Abstract
This paper explores the implications of Artificial General Intelligence for workforce transformation and HR's role in supporting the transition, addressing talent-management challenges and continuous learning.
Impact on job roles
AGI implementation may redefine roles by automating routine tasks and augmenting complex decisions. HR should analyse jobs and guide upskilling or reskilling.
Talent acquisition and retention
Talent strategies need to attract people who can collaborate with AGI technologies. Retention efforts should nurture adaptability and continuous learning.
Skills development and training
Training should build collaboration with AGI systems and emphasise critical thinking, problem-solving and creativity.
Change management
Communication, stakeholder engagement and structured change management are essential to minimise resistance and create a positive culture.
Ethical considerations
Policies should support fairness, transparency and accountability in decisions involving AI, alongside norms for responsible use.
Diversity, equity and inclusion
Organisations should ensure equitable access to opportunity and monitor for bias or unintended consequences in AI systems.
Conclusion
HR practitioners can position organisations for success by addressing talent management, skills, change, ethics and inclusion proactively.
References
- Autor & Salomons (2018), automation and labour displacement.
- Josh Bersin (2017), digital predictions.
- World Economic Forum (2020), Future of Jobs Report.
- Kotter (1996), Leading Change.
- Floridi & Cowls (2019), principles for AI in society.
- Wittenberg-Cox & Maitland (2009), Why Women Mean Business.