title_s
stringlengths 2
79
| title_dl
stringlengths 0
200
| source_url
stringlengths 13
64
| authors
listlengths 0
10
| snippet_s
stringlengths 0
291
| text
stringlengths 21
100k
| date
timestamp[ns]date 1926-02-14 00:00:00
2030-07-14 00:00:00
| publish_date_dl
stringlengths 0
10
| url
stringlengths 15
590
| matches
listlengths 1
278
|
|---|---|---|---|---|---|---|---|---|---|
2022 Fellowship
|
2022 Fellowship
|
https://www.lse.ac.uk
|
[
"London School Of Economics",
"Political Science"
] |
Using AI to make journalism better. Together. The JournalismAI Fellowship Programme is a free online initiative that brings together journalists and ...
|
The JournalismAI Fellowship Programme is a free online initiative that brings together journalists and technologists from media organisations worldwide to explore innovative solutions to improve journalism via the use of AI technologies.
In 2022, 46 fellows representing 23 news organisations from 16 different countries across all continents worked together in 10 teams to develop a diverse range of AI-powered tools and projects.
In this page, you can learn more about the 10 projects and meet the 2022 JournalismAI Fellows.
Parrot: A tool for identifying potentially manipulated narratives from state-run media Parrot is a tool and methodology to help journalists identify and measure the spread of manipulated narratives from state-controlled media. Using AI we will develop an early warning system that clusters and classifies state media-generated text and then detects coordinated efforts at its dissemination. Explore Parrot Watch the team's presentation at the 2022 JournalismAI Festival Fellows: The Times & Sunday Times (UK): Venetia Menzies (Data and Digital Journalist) & Ademola Bello (Data Journalist, now with The New York Times)
Venetia Menzies (Data and Digital Journalist) & Ademola Bello (Data Journalist, now with The New York Times) Ippen Media (Germany): Alessandro Alviani (Product Owner) & Simone Di Stefano (Data Engineer)
Image2Text: Making image recognition for newsrooms more inclusive Image2Text identifies, classifies and labels video and images for newsrooms. Powered by computer vision models, it recognises objects and people in video, images and infographics, and labels specific contexts in Spanish and English through natural language. The tool seeks to promote better data governance by including perspectives from the Global South. Explore Image2Text Watch the team's presentation at the 2022 JournalismAI Festival Fellows: Grupo Octubre (Argentina): Lucila Pinto (Product Manager) & Nicolas Russo (Product Manager)
Lucila Pinto (Product Manager) & Nicolas Russo (Product Manager) GMA News Online (Philippines): Jaemark Tordecilla (Editor-in-Chief and Head of Digital Media) & Raymund Sarmiento (Chief Technology Officer)
Jaemark Tordecilla (Editor-in-Chief and Head of Digital Media) & Raymund Sarmiento (Chief Technology Officer) El Surti (Paraguay): Sara Campos (Product Editor) & Eduardo Ayala (Senior Full-Stack Developer)
Bad Will Hunting: Recognising 'bad actors' in data leaks with AI Searching and comparing massive datasets for evidence of graft has become a big part of many investigative journalists’ jobs. Our project will use AI to extract NLP entities based on enriched context from long-form text, to do cross-referencing with pre-existing knowledge bases/graph models. In doing so, we hope to cut down the time needed in manual curation and generate story leads. Explore Bad Will Hunting Watch the team's presentation at the 2022 JournalismAI Festival Fellows: Daily Maverick (South Africa): Alet Law (Audience Development Manager) & Tinashe Munyuki (Retention Manager)
Alet Law (Audience Development Manager) & Tinashe Munyuki (Retention Manager) The Guardian (UK): Luis Flores (Data Scientist) & Chris Moran (Head of Editorial Innovation)
Luis Flores (Data Scientist) & Chris Moran (Head of Editorial Innovation) Follow The Money (Netherlands): Dimitri Tokmetzis (Senior Investigative Journalist and Data Team Lead) & Heleen Emanuel (Data Journalist and Creative Developer)
Automating Visuals: Building social media cards in a smarter, automated way One of the biggest challenges with AI-made coverage is the ability to generate images that enrich and compliment stories. Images are also key to successful distribution and reaching new audiences. Our project will explore a solution for automatically creating relevant imagery for content made with natural language generation. Explore Automating Visuals Watch the team's presentation at the 2022 JournalismAI Festival Fellows: McClatchy (US): Theresa Poulson (Senior Product Manager) & Tyler Dukes (Investigative Reporter)
Theresa Poulson (Senior Product Manager) & Tyler Dukes (Investigative Reporter) Gannett / USA TODAY Network: Sean Smith (Product Manager) & Mike Stucka (Former National Data Solutions Editor)
Context Cards: Amazon Prime X-Ray, but for news Context Cards is a machine learning model that creates and suggests context — data, bio, summary, location, timeline — to audiences and journalists, alongside an article. It trains on newsroom archives and learns from editors’ feedback. We are building on prior work, including modularjournalism.com, Newscards, and Structured Stories. Explore Context Cards Watch the team's presentation at the 2022 JournalismAI Festival Fellows: Times of India: Ritvvij Parrikh (Director of News Products) & Karn Bhushan (Lead Data Analyst)
Code for Africa: Amanda Strydom (Senior Programme Manager)
Claim Check: A starter pack of claim matching for fact-checking Claim Check aims to create a multilingual tool for journalists that uses AI to quickly detect false claims by setting up an alert system through an interface in Teams or Slack. This system will become a central hub for newsrooms to quickly check specific claims, thereby improving accuracy and enhancing the reporting capabilities of newsrooms. Explore Claim Check Watch the team's presentation at the 2022 JournalismAI Festival Fellows: Australian Broadcasting Corporation: Gina McKeon (Innovation Editor) & Gareth Seneque (Technical Lead – AI/ML)
Newtral (Spain): Irene Larraz (Fact-Checking and Data Coordinator) & Rubén Miguez (Chief Technology Officer)
Tracking Influencers: Helping journalists investigate influencers on social platforms using AI Tracking influencers aims to help journalists to investigate influencers on a greater scale using AI techniques and developing a replicable methodology. This project focuses initially on creating a system to flag Instagram users who are promoting brands or services without complying with the rules of disclosing that they potentially have a commercial relationship. But this work is also meant to be the first step and the research phase of a broader system, which will highlight potential harmful or misleading content shared on Instagram and which a journalist could investigate further. Explore Tracking Influencers Watch the team's presentation at the 2022 JournalismAI Festival Fellows: Sky News (UK): Przemyslaw Pluta (Head of Platform Solutions) & Carmen Aguílar Garcia (Senior Data Journalist, now with The Guardian)
Infobae (Argentina): Juliana Fregoso (Project Manager for AI and Special Projects Newsroom) & Matias Contreras (Chief Technology Officer)
Il Sole 24 Ore (Italy): Marina Caporlingua (Software Engineer) & Pier Paolo Bozzano (Head of Content Innovation Lab, now with The Trust Project)
What's there, What's missing: Using AI to identify user comments and foster dialogue with our audiences BR and MDR are both German public broadcasters with the mandate to provide multifaceted information to different kinds of audiences. They are using NLP to build a tool that analyses published content, as well as the comments of audiences, to find underreported topics in publications. Explore the project Watch the team's presentation at the 2022 JournalismAI Festival Fellows: Bayerischer Rundfunk (Germany): Jörg Pfeiffer (Product Manager) & Philipp Gawlik (Language Engineer and Computational Linguist)
Jörg Pfeiffer (Product Manager) & Philipp Gawlik (Language Engineer and Computational Linguist) MDR / ida (Germany): Martin Paul (Journalist & Chief of Service) & Jaime Avalos Mongil (Data Scientist)
Attack Detector: Researching hate speech directed at journalists and environmental activists on social media Attack Detector aims to train a language model to detect hate speech – in Spanish and Portuguese – directed primarily at journalists and environmental activists. The model will classify the instances of hate speech among their diverse intersections so we can have an approach to understanding why and how they are happening. Explore Attack Detector Watch the team's presentation at the 2022 JournalismAI Festival Fellows: Abraji (Brazil): Reinaldo Chaves (Project Coordinator) & Schirlei Alves (Data Journalist)
Reinaldo Chaves (Project Coordinator) & Schirlei Alves (Data Journalist) Data Crítica (Mexico): Fernanda Aguirre Ruiz (Data Analyst and Researcher) & Gibrán Mena (Research and Direction)
Nubia: An open-source tool that draws insight from your data and turns it into readable stories Nubia is an AI-powered reporter that auto-creates development reports and data insights by transforming real-time data from satellite/web camera imagery, weather and socioeconomic data into news reports, data insights and advisory that can be distributed directly to the newsroom and general audience. Explore Nubia Watch the team's presentation at the 2022 JournalismAI Festival Fellows: Dataphyte (Nigeria): Joshua Olufemi (Founder and Managing Director) & Emmanuel Alawode (Full-Stack Developer)
Joshua Olufemi (Founder and Managing Director) & Emmanuel Alawode (Full-Stack Developer) Fædrelandsvennen (Norway): Mads Ommundsen (Journalist and Product Owner) & Frode Norbø (Developer and Designer)
The JournalismAI Fellows presented their projects at the 2022 JournalismAI Festival. You can find all their presentations on YouTube.
The JournalismAI Fellowship Programme is the latest evolution of the collaborative experiments hosted by JournalismAI in 2021 and 2020.
The Fellowship programme is organised by the JournalismAI team at Polis – the journalism think-tank at the London School of Economics and Political Science – and it's supported by the Google News Initiative.
| 2023-02-09T00:00:00 |
https://www.lse.ac.uk/media-and-communications/polis/JournalismAI/2022-Fellowship
|
[
{
"date": "2023/02/09",
"position": 44,
"query": "AI journalism"
}
] |
|
Product Immersion for Small Newsrooms
|
Product Immersion for Small Newsrooms
|
https://www.journalism.cuny.edu
|
[
"Newmark J-School"
] |
AI Journalism Labs · AI Community Engagement Lab · Product Management Toggle ... The program is meant for journalists and media professionals working in ...
|
I started the program being a reporter. And now, we created a product area in my newsroom, and I was promoted to manage it. – Karoline Pinheiro, reporter, Emerge Mag (Brazil)
—
I started with so many doubts, about myself and the role, but now I know I am a Product Manager. I can bring people and processes together. – Devan Daniel, deputy editor, Echelon Media (Sri Lanka)
—
I was initially reluctant to use the word product because I used to associate it with marketing tricks, with something invented purposefully to make people buy more stuff that they don’t actually need. Time has proven I was wrong. This program convinced me that the product approach is both effective and constructive in running a digital newsroom and media platform. – Slawek Blich, deputy managing editor and CTO, Krytyka Polityczna (Czechia)
—
The course was so thoughtfully constructed – it broke what had felt like an overwhelming topic into something really approachable – and addressed my needs of being in a small newsroom in a way that was unexpectedly relevant. It was the opposite of generic. The presenters were fantastic, and I loved so much meeting my brilliant peers on the course – they brought so much knowledge, insight, and solidarity. – Lucas Batt, membership coordinator, The Bristol Cable (UK)
—
There have been key turning points in the journey of my media startup. This program is one of those key moments. Group learning with a diverse group of individuals using online tools enabled me to attend to the business side of my work while still attending class. Each topic flowed and touched on practical lessons for us all. – Nigel Mugamu, founder, 263Chat (Zimbabwe)
—
The learning process was created in chunks, so it was easy for me to attend, access, and review during the programme. I was able to learn and talk with a wide range of industry participants. I benefited so much from their experience and suggestions. – Eudora Wang, reporter, DealStreetAsia (Hong Kong)
—
This course is dense and compact, and I don’t think there is any other program like this offered by any other academic institution – I have looked and did not find any. So it is a wonderful opportunity to be part of this. – Lady Ann Salem, co-founder and editor, Manila Today (Philippines)
| 2023-02-09T00:00:00 |
https://www.journalism.cuny.edu/j-plus/product-immersion-for-small-newsrooms/
|
[
{
"date": "2023/02/09",
"position": 51,
"query": "AI journalism"
}
] |
|
26 Innovative Edge AI Companies You Should Know in 2024
|
26 Innovative Edge AI Companies You Should Know in 2024
|
https://www.omdena.com
|
[] |
26 Leading Edge AI for Good Companies to Watch in 2023 · 1. Feelit Technologies · 2. Elroy Air · 3. BeeBryte · 4. Omniflow · 5. Small Robot Company · 6. Pickle ...
|
Here is a list of 26 lead Edge AI for good companies to watch who are making a positive impact on society.
The Omdena “AI Adoption Leaders Series” comprises game-changing startups, stories, and thought-leadership pieces from leading impact ventures solving real-world problems using AI.
Introduction
The edge AI market is growing rapidly and is expected to continue to grow in the coming years. The exact size of the market can vary based on the source and methodology used to estimate it, but it is generally agreed to be a multi-billion dollar industry. According to a report by MarketsandMarkets, the edge AI market was valued at $2.6 billion in 2020 and is expected to grow at a compound annual growth rate (CAGR) of 32.3% from 2021 to 2026, reaching a market size of $13.5 billion by 2026. The growth of the edge AI market is driven by the increasing demand for low-latency and real-time processing, particularly in industries such as industrial IoT, automotive, and surveillance.
In this blog post, we will take a look at the top Edge AI companies you should keep an eye on in 2024. Edge AI companies, which not only are leading technically but also generate a positive impact on the world.
What is edge AI? How does edge AI work?
Edge AI enables real-time decision making, reduces latency, and conserves bandwidth by performing data processing and analysis at the edge of the network, rather than in a centralized data center or cloud. The edge AI market is growing rapidly due to increasing demand for low-latency and real-time processing, particularly in industries such as industrial IoT, automotive, and surveillance. Some of the key players in the edge AI market include NVIDIA, Intel, Google, Microsoft, and Amazon.
These solutions leverage advances in computer vision, deep learning, natural language processing, robotics, and other AI technologies to give machines the ability to interpret and react to their environment in real-time. By combining these technologies with edge computing, edge AI solutions can process data quickly and accurately, enabling a range of applications from healthcare to smart cities.
What are examples of edge AI?
There are several edge AI companies and startups that are developing innovative solutions for businesses. Google, Amazon, Microsoft, Facebook, Apple, Alibaba, Baidu, Salesforce, Intel, and IBM are all leading-edge AI companies pushing this technology’s boundaries.
Google has invested heavily in the development of edge AI technology with its Edge TPU chips and ML Kit platform. Amazon is also an important player in the edge AI space, with its AWS DeepLens offering that helps developers build and deploy computer vision applications quickly and easily. Microsoft is one of the largest providers of edge AI solutions and provides Windows ML, which can be used to deploy models on any device with Windows 10.
Facebook is another major player in edge AI, offering tools such as PyTorch Mobile, a library of pre-trained models and easy-to-use APIs for deploying machine learning models on mobile devices. Apple has been making strides in edge AI with Core ML and its suite of tools for building intelligent apps. Alibaba is also a major player in the edge AI space, offering the X-Brain platform for edge computing.
Baidu has developed the DeepBench platform to benchmark AI performance across different devices. Salesforce is focused on using edge AI to power customer engagement platforms, and Intel has developed an AI developer kit to enable developers to build powerful edge applications. Finally, IBM has released its PowerAI Edge platform to help developers deploy deep learning applications at the edge.
Explore more edge AI use cases applied across industries via omdena.com/edge-ai
26 Leading Edge AI for Good Companies to Watch in 2023
Enjoy these amazing top edge AI companies. The order does not follow a ranking.
1. Feelit Technologies
Feelit is a company that specializes in developing and providing innovative sensing solutions. These solutions allow for real-time insights, giving manufacturers the power to revolutionize the way they manage their essential assets. This technology is instrumental and can make a massive difference in how businesses function. Feelit™ is dedicated to providing its customers the best possible sensing solutions, allowing them to stay ahead of the competition.
Founder(s): Meital Segev-Bar and Gady Konvalina
Founding year: 2017
Headquarters: Yokneam Ilit, Israel
Funding: Series A
How do you measure impact?
Feelit is an Industry 4.0 company operating in the field of Predictive Maintenance, which is integral for sustainable smart manufacturing and better-supporting value creation. Feelit automatically alerts of upcoming failures in real-time, preventing unscheduled downtime and contributing to the efficient use of resources by ensuring optimum system availability.
Feelit’s Nanotechnology Structural Sensor is a cutting-edge technology that combines a printed ink-based nano-sensing technology sticker sensor with a wireless edge device. These unique AI nano-sticker sensors can sense structural changes at a very high resolution, providing data analytics insights that increase production efficiency. One of the key advantages of this technology is its zero downtime, plug-and-play installation, and non-intrusive nature as it is positioned on the outside of the structure but can sense the inside.
