According to Deloitte, 70% of business leaders cite being “fast and nimble” as their primary strategy for staying competitive over the next three years. Artificial intelligence is playing a major role in making businesses faster, leaner, and more efficient.
Recently, most of the news surrounding AI adoption has focused on all the jobs the technology is eliminating. However, Gartner’s recently released research suggests that AI may begin creating more jobs than it phases out by 2028.
Chief human resource officers will play a central role in promoting AI adoption and addressing change resistance. Here’s how your CHRO can help humans work alongside AI.
The Workforce Is Changing, Not Disappearing
Recent workforce projections suggest that AI and automation will displace certain jobs, particularly those built around repetitive administrative tasks and routine processes. However, those same projections show millions of new positions being created as businesses adopt new technologies and rethink how work gets done.
The projections are mixed. AI will “break down” millions of professions, according to a Gartner director analyst. Eventually, there will be a rebound effect that results in new jobs. The challenge for businesses is making sure their workforces include the talent needed to step into the jobs AI creates.
When integrating artificial intelligence into your workforce, it’s not enough just to reconsider how you work. You also need to reevaluate how employees gain expertise. Otherwise, you’ll face a new kind of talent shortage.
Since many of these roles don’t exist (at least not at scale), there won’t be much of an external talent pool. As such, your best option is to develop homegrown talent.
Why CHROs Are So Important
The artificial intelligence conversation begins in IT or C-suite meetings. Eventually, however, every AI initiative hits the people pipeline. That’s where human resources leadership enters the picture. But you shouldn’t wait until this critical juncture to bring your CHRO into the fold. They need to be involved early and often.
Your CHRO is uniquely positioned to help the business answer tough questions like:
- What skills will our workforce need in the future?
- Which roles are most likely to disappear?
- What positions will evolve?
- How can we prepare employees for AI-related changes?
- What training programs should we prioritize?
Workforce planning and artificial intelligence adoption are joint ventures and need to be treated as such. One can’t succeed without the other.
Upskilling Is Now Mandatory
Perhaps the most important responsibility facing CHROs is workforce upskilling.
Many employees are concerned about AI because they believe it will threaten the security of their jobs. While some positions will inevitably be eliminated, the greater risk is failing to nurture the skills required to work effectively in an AI-augmented workplace. Organizations that invest in employee development are likely to gain a major edge.
Upskilling doesn’t mean you need to teach every employee how to build a machine learning model. Identify the new roles first, then build your training strategy accordingly.
Addressing Fear Through Transparency
One of the biggest obstacles to successful AI adoption isn’t technology; it’s uncertainty.
If you aren’t transparent with your team, their fears can run wild. Imagined changes can be far worse than reality. Employees often read headlines predicting mass job losses. If they don’t hear from the CHRO and the human resources team, these fears may spiral out of control.
The best thing to do is to communicate openly about your AI plan and how it may or may not impact the workforce. HR leaders can help your team members view AI as a tool for growth rather than an existential threat.
Stepping Into the Future
Without early CHRO involvement, rapid AI adoption can sow organizational confusion and create a cascade of chaos.
Your top human resources leader can avoid these challenges by coordinating with the C-suite and mid-level managers while communicating clearly. It’s important to be honest about the potential repercussions of AI adoption, as well as the potential short and long-term benefits.
As your business explores new opportunities to integrate AI tools, devise a strong communication strategy. Identify points of friction for your team and find ways to address them to promote a strong ROI. Most of all, clearly outline your plans for upskilling your team so they can remain a valuable part of your organization.