While I had already read a lot about these topics, it really made a difference to be there, absorb all the presentations, and experience new technologies – here are some examples:
- Self learning systems – already in January a computer beat the European champion in “Go”, a game which is even more difficult than chess
- Beyondverbal.com and the App “Moodies” analyze your emotions after recording you talking for 20 seconds
- Robots in a video are taking over tasks like going up stairs, or another one comforting a girl who is crying
- I also checked out the virtual reality system “Oculus Rift”, where I took part in a virtual jet chase – when I turned my head to the left I was able to see my pilot, when I turned to the right I saw a jet chasing us
Overall, it was fascinating to get a closer understanding of the technological disruptions our generation is witnessing and at the same time, it feels irritating because we do not know yet which impact this will have for the future of our jobs or even for humanity.
What does this mean for the future of work?
Kathryn Myronuk (named by CNN as one of The Top 7 Tech Heroes to Watch in 2015) presented “The future of work” and quoted a research by Frey & Osbourne predicting that over the next decade nearly 50% of all jobs in countries like the US or Germany can be automated.
Crowdsourcing will also increase with many topics being solved by “staff-on-demand”. Already today there are tech experts who participate in competitions via platforms like Kaggle or Experfy. They can earn a remarkable amount of money and also gain online reputation while enjoying the freedom to work from everywhere and choose the projects they prefer.
And what does this mean for HR Management?
- HR needs to know about and experience the major (technological) developments in order to better assess their effect on the company, staff, and the HR function
- Change management and supporting the transformation of companies will be even more essential, i.e. in becoming more innovative or even an exponential organisation
- HR itself should be a digital role model or at least use state-of-the-art technology and analytics while of course not losing people and human relations out of sight