By offering the unique solution we provide, we contribute to reducing unplanned downtime, product loss, energy loss and waste material loss, inefficient operations, safety incidents, and environmental damage. We determine our success based on the data found in our customers’ dashboards, as preventing just one instance of it is already a success. Each is reviewed based on ROI, ESG, and Sustainable Development Goals.
Through close relationships and successful collaborations with customers and partners, we can be more accurate and better every day.
2. Elroy Air
Elroy Air is a logistics company that specializes in the fields of logistics, robotics, and air transportation. The company provides air cargo transportation, logistics management, and robotic automation services. Elroy Air has a team of experienced professionals dedicated to providing their clients the best possible solutions. They have the knowledge and expertise to ensure that their customers receive the highest quality of service. They also use the latest technology to ensure that their services are efficient and cost-effective.
Founder(s): Clint Cope, David Merrill
Founding year: 2016
Headquarters: San Francisco, California, United States
Funding: Series A
3. BeeBryte
BeeBryte is a leading provider of innovative remote operation and maintenance services (O&M) for heating, cooling, and refrigeration systems (HVAC-R) in commercial buildings and factories. Their services are designed to help businesses reduce energy costs, improve operational efficiency, and reduce environmental impact. BeeBryte’s O&M services provide a comprehensive suite of solutions that enable businesses to monitor, manage, and optimize their HVAC-R systems from any location.
Founder(s): Frederic Crampe, Patrick Leguillette
Founding year: 2015
Headquarters: Singapore, Central Region, Singapore
Funding: Venture – Series Unknown
4. Omniflow
Omniflow is a company that provides sustainable smart city solutions. Their solutions are designed to help cities become more efficient and sustainable while also providing citizens with access to the latest technology. They offer a wide range of services, including energy management, water resource management, waste management, and urban mobility.
Founder(s): Pedro Ruão
Founding year: 2012
Headquarters: Porto, Lisboa, Portugal
Funding: Non-equity Assistance
How do you measure impact?
Omniflow Smart IoT Lamppost powered by wind and solar transforms a regular street light into a sustainable smart infrastructure ( 90% lower power consumption ) capable of housing multiple added-value applications like 5G, Computer Vision, and air quality monitoring.
We use AI on the edge to collect/analyze data from multiple sources and make decisions with very low latencies. One of the applications is related to traffic and pedestrian safety, analyzing dangerous interactions and taking measures to avoid collisions.
Our impact is lowering the CO2 footprint of street lights, using them to provide an extra layer of safety and information for urban environments.
5. Small Robot Company
We are revolutionizing farming with an innovative, low-cost service of autonomous, precision agri-robotics. This service will create a healthier, more efficient, and sustainable future for agriculture. By using autonomous robots, farmers will be able to reduce labor costs, increase crop yields, and reduce the amount of water and fertilizer used. Additionally, precision agri-robotics will enable farmers to monitor and track their crops, making more informed decisions and optimizing their farming practices.
Founder(s): Ben Scott-Robinson, Sam Watson Jones
Founding year: 2017
Headquarters: Salisbury, Wiltshire, United Kingdom
Funding: Seed
How do you measure impact?
Outcomes, not technological advances, will define the Fourth agricultural revolution. Farming is seeing a transformational change. A switch from a decision-making system that relies on individually accumulated knowledge and experience to layered, data-driven decisions. The innovations that will have a real impact will focus on outcomes. Technological success is only meaningful by bridging the gap between data collection and generating actionable insights. Insights have real value to farmers today.
At Small Robot Co, our Per Plant Farming model will be revolutionary. By geolocating every crop plant or weed, we can provide field-scale actionable insights at a plant level. Our team will make ground-breaking advances in the collection and granularity of that data. Yet our true success will be measured in accessibility, value, and ultimately outcomes for our farmers.
6. Pickle Robot Company
Pickle Robot is a revolutionary new robot that is designed to help streamline the e-commerce supply chain. It is a low-cost, collaborative package-handling robot that automates several vital tasks, such as sorting, labeling, and packing packages. This robot is designed to help reduce labor costs and increase efficiency in the supply chain, making it easier for businesses to keep up with the demands of the modern e-commerce market.
Founder(s): Andrew Meyer, Dan Paluska
Founding year: 2018
Headquarters: Cambridge, Massachusetts, United States
Funding: Series A
7. Trueface
Trueface is a company that uses computer vision technology to analyze camera streams. This technology allows businesses to identify patterns and make decisions based on those patterns quickly. Trueface’s technology is beneficial for businesses that need to make decisions rapidly and accurately. With Trueface, businesses can make decisions in real-time, allowing them to respond quickly to changing conditions.
Founder(s): Nezare Chafni, Shaun Moore
Founding year: 2014
Headquarters: Santa Monica, California, United States
Funding: Series A
8. Parallel Systems
Parallel Systems is a startup company with a mission to revolutionize the way people travel. Focusing on intermodal transportation, they are developing innovative solutions to make transportation more efficient, safe, and cost-effective. Their goal is to create a system that seamlessly connects different modes of transportation, allowing users to switch easily from one to another. By utilizing cutting-edge technology, Parallel Systems is working towards a future of transportation that is more sustainable and accessible for everyone.
Founder(s): Ben Stabler, Brian Ignaut, John Howard, Matthew Soule
Founding year: 2020
Headquarters: Los Angeles, California, United States
Funding: Series A
9. Phiar
Phiar’s Ultra-lightweight Spatial AI Engine is an innovative technology that enables vehicles to perceive their surroundings in a more efficient and accurate way. This engine powers our first use case in AR Navigation, which provides drivers with an augmented reality view of their environment. This advanced technology helps drivers to navigate more safely and accurately, while also providing them with a more immersive driving experience.
Founder(s): Chen-Ping Yu, James Briscoe, Xinyu Li
Founding year: 2017
Headquarters: Redwood City, California, United States
Funding: Series A
10. Neuron soundware
Neuron soundware is an Artificial Intelligence (AI) company that specializes in sound recognition technology for predictive maintenance. They use sound recognition to detect and diagnose problems in machinery, enabling predictive maintenance to be conducted before a breakdown occurs. This helps to reduce the cost of maintenance and repairs and can also help to prevent costly downtime.
Founder(s): Pavel Konecny, Petr Cernohorsky, Tomas Vacek
Founding year: 2016
Headquarters: Prague, Hlavni mesto Praha, Czech Republic
Funding: Series A
11. Asylon Robotics
Asylon is a unique company that offers a full-service robotic perimeter security solution. Combining the power of air and ground robots, Asylon is the only company that provides a comprehensive security system that can detect and respond to threats quickly and efficiently. With their cutting-edge technology, Asylon is revolutionizing the way perimeter security is handled, providing a reliable and cost-effective solution to protect businesses and homes.
Founder(s): Adam Mohamed, Brent McLaughlin, Damon Henry
Founding year: 2015
Headquarters: Philadelphia, Pennsylvania, United States
Funding: Seed
12. Ambi Robotics
Ambi Robotics is an AI and robotics company that is dedicated to developing solutions that can help to scale e-commerce operations while also empowering humans to work smarter and more efficiently. Their mission is to create innovative products that can automate mundane tasks, allowing businesses to focus on their core competencies and become more productive. The company is constantly researching and developing new technologies and applications that can be used to improve the efficiency of e-commerce operations.
Founder(s): David Gealy, Jeff Mahler, Ken Goldberg, Matt Matl, Stephen McKinley
Founding year: 2018
Headquarters: Berkeley, California, United States
Funding: Series A
13. Chooch
Chooch is a powerful AI platform that helps businesses build and run the most effective Computer Vision applications. By using Chooch’s AI technology, cameras can become intelligent and help to increase productivity and revenues, while also reducing operational costs. Chooch is the perfect solution for businesses looking to get the most out of their cameras and make the most of their AI investments.
Founder(s): Emrah Gultekin, Hakan Gultekin
Founding year: 2015
Headquarters: San Mateo, California, United States
Funding: Grant
14. Snips
Snips is an artificial intelligence voice platform that operates on the edge, meaning that all voice data is kept on the device and not sent to the cloud. This allows for improved privacy and security, as well as faster response times. Snips use natural language processing to understand commands and respond to them, making it a powerful tool for voice-enabled applications. With its ability to run on the edge, Snips is a great choice for those looking for a secure, private, and fast AI voice platform.
Founder(s): Mael Primet, Michael Fester, Rand Hindi
Founding year: 2013
Headquarters: Paris, Ile-de-France, France
Funding: Seed
15. Copper Labs
Copper Labs is an innovative company that has developed a revolutionary way to access real-time data from existing electric, gas, and water meters. This is done wirelessly and is significantly less expensive and time-consuming than traditional smart meter deployments. With their technology, companies can quickly and easily access the data they need to make informed decisions about their energy usage.
Founder(s): Andrew Zimmer, Dan Forman, Jeff Mathews, Michael Russo
Founding year: 2016
Headquarters: Boulder, Colorado, United States
Funding: Series A
16. Scythe Robotics
Scythe is a robotics company that specializes in developing autonomous machines for maintaining off-road environments. Their machines are designed to be able to navigate any terrain with ease, while also being able to detect and avoid obstacles. The company is constantly innovating and improving their technology to ensure that their machines are able to perform their tasks efficiently and effectively.
Founder(s): Davis Foster, Isaac Roberts, Jack Morrison
Founding year: 2018
Headquarters: Longmont, Colorado, United States
Funding: Series B
17. Cleverciti
Cleverciti is a revolutionary company that is transforming the way people park. With their innovative technology, they are turning the daily nightmare of searching for a parking space into a stress-free and predictable experience. Cleverciti’s cutting-edge solutions are designed to make parking easier and more efficient for everyone. With their advanced sensors, they can provide real-time information about available parking spots and help drivers save time and money.
Founder(s): Konrad Prinz-Dreher, Thomas Hohenacker
Founding year: 2012
Headquarters: München, Bayern, Germany
Funding: Series A
18. OnAsset Intelligence
OnAsset Intelligence is the global leader in supply chain asset management, providing innovative solutions to help companies monitor, manage, and optimize their supply chain assets. OnAsset Intelligence’s solutions are designed to help companies increase visibility, reduce costs, and improve operational efficiency. With their cutting-edge technology, they are able to provide customers with real-time asset tracking, data analytics, and predictive analytics.
Founder(s): Adam Crossno
Founding year: 2002
Headquarters: Irving, Texas, United States
Funding: Venture – Series Unknown
19. C2RO
C2RO is a cutting-edge video analytics company that specializes in providing privacy-aware solutions for physical retail, mall, smart city, and enterprise markets. They use proprietary edge-cloud AI technology to help customers gain valuable insights into their operations and customer behavior. C2RO’s solutions are designed to be secure, efficient, and cost-effective, making them an ideal choice for businesses looking to maximize their potential.
Founder(s): Brian Moore, Soodeh Farokhi
Founding year: 2016
Headquarters: Montréal, Quebec, Canada
Funding: Non-equity Assistance
20. Cartken
Cartken is an innovative platform that helps to make communities more connected by bridging the distance between customers and the local businesses they love. By connecting customers and businesses through a digital platform, Cartken helps to create a more connected community, allowing customers to access local businesses quickly and easily. Additionally, Cartken allows businesses to reach out to their customers and build relationships with them, creating a more vibrant and connected community.
Founder(s): Anjali Naik, Christian Bersch, Jake Stelman, Jonas Witt
Founding year: 2019
Headquarters: Oakland, California, United States
Funding: Seed
21. Moon Surgical
Moon Surgical is a company that is dedicated to revolutionizing the way surgery is performed. Their mission is to provide surgeons with the latest in computer vision, haptics, and robotics technology to make surgical procedures more precise and efficient. By utilizing these cutting-edge technologies, Moon Surgical hopes to make surgery safer and more successful for patients while also providing surgeons with the tools they need to perform complex procedures with greater accuracy.
Founder(s): Brice Gayet, Pierre Campredon
Founding year: 2019
Headquarters: Paris, Ile-de-France, France
Funding: Series A
How do you measure impact?
At Moon Surgical, we are creating an entirely new category of robotic surgery. One that not only changes the scale at which robotics are used but also improves workflow efficiencies for providers and delivers better quality of care for patients. As for any medical technology, we run clinical trials to assess the impact of using our platform in the operating room for all stakeholders: the patient, the surgeon, and the staff. For instance, we measure procedure duration, surgeon fatigue, and staff requirements. We find that our unique, data-driven, and surgeon-centric approach enables faster throughput while preserving human resources and surgeon happiness.
22. Olis Robotics
Olis Robotics is a leading robotics company that specializes in providing robotic systems to businesses and organizations. Their robotic systems are designed to help automate processes, reduce costs, and improve efficiency. They offer a wide range of robotic systems, from simple robotic arms to more complex, multi-function robots. The company has a team of experienced engineers and technicians who are dedicated to providing the best robotic solutions for their customers.
Founder(s): Fredrik Ryden
Founding year: 2013
Headquarters: Seattle, Washington, United States
Funding: Venture – Series Unknown
23. Ride Vision
Ride Vision is an advanced rider assistance system (ARAS) designed to help prevent motorbike accidents. It uses advanced computer vision and AI algorithms to detect potential hazards on the road and alert the rider in real-time, without distracting them from their focus. By providing riders with this additional layer of safety, Ride Vision hopes to reduce the number of motorbike accidents and ultimately save lives.
Founder(s): Lior Cohen, Uri Lavi
Founding year: 2018
Headquarters: Herzliya, Tel Aviv, Israel
Funding: Series A
24. Mobius Labs
Mobius Labs provides an easy way to integrate superhuman computer vision into applications, devices, and processes. With their innovative technology, users can quickly and easily add powerful computer vision capabilities to their projects. This technology can be used to detect objects, recognize faces, and even read text. Mobius Labs makes it easy to add superhuman computer vision to any application, device, or process, allowing users to develop more sophisticated and efficient solutions.
Founder(s): Appu Shaji, Dominic Ruefenacht, Hicham Badri
Founding year: 2018
Headquarters: Berlin, Berlin, Germany
Funding: Series A
25. Falkonry
Falkonry is an AI-based platform that enables plant operators to make smarter operational decisions. It uses AI to detect and act on events that could have a negative impact on operations. Using Falkonry, operators can quickly identify problems and take corrective action before becoming more serious. This helps to ensure that plants run smoothly and efficiently while reducing the risk of costly downtime.
Founder(s): Nikunj Mehta
Founding year: 2013
Headquarters: Cupertino, California, United States
Funding: Venture – Series Unknown
26. EMVision Medical Devices
EMVision (ASX:EMV) is an innovative medical device company that is dedicated to developing portable electromagnetic microwave imaging solutions. These solutions are designed to provide medical professionals with a more accurate and efficient way to diagnose and treat a wide range of medical conditions. EMVision’s technology has the potential to revolutionize the medical imaging industry, offering a cost-effective way to improve patient outcomes.
Founder(s): Scott Kirkland
Founding year: 2017
Headquarters: Macquarie Park, New South Wales
Funding: Venture – Series Unknown
| 2023-02-09T00:00:00 |
https://www.omdena.com/blog/top-edge-ai-companies
|
[
{
"date": "2023/02/09",
"position": 10,
"query": "artificial intelligence employers"
}
] |
|
AI Programmer: Job Description, Industries, Useful Tips For ...
|
AI Programmer: Job Description, Industries, Useful Tips For Applicants
|
https://atlasiko.com
|
[
"Nataliia Huivan",
"Professional Author In It Industry"
] |
They utilize advanced technologies of machine learning (ML) and complex algorithms to create features of AI for video games and software of other businesses. To ...
|
Intro
Among all the technologies artificial intelligence is considered to be the most fast-advancing and fascinating. With the forming of a new niche in IT, the need for specialists in this technology appeared. Now, AI programmer is a rather perspective career that has a lot of space for progress. One of the most developed sectors is gaming artificial intelligence but other industries don’t hesitate to pick up the tendency and new opportunities to evolve.
In this article, we’ll explore the peculiarities of AI developer jobs, major requirements, and the outlook for the growth of AI programming. Follow our brief guide on how to become an artificial intelligence coder, and find out what to expect choosing the career, needed skills, and probable AI programmer salary.
Who is an artificial intelligence developer?
Before we start delving into some particular characteristics and specifications in our detailed job description for artificial intelligence coders, let’s define this career in general. Before pursuing the AI developer jobs it’s important to understand what are the principles of their work and decide for yourself whether it’ll be interesting for you or not. This way, you won’t get bored or burned out in your new position when you get hired. Consider your interests and capabilities as working with artificial intelligence require quite a lot of skills and knowledge from developers. They utilize advanced technologies of machine learning (ML) and complex algorithms to create features of AI for video games and software of other businesses.
