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Some 43% of cross-generational workers worry that another employee with better genetic AI skills could replace them in their role in the next year; according to a February 12 report by D2L, a learning technology company.
Generation Z workers seem to be more concerned about this. While 52% of Gen Z workers said they were worried about being replaced within the next year, 45% of millennials and 33% of Generation X workers said the same.
“What this new data suggests is that there is an opportunity for employers to help employees better prepare for the future and give people the confidence that they can continue to make meaningful contributions in their roles,” Sasha Thackaberry, vice president of Wave at D2L, he said in a statement. “Skill development – whether it’s using productive AI more effectively or simply upgrading skills to stay ahead of change – is vital for workers to keep pace with the rapidly changing work landscape.”
In a survey of 3,000 full- and part-time workers in the US, 60% said they want to use artificial intelligence production tools more often at work over the next year. About 49% said they already use AI tools at least once a week at work, and 52% said they use the tools outside of work. At the same time, 37% said they never use artificial intelligence tools.
In preparation for the future workplace, younger workers were more likely to say they plan to take multiple professional development courses over the next year. About 26% of Gen Z workers and 24% of millennials said they plan to enroll in 6-10 courses in the next 12 months, compared to 12% of Gen X workers.
Despite continued concern about artificial intelligence in the workplace, employee confidence may be increasing compared to previous years, according to a report by Robert Half. HR and technology professionals, in particular, believe that AI productivity tools will create greater demand for their skills.
However, mid-career professionals and managers (between 25-54 years old) appear to be the most at risk for genetic disruption of artificial intelligence, according to a report by Indeed. Many of these positions are considered “exposed” to disruption, where AI can perform a high percentage of the required skills in a “good” or “excellent” way.
From an HR perspective, AI tools have the potential for “huge profits”, an HR software expert told HR Dive. AI can help with predictive text and scheduling functions, for example, which can help with talent acquisition. AI can also account for human bias and improve diversity and inclusion goals, he said.