Skip to main content

#StratBlog: The Future Workforce: Disruption or Destruction?

The Future Workforce: Disruption or Destruction?

Over the past 2 years, we have witnessed an acceleration of technological advances.  Many of which have focused on automation, artificial intelligence, virtual reality, machine learning, robotics, etc. 

 These advances are clearly illustrating how technology innovation can compete with or beat our current workforce at both task oriented and subjective activities.  

As organizations are contemplating their future and digital transformation approach, they are weighing their options to determine where they should place their bet to achieve the best value. Will this value be obtained through a Human Workforce, Machine Workforce, or a Hybrid Workforce.

 The question on everyone's mind is, will the future workforce be disrupted or destroyed?
To set the ground work, let's define the difference between disruption and destruction. 

According to Dictionary.com: 
  • Disruption = a "radical shift" 
  • Destruction = "the condition of being destroyed; demolition; annihilation."
In short, there are no facts that illustrate a total destruction of the human workforce. However, does this mean that certain roles or jobs will become obsolete or replaced with technology, yes. 

There is plenty of research to show a disruption in the workforce is coming. The primary cause of this disruption is based on how organizations are shifting their business model and strategies to define new ways of doing business be increase their competitive advantage, i.e. mergers, acquisitions, divestitures, new products, services, etc.  

In reality, how much and where will we experience these impacts? According to the McKinsey Global Institute, "A future that Works: Automation, Employment, and Productivity, January 2017", below are a few of the research observations:



  • < 5% of occupations consist of activities that are 100% automated.
  • 60% of all occupations have at least 30 percent of basic activities that could be automated.
  • 50% the activities people are paid to do (almost $15 trillion in wages in the global economy) have the potential to be automated by adapting currently demonstrated technology.


With these changes, we have witnessed an introduction of the next generation workforce where machines are being introduced to manage predictable, repeatable, and data processing/collection tasks. Whereas, new human opportunities are being created that require greater collaboration, expertise, and leadership capabilities. 

 However, the question still remains, how close are Human and Artificial Intelligence capabilities becoming?


The intelligent age is here, how we embrace it is our own choice. However, based on research conducted by KPMG in 2017, "HR Transformation: Which Lens are you using, the main global drivers. "65% of organization view this disruption as an opportunity rather and a threat."

 As you contemplate on how you and your organization will adopt this shift, consider the following:

 1. Be Ready: Disruption is coming whether you want it or not!!!

 2. Be Proactive: Define your future, don't react to it!!!!

 3. Be Mindful: Change impacts everyone differently!!!!


Labels:

Comments

Post a Comment

Popular posts from this blog

#StratBlog Series 1: Six #HR Principles When #Transforming to the #Cloud

HR's move to a cloud ecosystem is no longer a question of if, but an expectation driven by the workforce. The experience delivered by the commercial market has set a very high standard, and these expectations are filtering into organizations.  The workforce in and out of the office have become dependent on their smart phone, smart house, and now their smart car. However, regardless how smart or digital you want to come, transforming to this new state requires organizational sponsorship from the business, IT, Finance, HR, etc. Dipping your HR toe in the water never accomplished anything more than getting your toe wet. Moving to the cloud requires the entire organization to be ready and fully committed to taking the plunge to change the culture and mindset. Taking the plunge does not come without consequences, in fact accordingly to #McKinsey&Company, 70% of transformations do not achieve the desired organizational outcomes.  This statement is not intended to deter you, ...
1 comment
Read more

#StratBlog Series 4: “If it ain’t Broke, Don’t Fix it#

“If it ain’t Broke, Don’t Fix it” A friend of mine bought a brand new Ferrari; This car was a true man made sculpture. I remember looking at the car and I was just awed by the perfection. The exterior was designed to be aerodynamic and it is perfectly balanced to take corners at high speeds, the tires were created for exceptional road handling, and the engine tuned for maximum performance. Sitting in the drivers seat the interior was amazing. The high quality leather was designed for maximum comfort and the gauges and controls were perfectly arranged to enhance the overall experience. Six months later, I ran into the same friend and he was expressing his displeasure with his new car. He told me that he felt the engine was under powered, the car drove like a truck, and that he had challenges in keeping the gauges calibrated giving him inaccurate driving information. As he was speaking, I was thinking to myself, this is a Ferrari one of the most desirable cars in the world, this mus...
Post a Comment
Read more

#StratBlog: HR-a-a-B (HR-as-a-Business) it’s time for HR to Run like a business.

HR-a-a-B (HR-as-a-Business) it’s time for HR to Run like a business. As organizations shift their business models to accommodate the ever changing economic, political, competitive, and digital landscapes, the expectation is that HR is also shifting how they work. HR needs to ensure the right people infrastructure is in place to drive business outcomes. Organizations are expecting HR to not only manage the programs to attract, engage, and retain talent, but to clearly align and articulate how HR is providing tangible business value and impact on key business metrics. However, based on a SAP study, The Future HR , we know this is a challenge . “79% Organizations consider it important for business KPIs and HR KPIs to be tightly aligned; only 30% are able to do so.” Having the opportunity to engage in value conversations with many key HR Executive customers, it is evident that in most cases HR is focused on measuring HR operational metrics, i.e. time to fill, # of ...
Post a Comment
Read more