To generalize the meaning, let’s say that the AI programmer is a software development expert that specializes in creating artificial intelligence applications and adapting them to the needs of a particular business industry. Of course, there’s more to the responsibilities of the artificial intelligence programmer. Read ahead to find them out with details.
Here in Atlasiko, we believe that it’s important for workers to be passionate about their field and explore opportunities for professional and personal development. Therefore, we recommend finding out everything about the occupation to avoid disappointment and be sure that the artificial intelligence coder is the right job for you. We aspire to help you with the task by providing detailed information.
Description of AI programmer jobs
Among the main responsibilities of AI programmers to make software with artificial intelligence for developers of games or other systems, they also have to execute lots of wide-ranging tasks. Here are some examples of what duties AI coders have to deal with.
Working in close collaboration with data scientists and engineers, machine learning systems, etc.
Building models of artificial intelligence using technologies of machine learning and deep learning (DL) to obtain insights into the business.
Creating new artificial intelligence software that meets the business objectives of a particular organization.
Maintaining the quality of performance of legacy AI programs making necessary optimizations and updates.
Cooperation with designers, project managers, and stakeholders for successful artificial intelligence IT product development.
Performing data ingestion for machine learning and building transformation architecture.
Making improvements and researching innovative technologies for the enhanced development process.
Providing user training for other workers to ensure proper utilization of software developed by the artificial intelligence coder.
Keep in mind that these are just common responsibilities that the AI programmer might have. Naturally, the specification of tasks will differ in accordance with the industry you will work in as an expert in AI programming. For example, if the artificial intelligence coder is employed in AI game creation, they may specialize in writing decision-making and operational AI algorithms for NPCs. Of course, if the AI programmer works, let’s say, in manufacturing and creates AI for enhancement of the Industrial Internet of Things, objectives will be nothing like those in AI game programming.
What skills do you need for AI programming?
Except for the common soft skills (communication, teamwork, punctuality, etc.) that most organizations want to see in their employees, there is a list of necessary hard skills of programming AI specialists. Let’s take a look at the requirements that you need to meet to get a job as an AI specialist.
Relevant education and background
Naturally, one of the most obvious ways to back up your job application is to provide information about the attained degree in computer science, courses, educational programs in AI programming, etc. Even if artificial intelligence isn’t your major or the studying isn’t finished, you still have a chance to get hired by proving your expertise with certificates. High-level programming skills
No surprise that proficiency in object-oriented programming is a must for an artificial intelligence coder. Skills and knowledge of different programming languages always impact the decision about hiring and even the AI developer salary. Maths and algorithms
It’s essential for all programmers to be able to solve logical tasks and challenging coding matters using efficient algorithms and mathematical principles. Thus, programming AI requires algorithm knowledge for a successful organization of software architecture. Statistics and data analysis
As all artificial intelligence apps and tools work on the technologies of ML and DL, AI experts have to be familiar with data collection and analytical operations. Skills in statistics also give artificial intelligence coders a better vision of the market, business needs, and client base. Critical thinking and research
Good AI programmers never fully rely on one technology and always seek innovative means to improve their work. They can assess the flaws of the software objectively and think of creative ways to overcome bottlenecks. A necessary step in AI programming is to research new tools and smart AI models. We’ve already shown progress in the creation of artificial intelligence tools for developers, so check our previous article.
Nazarii Lead of Software Development Even though some development projects might appear challenging, professionals of our team take it upon themselves to create an unparalleled solution. We develop programs keeping in mind business needs and goals of our clients. Talk to Expert Type your questions below to communicate with our experts and receive comprehensive answers. You should enter valid email! Email does not exist Submit
Beside the general skills required by the position, AI developers have to be familiar with many programs and platforms to ensure the efficiency of AI solution development. Some organizations allow their artificial intelligence coders to choose the software they want to work with, others require proficiency in certain tools that the company uses. Anyways, if you, as the AI coder, want to succeed in both cases and don't struggle, it's better to get acquainted with the most popular tools at least. Here's the shortlist of IT solutions usually used in AI programming.
IDEs of programming languages (Python, Java, C++, etc.)
Platforms and libraries for ML and DL (KNIME Analytics, H2O.ai, Alteryx Analytics, Amazon SageMaker, and others)
Cloud platforms (AWS, Microsoft Azure, Google Cloud, and so on)
Popular APIs
IBM Watson AI in video games development
Tools for analytics (PyTorch, TensorFlow, Keras, etc.)
Video game AI development
AI games programming
The utilization of AI in game development is a relatively recent trend that is now in full swing. It became a useful means for the game industry because of the automation capabilities and providing opportunities for the acceleration of development processes. Therefore, there are many jobs in game development that require skills and knowledge of AI programming. In comparison with other fields, AI games creation is a segment with a high level of specialization so responsibilities and needed hard skills are defined profoundly.
If we want to generalize the definition, an AI game programmer works on intelligent objects or characters for games with the help of AI algorithms and neural networks so these items can be implemented in the gameplay harmoniously. Thus, the artificial intelligence developer creates such algorithms that compile sets of possible actions and unique scenarios in the game as reactions to players’ decisions. As a part of artificial intelligence game design, they also enable the work of games’ decision trees in a way when they seem to be fully independent systems influenced only by players. Such advanced technology as AI game programming provides more dynamic and interesting experiences.
Description of AI career in game development
Let’s specify the responsibilities the game AI programmers have to deal with. Of course, these tasks may vary depending on the projects and companies, but here are some common duties.
Communication with designers and game developers for planning an AI strategy for a particular project.
Establishing parameter patterns as a basis for game rules.
Development of NPCs with artificial emotions and behavior patterns based on written algorithms and neural network data from machine learning.
Research for artificial intelligence elements and technologies to improve AI game development.
Providing prototype models for testing and making changes in code based on feedback.
Collaboration with animators to create believable characters, and testers to find out function bugs.
Expanding the capabilities of games by creating custom AI tools.
Skills required for artificial intelligence game development careers
Apart from those skills we listed in the job description for artificial intelligence developer, the specification in the game AI programming demands an extended range of abilities. Here we’ll take a look at the essential qualities that an artificial intelligence game development career requires additionally.
Working with popular game engines to build AI games e.g. Unity3D (offers a machine learning agents toolkit), Unreal Engine 4 (provides tools of a Behavior tree, AI Controller and Character tools, Navigation Component, etc.), CryEngine 3 (provides AI elements and creates custom AI actors), or others.
Knowledge of the processes and pipelines of video game production.
Experience in AI gaming from the perspective of both players and AI programmers.
Understanding of human psychology to create believable NPCs’ behaviors, emotions, and responses.
Understanding of physics for ensuring real-world-ish object positions and movements.
More industries that need AI developer expertise
AI in games production is just one niche that right now is being revolutionized by artificial intelligence technology. There are many other industries that aspire to adopt AI solutions to gain a competitive edge. Therefore, they all have a need for the expertise and experience of AI developers. We analyzed the market of IT services and hires to distinguish the most perspective business segments for AI programming specialists.
Cybersecurity and IT
It’s only natural that the first industry to be reshaped by artificial intelligence is IT. Software coders, engineers, and other specialists don’t hesitate to use advantageous features of AI tools to facilitate their work. Read the previous AI article in our blog for more info. In cybersecurity, this technology is often implemented by antivirus firms and companies which work with big-volume databases to ensure data safety. Healthcare
In this industry, a whole new AI-powered sector is developing called predictive healthcare. This method of the use of artificial intelligence allows medical workers to get the analysis of data like heartbeat rates or glucose levels in the blood, etc., and the prediction of the future condition of patients. The AI programmer also works on developing tools for the facilitation of scan results analysis with computer vision technology, IoT-enabled health condition remote monitoring, and many other innovations. Customer service
AI natural language processing (NLP) capability helps businesses to provide clients with efficiently-working customer support service. The NLP algorithms in chatbots or other applications can understand what issues a customer has, analyze them, and choose the best answer to provide solutions. In many cases, the accuracy of such software is so impressive that organizations choose to replace customer support executives with AI completely. Manufacturing
The industrial segment has developed a few directions of artificial intelligence adoption: predictable maintenance (forecast the operational time for equipment); robotic process automation (AI powers machinery to perform mundane tasks); quality assurance (the use of AI algorithms along with IIoT for automated analysis and flaws detection). Thus, artificial intelligence programmers have a lot of space for creating innovative solutions for manufacturing. Transportation
Self-driving cars are the best examples of the work of AI programming specialists. They create artificial intelligence software that can basically “think” like a driver on the basis of ML/DL algorithms analyzing and interpreting info from sensors, GPS, and other navigation systems, and then making a command for the vehicle to move in the chosen direction. Autonomous cars are still not that common and many industries are yet to adopt them so there are lots of opportunities for AI programmers to participate in the development. Financial services and banking
AI solutions characteristically fit in the sphere of banking and financial operations because of large volumes of data. All collected information about clients, transactions, credits, etc. have to be efficiently managed in order to prevent critical mistakes. So the industry needs the services of an AI programmer to get an application for the automation and security of important processes. Supply chain management and logistics
Artificial intelligence that powers IoT in the supply chain, warehouse management, and logistics is frequently used. These segments utilize AI features of predictive analysis, intelligent automation, and algorithms for image recognition for optimization of supply chain management processes. Retail
The development of specialized AI solutions for retail is in demand because it also gives businesses effective means of working with data on clients, stocks, and sales. Moreover, among the latest trends organization of autonomous shopping takes place which heavily depends on ML/DL technology and intelligent automation. Marketing
The Marketing industry uses programming AI expertise to create apps for personalized messaging and ad targeting. For example, the tool sees previous searches in the product catalog, and then algorithms show similar goods in the advertisements. Business intelligence
This process of business management is driven by innovative technologies like artificial intelligence. The main purpose is to assist executives in decision-making based on the results of a thorough evaluation of data collected from internal IT architecture and external systems. AI software helps in the process and provides actionable solutions as an output.
What careers are related to programming AI jobs
AI programmer isn’t the only profession that requires thorough knowledge and understanding of artificial intelligence. With the right set of abilities and experience, you have opportunities to pursue other jobs in AI programming that are more narrowly focused. Since such skills can benefit IT professionals in many careers, we’ve done our research and gathered the most fast-developing jobs in the AI programming field down below.
Machine learning engineer
Data scientist
Business intelligence developer
Research scientist
AI data analyst
Robotics engineer
NLP engineer
Big Data engineer/architect
AI developer salary in statistics
One of the essential questions in the process of choosing this occupation is “How much do AI programmers make?”. According to the Salary.com portal, as of December 27, 2022, the average income for AI developers in the United States is $100,017, although the normal salary range is between $91,771 and $108,784. Salary ranges can vary significantly depending on various crucial aspects, including schooling, credentials, supplementary talents, and the length of time you've been working in a given field.
Of course, there are other estimations of artificial intelligence programmer salary. Let’s take a look at the income numbers for AI specialists and related professions provided by Payscale resource.
Annual AI developers salary rates
AI specialist Base Salary $87k - $332k Bonus $3k - $54k Total Pay $83k - $302k Machine learning engineer Base Salary $77k - $165k Bonus $42k - $32k Total Pay $75k - $177k Data scientist Base Salary $79k - $148k Bonus $3k - $19k Total Pay $79k - $153k Research scientist Base Salary $81k - $178k Bonus $15k - $25k Total Pay $78k - $187k AI-researcher Base Salary $68k - $179k Bonus $0k - $13k Total Pay $42k - $188k Robotics engineer Base Salary $0k - $88k Total Pay $0k - $88k
How to become an AI programmer
A brief guide on how to start an artificial intelligence programmer career Step 1. Complete education. Even though you don't necessarily need to get a Master’s degree, it’s still a requirement to have at least a Bachelor’s in Computer Science to get a job in AI. It ensures your general understanding of the IT industry, the basics of different programming approaches and languages, and many other fundamental skills. Step 2. Get a qualification in artificial intelligence In the process or after getting a degree, learn AI technology as a specialization to be proficient in this area. Various certifications about completed courses, internships, participation in conferences, and portfolio with previous AI projects would be advantageous for your job applications. Step 3. Gain tech experience in practice Apart from theoretical knowledge, you need to develop practical skills. Among the most important directions for programming AI proficiency are machine learning, neural networks, robotics, NLP, autonomous driving, and computer vision. You can acquire experience and skills by participating in real-time projects, taking practical courses, and training. Step 4. Apply for an AI programmer position As simple as that, you can’t get AI developer jobs if you don’t apply for them. In order to be a seek-after employee who just receives job invitations, you need to have a solid reputation as a world-class specialist. For newbies, however, getting hired is usually a long and tiring process. The first mistake is to apply for random companies that have open positions. To find your place, it’s better to choose the top 50 which have a need in your skillset and fit your expectations at the same time. Thoroughly analyze their requirements to make sure you’ll fit in and pay attention to their hiring history and reputation. After that just find the contacts on their career pages and send them your CV with other required info. For big companies, it’s better to send follow-up emails in around 2 weeks. Of course, now the hope is that your resume will make a good impression and the organization will invite you for an interview. Further below we’ll give you some useful tips on how to create an artificial intelligence CV.
How to write an artificial intelligence resume
What to include in a CV for an artificial intelligence job
A typical artificial intelligence resume has a commonly defined structure and format. Surely, you can be creative and place all the elements in your own design and order using AI resume templates, but the important structural components still have to be included. Here is what you have to write in your AI CV:
Contact information;
Education, certificates;
Work experience;
Skills (soft and hard skills, knowledge of foreign languages, programming software, and tools, other);
Optional – interests and hobby, personal projects, awards, and recognition.
Tips on creating an artificial intelligence resume
We have found a couple of examples of great artificial intelligence resume that you can take notes of to create your own AI CV. You can also use the listed services to find your favorite AI resume template and complete it with the required info.
Specify the position you’re applying for. It’s important to define our desired career right from the start. Place your qualification next to your name or below in the contacts block. Write a resume summary or objectives. In this part, give a short explanation of your goals and motivation. Organize your experience correctly. This is mostly the first thing employers look at, so make it stand out from the rest of the info. Use action words, lists, and accurate dates. Describe your work experience but in a brief form. Related information only. Many applicants think they need to list all their “trophies” to show just how talented they are. However, most IT companies couldn’t care less that you won a dancing competition in primary school, for example. It’s great to have an employee with many talents but too much unrelated info in the resume will just worsen the impression. Of course, this rule isn’t applied to all relevant skills which you have to add to the AI CV. Write a cover letter for an artificial intelligence position. Everything that doesn’t fit in the artificial intelligence resume you can describe in a cover letter. Many companies appreciate more application-specific and personal data.
Examples of AI solutions programmer resume
1. CraftmyCV (both examples)
2. Novoresume
Conclusion
Hopefully, this article gives you an extensive artificial intelligence job description and answers all questions about the profession of the AI programmer. In the modern IT world that makes great progress in developing the aforementioned technology, the work of AI developers is in demand as never before. Don’t miss your opportunity to get this job and participate in revolutionizing industries across the world. With our short guide, it’ll be easy to orient in the career, create a perfect artificial intelligence resume and apply without doubts.
In our blog, we’ll be posting more insight on this and other IT topics. Subscribe not to miss news on innovations, useful tips for developers, and lots of other interesting info for our clients and website visitors.
| 2023-02-15T00:00:00 |
2023/02/15
|
https://atlasiko.com/blog/ai/ai-programmer/
|
[
{
"date": "2023/02/09",
"position": 69,
"query": "artificial intelligence hiring"
}
] |
A|I: The AI Times – Google bets on Anthropic, Ada makes ...
|
I: The AI Times – Google bets on Anthropic, Ada makes more layoffs
|
https://betakit.com
|
[
"Michael Edgar",
"Alex Riehl",
"Josh Scott",
".Wp-Block-Co-Authors-Plus-Coauthors.Is-Layout-Flow",
"Class",
"Wp-Block-Co-Authors-Plus",
"Display Inline",
".Wp-Block-Co-Authors-Plus-Avatar",
"Where Img",
"Height Auto Max-Width"
] |
Ada latest Canadian unicorn to make additional staff cuts (BETAKIT) · Google invests $300mn in artificial intelligence start-up Anthropic (FINANCIAL TIMES).
|
Plus: The fight against AI art.
The AI Times is a weekly newsletter covering the biggest AI, machine learning, big data, and automation news from around the globe.
If you want to read A|I before anyone else, make sure to subscribe using the form at the bottom of this page.
Ada did not respond to questions about the number of employees that have been let go from the company, stating only that it reduced “a portion” of its workforce. Ada’s CTO Jessica Popp posted to LinkedIn that she was let go as part of this round of cuts.
The deal involves Google taking a stake of about 10 percent in the startup and boosts Anthropic’s finances at a time when it is buying substantial computing resources from the search company’s cloud computing division.
