Dear colleagues and friends,
On July 20, within the OECD Forum Series 2023, the debate "How AI Might Change Our Jobs & What We Can do About It" was organized, and which had the following topic:
”The 2023 edition of the OECD Employment Outlook has a special focus on the impact of AI on the labour market. Progress in AI has been such that, in some areas, its output has become indistinguishable from that of humans. These rapid developments, combined with the falling costs of producing and adopting these new technologies, suggest that OECD economies may be on the cusp of an AI revolution which could fundamentally change the workplace. While there are many potential benefits from AI, there are also significant risks that need to be urgently addressed. Policies and social dialogue can play a key role in mitigating these risks while not stifling the benefits. However, this requires better evidence, and the 2023 edition of the OECD Employment Outlook contributes to this goal. This session will discuss the following issues:
Job quality: AI can reduce tedious and dangerous tasks, but could also lead to more intense, higher paced work environments, with more intrusive processes of monitoring and managing workers.
Bias: impact on hiring & jobs for people from disadvantaged backgrounds.
Changing skills needs: what will be the role of employers, but also formal education to ensure that employees have the right skills?
Legislation: if & how existing legislation on discrimination, data protection and workers’ rights applies & what additional measures might be needed.
Social Dialogue: how to keep up with the speed of AI application & changes for workers” ( OECD, 2023)
Therefore, my question is addressed to the academic community, starting from this debate, as well as following the current global context of the penetration of AI in all fields of activity and especially in that of education and finance.
Many special thanks for your cooperation!
Professor PhD. Otilia MANTA
What is certain is that the future is for artificial intelligence and its uses in various fields, especially in the economic field and finance implicitly. Because artificial intelligence is characterized by reducing costs through accurate programming of operations and accuracy in the use of resources and time. In addition to accuracy in production and an increase in product quality.
Artificial Intelligence can help the HR team design and automate their onboarding process to be more organized, efficient, and personalized. There are a lot of steps in onboarding that can be automated and handled by an AI system. Some of them include: Verifying documents.
Artificial Intelligence (AI) has been making significant strides in the fields of education and finance. In education, AI has been used to predict student performance, personalize learning experiences, and automate administrative tasks. In finance, AI has been used to detect fraud, automate customer service, and improve investment decisions.
The balance model between HR and AI is a concept that aims to integrate the strengths of both human resources and artificial intelligence. The balance model is designed to ensure that AI is used to augment human resources rather than replace it.
The balance model is based on the idea that AI can be used to automate routine tasks while human resources can focus on more complex tasks that require human judgment and decision-making
Many special thanks Professor Chuck A Arize! Congratulation for you research papers!
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