic realms of compensation and benefits, we feel payroll specialists will still definitely be required. Not everyone will be comfortable with allowing a computer to determine who deserves a raise or a bonus. And with such a variety of complex factors to consider when developing compensation and benefits strategies, we feel that human incumbents in these roles will be fairly safe.<\/p>\n<p>Furthermore, while AI Chatbots can answer simple payroll queries or direct the enquirer to the correct person, payroll is an incredibly emotionally charged area. One where people will always want to talk to a human.<\/p>\n<ol start=\"3\">\n<li><strong>Line Manager<\/strong><\/li>\n<\/ol>\n<p>Automation and low-level AI technology are already handling many of the administrative tasks that line managers face \u2013 rostering, budgeting, timesheets, payroll, ordering, business intelligence, labour efficiency and productivity statistics. And sophistication is set to increase in terms of performance management and evaluation systems for individuals. However, management and leadership inherently require a human type of perception, judgement and decision making.<\/p>\n<p><strong>The verdict?<\/strong> managers will always be needed on the shop floor to motivate, reassure, direct and supervise employees, providing personal in-the-moment guidance on how best to serve customer\u2019s needs. This job, however, will rely far more on real-time information provided by AI systems and become a role of interpretation and execution, rather than data collection and synthesis.<\/p>\n<p>\u201cData is nothing more than a set of answers waiting for managers to ask the right questions. Algorithms can find patterns in the data, but they can\u2019t interpret their significance. Induction, deduction and abduction will remain at the heart of managerial decision-making.\u201d<\/p>\n<p>Lee Schlenker, Professor of Business Analytics and Community Management, in <a href=\"https:\/\/towardsdatascience.com\/as-a-manager-in-2019-what-will-you-really-need-to-know-about-ai-afb3cb356fd3\"><em>Towards Data Science<\/em><\/a><\/p>\n<ol start=\"4\">\n<li><strong>Learning &amp; Development Trainers<\/strong><\/li>\n<\/ol>\n<p>E-learning is now commonplace. But the humble learning portal will soon be supported by AI, taking personalization on a scale that current L&amp;D providers just can\u2019t handle. AI could be used to modify learning plans and mentor learners as they progress.<\/p>\n<p>According to an article in <a href=\"https:\/\/www.hrtechnologist.com\/articles\/learning-development\/3-ways-ai-will-transform-learning-and-development\/\">HR Technologist<\/a>, AI will be able to gather and analyse vast amounts of data from across the business from performance monitoring and scores to previous training undertaken and productivity levels. It will be able to synthesize data on such a granular level that customized learning programs can be developed for individual employees. By combining chatbots and geolocation and tracking data, it may also be possible to offer employees access to tips and learning to support their activity before they\u2019ve even thought about it accessing any help.<\/p>\n<p>Advanced analytics that is produced in real-time will better allow L&amp;D departments to budget for and plan initiatives.<\/p>\n<p><strong>The verdict?<\/strong> AI will certainly take on the lion\u2019s share of planning and analysis, however, despite the sophistication of technology, it can\u2019t replace real face-to-face training. Expensive as it may be, being able to offer training that suits all styles of learning, and giving staff the opportunity to ask tricky questions like \u201cI still don\u2019t understand, can you explain it another way\u201d is still crucial if businesses want to be sure their L&amp;D efforts are effective.<\/p>\n<p>We\u2019ve only just scratched the very surface of this topic. Entire research studies and articles have been dedicated to how AI will affect different job types and we recommend you look them up to see how your career and business may be affected.<\/p>\n<p>We believe that AI will mean some jobs become obsolete or their numbers will be reduced, but it opens up a whole new world for those able to interpret and use the data AI provides, are able to monitor and improve AI processes, and are willing to work alongside AI for the benefit of the workplace, and the success of their careers.<\/p>\n<p><a href=\"http:\/\/file\/C:\/Users\/Lee\/Dropbox\/Business%20Analytics%20Insitute\/aim2.docx#_ftnref1\"><em>[1]<\/em><\/a><em>\u00a0PwC, (2018),\u00a0<\/em><a href=\"https:\/\/www.pwc.co.uk\/economic-services\/ukeo\/ukeo-july18-full-report.pdf\"><em>What will be the net impact of AI and related technologies on jobs<\/em><\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>A PwC report predicts that Artificial Intelligence (AI) will eradicate between 20 and 40% of current jobs(1). \u00a0And &#8230;<\/p>\n","protected":false},"author":16,"featured_media":9220,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"content-type":"","footnotes":""},"categories":[893,892,885,882],"tags":[491,527,540,19],"class_list":["post-9219","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-business-analytics-intelligence","category-innovation-technology","category-managing-employees","category-payroll-remuneration","tag-artificial-intelligence","tag-payroll","tag-workforce-management","tag-workforce-management-software"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>AI: the impact on workforce management roles Roubler Australia Blog<\/title>\n<meta name=\"description\" content=\"Are those who work in HY and workforce management immune from Artificial Intelligence? 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No stranger to the workforce management field, Andrew previously founded and built one of Australia\u2019s largest and fastest growing workforce businesses, which was recognised five times as one of Australia's Fastest Growing Companies by Business Review Magazine, before being sold in 2013. Andrew is a Harvard Business School and QUT Alumni.\"}]}<\/script>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"AI: the impact on workforce management roles Roubler Australia Blog","description":"Are those who work in HY and workforce management immune from Artificial Intelligence? 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