THE IMPACT OF AI ON JOBS

Why there is a need for collaborative intelligence strategies – Sanjeewaka Kulathunga

Over the past few years, AI has been steadily entering our daily lives and the corporate world. But while it’s a sought after technology, it will also impact negatively on more than 500 million jobs, which will be lost by the end of this decade due to the technological revolution and big data.

Further, the phobia and anxiety surrounding AI do not relate only to the massive loss of job opportunities but also a future scenario where it’s possible that humankind could be dominated or even annihilated by robots. The Internet of Things (IoT), cloud computing, 3D printing and biotechnology will also have a dramatic effect on human employment.

Crafting HR strategies that would be capable of striking a balance between humans and machines in the age of AI will be at the cutting edge of future businesses. Simply put, AI can be defined as an algorithm with an automated learning ability similar to humans but able to surpass their capacity multifold.

Digital technologies have brought unexpected transformations and changes into the corporate world, in terms of novel business and revenue models, and effective strategies. For instance, the Human Resource Information System (HRIS) has made organisational HR strategies into a digital space offering access and retention power.

Both corporate and HR leaders should be able to implement effective HR strategies that are capable of utilising human resources and machine power at optimal levels without damaging the symbiosis between workers and technology.

When digital technologies and business models are changed, organisational human resources need to be transformed relatively. Otherwise, the whole business process will become obsolete and ineffective without the expected outcomes.

Due to the impact of the Fourth Industrial Revolution, which is based on AI and big data, business models have been evolving towards either mass or individual customisation. These days, data banks and credit scoring systems can evaluate individual credit scores within seconds, and a genome based medical information system can be applied to treat patients by ascertaining their unique genome characteristics.


Customised manufacturing is still maintaining a foothold in the global market. One of the leading mass manufacturers of automobiles in the world, Mercedes-Benz has begun producing cars according to customer specifications such as personalised colours, specific technological options, engine capacities and so on.

While consumers’ needs are customised and catered to in the market, the needs of employees in these organisations also have to be personally catered to and maintained with the help of proper AI enabled HRIS for a competitive strategy. In this respect, HR customisation strategies are required to be structured for each employee considering their individual competence, needs and potential.

For instance, American software company BambooHR has become popular globally due to its customised HRIS digital space for employees, which offers them more accessible data on a real-time basis.

Due to constant changes in both business and technological environments, corporate leaders are being pressurised to make the right decisions in the right context at the right time. It’s crucial to identify and respond to customer needs and behaviour through digitalised social platforms with an immediate solution to win over the fiery business competition.

Actually, this is what digital social media platform giants such as Facebook, Twitter, YouTube, Amazon and Alibaba are doing to maintain continuous engagement with their customers. Real-time data and information can be secured through IoT with a quick analysis performed using AI to take preventive action for the benefit of all interested parties.

General Electric (GE) is attempting to transform its core engine manufacturing business with an addition of maintenance solutions based on real-time data analysis. Due to the radical shift of core business operations in this manner, operational HRM also needs to be upgraded and synchronised with real-time intervention.

For example, real-time feedback and evaluation should be included in every facet of HRM as it will have a greater strategic impact on the holistic business process. HR decisions based on real-time data analysis and recognition will motivate employees to improve their performance.

To overcome the challenges emanating from the rise of AI, both corporate and HR leaders should be able to craft and clarify their business strategies based on a collaborative intelligence approach while keeping a perfect blend of human and machine intelligence.

However, this strategy shouldn’t be limited to rhetoric; it must be a pragmatic action to ensure that the holistic business process moves forward.