The partnership between the two organizations hopes to bolster AI expertise and application across the country as Canada grapples with a limited tech talent pool.
There’s a reason top startups like Ada Support or Neo Financial, choose to build on AWS.
If you're looking to increase productivity, cut costs or get to market faster, our artificial intelligence (AI) and machine learning (ML) services can help you get it done. Build and deploy AI and ML models quickly and easily. Train and deploy with a single click, no experience required.
From incubator to IPO, AWS helps Canadian startups succeed.
Click here to get started with AWS AI today!
“They need a strategy to show they can pay their bills and how they’ll survive” and create shareholder value, said Daniel Wolfe, president of Montclair, N.J.-based 180 Degree Capital, owner of 911,938 D-Wave shares. “This company has a liquidity issue.”
The use of neuroscience in marketing communication is referred to as ‘neuromarketing.’ It collects cognitive data from consumers based on how they perceive advertisements. This tech segment has been around for a couple of decades, and is based on existing marketing content or simulations under research studies.
Though the search giant faces an 'existential threat' from OpenAI, the renowned Edmonton research lab is part of a wave of recent cuts. With AI-driven tools like ChatGPT threatening to upend its search business, Google's needs are suddenly more practical—and more urgent.
Women are less likely to get funded and are woefully underrepresented in both the startup founder and venture capital (VC) ranks. However, we’re approaching what might later be called a tipping point.
The company is developing an AI-powered chatbot similar to OpenAI’s popular ChatGPT and plans to integrate it into its main search engine in March, people familiar with the matter said.
When McQueen will be officially leaving CIBC, and who his successor might be, is unclear at this time. McQueen has been leading CIBC Innovation Banking since the bank acquired Wellington Financial in 2018.
While the underlying technology, known as a large language model (LLM), is not new, ChatGPT has captured the public’s imagination since its debut last November. Entrepreneurs and businesses, meanwhile, are racing to develop products and services powered by LLMs, such as writing aids, virtual assistants, chatbots and new approaches to internet search.
The federal funding comes alongside an additional $1.25 million of in-kind contributions in technology, expertise, and services from partners including Ansys, a US-based engineering simulation software company.
The free ChatGPT tier is here to stay — it’s not going away. As for ChatGPT Plus, it’s only available to customers in the U.S. at the moment. OpenAI says it’ll begin the process of inviting people from its waitlist in the coming months and look to expand Plus to additional countries and regions “soon.”
Jim Keller, who first joined Tenstorrent as president and CTO two years ago, is shifting roles with CEO Ljubisa Bajic.
Visual artists’ work is being gathered online and used as fodder for computer imitations. When Toronto’s Sam Yang complained to an AI platform, he got an email he says was meant to taunt him.
| 2023-02-09T00:00:00 |
2023/02/09
|
https://betakit.com/ai-the-ai-times-google-bets-on-anthropic-ada-makes-more-layoffs/
|
[
{
"date": "2023/02/09",
"position": 18,
"query": "artificial intelligence layoffs"
}
] |
Ark Invest CEO Cathie Wood explains the real reason ...
|
Ark Invest CEO Cathie Wood explains the real reason behind tech layoffs
|
https://www.foxbusiness.com
|
[
"Madeline Coggins"
] |
Wood outlined how AI is playing a role in the layoffs as it provides new avenues for amplifying productivity. Last week, Wood even cast the prediction that by ...
|
Technology companies are slashing jobs at an alarming rate in the post-pandemic economy. Famed stock picker and ARK Invest CEO Cathie Wood argued that these layoffs should not be viewed as a sign the industry is in "disarray."
"We don't think this is the technology sector in some kind of disarray or sunsetting in some way or the opposite. We think they're harnessing new AI tools and other technologies to increase productivity and provide new products and services," Wood said Thursday on "Mornings with Maria."
Wood argued that tech companies are utilizing layoffs to correct overhiring during the height of the pandemic when productivity was a major concern. More significantly, she explained the layoffs may be more closely associated with new opportunities presented by artificial intelligence (AI).
"Many of these technology companies had had to gear up to handle COVID, and they did a beautiful job. I mean, Zoom, what it did, going from 20 million users to 200 million users in a year to 18 months, the technology to accommodate that, being able to do that was probably one of the greatest technology feats we've seen in quite some time," Wood said.
FAMED STOCK PICKER PREDICTS AMAZON CAN HAVE MORE ROBOT THAN HUMAN WORKERS BY 2030
"Of course, now we're seeing the opportunity with AI for productivity gains. That's one of the primary opportunities associated with AI for traditional companies. And so we think companies need to increase their productivity, and maybe they went a little bit too far hiring as they were trying to address all the needs that COVID presented."
More than 300 technology firms have seen layoffs in 2023, and according to recent data from Layoffs.fyi, nearly 100,000 jobs have been cut since the start of the year. These companies include Amazon, Apple, Zoom, Dell and IBM.
Google, Meta, Microsoft and Amazon top the list with at least 10,000 layoffs year to date.
OVER 25,000 GLOBAL TECH WORKERS LAID OFF SINCE START OF 2023
Wood outlined how AI is playing a role in the layoffs as it provides new avenues for amplifying productivity. Last week, Wood even cast the prediction that by 2030, Amazon will have more robotic employees than humans.
"Amazon is adding about a thousand robots a day," the Ark Invest CEO told CNBC on Wednesday.
"If you compare the number of robots Amazon has to the number of employees, it’s about a third. And we believe that by the year 2030, Amazon can have more robots than employees."
As of 2022, Amazon peaked at roughly 1.6 million employees, although recent layoffs have affected that number. In contrast, Amazon currently has more than 520,000 robots in use as of mid-2022.
CLICK HERE TO READ MORE ON FOX BUSINESS
Wood went on to say that the world is "at the dawn of the robotics age," with innovations such as artificial intelligence and battery technology also contributing to the developments.
Despite the massive layoffs, Wood expects that innovations will transform and expand opportunities for the tech industry utilizing the new technologies.
| 2023-02-09T00:00:00 |
https://www.foxbusiness.com/technology/ark-invest-ceo-cathie-wood-real-reason-behind-tech-layoffs
|
[
{
"date": "2023/02/09",
"position": 24,
"query": "artificial intelligence layoffs"
}
] |
|
GitHub Layoffs: What Happened & Why? - Sunset
|
GitHub Layoffs: What Happened & Why?
|
https://www.sunsethq.com
|
[] |
The decision aligns with GitHub's strategic focus on AI and cloud adoption, aiming to enhance operational efficiency and invest in areas with the most ...
|
On February 9, 2023, GitHub laid off 300 employees, representing 10% of its workforce. This move reflects broader industry trends in tech downsizing.
Headquartered in the SF Bay Area, GitHub operates in the product industry. The layoffs are part of a strategic shift to streamline operations and reduce costs.
Why did GitHub have Layoffs?
GitHub decided to lay off 10% of its workforce to protect the short-term health of the business and to invest in long-term strategies. Additionally, the company is transitioning to a fully remote work model due to low utilization rates of their office spaces.
Budgetary realignments: The layoffs are part of efforts to adjust the company's budget to better align with its financial goals.
The layoffs are part of efforts to adjust the company's budget to better align with its financial goals. Operational efficiency: GitHub aims to improve operational efficiency and reduce operating costs through these layoffs.
GitHub aims to improve operational efficiency and reduce operating costs through these layoffs. Remote work transition: The move to a fully remote work model is driven by the low utilization of office spaces, making it more cost-effective to close physical offices.
Company Statement
"Today, we are announcing a number of difficult decisions, including saying goodbye to some Hubbers and enacting new budgetary realignments, designed to protect the short-term health of our business while also granting us the capacity to invest in our long-term strategy. With great respect for Hubbers, I first want to be clear about why we are making these decisions and what it means for GitHub’s future."
GitHub's CEO, Thomas Dohmke, emphasized the necessity of these layoffs to safeguard the company's immediate financial health while positioning it for future growth. The decision aligns with GitHub's strategic focus on AI and cloud adoption, aiming to enhance operational efficiency and invest in areas with the most significant impact.
Impact on Workforce and Industry
The reduction of 300 employees at GitHub has inevitably led to a leaner workforce, impacting various departments, including engineering and customer support. This downsizing may slow down project timelines and reduce the capacity for customer service, potentially affecting overall operational efficiency.
In the broader tech industry, companies like Google and Microsoft have also announced significant layoffs recently, reflecting a trend of cost-cutting and operational realignment across the sector. These moves are largely driven by economic uncertainties and the need to adapt to changing market conditions.
Looking Ahead
The layoffs signify a pivotal moment for GitHub, focusing on sustainability and strategic growth. Moving forward, the company is set to prioritize key areas to ensure long-term success.
Increased investment in AI: GitHub plans to allocate more resources towards artificial intelligence to enhance its product offerings and operational capabilities.
GitHub plans to allocate more resources towards artificial intelligence to enhance its product offerings and operational capabilities. Enhanced remote work infrastructure: With the shift to a fully remote model, GitHub will invest in tools and technologies to support remote collaboration and productivity.
With the shift to a fully remote model, GitHub will invest in tools and technologies to support remote collaboration and productivity. Focus on core products: The company will streamline its efforts to concentrate on its most impactful products, ensuring they meet the evolving needs of developers.
Get Started with Sunset Today!
Sunset specializes in helping startups wind down their operations efficiently and effectively. For personalized guidance and support, contact us to schedule a consultation or learn more. Don't wait—sign up today and try it out!
| 2023-02-09T00:00:00 |
https://www.sunsethq.com/layoff-tracker/github
|
[
{
"date": "2023/02/09",
"position": 52,
"query": "artificial intelligence layoffs"
}
] |
|
How Do We Use Artificial Intelligence in the Classroom?
|
How Do We Use Artificial Intelligence in the Classroom?
|
https://now.fordham.edu
|
[
"Taylor Ha"
] |
Artificial intelligence can provide personalized learning experiences for students, particularly bilingual learners, said Rogelio Fernández, Ph.D., GSE '95, an ...
|
Students experiment with AI programs Blob Opera and Photomath at the beginning of the event. Photos by Bruce Gilbert
Popular programs like
ChatGPT
can solve complex math problems, create original music and art, and write stories better than an actual person—and sound like one, too. This has triggered a big question among educators: How will AI affect assignments, assessments, and originality in the classroom?
On Feb. 7, Fordham’s Graduate School of Education hosted a panel discussion at the Lincoln Center campus, “Threat or Opportunity? The Impact of AI on Education,” where five experts explored how AI can impact students at all grade levels—and why sometimes, we learn better without fancy chatbots.
A Tool for Bilingual Learners
Artificial intelligence can provide personalized learning experiences for students, particularly bilingual learners, said Rogelio Fernández, Ph.D., GSE ’95, an education consultant and adjunct professor at Fordham and CUNY. AI can not only provide multisensory engagement but also provide a low-risk environment where students can learn English, he said.
“They can put on headphones and listen to the English language, perhaps poems and songs, and take risks that they did not take in general classrooms where there are four, five students who are English speakers—who might make fun or bully them because of their accent or because of their incorrect grammar,” said Fernandez.
AI can also be a time-saving tool, said Layla Munson, a New York City Department of Education administrator and GSE doctoral student in curriculum and instruction. It can generate a basic first draft of an assignment or project, which students can enhance, she said. In addition, AI could help students below grade level catch up with their peers.
Potential Perils of AI
However, one of the biggest issues with programs like ChatGPT is bias, said the experts. ChatGPT, for example, relies on data available to the general public in order to provide information to users. But the sourced data focuses on dominant voices, while leaving out the marginalized.
AI can also widen the educational divide for already marginalized students, said Nicole Zeidan, Ed.D., Fordham’s assistant director of emerging educational technology and learning space design and an adjunct professor at GSE.
“Some of those digital divides can include the lack of access to the actual technology itself, a lack of internet connectivity … the lack of devices … biases in AI, and algorithms in data can have a lack of cultural sensitivities,” said Zeidan. “The technology may not be able to understand certain perspectives or experiences in different cultures as well.”
Why You Should Still Memorize Your Multiplication Tables
Edgar McIntosh, Ed.D., GSE ’20, assistant superintendent for curriculum, instruction, and assessment at Scarsdale Public Schools, recalled a group of fifth graders who told him they wanted to get rid of homework—and for a legitimate reason. “Homework is so boring that I can just ask Alexa, and Alexa can [give me the answer],” said one boy.
We need to rethink some homework assignments, said McIntosh. But there is still value in asking students to do things like memorize their multiplication tables, rather than rely on a calculator. This builds a foundation of information inside our brains that we can convey at the tip of our tongue—sometimes, even faster than the time it takes to type a problem into a calculator, he said. From that knowledge, we can build a deeper and more complex understanding of how our world works.
The Singularity of the Human Voice
There is also value in writing essays without the help of artificial intelligence. ChatGPT can write an essay, but even middle school students can tell that it wasn’t written by a person, said McIntosh.
“They knew, as eighth graders, that this essay lacked a real voice,” said McIntosh, who spoke with students in his district that experimented with the chatbot. “It sounded a little canned, even if it was doing tricks and writing in certain styles. They were able to identify that it was lacking a certain human quality and that the machine does not have the sophistication yet—or may never have the sophistication—to provide the kind of nuance that a human being can.”
Future of AI in Education
There are still big questions about using artificial intelligence in the classroom, said the experts. How do we train educators to use AI in the classroom? What do teachers do with the free time gained from efficiently using AI? Should AI be regulated, and if so, by whom? (“We cannot leave it in the hands of the industry. It didn’t work out well with social media,” quipped the event moderator, Robert Niewiadomski, an assistant clinical professor at GSE.)
AI also poses an important philosophical question, said Kevin Spinale, S.J., Ph.D., an assistant professor in curriculum and teaching at GSE: “We have to dwell on what this tool is and what its capacities are, but at the same time, to reconsider who we are. … We want, desperately, a human response, who hears what is important to us and responds to it in their own importance.”
No matter how much our technology changes, it’s important that we remember one thing—the unique power that each person possesses, said Munson.
“Our voices are powerful. We’re going to leverage these tools in very responsible ways,” she said. “And we’re going to be better—together.”
Technology for a New Generation of Teachers
About 50 people attended the panel, mostly students who are, or aim to be, educators themselves.
Onica Jackson, a GSE doctoral student and a sixth grade English teacher in Queens, New York, said she thought the event was a good introduction to helping students.
“Another big takeaway was the collaboration of teachers to start the conversation around it, but there are many limitations contingent on the equality of the use of AI,” she said.
Gabriela Shpijati, FCRH ’24, a psychology major in the five-year education track program with GSE, said she came to the event because she was interested in learning more about AI—one of the most significant forms of technology in her generation.
“I came into the event not knowing if I sided with AI or against it. But after learning more about it, I think it’s mostly important to … understand that it has to be used as an enhancer in order for the best results to come from it,” she said.
The event was co-hosted by the Kappa Delta Pi honor society and GSE’s Innovation in Curriculum and Instruction Ph.D. Program, with support from Diane Rodriguez, Ph.D., associate dean of GSE; Aida A. Nevárez-La Torre, Ed.D., chair of GSE’s curriculum and teaching division; Annie George-Puskar, Ph.D., an assistant professor in curriculum and teaching; and event moderator Robert Niewiadomski, who leads the Kappa Delta Pi honor society committee that hosted the event. The panel is part of an inaugural GSE speaker series called Critical Issues and Contemporary Education, which will host events twice a year.
| 2023-02-10T00:00:00 |
2023/02/10
|
https://now.fordham.edu/colleges-and-schools/graduate-school-of-education/how-do-we-use-artificial-intelligence-in-the-classroom/
|
[
{
"date": "2023/02/09",
"position": 10,
"query": "artificial intelligence education"
}
] |
Top AI Graphic Design Tools To Check | Simplified
|
Top AI Graphic Design Tools To Check
|
https://simplified.com
|
[
"Shubham Kulkarni",
"Shubham Kulkarni Is A Creative Professional With Experience In Design",
"Content Writing",
"Video Editing",
"Publishing. He Works Closely With Teams To Turn Ideas Into Well-Crafted Digital Content",
"Combining Visuals",
"Storytelling Across Formats. With A Hands-On Approach Concept To Delivery",
"He Supports Every Stage Of The Content Production Process."
] |
Simplified is an AI graphic design app that allows you quickly create stunning designs for all sorts of digital products. This includes invitations, ads, social ...
|
The widespread applications of Artificial Intelligence (AI) is making waves across industries, and graphic design is no exception. Designers are always looking for new and more efficient ways to tackle repetitive and tedious tasks. So it’s no wonder that AI design tools have also found their way into this space.
