Although the first artificial intelligence program was developed in 1955, the technology has only recently made headlines and become a contested topic of interest, speculation, and even terror. In fact, prior to the last few decades or so, artificial intelligence was a sensationalized concept born from science fiction (think of The Jetsons, for example).
However, as technology advanced more quickly than most would have anticipated, the reality of artificial intelligence becoming a very real part of our society in one form or another began to settle in — and for some, it has not sat well, especially as it relates to how these robots could influence the structure of the modern workforce.
While artificial intelligence will likely phase out roles that perform solely redundant and otherwise less strategic tasks, this shift in need will likely create the opportunity for more meaningful positions to be created across the board. Additionally, many employers have already found artificial intelligence programs to be beneficial to not only their bottom line, but to the performance and satisfaction of their existing employees as well.
To learn more about how artificial intelligence can be used as a means of supporting employees, be sure to continue reading James F. Kenefick’s perspective below.
As mentioned above, artificial intelligence can be utilized to streamline and complete redundant tasks, such as data entry and administrative responsibilities. By delegating these tasks to one or more artificial intelligence programs, employees can feel empowered to use their time more efficiently, whether that means getting a head-start on an upcoming project or lending their time to support a coworker.
Anyone who works in human resources can attest to the fact that providing employees with support is a time-consuming — but incredibly worthwhile — undertaking. This is where artificial intelligence programs can step in and ultimately free up HR teams’ schedules. Spoke, for instance, can answer employees’ routine questions related to company policies, medical benefits, and the like. Meanwhile, the HR team can focus on resolving personnel issues, finalizing new policies, and planning engaging, office-wide events for the team at large.
Regardless of the products or services your company offers, if your work is client-focused, you know that responding to urgent questions in a timely and helpful manner is of the utmost importance, especially if you wish to retain your customers long-term. With the help of chatbots — instant and effective communicators powered by artificial intelligence and machine learning — companies can rest assured knowing that their customers’ most frequently asked questions are answered effectively, and that only elevated issues that require human empathy and expertise are landing on their employees’ desks.
As evidenced by the above, artificial intelligence can truly be beneficial to employees when implemented with the right reasoning in mind. Even still, humans’ trepidation in this arena is valid and ought to be treated as such. Therefore, if you as an employer or another key decision-maker in your company opts to introduce more artificial intelligence technologies into your employees’ day-to-day lives, be sure to do so in a transparent way.
This can be achieved by planning a presentation that outlines why the company is moving in this direction, putting Q&A sessions on the company calendar to ensure every employee’s concerns are heard and addressed, and maintaining an open door policy (and mind) down the line — just in case something should go awry after such changes have been implemented.
To glean further insight into artificial intelligence, machine learning, and other technologies, be sure to visit James F. Kenefick’s blog.