According to a statement from LinkedIn and Microsoft, the year 2024 will be known for the practical application of AI in the workplace more than any other recent year. However, contrary to the expectations of some employers, the report pointed out that the impact of technology on the economy is likely to be more disruptive than they are prepared for.
Challenges in implementing AI
For many companies, one of the biggest obstacles in transitioning from experimental AI projects to achieving actual business results is making AI mainstream. Microsoft noted that this task becomes even more difficult when companies have to choose implementation strategies for AI.
When the data collected from the survey was analyzed, it was found that about two-thirds of leaders are struggling to measure productivity improvements, and a similar number stated that their company lacks a clear vision of how to leverage artificial intelligence effectively.
According to the report, workers will not hesitate to seek the help of specialists. Nearly three-quarters of knowledge workers in our survey stated that they use AI to help them focus on what they consider important in the workplace.
In addition to the report, a study conducted by Lednet also revealed a discrepancy between companies’ demand for AI skills and their reluctance to invest in upskilling their employees. Two-thirds of managers expressed hesitation in hiring individuals without AI technical skills. In contrast, only 30 percent of users received AI training from their companies, and only 22 percent stated that their companies plan to provide such training this year.
Companies that possess AI skills will be able to attract the best talent by utilizing AI tools and offering training. On the other hand, companies that do not prioritize AI skills may find themselves at a disadvantage.
As highlighted by the McLean and Co. news institution, HR departments are often excluded from AI strategic planning, despite their role in aligning people with guiding principles. This lack of involvement from HR exacerbates the concerns and challenges associated with AI adoption, as the priorities of leaders often conflict with each other. This further underscores the need for HR to play a more significant role in AI implementation.
Growing gap in AI skills
According to The Adecco Group, companies have the unrealistic expectation of finding a large pool of AI-capable talent in a limited market. Surprisingly, only 34 percent of CEOs surveyed indicated that they were prepared to hire and train internal workers for AI roles. In contrast, the remaining 66 percent preferred to hire individuals who already possess the necessary AI skills.
However, many respondents expressed concerns about the c-suite’s understanding of the risks and potential of AI. Only 50 percent of those interviewed stated that they had provided any guidance to their staff on how AI could be utilized in their jobs.
Despite the numerous stories extolling the benefits of AI technology, a survey conducted by Littler showed that companies are divided on implementing AI in certain areas, such as HR. Only slightly over half of the employers surveyed stated that they do not use generative AI technology at all, indicating a 50-50 split on the issue.