Knowing the best AI graphic design tools and incorporating AI workflow automation can significantly improve your productivity. Especially in today’s fast-paced world of 24/7 business and social media marketing. But what if you don’t know which tools to use or features to look out for? Don’t worry, this article has you covered by providing you with the 12 best AI tools for graphic design to help you with your projects. Let’s get started!
Bonus: Biggest Challenges Faced By Every Freelance Graphic Designer
1. Simplified
Source: Simplified
Designing digital products is a complex and time-consuming task. But Simplified makes it much easier. It’s the best free AI tool for graphic design available. Simplified is an AI graphic design app that allows you quickly create stunning designs for all sorts of digital products. This includes invitations, ads, social media posts, long-form content, videos, 50+ copywriting templates, and more, without any technical coding knowledge.
Simplified AI is able to assist you in a variety of tasks, from making presentations, Memes to even removing backgrounds! Simplified also offers AI Image Generation From Text Prompts feature. These AI Image Generators create stunning images directly from the text inputs without manual effort. All you need to do is type in prompts and let AI do the work for you.
Pricing: Simplified has a free version so you can get started with your designs right away. For premium features it’s priced between $6-9 per month and Business accounts about $10-15 per month.
Bonus: Digital Design vs. Graphic Design: What’s The Difference?
2. Canva
Source: Canva
Canva is an online AI graphic design tool that make the process of designing graphics for social media, blogging, and more, much easier. AI content creation enables you to create everything from blog headers and creative logos to infographics and YouTube thumbnails in minutes. In addition, it has a drag-and-drop interface and simple prebuilt templates that takes care of the design so you can focus on what matters – your message. It doesn’t require complicated skills or knowledge of AI designing software like Photoshop or Illustrator.
Pricing: Canva has a free basic version, but for expert features, Canva Pro is recommended. This is about $14.99 monthly or $119.99 for an annual package. There’s also a version for teams, contact the sales team for more details.
Bonus: How AI Art Generators Will Increase Your Content Team’s Productivity
3. Visme
Source: Visme
Visme is a graphic design tool that offers some of the best AI features on the market. The software has a drag-and-drop interface, which makes it easy to create professional-grade visuals without any previous graphic design experience. You can use Visme to collaborate with other designers. You can also share your creations with clients in real-time, and make edits to your projects without starting from scratch.
Pricing: Visme has a free basic account, then there’s the Visme Starter account which is billed yearly at $12.25 per month. Their Pro account is at $24.75 per month, also billed yearly. For the comprehensive Teams package, contact their Sales team.
4. Prisma
Source: Prisma
Prisma is a powerful and easy-to-use app. It uses artificial intelligence to transform your photos into beautiful graphic designs. Prisma’s features include customizing your image by choosing the color palette and filter. It’s available for iOS and Android devices so you can enjoy it on the go!
Pricing: Prisma’s subscription plans for businesses begin at $29/month. For premium features and support, contact their Sales team. Prisma also offers a free, basic version.
Bonus: Biggest Challenges Faced By Every Freelance Graphic Designer
5. Vance
Source: Vance
Vance is a deep learning and AI design tool used to generate high-quality graphics in an automated manner. It works by feeding in a photo and then asking it to create a similar image based on what it learned from the picture. With this tool, you can quickly get quick mockups or generate an entire marketing campaign with just one click.
Pricing: You can save up to 35% of the cost by choosing Vance’s Desktop version rather than the online services. Pricing starts at about $4.95, and their premium subscription plan is $17.95
6. Uizard
Source: Uizard
It is an AI graphic design tool that can be designed to create wireframes prototypes and mockups within minutes. Its innovative features allow users to transform hand-drawn drawings into wireframes and convert wireframes into prototypes with just a single click. However, this AI graphic design app offers a wide range of graphic design templates with drag-and-drop functionality. You can alter and modify your designs in just a few minutes.
Pricing: You can sign up for free, but access to Pro features begins at $12, and the Business account is $39 per month.
7. Designs.ai
Source: Designs.ai
Designs.ai offers you a comprehensive toolkit with impressive abilities from designing stunning logos to creating videos. This platform offers you a special, personal design experience as it is able to learn your preferences and offer solutions that work for you. The simple platform is easy to use and works for everyone, irrespective of their design skills or background.
Pricing: Designs.ai’s subscription plans can be billed monthly or annually. The basic plan begins at $19/month and the Pro plan is at $58/month. There is a free trial. Customized plans are available for larger enterprises, price on request.
8. Adobe Sensei
Source: Adobe Sensei
Adobe Sensei is a powerful graphic design tool that let’s you create stunning designs in a snap. With Sensei it is possible to quickly and easily design complex designs that might otherwise be challenging or difficult to make on your own. Sensei also comes with a broad array of features that will allow you to customize your designs to the highest quality. If you’re looking for a tool that can help you take your graphic design to the next level, Adobe Sensei is definitely worth checking out.
Pricing: Access to Adobe Sensei comes along with other Adobe products. You need to contact the Adobe directly for a plan.
9. Fronty
Source: Fronty
Fronty is a free, easy-to-use, browser-based app that helps you create beautiful infographics with just a few clicks. However, this cool new AI tool has an extensive library of templates and prebuilt layouts to help you get started without any design skills. Additionally, it’s possible to export your infographic in PDF and JPEG formats.
Pricing: If you want a paid version, subscriptions begin at $4.52 per month while the advanced version starts at $9/month.
Bonus: How Graphic Designers Can Make A Real Difference Right Now
10. Sketch2code
Source: Sketch2Code
It is an excellent tool for designing graphics, icons, logos, and more. Sketch2code uses artificial intelligence to create professional design concepts in minutes. The algorithm is designed to do the tedious work so that you can focus on what matters most: your creativity. Whether, you’re looking for a new logo, web design, or social media graphics, Sketch2code will provide endless options to suit your needs.
Pricing: As a Microsoft product, it’s accessible through their downloads, and pricing varies.
11. Midjourney
Source: Midjourney
This is a graphic design tool that enables you to create a visual with just a Midjourney prompt. With their Discord server, four results are created for each prompt you type in. The Midjourney AI tool is easy to use and super useful. Especially if you need to make a vector image for your design or you need a photograph of it. All the results of this AI tool are not faultless but they work well and it’s a supportive tool for those who aren’t able to create digital art.
Pricing: Midjourney’s subscription plans can be paid on a monthly basis, or annually at a 20% discount. There are 4 subscription plans with the basic starting at $10/month and the Mega plan at $120/month.
12. Galileo AI
Source: Galileo AI
Galileo AI prides itself on being your partner for interface designs. Just from a text prompt that you provide, this tool can generate UX/UI design, elements and more. It uses tech that has learnt the best user experience designs to create interfaces that match your needs. You can choose from a gallery of illustrations to match your brand language and fill out your design. It’s even able to add in precise product copy.
Pricing: Galileo offers a free trial but has no free version. Subscriptions begin at $2/month.
Bonus: Unlock Your Creative Potential: 15 Unique AI Art Prompts to Inspire Your Next Masterpiece
FAQ’s
What is AI in graphic design?
AI in graphic design is a method where computers design or enhance visual solutions, often using specialized software. For example, It can range from simple tasks such as correcting color and images to more intricate tasks such as making illustrations or 3D models.
What is AI software in design?
AI design software is a kind of application that lets designers design and alter digital images by using AI. This type of software can be designed to produce images that could be utilized for various uses, including designing products, office space planning, or architecture.
Is AI replacing graphic designers?
With the rapid advances in AI technologies, usually people think that AI could take over human designers completely. Although AI is getting ever more efficient, it’s still not in a position to rival the imagination and originality of human artists. However, AI is best used as a tool that can help human designers develop more appealing designs, but not replace them entirely.
Which tool is best for AI?
To answer this question, you must first understand your own needs and requirements. What type of AI graphic design project are you working on? What budget do you have to work with? Once you have a clear understanding of your own needs, you can then begin to compare the different AI graphic design tools on the market.
Is AI good for graphic design?
It depends on the purpose of your graphic design. While an experienced designer can certainly create graphics that will be unique, AI is excellent for those who do not have design skills but need to create designs. It’s able to make user interface much quicker.
Which AI tool is best for graphic design? The best tools are user-friendly, allow you to create high-quality designs, and provide you with a variety of features. Try Simplified if you are looking for an all-in-one AI Graphic Design tool that will help you create stunning designs without any programming knowledge.
| 2023-02-09T00:00:00 |
2023/02/09
|
https://simplified.com/blog/design/graphic-design-tools
|
[
{
"date": "2023/02/09",
"position": 7,
"query": "artificial intelligence graphic design"
}
] |
Will AI replace graphic designers?
|
Will AI replace graphic designers?
|
https://jdjcreative.co.uk
|
[
"Antony Sore"
] |
It's undeniable that artificial intelligence has the potential to disrupt the graphic design industry. The key for designers is to work with it and embrace its ...
|
With machines predicted to ' do half of all work tasks by 2025 ', we discuss whether AI will replace graphic designers.
You don’t have to lose creativity in a world of AI
The year is 2023. By now, science fiction writers of yesteryear would have expected us to be commuting in flying cars and holidaying on the moon while served by a staff of robots beholden to our every whim. While these predictions have yet to come to pass, it’s undeniable that technology has impacted our daily lives in ways no one living in a pre-internet era could have imagined.
With these technological advances have come advances in automation with many tasks – particularly manual – now undertaken by machines. Look at car manufacturing plants, distribution centres and supermarkets; once solely manual processes are increasingly undertaken by technology.
Further advances mean administrative as well as manual jobs are now at risk. However, graphic design is one profession that will remain reliant on human involvement.
Here’s why…
Why AI won’t replace designers
Creativity cannot be automated
It’s long been accepted that creativity is a uniquely human trait. A process occurring within the human brain’s right side; one which is a key differentiator between human and machine. Its inventiveness – using ideas to create something original – is why artificial intelligence, at least in its current guise, cannot be creative.
For now, all AI can comprehend is what it’s been programmed to understand through human input. It cannot, in a creative sense, think for itself. It has no life experiences to draw on; indeed, it hasn’t lived.
That’s not to say attempts to ‘teach’ AI to create works of art have not been made. Images are fed to machines, allowing them to learn trends and styles, before attempting to implement them in original works. This has been completed to various levels of success. While portraits often look deformed, their appeal has not always suffered. In 2018, an AI-created portrait Edmond de Belamy sold for $432,500, suggesting there is beauty to be found in these pieces.
We had a play with DALL-E 2 – perhaps the most well-known AI text-to-image generator – in an attempt to recreate our wordmark, and the results were, well, underwhelming to say the least.
Whilst we certainly need more experience honing our text prompts to get more appropriate outputs, it’s obvious that these results are not usable. However, as discussion prompts, some interesting ideas are explored here, all created within seconds.
But it is these limitations which are prohibiting robots from taking over from graphic designers in the design and conception of elements such as infographics, marketing materials and website graphics.
Machines can’t understand human psychology
Where machine learning struggles is in its understanding of human nuances. Knowing how they’ll respond to a stimulus or using design to create a story for a human audience. Where an artist, for example, will use a setting or situation as the basis for their work, a machine will not understand this context. It struggles to evoke emotion from its audience.
For example, a computer may choose an appropriate stock image for an article based on selected tags, but it won’t understand the effects of its choice. It can’t comprehend the subtle differences between a Birmingham high-rise and a London block of flats.
This formulaic decision-making process can cause embarrassment if it goes wrong, particularly if the process is entirely automated.
Likewise, there may also be times when more than a stock image or a tried and tested template is required. When creativity is involved to create a unique sensory experience. Maybe an infographic or an illustration will sum up an article better. Or a product mockup. One must not forget about keeping the audience engaged – a task currently beyond the scope of a robot.
| 2023-02-09T00:00:00 |
2023/02/09
|
https://jdjcreative.co.uk/will-ai-replace-graphic-designers/
|
[
{
"date": "2023/02/09",
"position": 18,
"query": "artificial intelligence graphic design"
}
] |
The Impact of Technology on the Graphic Design Industry
|
The Impact of Technology on the Graphic Design Industry
|
https://www.artworkflowhq.com
|
[
"Mrignayni Pandey",
"November",
"Rangan Das",
"December"
] |
AI is here to enhance, not replace. It helps designers by automating repetitive tasks, improving brand asset management, and making workflows smoother. When ...
|
Graphic design has existed for ages, some claiming that it even dates to the Stone Age. However, the Second Industrial Revolution in the late 19th century is when graphic design as we know it today began. Posters were used to promote items including transportation, entertainment, and manufactured goods in the late 19th century.
Graphic design evolved drastically over time, thanks to technology. Easels and canvases have made way for computer screens and design tools in today's art - graphic design and technology always progressed together.
Art production has now altered considerably, from depictions of patron saints and gods in the Middle Ages to the popular Non-Fungible Token (NFTs) motifs in 2022. The newest technology, like VR or AI, has greatly influenced how artists manage projects, connect with customers, and show their work.
How has graphic design changed over the years
Typographer William A. Dwiggins first used the phrase "graphic design" in 1922. It has a long and varied history and is now so ingrained in our contemporary culture that it is difficult to picture life without it.
Here is a brief history of graphic design.
Paleolithic era
Cave paintings are the earliest forms of graphics, which can be traced back to 15,000 BC. These murals usually featured handprints, animals, weapons, and other references to hunting.
Paleolithic paintings of Lascaux’s Great Hall of the Bulls. Source: The elusive cave writing of Lascaux | The Past (the-past.com)
Chinese printing
Since most discoveries relating to printing were done in China, the Chinese are frequently regarded as the forerunners of printing and graphic design. These included the first printing press in history, papermaking, and wooden block printing.
Middle Ages
The Gutenberg Printing Press, often known as the portable printing press, made its debut in 1439. This idea opened new visual communication channels across Europe. With the advent of this technology, the idea of ads and graphic design became more solid.
Industrial revolution era
Early in the 1620s, printed advertising started to appear regularly in newspapers. Early in the 1620s, printed advertising started to appear regularly in newspapers. Lithography and chromolithography were two more breakthroughs brought forth by the Industrial Revolution that helped boost productivity and advance graphic design. Around this period, significant elements like various color schemes were introduced to the graphics to help establish a link between businesses and consumers. As a result, the graphics quality became more obvious. Around the turn of the 20th century or the late 1800s, graphic design truly took off.
Modern era
To engage more people with their work, artists and designers pushed themselves to experiment with new styles and approaches as technology advanced during the 20th century. In the 1900s, posters also evolved into a form of expression as short propaganda slogans gained popularity. During wartime, posters were used to encourage young men to enlist in the military. The introduction of Adobe Photoshop in 1990 irrevocably altered the field of graphic design. Users of Photoshop were able to edit photographs by adding digital overlays, fading features, blending different visual elements, and using several graphic designs.
Emerging technologies in graphic design
Today's cutting-edge graphic design technology provides a massive potential for designers. Over the past ten years, graphic design tools have seen significant evolution. They provide better ways to accomplish tasks, cooperate, and exchange ideas. Some of the newest innovations in graphic design include the following:
1. Augmented Reality, Virtual Reality, and Extended Reality
AR allows users to interact with the design as if it was a part of the physical world. By doing this, a more natural atmosphere is created for exploration. It makes 3D things more lifelike and immersive by allowing us to see them in real-time. Virtual reality provides a complete virtual experience where reality is blocked out and users interact with the elements in the virtual world. XR is an extension of VR. The ability to stimulate all five senses—sight, hearing, smell, touch, and taste—is one of the distinctive features of XR.
AR is more popular when it comes to sales and marketing applications whereas virtual reality is more used for entertainment. AR, VR, and XR have given rise to sensory design. Through multimodal interactions, users interact with their environment with the aid of wearable technology.
Taqtile relies on Microsoft HoloLens to simplify equipment maintenance for the defense industry. Their augmented reality (AR)-enabled work-instruction platform, Manifest allows repair, maintenance, and inspection. Source: Business Wire
2. Artificial Intelligence and Machine Learning
An AI-generated digital painting. Source: NYTimes
Artificial intelligence (AI) is revolutionizing how businesses streamline workflows and ensure brand compliance. In 2015, only 10% of companies used AI in their daily operations. By 2019, that number skyrocketed to 37%, showing how quickly businesses are embracing the technology.
But for graphic designers worried about AI replacing their jobs, there's no need for concern. AI is here to enhance, not replace. It helps designers by automating repetitive tasks, improving brand asset management, and making workflows smoother. When paired with automation, AI creates hyper-efficient systems that support designers, allowing them to focus on the creative work that only humans can do.
Photo editing and organizing software, Luminar by Skylum, uses AI to edit photos, suggest templates, and more. Source: Skylum
3. Web 3.0
The internet is changing. Web 3.0 brings you progressive web apps, creates a more distributed internet, and integrates with AI and ML technologies. With Web 3.0, you are also getting new designs. The initial web design philosophy, Web design 1.0 was "One-dimensional." Most of the design components are placed in orderly succession and have a rigid layout. With web design 2.0, a new dimension was added. Now, responsive grids are available, allowing you additional flexibility when putting items in cells.
