The future of work with artificial intelligence needs more than ever other human beings

Just like the Internet in the 1990s, artificial intelligence intends to change the definition of work. While change can be scary, if we have taught us anything for the past three years, it can be an opportunity to invention. I believe that the best way to manage changes for employees and employers is to adopt a first mentality.

For employees, this means thinking about their job as a set of tasks rather than a job title, understanding that these tasks are changing regularly with the development of artificial intelligence. By dividing your job into things that artificial intelligence can do thoroughly, things that artificial intelligence can improve your efficiency, and the things that require your unique skills, you can invest the skills you need to invest in the job you have.

Moreover, the skills needed for many jobs have changed with 25 % surprising since 2015, and this number is expected to reach at least 65 % by 2030 due to the rapid advancement of new technologies such as artificial intelligence. And this is not just the skills of artificial intelligence literacy – people’s skills are of great importance. Our data shows superior skills that experts think are more important because artificial intelligence tools are more commonly used in the workplace, problem solving, strategic thinking and time management.

In the case of employers, the emergence of artificial intelligence only increases the importance of a skill -based approach to employment and talent development. People learn artificial intelligence skills in a quick clip, with the number of artificial intelligence skills now nine times more than 2016. There is hunger to implement these newly developed skills: Linkedin job posts referred to as artificial intelligence or AI productive over the past two years have observed 17 % more applied growth and jobs. Leaders who focus on these skills while hiring (only someone who has gained someone or jobs) open the potential and are more agile because the way we do is still changing.

The same is true of the development of talent. We will grow increasingly that employers become a trainer, make “employment training” to always changing jobs through riding, trainees and academies, as well as “training for upgrades” through ups and downs and tours that make employees into new and perhaps even new functions. This will be for artificial intelligence hard skills, but it may be more important for people’s skills: Our data shows that 92 % of American executives believe that people’s skills are more important than ever.

2024 In a new world of work, it will start spells in which people have only three skills to solve, empathy, and listening skills-are more important for job success, and people’s cooperation with people is more important to the company’s success. Leaders and employees should only think one tool in the toolbox as a tool. This does not replace people, allows them to do their job more effectively, and release them to focus on more valuable and human sectors than their jobs. For example, a software engineer can help artificial intelligence with the usual or repetitive programming that is needed regularly and gives them more time to innovate in new ideas. Or an employer can save time and focus on more strategic segments of the recruitment process – such as talking and creating relationships with candidates – and by allowing AI to create job posts.

In 2024, leaders, while empowered to their employees at the same time, rely on this developing technology, and people coordinate their skills with artificial intelligence and practical skills. The result will be a new world of work that is more human than in the past.