Shift in skills requirements
New roles will not just be in technical development; businesses that seek to make the most out of cognitive automation will need to build skills in areas such as process automation and mapping, in project management, more advanced customer interactions and in change management.
It’s important to scrutinise your learning and development agenda to ensure your current and future workforce is prepared for the new roles that will emerge across your business, as other roles are replaced by digital labour. Workforce planning must also become more agile – a dynamic, ‘workforce shaping’ process that is ongoing rather than a once-a-year exercise.
Our 2016 Global HR Transformation report revealed that while cloud HR has become a leading delivery model for HR systems, the benefits have not always matched up to reality, often down to poor change management or process mapping. The same applies to HR’s response to cognitive automation. It is critical to work with other departments to identify the processes that would benefit from automation, and the end results you expect.
Some organisations are looking to set up centres of excellence where they have teams trained in identifying opportunities for digital labour in the business. Human employees will be the ones to ‘train’ the robotic workforce and ensure these processes run smoothly – so you need to plan how recruitment, training and reward will reflect these new aspects of human roles.