Automation, artificial intelligence and future skills needs: an Irish perspective

IF 2.3 Q3 MANAGEMENT
Raimunda Bukartaite, Daire Hooper
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Abstract

Purpose This study explores insights from key stakeholders into the skills they believe will be necessary for the future of work as we become more reliant on artificial intelligence (AI) and technology. The study also seeks to understand what human resource policies and educational interventions are needed to support and take advantage of these changes. Design/methodology/approach This is a qualitative study where a sample of highly experienced representatives from a range of small to large Irish organisations, both public and private, provide insights into this important topic. Findings Findings indicate participants see a continued need for soft and hard skills as we evolve towards a more technologised workplace, with a need for employees to adopt a lifelong learning philosophy. As the knowledge economy in Ireland is well established, experts do not expect mass displacement to occur but differ with respect to the predicted rate of change. Novel HR interventions such as hiring for potential, pooling talent and establishing postgraduate supply contracts are seen as key. Current state interventions were mostly viewed positively but revamping of curricula is needed as well as stronger partnerships with tertiary institutions. Research limitations/implications The interpretivist nature of the study limits the generalisability of the findings as they are based on a relatively small sample from one country. Also despite the significant expertise of the sample, it is not possible to predict whether their forecasts will manifest. Practical implications This research highlights the need for Irish SMEs to embrace the impacts of automation and AI as many are seen to be slow in reacting to changes in technology. The study also reveals cutting edge talent management interventions for employers to adopt that will insulate them from the challenges technological change presents to recruitment and employee development. Originality/value The findings from this paper culminate in the development of a conceptual framework, which encapsulates the responsibilities of all parties so that future skills needs will be met. This highlights the interplay between employers, individuals/employees, the Irish Government and educational institutions, demonstrating how they are interdependent on one another as we move towards a more technologised future.
自动化、人工智能和未来技能需求:爱尔兰人的视角
本研究探讨了主要利益相关者对未来工作所需技能的见解,因为我们越来越依赖人工智能(AI)和技术。这项研究还试图了解需要什么样的人力资源政策和教育干预措施来支持和利用这些变化。设计/方法/方法这是一项定性研究,其中来自一系列小型到大型爱尔兰公共和私人组织的经验丰富的代表样本提供了对这一重要主题的见解。调查结果表明,随着我们向更加科技化的工作场所发展,员工需要采用终身学习的理念,参与者认为对软技能和硬技能的需求持续存在。由于爱尔兰的知识经济已经很成熟,专家们预计不会发生大规模的流离失所,但在预测的变化率方面存在分歧。新的人力资源干预措施,如招聘潜力,汇集人才和建立研究生供应合同被视为关键。目前的国家干预大多被认为是积极的,但需要改革课程,并加强与高等教育机构的伙伴关系。研究的局限性/影响这项研究的解释性限制了研究结果的普遍性,因为它们是基于一个国家相对较小的样本。此外,尽管样本具有重要的专业知识,但不可能预测他们的预测是否会出现。这项研究强调了爱尔兰中小企业接受自动化和人工智能影响的必要性,因为许多企业对技术变化的反应迟缓。该研究还揭示了雇主可以采用的尖端人才管理干预措施,这将使他们免受技术变革给招聘和员工发展带来的挑战。原创性/价值本文的发现最终形成了一个概念框架,该框架概括了各方的责任,以便满足未来的技能需求。这突出了雇主、个人/雇员、爱尔兰政府和教育机构之间的相互作用,展示了在我们走向更加科技的未来时,他们是如何相互依存的。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
5.10
自引率
13.60%
发文量
53
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