Employees are freaking out about AI taking over their jobs, but hold up, because it actually brings some sweet opportunities, says one badass HR leader. Business leaders in Ireland are all like, “Yo, what’s the deal with AI and how will it affect our company?” Well, in this dope Q&A with Kate Killeen, the people lead at EPAM Systems Inc in Ireland, she spills the beans on how AI is rockin’ the Irish work scene.
EPAM is all about software engineering services, digital platform engineering, and digital product design. They got their start in Newtown, Pennsylvania, USA, and now they’re kickin’ it in Blackrock, Dublin. They’ve teamed up with over 150 of the coolest software and tech companies to tackle today’s biggest technological challenges.
EPAM is the go-to crew for understanding how AI will play a role in the future of HR. So, let’s address the elephant in the room – should workers be worried about losing their jobs to AI? It’s totally normal for employees to feel uncertain about job security, but the key is for everyone to work together and manage the changes so nobody’s flipping out over the unknown.
AI has the power to make processes more efficient, no doubt about it. My advice? Take a step back and figure out where these efficiencies are gonna come from and how they’ll shape roles and ways of working in the short, medium, and long term. We’ve all seen how roles have transformed over the years, and it’s brought some rad opportunities along with it. As AI evolves, some roles and processes will change, but this gives employees a chance to adapt and expand their current roles. If you’re informed, adaptable, and focused on finding solutions, you’ll be in a great position to handle any potential changes.
Yeah, there will be obstacles for organizations to overcome, but it’s also a chance to have open and transparent convos about career planning, skill development, knowledge sharing, and overall professional growth. Employees can take the reins and start conversations internally about this stuff. Talk about your concerns, but also bring up the opportunities you see for expanding your role with the help of AI.
Now, let’s get real – should employers be worried about falling behind? AI is moving at lightning speed, bringing both opportunities and challenges. Some companies are all about being the pioneers in the AI game, and that can work if they’re agile and adaptable enough to keep up. The key is finding the right balance in your specific environment and with your people. What works for one company may not work for another because there’s a million factors in play.
It all comes down to the culture and current ways of working within an organization. If you’re already a flexible and collaborative crew, the adoption of AI will be faster and smoother. On the flip side, organizations that are resistant to change and stuck in their ways might struggle more with AI implementation and adoption.
Instead of feeling like you’re falling behind, focus on mapping out and managing the changes and their impact within your organization. Be realistic about what will work for you. Learn from the early adopters, so you can avoid any pitfalls or challenges they faced. This way, you’ll save time and resources, my friend.
Alright, now let’s talk about how HR teams are gonna handle the way AI shapes all aspects of work like interactions, processes, culture, and more. To add some serious strategic value as a People Lead, you gotta understand how AI is being used across all functions of your organization. The more you know, the better you can give input and advice on how to adapt to AI in terms of interactions, processes, and culture.
If you’re already up to speed on AI, cool. But even if you have a general understanding, that’s enough to start engaging with your organization on the subject. Don’t shy away from discussions because the more you talk about it, the more you’ll learn.
Here’s my main advice – chat with people from various teams in your organization to get their thoughts on how AI will impact their work. There are gonna be individuals with deep AI knowledge, so hear them out and see if it matches up with what you already know or if it gives you fresh insights. Remember, everyone’s at a different stage and has a different perspective.
It’s also super helpful to have conversations with HR professionals outside your organization. Be proactive in seeking out these discussions. Learn from other companies about how they’re getting down with AI and what challenges they’re facing. I recently co-hosted a roundtable event with HR leaders from different companies and sectors, and the insights we shared were mind-blowing. Plus, it’s a great opportunity to build a network of HR pros who can keep talking about AI as it evolves.
Stay in the know, my friends. Check out www.epam.com for more info.