The next dimension is web design 3.0. It allows for the flexible arrangement of pieces as well as their overlapping and layering. It creates new opportunities for site design. And the new era of web design has just begun. Designers are now getting acquainted with the tools and the design language. Web 3.0 often makes use of background elements such as shapes and curves to impose a specific design navigation path. These shapes and blobs can help to highlight valuable content while providing an aesthetically pleasing UI.
4. Alternative Human-Computer interaction techniques
The discipline of design known as human-computer interaction (HCI) focuses on how humans and computers interact with one another. HCI is a field that combines several academic fields like computer science, psychology, human factors, and ergonomics.
For instance, with chatbots, the number of businesses using conversational interfaces has exploded. This also requires a new graphics design. Graphic design also needs to become more inclusive to accommodate those who are physically challenged.
Color guide for designing for color blindness. Source: Studio Analogous
5. Smarter software for workflow management
Dealing with changes is one of the most time-consuming processes in graphic design. Professional graphic design projects often involve multiple stakeholders. People from across multiple departments, and even multiple organizations, must collaborate to build the final product.
Designers have had to cope with what seemed like an endless cycle of comments and adjustments. Lack of communication between clients and designers, especially when talking online, accounts for a significant portion of redesigns.
Now, brands and design teams have improved the revision process using graphic design tools as they seek to meet that demand. Such programs include Artwork Flow, Figma, and Skitch, to name a few.
What’s Next?
Technology will have a major impact in the coming years. Designers can use natural language descriptions to generate user interfaces, or they can use machine learning to auto-complete designs just like predictive text on your phone’s keyboard.
| 2023-02-09T00:00:00 |
https://www.artworkflowhq.com/resources/graphic-design-technology
|
[
{
"date": "2023/02/09",
"position": 32,
"query": "artificial intelligence graphic design"
}
] |
|
AI vs humans: Will AI take over the creative industry?
|
AI vs humans: Will AI take over the creative industry?
|
https://govisually.com
|
[
"Alina Zahid Khan",
"Alina Zahid Khan Is A Storyteller",
"Brand Strategist",
"Growth Manager At Govisually. She Loves Creating Value-Driven Content For Creative Professionals."
] |
They believe that AI has the potential to take over certain tasks, such as the creation of stock imagery, and result in job losses in the creative industry.
|
While AI has been making significant advancements in finance, healthcare, and retail industries, one industry has been a source of constant debate – the creative industry.
The creative industry is an umbrella term that encompasses various fields such as marketing, design, music, film, and writing. With the increasing advancements in AI technology, the question is whether AI will eventually take over the creative industry and render human creativity obsolete.
We all know a commonly agreed answer to that is NO.
However, there’s still much uncertainty around this topic for creative professionals.
We’ll dive deeper into the subject and explain everything happening or predicted to happen with the development and betterment of AI technology.
From how we define creativity and the appeal of AI in this sphere to expert opinions and a breakdown of some leading AI platforms, you’re about to find all the answers you need as our fellow creatives.
So let’s dive right in!
What does creativity mean?
To understand the role of AI in the creative industry, it’s important to understand the nature of creativity itself and whether AI could ever replicate it.
Creativity is the ability to produce new and unique ideas and is widely considered a human-only trait. Still, AI is changing that perception as it has already shown remarkable creativity in various domains.
For instance, AI-generated music, artwork, and writing have already begun to gain traction and recognition in their respective fields.
However, it’s important to note that the algorithms and data limit AI’s creativity it is trained on, and it’s not truly original in the sense that humans understand it.
The two sides of AI in the creative industry
Since AI has been around for a long time and is a hot topic for everyone, another aspect to consider is the use of AI in the creative industry.
AI has been widely used in various stages of the creative process to assist humans in generating new ideas, improving workflows, and increasing productivity.
For instance, AI algorithms can be used to generate storyboards, assist with creating visuals, and analyze the emotional impact of a piece of content. This allows human creators to focus on their core strengths and augment their work with the help of AI.
However, the use of AI in the creative industry has also been a source of concern as it can take over certain tasks, such as creating stock imagery, and result in job losses. This fear is not unfounded, as AI has already replaced human workers in various industries, and the creative industry could be next.
A new AI platform is being released every week or two for writing, art, videography, brand planning, and execution!
The leading AI platforms – How far has AI developed to mimic human creativity?
There are several AI tools available now that have the potential to disrupt the creative industry and impact jobs in fields such as writing, digital illustrations, and more.
Some of the most notable AI tools in this regard include:
1. AI Content Generators
AI content generators use natural language processing (NLP) algorithms to generate written content such as news articles, product descriptions, and poetry.
2. AI Design Tools
AI design tools use machine learning algorithms to assist in the creation of visuals and designs. For instance, AI-powered design tools can suggest color schemes layouts, and even generate entire designs based on guidelines.
3. AI Music Composers
AI music composers use algorithms to generate original music compositions based on parameters. These tools can generate technically perfect music but lack the emotional impact that a human composer would bring to the piece.
4. AI Story Generators
AI story generators use algorithms to generate stories based on parameters. These tools can generate storyboards, analyze the emotional impact of a piece of content, and even generate entire storylines.
These AI tools have the potential to automate certain tasks in the creative industry and result in job losses in certain fields.
So amidst all of this, are human capabilities lagging? Is AI a friend or a foe?
Everyone is plagued with such questions, so we got our answers from some of the leading professionals in the creative industry!
What are creative experts saying about AI?
Experts in the field of AI and the creative industry have mixed opinions about the impact of AI on this field. Some experts believe that AI will play a crucial role in augmenting the creative process and helping human creators achieve new heights of creativity.
They believe that AI will never be able to replace the human touch and emotion that is so essential in the creative process and that humans will always play a crucial role in this industry.
Richard Holman – a creativity coach, author, and speaker – wrote about how AI can not replace human creativity, no matter how advanced it seems.
“Let’s say there has been machine learning A.I. at the start of the 20th century and you’d fed it examples of contemporary art — some Kandinsky, Matisse, Picasso, perhaps a little Braque. The A.I. may well have generated an intriguing painting that played with perspective, color, and form. But it would not have put a urinal in the center of a gallery, signed it R. Mutt, and initiated a new era of conceptual art,” he wrote.
On the other hand, some experts are more cautious about the impact of AI on the creative industry. They believe that AI has the potential to take over certain tasks, such as the creation of stock imagery, and result in job losses in the creative industry.
They argue that AI-generated content may be technically perfect, but it lacks the emotional impact that a human creator would bring to the piece.
Well, there’s an explanation for that.
Four years ago, Li Kai Fu – a writer, businessman, and computer scientist – created a matrix in his book “AI SuperPowers,” predicting the kinds of jobs for which AI might be better suited than humans and will eventually replace.
He predicted that AI might be slower to replace humans in jobs on the “Creativity or Strategy Axis” – jobs that require creativity or strategic thinking.
However, most experts agree that the creative industry is an ever-evolving field, and new forms of creativity are constantly emerging. AI may be able to generate new and unique ideas, but it cannot keep up with the constant change and evolution of the creative industry.
Don Norman, the master of UX design himself, had much to say about the impact of AI on creativity. He emphasized how the A in AI stands for ‘artificial.’ so AI is everything BUT innovative, unique, and creative.
“We’re going to have to learn to think and design in a very different way, but that’s been true of every advanced technology over the ages. Everytime a new technology comes in, it changes the way we behave. And most of the time, in positive ways, but it takes a while for us to get used to it,” he concluded.
AI vs. Human creativity – the difference and the appeal
The difference between AI and human creativity lies in the emotional impact and personal touch that only humans can bring to a creative process like design thinking.
For instance, AI-generated music may sound technically perfect, but it lacks the emotional impact a human composer would bring to the piece. (You can’t expect a musical revolution like Mozart)
While AI can generate technically perfect content, it lacks the emotional depth and nuance that only a human creator can bring. For instance, studies have shown that humans have a strong preference for content created by other humans over content generated by AI.
In a survey by the Pew Research Center, 72% of Americans agreed that it’s important for people creating news content to be human rather than AI.
Moreover, human creativity often involves drawing upon personal experiences, emotions, and perspectives to create something truly unique. This emotional depth and personal touch sets human creativity apart from AI and is why humans will always play a crucial role in the creative industry.
A recent study by the National Endowment for the Arts (NEA) found a strong link between creativity and human well-being.
The study found that individuals who engage in creative activities are more likely to report high life satisfaction and well-being levels. This highlights the importance of human creativity and the emotional impact that it can bring to the creative process.
Final verdict
Creativity (more like creative modules in the backend) in AI is evolving rapidly.
But is it all doom and gloom for the creative industry?
The answer is no, and it will stay no by all means.
The role of AI in the creative industry is not to replace humans but to augment their work and help them achieve new heights of creativity. This was also evident in this year’s Adobe Max conference for creatives globally, when they introduced new AI models and features to assist creative professionals in their work.
By now, you are already certain that AI will never be able to replace the human touch and emotion that is so essential in the creative process.
Moreover, the creative industry is an ever-evolving field, and new forms of creativity are constantly emerging. AI may be able to generate new and unique ideas, but it cannot keep up with the constant change and evolution of the creative industry.
So our final verdict?
Humans will always be at the forefront of the creative industry, driving it forward and creating new forms of expression and creativity.
If you’ve enjoyed reading it this far and learned something insightful about the AI vs. Humans debate, stay tuned for more articles on industry trends.
| 2023-02-10T00:00:00 |
2023/02/10
|
https://govisually.com/blog/ai-vs-humans/
|
[
{
"date": "2023/02/10",
"position": 35,
"query": "AI job losses"
}
] |
The Tech Layoffs in Perspective
|
The Tech Layoffs in Perspective
|
https://www.carsongroup.com
|
[
"Sonu Varghese"
] |
Then the pandemic hit, and we saw massive job losses even as Tech companies boosted hiring. ... Leaders from some of the companies at the forefront of the AI ...
|
Putting the Tech layoff announcements in perspective
It’s hard to get away from all the headlines about layoffs in the Technology sector these days. The most recent was Yahoo, which announced they were laying off 20% of its workforce, about 1,600 people.
The firm, Challenger, Gray, and Christmas, Inc., tracks layoff announcements and their most recent report was titled “Jan ’23 Recession or Correction?”. They reported that the Tech sector announced cuts of 41,829 in January alone, which amounted to 41% of all announced layoffs. That was the second highest for the sector on record and represented a massive 158% increase over the 16,193 reported in December. Contrast that to January 2022, when there were just 72 announced layoffs in the sector.
Between November 2021 and January 2022, Tech sector layoff announcements totaled 110,793.
Tech went on a hiring spree over the last decade.
I looked at employment in 25 top Technology firms representing about 25% of the S&P 500 index. My list includes Amazon, Google, Meta, and Netflix – which are not classified as Technology companies, but most people think of them as Tech companies.
Total employment at these 25 firms grew at a torrid 10% annual pace between 2015 and 2019. That pace surged even more after the pandemic hit. By the end of 2022, employment at these firms was 9% above the already hot pre-pandemic trend! That translates to about 345,000 more jobs than you’d expect if hiring remained on trend.
And here’s a look at the top 4: Apple, Microsoft, Alphabet, Meta.
Perhaps it shouldn’t be surprising that these companies are now retrenching.
A sharp contrast to the rest of the economy
As mentioned above, employment across those 25 Tech firms grew at a hot 10% annual pace before the pandemic. Contrast that to a yearly job creation pace of 1.6% across the economy – which is not shabby.
Then the pandemic hit, and we saw massive job losses even as Tech companies boosted hiring. The good news is that the last two years were amongst the best on record with respect to economy-wide job creation, with 7.3 million net jobs created in 2021 and 4.8 million in 2022.
Yet, employment remains 3% below the pre-pandemic trend. That translates to 4.5 million fewer jobs than you’d have expected if the pandemic hadn’t hit.
Layoffs are common, even when hiring is strong.
The Tech sector looms so largely in our minds, which is why their layoff announcements make the headlines. However, layoffs number more than a million each month across the entire economy. Just in December, the BLS reported 1.47 million layoffs. And across 2022, employers laid off about 17 million workers!
At the same time, they estimated net employment to have risen by 4.8 million in 2022 – the second-best year on record for job creation since 1940.
So, keep in mind that when companies announce layoffs, they’re not really telling you whether these are “net,” as in whether these layoffs are net of any hiring they’re doing. Or whether they’ve frozen hiring altogether.
The good news is that the employment market looks really strong even as the Tech sector reverses the hiring spree it went on over the last few years.
In our latest Facts vs. Feelings podcast, my colleague Ryan Detrick and I discussed the gangbuster January payroll report and its implications. Have a listen below (and don’t forget to subscribe and rate if you enjoy it).
| 2023-02-10T00:00:00 |
2023/02/10
|
https://www.carsongroup.com/insights/blog/the-tech-layoffs-in-perspective/
|
[
{
"date": "2023/02/10",
"position": 67,
"query": "AI job losses"
},
{
"date": "2023/02/10",
"position": 71,
"query": "artificial intelligence layoffs"
}
] |
Explaining Why a Job Was Eliminated Due to Restructuring
|
Explaining Why a Job Was Eliminated Due to Restructuring
|
https://ambpgbusinesscoaching.com
|
[
"Arif Boysan"
] |
Providing emotional support can help employees cope with the stress of job loss and move forward more confidently. ... Business AI 6; Business Coaching 14 ...
|
In today’s dynamic business environment, restructuring has become an essential strategy for companies aiming to adapt to evolving market demands, streamline operations, and stay competitive. However, a job eliminated due to restructuring is often a difficult reality for both employees and employers. As companies face pressures from economic shifts, technological advancements, and changing consumer behaviors, job eliminations have become more prevalent. Clear and compassionate communication during this process is crucial to maintaining trust and morale within the organization. This blog will delve into the reasons behind job eliminations due to restructuring and how to effectively manage this challenging transition.
Understanding Job Elimination Due to Restructuring
What Does It Mean When a Job Is Eliminated Due to Restructuring?
Restructuring occurs when a company undergoes a significant reorganization to improve efficiency, reduce costs, or realign its focus. This often involves changes in internal processes, departments, or overall business strategy, resulting in certain positions becoming redundant. The phrase job eliminated due to restructuring indicates that a role is no longer necessary under the new structure. This is not a reflection of the employee’s performance but rather a response to shifting business needs.
Reasons for Job Elimination During Restructuring
Economic Shifts and Market Changes
Economic downturns, recessions, or changes in the market landscape can force companies to reevaluate their structure. In such cases, corporate layoffs are often necessary to cut costs and ensure the company’s survival. For example, during a recession, consumer spending may decrease, leading to reduced demand for products or services. To cope with lower revenues, companies may need to downsize their workforce.
Technological Advancements and Automation
As technology rapidly evolves, companies increasingly rely on automation to improve efficiency and reduce labor costs. Tasks that were once performed manually can now be handled by machines or software, making certain roles obsolete. For instance, automation in manufacturing, customer service, or even data analysis can lead to the elimination of jobs. In these situations, employees may find their positions eliminated due to restructuring efforts that prioritize technological solutions.
Mergers and Acquisitions
When two companies merge or one company acquires another, redundancies often arise. For example, both companies may have similar departments, such as human resources or accounting, leading to corporate layoffs as the newly formed organization consolidates operations. The goal is to eliminate duplicate roles and create a leaner, more efficient business structure.
Operational Efficiency and Streamlining
Companies often seek ways to streamline their operations by eliminating redundant roles or combining responsibilities. This might involve reassigning tasks to other employees or restructuring departments to improve workflow. For example, if two departments perform overlapping functions, a company might combine them, resulting in job eliminations due to restructuring.
Shifts in Business Strategy
Companies constantly evolve, and sometimes this means changing their business strategy. A company that used to focus on brick-and-mortar retail might shift to an online-only model, leading to job eliminations in physical store operations. Similarly, if a company decides to exit a particular market or discontinue a product line, roles associated with that area may no longer be needed.
Changes in Customer Demand
Customer preferences and behaviors can shift rapidly, forcing companies to adapt. If a company’s core customer base starts favoring digital services over in-person interactions, for example, roles related to physical service delivery may be eliminated. Restructuring in response to these shifts is a proactive way to stay relevant and competitive.
Global Market Pressures
Global competition and market pressures can also drive restructuring. Companies may need to reduce costs or reposition themselves to compete effectively in the global market. This often leads to difficult decisions, including corporate layoffs, to reduce the workforce and focus on core competencies. As a result, corporate layoffs are not only a measure of cost reduction but are also necessary to realign the company with its strategic goals.
