The White House Council of Economic Advisers’ latest annual Economic Report of the President provides an analysis of key issues impacting US and international economic policy, including how long-run trends in fertility and morality are shaping the US population and labour force. The report explores when, how, and why AI may be adopted and its potential effects on labour markets.
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Technology
Deloitte’s new report explores how generative AI is expected to change the structure of “work” as we know it. The report suggests a range of strategies to help prepare organisations, including the importance of creating and managing a framework that focuses and supports leadership’s vital role in guiding Generative AI-induced changes.
The Institute for the Future of Work’s latest briefing paper analyses data from nearly 5,000 UK workers and considers the effect that exposure to new workplace technologies is having on workers’ quality of life. Key findings include significant variation in employees’ quality of life correlated to increased levels of exposure to different workplace technologies and that perceived rights at work, and HR philosophies that emphasise employee wellbeing, have a positive correlation with quality of life.
This report by IBM, in collaboration with Oracle, reveals that 40% of the global workforce will need to reskill due to implementing AI and automation over the next three years, which equates to 1.4 billion of the planet’s 3.4 billion working population. The report examines how HR can facilitate a generative AI-empowered culture and serve as key advisors in developing people-centric operating models that best position the enterprise – and the employee experience – for the future.
This report by the OECD examines how longevity and technological change are impacting work across 38 countries and identifies key employer policies that can help facilitate career mobility, resulting in better employment choices at older ages.
KPMG’s new report analyses data from over 4,000 employees from a cross-section of generations and explores employee perceptions on the future of work amid fast AI advancements, geopolitical instability, and a looming global recession. Key takeaways include workers’ lack awareness of, and confidence in, their firm’s technology strategies, with only 54% reporting their employer has adopted new technologies over the past three years.
The world of work is undergoing profound and extensive disruption. Large-scale trends are transforming work, workforces and workplaces. The legacy of the pandemic has combined with a tense economic and social landscape, presenting businesses with significant challenges. How can businesses best navigate this increasingly complex environment? And, if you are in HR or have people responsibilities, what are the key strategic issues and areas of priority action for 2024 and beyond?
This report from the World Economic Forum explores some of the most severe risks we may face over the next decade, against a backdrop of rapid technological change, economic uncertainty, a warming planet and conflict.
This roundtable discussion looked at the evolving relationship between employers and their people and explored emerging challenges and opportunities for employers as they take steps to link sustainability and a conscious approach to environmental issues to people strategy.
The CIPD’s latest quarterly Labour Market Outlook report has revealed that a quarter of organisations who are struggling to fill vacancies plan to use automation. The figure has nearly doubled since last summer, when just 13% reported considering using automation to plug gaps – an increase the CIPD attributed to the rise of generative AI tools such as ChatGPT in the past year. The survey of 2,000 employers saw four in 10 predict that AI and automation could increase productivity and efficiency, with a third anticipating cost savings and a fifth expecting enhanced decision making. However, 36% of employers see privacy and security concerns as the main drawback for implementing generative AI in their workplace. This particularly evident among employers who have banned its use. The report also uncovered the extent of shortages in the workforce, finding that as many as 41% of employers had ‘hard to fill’ vacancies. This figure stood at 51% in the public sector, compared to 38% in the private sector.