The promise of artificial intelligence (AI)-based automation for smarter and more efficient operations is driving significant interest in companies on their digital journey. In a recent study of C-suite and senior management’s views on AI, conducted by Genpact and the Fortune Knowledge Group, 82 percent of executives stated they plan to implement AI by 2020.
AI flips traditional rules-based software programming on its head, and approaches automation with outcome-based programming. This change in paradigm is a fundamentally different approach that is not boxed-in by the same constraints that limited previous enterprise automations for decades.
As AI implementations roll through the enterprise, many “last-mile” problems in automation will resolve to significantly deeper penetration – and as a result, the work of the future will change. Thus, AI will drive the need for reskilling in some roles, enhance others, and create many new jobs. This work of the future is one of the largest socio-economic questions we must address now as leaders.
Domain knowledge + AI is the equation for reskilling
The key is understanding that AI as a technology solves only half of the equation. AI technology must be contextualized in the domain of an industry. Automations must be built from an understanding of the process. Machine learning can use goal orientation that comes from experience. Data science requires distillation that is born out of understanding the use case.
As a result, it is the intersection of AI and domain knowledge that drives success. Therein lies the opportunity for the workforce: As certain jobs go away, people who can apply their experience in meaningful ways in the journey ahead can more effectively get reskilled at that intersection. For the most part, this is not how we are approaching the future of work today.
In fact, in the C-suite study on AI, we find that 79 percent of executives at companies that are leaders in AI stated they expect their employees will be comfortable working with robots in three years. Yet, only 38 percent of all respondents say they currently provide employees with reskilling and training opportunities to address the technology disruption. There is a significant opportunity for organizations to drive change here – and they must. […]