Communicating the Decision to Eliminate a Job
Preparation: Setting the Stage for the Conversation
Before communicating a job elimination, it’s crucial to gather all relevant information and prepare thoroughly. Understand the reasoning behind the decision, the specific roles affected, and any support that will be offered to the employees. Having a clear plan ensures that you can provide accurate and empathetic communication.
During the Conversation: Delivering the News with Empathy
When informing an employee that their job has been eliminated due to restructuring, it’s essential to approach the conversation with empathy and clarity. Begin by acknowledging the employee’s contributions and then explain the business reasons for the decision. Avoid placing blame on the employee and focus on the broader context of the restructuring. Providing a clear explanation can help the employee understand that the decision is not a reflection of their performance.
Follow-Up: Providing Written Communication and Support
After the initial conversation, follow up with a formal letter or email that outlines the details of the job elimination, including any severance packages, benefits, and support services available. This written communication ensures that the employee has all the information they need to navigate the transition. Additionally, offer to meet again to address any questions or concerns the employee may have after processing the news.
Example Scripts for Managers
Managers may find it helpful to have example scripts to guide these difficult conversations. Here’s a basic framework:
Introduction : “Thank you for meeting with me today. I want to start by acknowledging your hard work and dedication to our team.”
: “Thank you for meeting with me today. I want to start by acknowledging your hard work and dedication to our team.” Explanation : “As you know, the company has been undergoing significant restructuring to align with our new strategic goals. Unfortunately, as part of this process, your position has been impacted.”
: “As you know, the company has been undergoing significant restructuring to align with our new strategic goals. Unfortunately, as part of this process, your position has been impacted.” Support: “I want to assure you that this decision is not a reflection of your performance. We will be offering you [severance, outplacement services, etc.] to support you during this transition.”
Legal and Ethical Considerations in Job Elimination
Legal Compliance: Ensuring Adherence to Labor Laws
When eliminating a job due to restructuring, it’s crucial to comply with all relevant labor laws and regulations. This includes providing the appropriate notice period, offering severance packages, and ensuring that the process is fair and non-discriminatory. Failure to adhere to legal requirements can result in lawsuits and damage to the company’s reputation.
Ethical Obligations: Treating Employees with Respect
Beyond legal obligations, companies have an ethical responsibility to treat employees with dignity and respect during the restructuring process. This means being transparent about the reasons for the job elimination and offering support to help affected employees transition to their next opportunity. Ethical handling of corporate layoffs can preserve the company’s reputation and maintain trust among remaining employees.
Consulting Legal Advisors
Given the complexity of labor laws, it’s advisable to consult with legal professionals when planning a restructuring that involves job eliminations. Legal advisors can help ensure that the company’s actions are compliant with all relevant regulations and can provide guidance on how to handle any potential legal challenges.
Support for Employees Affected by Job Elimination
Outplacement Services: Helping Employees Transition
One of the most effective ways to support employees who have lost their jobs is to provide outplacement services. These services can include resume writing assistance, job search workshops, interview coaching, and career counseling. Outplacement services demonstrate that the company values its employees and is committed to helping them succeed in their next career move.
Financial Support: Severance Packages and Benefits
Offering a fair severance package is not only a legal requirement in many cases but also an important gesture of goodwill. Severance packages can help bridge the financial gap for employees as they search for new opportunities. Additionally, providing information on unemployment benefits and offering financial planning assistance can further support employees during this transition.
Emotional Support: Counseling and Support Groups
Losing a job can be emotionally challenging, and companies should consider offering emotional support to affected employees. This could include access to counseling services, support groups, or employee assistance programs (EAPs). Providing emotional support can help employees cope with the stress of job loss and move forward more confidently.
Managing the Impact on Remaining Employees
Transparency: Communicating the Reasons for Restructuring
Clear and transparent communication with remaining employees is critical to maintaining morale and productivity. Explain the reasons for the restructuring, how the company plans to move forward, and what it means for the future of the organization. Transparency can help alleviate uncertainty and build trust with the remaining workforce.
Support and Engagement: Keeping Employees Motivated
After corporate layoffs, it’s essential to engage and motivate the remaining employees. Recognize their contributions, provide opportunities for growth, and offer ongoing support. Regular check-ins, team-building activities, and clear communication about the company’s future goals can help keep employees engaged and committed to the organization.
Addressing Concerns and Fears
It’s natural for remaining employees to feel anxious or fearful after witnessing job eliminations due to restructuring. They may worry about their job security or feel overwhelmed by additional responsibilities. Address these concerns openly, reassure employees about the company’s stability, and provide the resources they need to succeed in their roles.
FAQs: Addressing Common Concerns
What Should I Tell My Team?
When communicating with your team about job eliminations, be honest and clear. Explain the reasons behind the restructuring and emphasize that the decision was made to align with the company’s strategic goals. Be prepared to answer questions and provide support to those affected.
How Do I Handle Emotional Reactions?
Emotional reactions are natural during corporate layoffs. Listen empathetically, acknowledge their feelings, and offer support through counseling services or employee assistance programs. Ensure that employees know they are valued and that their contributions are recognized.
What Are the Legal Steps?
Legal steps include providing the appropriate notice period, offering severance packages, and ensuring that the process complies with labor laws. Consulting with legal advisors can help ensure that the company’s actions are legally sound.
How Can I Support My Team During This Transition?
Provide ongoing communication, offer resources like training or professional development, and maintain an open-door policy for employees to express their concerns. Keeping lines of communication open can help ease the transition and maintain morale.
What Should Employees Expect After the Layoffs?
After corporate layoffs, employees should expect a period of adjustment as the company restructures. Provide clarity on new roles and responsibilities, and continue to communicate the company’s vision and goals to help employees adapt to the changes.
How Can I Maintain Productivity After Layoffs?
Maintain productivity by providing clear direction, setting realistic expectations, and recognizing employees’ efforts. Offer training or resources to help employees manage increased workloads and keep them engaged in the company’s mission.
Conclusion
Navigating a job eliminated due to restructuring is never easy, but with the right approach, it can be managed effectively. Clear communication, legal compliance, and support for both affected and remaining employees are key to minimizing the impact of corporate layoffs and maintaining a positive organizational culture. If your company is facing restructuring challenges, our team of experts can provide personalized advice and support to help you through the process. Contact us today to learn more about how we can assist you in managing job eliminations and corporate restructuring with care and professionalism.
| 2023-02-10T00:00:00 |
2023/02/10
|
https://ambpgbusinesscoaching.com/blog/explaining-why-a-job-was-eliminated-due-to-restructuring/
|
[
{
"date": "2023/02/10",
"position": 76,
"query": "AI job losses"
}
] |
Microsoft, GitLab and others latest to make job cuts
|
Microsoft, GitLab and others latest to make job cuts
|
https://www.theregister.com
|
[
"Paul Kunert"
] |
Vast swathes of the tech industry benefited from the pandemic as people were forced to work, learn and play at home. Many recruited heavily and, though they ...
|
It was another bad week for tech professionals amid further bloodletting by an industry feeling the squeeze of inflation and higher interest rates as Microsoft, Zoom and Yahoo all dished out the pink slips.
Microsoft, which confirmed last month it intends to chop 5 percent or about 10,000 heads from its workforce, has today started to make redundant people operating in its Surface, HoloLens and Xbox teams.
The number of Microsofties being released into the wild is unclear but loquacious sorts familiar with the situation told Bloomberg that in the case of the crew behind the mixed reality hardware goggles, it is sufficient to cast doubt on whether a third generation will be built. Microsoft said it remains committed to the product set.
Job losses in the Xbox unit are said to have come from the marketing department and the Gaming Ecosystem Group.
Microsoft-owned GitHub is also cutting costs with about 10 percent of its 3,500 workers to be ditched. The code hosting platform recruited roughly 1,000 new employees in the past 22 months, and like others is now faced with something of a pandemic reckoning.
GitHub will also close all of its offices, including its San Francisco headquarters.
Not to be left out, GitLab has also confirmed it is axing 7 percent of its employee base, equating to a little more than 110 jobs. CEO Sid Sijbrandij said customers are more "conservative" in spending.
"The current macroeconomic environment is tough," he said. "I had hoped reprioritizing our spending would be enough to withstand the growing global economic downturn. Unfortunately, we need to take further steps and match our pace of spending with our commitment to responsible growth."
Earlier this week, both Dell and Zoom said they'd decided to trim their workforce to counter current business conditions. Both benefited from the pandemic but for different reasons: Dell surfed the spending boom on devices and Zoom was at the forefront of web conferencing demand.
Zoom is expunging 15 percent, or 1,300 workers, and Dell is releasing up to 5 percent of the 133,000 people that were on its payroll in fiscal 2022.
In addition to the cloud, devices and video meeting sectors, chipmakers are also cutting their cloth to match the slowing demand they've forecast in recent years. Intel is laying off folk in a nod to plunging shipments, Yangtze Memory is making moves on its own, and Micron is reducing its workforce by around 10 percent.
Micron is also slashing executives salaries by as much as 20 percent, according to a filing with the SEC yesterday.
Even blasts from the past are trying to keep up with the trend. Yahoo, which has dropped the exclamation mark from its branding [! – Ed], is reportedly planning to get rid of 20 percent, or 1,600 jobs, from its 8,000-employee company. For those not keeping up, 90 percent of Yahoo was sold by Verizon to Apollo Global Management in September 2021.
Vast swathes of the tech industry benefited from the pandemic as people were forced to work, learn and play at home. Many recruited heavily and, though they remain profitable, are trying to jettison overheads. In January alone, some 55,000 in IT were put out of a job, according to Layoff.fyi.
That figures swells to way more than 200,000 since the beginning of 2022, with big contributions from Amazon (18,000) and Alphabet (12,000, and more being demanded by a shareholder).
Those industry players may be gambling with more than just their short-term profits. According to research by boffins at the University of Wisconsin-Madison and the University of South Carolina, reducing a workforce by 1 percent can cause a 31 percent rise in voluntary staff turnover the following year. ®
| 2023-02-10T00:00:00 |
2023/02/10
|
https://www.theregister.com/2023/02/10/tech_job_cuts_gitlab_microsoft/
|
[
{
"date": "2023/02/10",
"position": 95,
"query": "AI job losses"
}
] |
68% of ChatGPT Users Admit Hiding It From Their Boss
|
68% of ChatGPT Users Admit Hiding It From Their Boss
|
https://tech.co
|
[
"Isobel O'Sullivan",
"Bsc",
"Is A Senior Writer At Tech.Co With Over Four Years Of Experience Covering Business",
"Technology News. Since Studying Digital Anthropology At University College London",
"Ucl",
"She S Been A Regular Contributor To Market Finance S Blog",
"Has Also Worked As A Freelance Tech Researcher. Isobel S Always Up To Date With The Topics In Employment",
"Data Security",
"Has A Specialist Focus On Pos",
"Voip Systems."
] |
According to a new survey by Fishbowl, 43% of workers are currently using AI tools like ChatGPT, and most aren't telling their bosses either.
|
Since it was first released in November, the free application has already gained a loyal user base among consumers. However, according to a recent survey by the professional messaging app Fishbowl, the use of ChatGPT has become extremely popular in workplace settings too, with almost half of the respondents admitting to using the tool at work in some capacity.
Specifically, out of the 11,793 professionals that took place in the survey, 5,067 (43%) use AI tools like ChatGPT for various tasks related to content creation including writing emails and copywriting. This is up almost 50% from early January, which is a stark signal of how fast this new technology is spreading.
But despite apps like ChatGPT recently entering the limelight, most employees aren’t using them in plain sight. In fact, when the workers were asked if their boss was aware of their practices, 68% of AI users admitted to concealing their use of the tech at the workplace.
White-collar workers aren’t taking a fully clandestine approach to using the tool, however, with discussions relating to ChatGPT surging by 107% on Fishbowl’s social media platform between January 2 and January 23. But since the artificial intelligence tool has entered the world of work, where is it being used the most?
Which Workers Are Using ChatGPT?
Due to ChatGPT’s varied applications, the language model can be leveraged by businesses in just about every industry. However, according to another survey by Fishbowl, marketing, and advertising companies have adopted the technology the most, with 37% of workers in the sector using the tool in some form when carrying out work-related tasks.
Tech and consulting are also turning to AI solutions in mass, with 35% and 31% of workers in the fields using apps like ChatGPT, respectively. These results chime with the findings of Fishbowl’s most recent survey, which confirmed that the tech is being utilized in major financial tech and consultancy companies like Google, Amazon, Meta, Twitter, McKisney, and Edelman.
But ChatGPT’s use isn’t limited to the professional world. A new survey by Study.com has found that one in four K-12 teachers have caught at least one student using ChatGPT to cheat at school. But teachers are fighting back against its growing adoption in classrooms, with New York City Public Schools banning the technology outright — and school boards in many states, like California, Washington, and Maryland considering taking similar actions.
AI Continues to Transform the Way We Work
As ChatGPT continues to take the world by storm, major tech companies are scrambling for their slice of the AI pie.
At the end of January, Microsoft confirmed that it would be investing a further $10 billion into ChatGPT’s developer OpenAI, as part of a wider effort to incorporate machine learning technology in their services. Microsoft Azure will also continue to be OpenAI’s exclusive cloud provider, in a partnership that will expose countless more businesses to AI technology.
Google has rolled out its new AI-powered chatbot ‘Apprentice Bard‘, too, as part of a ‘code red’ response to ChatGPT’s raging success. However, the technology firm’s share price plummeted 7% after its chatbot failed to answer a question correctly in a recent live stream, suggesting that the search tool has got a long way to go before it can replicate ChatGPT’s impressive levels of success.
| 2023-02-10T00:00:00 |
2023/02/10
|
https://tech.co/news/68-of-chatgpt-hiding-from-boss
|
[
{
"date": "2023/02/10",
"position": 14,
"query": "workplace AI adoption"
},
{
"date": "2023/02/10",
"position": 38,
"query": "AI workers"
}
] |
Microsoft's CEO on the future of work and the tech that will ...
|
3 trends will shape the future of work, according to Microsoft’s CEO
|
https://www.weforum.org
|
[] |
And he said artificial intelligence will be a co-pilot for workers of the future, aiding them in their tasks rather than replacing them completely. The World ...
|
Satya Nadella, Chairman and Chief Executive Officer of Microsoft Corp. shared his views on the future of work at Davos 2023.
Productivity paranoia – where leaders question productivity while workers feel burned out, was a key theme.
People-to-people connections and learning soft skills were also high on his list for the future of work.
And he said artificial intelligence will be a co-pilot for workers of the future, aiding them in their tasks rather than replacing them completely.
The World Economic Forum’s Future of Jobs report analyses the outlook for technology adoption, jobs and skills and how these are likely to evolve.
How will your job change in the coming months and years?
It’s a question that’s front of mind for many, as we enter a new phase, with the continual development of generative artificial intelligence (AI) and other technologies. And, as we grapple with hybrid working.
Satya Nadella, Chairman and Chief Executive Officer of Microsoft Corp. shared his views at Davos 2023 when he sat down for a conversation with the World Economic Forum’s Founder and Executive Chairman, Klaus Schwab. The Forum has long been engaged in the debate around the future of work and publishes its Future of Jobs report regularly.
As AI progresses and our behaviours change, the world of work will enter a state of constant evolution.
“We're still learning because there has been real structural change,” Nadella said. “There are new patterns of work emerging.”
Three trends for the future of work
Here are three of the key points to emerge from the wide ranging discussion that covered tech, AI, cyber security and the metaverse, among other topics.
1. Productivity paranoia
Nadella outlined what he described as productivity paranoia.
“Every leader thinks that somehow they're not being productive,” he said. “But everybody who's working in the organization feels burned out.”
Output per hour worked – a key metric for productivity – is a high priority for many policy makers, including those in the UK, where productivity has been languishing for years.
According to Nadella, addressing this will require an interrogation of the data and making a plan to improve.
“There's no question the outcomes matter,” he said. “We should focus on the outcomes and then rediscover perhaps new patterns of successful work.”
Can machines help bolster productivity? Image: World Economic Forum.
2. Artificial intelligence as a co-pilot
Machine learning developments mean complex cognitive tasks and creativity are on the road to being automated more readily – a key topic at the Forum’s annual meeting in Davos.
“One of the things we think a lot about is how to deploy this technology to empower human beings to do more,” Nadella said.
OpenAI use on the up, but what does that mean for work? Image: Statista.
Software developers may use generative AI to write around 80% of their code now but that doesn’t mean that a human isn’t needed or that their creative input is redundant, he said.
“It just so happens that now he has 80% leverage in doing what he's doing. He's still the pilot but he does have a co-pilot.”
3. People and soft skills make success
Creativity and innovation in demand. Image: World Economic Forum.
