Future of Work Transformation and Employee Transitions

Transcription

1 David N. Barnes Vice President Global Workforce Policy September 19, 2017 Future of Work Transformation and Employee Transitions 2017 IBM Corporation

2 Scary Talk! 2

3 Employment implications 3

4 Drivers of change: technology Source: World Economic Forum 4

5 Digital disruption is here World s Largest Taxi Company Owns No Vehicles World s Largest Accommodation Company Owns No Real Estate World s Largest Retailer Carries No Inventory World s Biggest Media Company.. Creates No Content Photograph by Andrew Harrer/Bloomberg

6 Traditional businesses reinventing Focus: A mobility services provider. Expertise: Vehicle connectivity, mobility, autonomous vehicles, and big data. Ways to work: Global ecosystem of startups and developers to drive innovation. Experiences: FordPass app - pay for parking, share vehicles, virtual personal assistance to move around more efficiently.. Focus: A citizen lifestyle and support services provider. Expertise: Digital technologies, mobile apps. Ways to work: Partnering with global technology leaders on mobile and analytics capabilities. Experiences: Improve health and wellness of seniors, facilitating longer, healthier, more independent lives.

7 Expectations of AI Impact on Processes Source: MITSloan/BCG 7

8 Human + Machine Self-directed goals Common sense Value judgment Large-scale math Pattern discovery Statistical reasoning 2016 IBM Corporation 8

9 What is cognitive computing? UNDERSTAND REASON LEARN INTERACT Cognitive systems understand imagery, language and other unstructured data like humans do. They can reason, grasp underlying concepts, form hypotheses, and infer and extract ideas. With each data point, interaction and outcome, they develop and sharpen expertise, so they never stop learning. With abilities to see, talk and hear, cognitive systems interact with humans in a natural way. 9

10 Direct jobs impact of new technologies Ratio of Technology Creating New Jobs to Technology Eliminating Jobs Source: Information Technology & Innovation Foundation 10

11 Drivers of change: socio-economic Source: World Economic Forum 11

12 Skills 12

13 Workforce Impact Source: MITSloan/BCG 13

14 Student shortfalls vs employer needs 14

15 Skills gaps for big data and analytics 35% 36% 46% 40% 15

16 New Collar Jobs It s not where you start, it s how you finish Emerging technologies focus Cloud, analytics, cognitive etc Job roles examples Software engineer Security analyst Designer Application developer New skills partnerships Colleges, schools Governments 16

17 Improving employability What is required to address performance gaps in higher education 65 % One of the biggest challenges facing higher Provide experienced based learning education is optimizing practical learning, focus on skills and experience. 63 % Provide internships, apprenticeships CIO, European Vocational University 1757 % 56 % Industry and academia need to collaborate to deliver higher education to students Industry and academia need to collaborate in developing curricula

18 IBM Smarter Workforce Cognitive and analytics systems Attract CHIP onboarding Find Your Fit Engage Develop Social Pulse: employee social media analytics Studio-E: engagement analytics solution Retain Management Development Impact Professional Development Index Seller Success Profiles Skill Inference Skill Value Framework Talent Playbook Your Learning CogniPay Deep Skill Adder Employee Value Segmentation Proactive Retention Grow Blue Matching Gearbox Go Organic Watson Career Coach Predictive Leadership Pre-management Assessment 18

19 IBM Smarter Workforce Cognitive and analytics systems Attract CHIP onboarding Find Your Fit Engage Develop Studio-E: engagement analytics solution Social Pulse: employee social media analytics Retain Management Development Impact Professional Development Index Seller Success Profiles Skill Inference Skill Value Framework Talent Playbook Your Learning CogniPay Deep Skill Adder Employee Value Segmentation Proactive Retention Grow Blue Matching Gearbox Go Organic Watson Career Coach Predictive Leadership Pre-management Assessment Employee engagement measurement 19

20 IBM Smarter Workforce Cognitive and analytics systems Mobile Curated Attract Engaging CHIP onboarding Find Your Fit Engage Develop Social Pulse: employee social media analytics Studio-E: engagement analytics solution Retain CogniPay Deep Skill Adder Employee Value Segmentation Blue Matching Gearbox Go Organic Proactive Retention Watson Career Coach Management Development Impact Professional Development Index Seller Success Profiles Skill Inference Skill Value Framework Talent Playbook Your Learning Grow Job Role Business Group Skill Set Personal Learning History Predictive Leadership Pre-management Assessment Talent development YOURLearning 20

21 IBM Smarter Workforce Cognitive and analytics systems Understands relationships and interactions between different drivers of attrition, and continuously learns their relative importance. Cumulative Benefits ~$270M Net benefits Attract ~200% ROI CHIP onboarding Find Your Fit Engage Develop Social Pulse: employee social media analytics Studio-E: engagement analytics solution Retain Management Development Impact Professional Development Index Seller Success Profiles Skill InferenceCompensation Skill Value Framework Talent Playbook Your Learning CogniPay Deep Skill Adder Employee Value Segmentation Proactive Retention Investment Grow Labor Market Blue Matching Gearbox Go Organic Watson Career Coach Predictive Leadership Pre-management Assessment Attrition Cost Predicting regrettable attrition 21

22 IBM Smarter Workforce Cognitive and analytics systems Ask the coach a question Identify job opportunities and learning needs. Retain Choose the right career path Attract CHIP onboarding Find Your Fit Engage Develop Social Pulse: employee social media analytics Studio-E: engagement analytics solution Management Development Impact Professional Development Index Seller Success Profiles Skill Inference Skill Value Framework Talent Playbook Your Learning CogniPay Deep Skill Adder Employee Value Segmentation Proactive Retention Grow Blue Matching Gearbox Go Organic Predictive Leadership Pre-management Assessment Watson Career Coach Driving engagement through career growth 22

23 Career Transition Centers Forecasting employees at risk for managers At-risk employee briefing Career Transition Center voluntary placement 23

24 Policy choices Protect the worker, don t protect the job or the past Support workers in job transitions Avoid friction that slows business transformation Better align skills with needs Encourage employer / education partnerships Empower citizens to improve skills Employer training expense support Move from passive handouts to active policies Partnerships of employers and public authorities Align safety nets to encourage return to work Alternative safety nets for new employment models 24

25 Thank You 25