Discover What is the Forum doing about keeping workers well? Show more Keeping workers well. It is the united aim of a global community influencing how companies will keep employees safe. What is the role of COVID-19 testing? What is the value of contact tracing? How do organizations ensure health at work for all employees? Members from a diverse range of industries – from healthcare to food, utilities, software and more – and from over 25 countries and 250 companies representing more than 1 million employees are involved in the COVID-19 Workplace Commons: Keeping Workers Well initiative. Launched in July 2020, the project is a partnership between the World Economic Forum and Arizona State University with support from The Rockefeller Foundation. Loading... The COVID-19 Workplace Commons: Keeping Workers Well initiative leverages the Forum’s platforms, networks and global convening ability to collect, refine and share strategies and approaches for returning to the workplace safely as part of broader COVID-19 recovery strategies. Companies can apply to share their learnings and participate in the initiative as a partner, by joining the Forum’s Platform for Shaping the Future of Health and Healthcare. Learn more about the impact.
Everyone will have to learn new soft skills and take time to foster people-to-people connections, according to Nadella.
“Unless and until people feel fulfilled in their jobs, in terms of new skills that they've acquired, they're not going to have loyalty to the organization,” he said. “That means really investing in their progress.”
| 2023-02-10T00:00:00 |
https://www.weforum.org/stories/2023/02/future-jobs-workplace-ai-microsoft/
|
[
{
"date": "2023/02/10",
"position": 15,
"query": "workplace AI adoption"
},
{
"date": "2023/02/10",
"position": 89,
"query": "AI workers"
}
] |
|
Should you keep it a secret from bosses and clients that you ...
|
Should you keep it a secret from bosses and clients that you use ChatGPT?
|
https://www.worklife.news
|
[
"Cloey Callahan"
] |
A recent survey from anonymous workplace community app Fishbowl, found that 43% of the 11,793 professionals that responded on its app, have used AI tools, ...
|
The usefulness of AI chatbot ChatGPT as a workplace tool that improves efficiency has become globally renowned, yet some are beginning to worry that it comes with certain trade-offs.
The artificial intelligence chatbot, developed by OpenAI, supplies detailed responses and articulate answers to a wide range of questions across multiple areas of knowledge, enabling workers to shortcut or fast-forward certain tasks.
While many bosses have embraced the use of the app among their workforces, others may be more mercenary about how their staff use it. For instance, if bosses find out work is being completed faster, will they simply pile more on?
A recent survey from anonymous workplace community app Fishbowl, found that 43% of the 11,793 professionals that responded on its app, have used AI tools, including ChatGPT, for work-related tasks. Somewhat tellingly, of that, nearly 70% are doing so without their boss’ knowledge.
Meanwhile, freelancers – who might use ChatGPI for anything from writing social media copy to brainstorming topic ideas – may also find themselves in tricky conversations if clients insist they account for their use of ChatGPT in their pricing.
Some are already seeing signs of this.
What freelancers are worried about
A content and communications freelancer who does work for tech companies and agreed to be quoted with the alias Greg, said that he’s seeing people make the case that freelancers need to reduce their fees as ChatGPT can provide the first draft for a document, create templates, social media posts and more.
“I use ChatGPT a lot, and I think it’s making my work much better because it gives me a starting point, but clients don’t care so much about that, for them it’s: how do I use ChatGPT internally to reduce vendor costs?” said Greg.
Amid the economic uncertainty, it is one way that businesses might consider cutting costs if they think they can in-house more tasks or projects using ChatGPT. However, those who are more familiar with this new tool understand that it’s not something from which you can just copy and paste.
“If I was a freelancer, I wouldn’t expect to give a discount to a client because I’m using Adobe Premiere to edit my stuff as opposed to tape-to-tape linear editing,” said Lavigne. “No way. You’re just using the tools to make the best possible stuff you can.”
For Greg, the less you tell a client about your process, the better. “Everyone’s trying to be efficient, but there are ones who could use it against you,” he said.
"I'm not screaming it from the rooftops. I only mention it casually that I use [ChatGPT], if they really want to know.” Joël Kai Lenz, a freelance corporate writer.
Part of the issue may just be the newness of it, and a difference in opinion across generations about how much to rely on AI in jobs.
Joël Kai Lenz, a freelance corporate writer based in London, said he uses ChatGPT five to 10 times a day to better understand how search engines look for information. He can use the answers he gets to build FAQs, short paragraphs or even blog articles.
“I tell clients only if the topic comes up,” said Kai Lenz. “Some of them don’t want me to use it. They’re boomers and worry that Terminator would happen in real life. Overall, I’m not screaming it from the rooftops. I only mention it casually that I use it, if they really want to know.”
One of his clients already told him to change his pricing if he was using ChatGPT. However, after a little explanation that he is still editing and doing research for the articles, they better understood the situation. After that, “they didn’t bother to ask anymore.”
When bosses encourage it
Many bosses are all in on their staff using ChatGPT.
Lanny Geffen, director of customer experience and head of strategy at FUSE Marketing Group, recently sent a company-wide email encouraging employees to take advantage of ChatGPT.
“It’s been in the news a lot but you may not all be familiar with it yet, so I am excited to share with you a new tool that can help us take our creative advertising work to the next level – ChatGPT,” wrote Geffen. “Let’s discuss how we can start incorporating ChatGPT into our workflow and how we can best utilize its capabilities.”
“It frees up time to do more of the creative stuff and high-level stuff. That’s what I hope as a leader in general. I hope people are willing to play around with it and see.” Chris Savage, co-founder and CEO of Wistia.
Video marketing company Wistia is also encouraging its employees to use ChatGPT. “One of our employees said she is afraid, like is it going to take her job,” said Chris Savage, co-founder and CEO of Wistia. “But it’s like no, it frees up time to do more of the creative stuff and high-level stuff. That’s what I hope as a leader in general. I hope people are willing to play around with it and see.”
Does that mean your boss will expect more from you if they know you’re reducing the amount of time it takes for tasks? In some cases, perhaps. Savage says that it depends on the company culture. At Wistia, they avoid micromanaging and focus on what the final output is. If someone wanted to spend the extra time that using ChatGPT opened up for them to do laundry or things around the house while working remotely, then that is their prerogative. However, it comes down to career growth.
“It’s always finding bigger opportunities for the organization you’re in and tackling them,” said Savage. “If you’re not using your extra time to do that, you can be totally happy with where you are, but there are folks who will take the leverage of time and more productivity onto a higher growth ramp.”
Chris Lavigne, head of production at Wistia, said the only pressure he feels to produce more work, since he started using ChatGPT, is the kind he puts on himself, it doesn’t come directly from his bosses. “We are celebrating trying new stuff,” he said.
Savage recommends other company leaders also encourage their employees to use ChatGPT. “New technology usually starts out really expensive so it’s out of reach for most people,” said Savage. “That means people who can afford it take advantage of it, and everybody else is left wondering what it is. This is interesting because it is free by default. It can level the playing field in a way other new tech doesn’t.”
Tariq Rauf, CEO and founder of Qatalog, a company that uses AI to create custom productivity software, said that while the company doesn’t actively encourage its employees to use ChatGPT, it occurred naturally as a result because of the industry they’re in.
“We’re building software tools powered by AI and we had lots of internal discussions about how AI is going to fundamentally change the nature of knowledge work, long before ChatGPT was released,” said Rauf. “When it launched, lots of people were curious to try it and they started sharing their experiments and experiences, which got more of the team interested.”
| 2023-02-10T00:00:00 |
2023/02/10
|
https://www.worklife.news/technology/chatgpt-bosses/
|
[
{
"date": "2023/02/10",
"position": 52,
"query": "workplace AI adoption"
}
] |
Emerging HR Tech Trends Shaping the Future of ...
|
Emerging HR Tech Trends Shaping the Future of Employment
|
https://www.shrm.org
|
[
"Dave Zielinski"
] |
As businesses seek to do more with less in 2023, the use of AI will accelerate in areas including recruiting talent, identifying skills gaps in the workforce, ...
|
Designed and delivered by HR experts to empower you with the knowledge and tools you need to drive lasting change in the workplace.
Demonstrate targeted competence and enhance credibility among peers and employers.
Gain a deeper understanding and develop critical skills.
| 2023-02-10T00:00:00 |
https://www.shrm.org/topics-tools/news/all-things-work/top-hr-tech-trends
|
[
{
"date": "2023/02/10",
"position": 73,
"query": "workplace AI adoption"
},
{
"date": "2023/02/10",
"position": 13,
"query": "AI labor market trends"
}
] |
|
Artificial Intelligence in Construction Market Size By 2031
|
Artificial Intelligence in Construction Market Size By 2031
|
https://www.researchdive.com
|
[] |
Artificial intelligence (AI) technology is used to streamline tasks and lower their inherent hazards. AI is being used in the construction sector to make job ...
|
Global Artificial Intelligence in Construction Market Analysis
The Global Artificial Intelligence in Construction Market Size was $496.40 million in 2021and is predicted to grow with a CAGR of 34.1%, by generating revenue of $8,545.80 million by 2031.
Global Artificial Intelligence in Construction Market Synopsis
The implementation of artificial intelligence technology to improve worker safety on building sites and lessen health risks in the construction industry is expected to drive the global artificial intelligence in construction market growth in the coming years. By 2020, "one in five worker deaths per year were recorded from the construction sector," according to the Occupational Safety and Health Administration (OSHA), a department of labor of the United States regulating organization. It is important to address the increasing fatality rate at building sites. Construction sites are typically outfitted with safety equipment such as cameras, sensors, and IoT devices that detect various aspects of construction activities and alert the crew if a safety issue is likely to occur. These factors are anticipated to boost the artificial intelligence in construction market share in the upcoming years.
However, one of the main obstacles is regarded as a lack of skilled labor. The work that needs to be done in the construction industry with the aid of artificial intelligence requires both technical and domain knowledge to produce the desired results. If the worker does not have a solid understanding of it, the entire project prediction and off-site construction work fails, which can result in a significant loss for the business and subject the business to a number of project-related challenges. This factor restrains the market growth.
A number of market participants in artificial intelligence (AI) in construction are consistently investing in the R&D division to advance the technology used in AI-integrated building and construction equipment. For instance, in March 2020, The Newmetrix's construction-trained AI engine named "Vinnie" was upgraded with additional features like the ability to detect workers in a group and identify work at height concerns. Such technological developments convince businesses to use artificial intelligence at construction sites to reduce health hazards, enhance job quality, and reduce operational costs, which is predicted to accelerate the artificial intelligence in construction market demand.
According to regional analysis, the North American artificial intelligence in construction accounted for the highest market size in 2021. This is because North America has a huge population base, with high purchasing power, constant investment in the automation, and government initiatives in artificial intelligence in the construction sector.
Artificial Intelligence in Construction Overview
Artificial intelligence (AI) technology is used to streamline tasks and lower their inherent hazards. AI is being used in the construction sector to make job sites safer for human laborers and cut expenses for the business. For engineers and workers to work effectively and to use technology whenever necessary, AI technology is built into the core of the machinery.
COVID-19 Impact on Global Artificial Intelligence in Construction Market
The outbreak of the COVID-19 impact on artificial intelligence in construction market has resulted in the implementation of the worldwide industrial and economic shutdown as well as the lockdown situation. Additionally, the industrial and construction sectors were entirely shut down, which led to a reduction in employment. In addition, it is possible to connect the slowing expansion of the global AI in construction market to the growing need to uphold COVID-19 safety measures such social segregation to stop the virus from spreading. Artificial intelligence in the construction sector has been greatly influenced by COVID-19. Lower market cash flow had a substantial negative influence on the construction industry, which has led to certain construction firms ceasing operations due to a lack of financial liquidity. The potential for the global artificial intelligence (AI) in construction market has been lowered as a result of several industries and enterprises adopting work-from-home models to battle the spread of the COVID-19 pandemic. The importance of industrial enterprises' digital transformation projects, including the AI-enabled machinery in their production units, has decreased as a result of these circumstances. Increasing investments in cutting-edge technologies, like AI, to develop remote operating capabilities, like industrial robots, process automation, autonomous material movement, and predictive maintenance and machinery inspection, has been suggested by a number of AI and automation experts as a way to lower worker density.
Rise in Applications of Artificial Intelligence in Construction Sector to Drive the Market Growth
The construction industry has already seen a considerable impact from AI. AI can help with all phases of a construction project, from design and planning to managing operations and creating safer work areas. In the construction industry, AI is already demonstrating its value with a new degree of automation and workflow efficiency. This element is driving market growth. Additionally, utilizing AI and machine intelligence on construction sites lowers the possibility of accidents. AI systems can anticipate any problems with safety, quality, and productivity since they can swiftly receive and evaluate massive amounts of data in real time. AI is not only capable of seeing risky behavior or potential risks on the job site, but it can also foresee machine malfunctions using sensor data and decide what corrective measures to take. This lowers the likelihood of mishaps and increases worker safety on construction sites.
To know more about global artificial intelligence in construction market drivers, get in touch with our analysts here.
High Cost and High Maintenance Charges to Restrain the Artificial Intelligence in Construction Market Size
The use of artificial intelligence-based robots in the construction sector can be quite expensive because they are extremely complicated pieces of equipment that cost a lot to fix and maintain. To meet the demands of the continuously changing environment, they have software programs that require periodic updating. Using a machine to perform a task is neither simple nor inexpensive. As a result, only large businesses that can afford them will be able to invest. Robots are limited to the tasks they have been designed to complete. Outside of the programming that is contained in their internal circuits and firmware, they are unable to behave any differently. These factors are anticipated to restrain the artificial intelligence in construction industry share in the coming years.
Increase in Need for Intelligent Business Process to Drive Excellent Opportunities
The growth of digital information is another factor fueling the construction industry's expansion. The development of digital knowledge has speed up during the past five years as a result of increased use of building information systems (BIM), security sensors, drones, and machine telematics. This typically motivates construction firms to use cutting-edge analytics tools to fully leverage the enormous amount of digital data and gain insights. Drones, robots, and autonomous vehicles are being used more and more in the construction industry, which is assisting AI's expansion in this sector. Large number of construction companies are using these technologies to map, take aerial photos, assess construction sites, and automate development procedures. This frequently creates a wide range of artificial intelligence in construction market opportunities during the forecast period.
To know more about global artificial intelligence in construction market opportunities, get in touch with our analysts here.
Global Artificial Intelligence in Construction Market, by Offerings
Based on offerings, the market has been divided into solutions and services. Among these, the solutions sub-segment accounted for the highest market share in 2021, whereas the services sub-segment is estimated to show the fastest growth during the forecast period.
Global Artificial Intelligence in Construction Market Size, by Offerings, 2021
Source: Research Dive Analysis
The solutions sub-type is anticipated to have a dominant market share in 2021.The rise is mostly attributable to the market's growing originality, innovation, and accessibility of AI-based building activity solutions. Building and construction companies are increasingly utilizing AI solutions to complete various construction projects. The construction process is becoming more efficient owing to artificial intelligence (AI) solutions, which have important applications in areas like supply chain management, project planning, and risk management. These are predicted to be the major factors driving the artificial intelligence in construction market size during the forecast period.
The services sub-type is anticipated to show the fastest growth during the forecast period. Artificial intelligence in construction services are being used to monitor the interactions between personnel, equipment, and items at the job site in real-time and notify managers of any potential safety hazards, design flaws, or productivity problems. The use of AI services in construction is growing, which increases the demand for worker training services and for proper technology installation and maintenance.
Global Artificial Intelligence in Construction Market, by Deployment Type
Based on deployment type, the market has been divided into cloud and on-premises. Among these, the on-premises sub-segment accounted for the highest market size in 2021 and the cloud sub-segment accounted for fastest growth in 2031.
Global Artificial Intelligence in Construction Market Share, by Deployment Type, 2021
Source: Research Dive Analysis
The cloud sub-segment is anticipated to show the fastest growth during the forecast period. Some of the main benefits of employing a cloud deployment include flexibility, disaster recovery, automated software upgrades, capital expense-free, increased collaboration, work from anywhere, document management, security, competitiveness, and environmental friendliness. Investors are also supporting the creation of computer-aided virtual environments that will provide customers, architects, and builders with a virtual experience of a buildings. These factors are anticipated to boost the growth of cloud sub-segments during the analysis timeframe.
Global Artificial Intelligence in Construction Market, by Organization Size
Based on organization size, the market has been divided into small and medium-sized enterprises (SMEs) and large enterprises. Among these, the large enterprises sub-segment accounted for the highest market share in 2021.
Global Artificial Intelligence in Construction Market Trends, by Organization Size, 2021
Source: Research Dive Analysis
The large enterprises sub-segment accounted for the highest market size in 2021. Large enterprises are anticipated to hold a larger market share as a result of the construction industry's rising investment in artificial intelligence. Many companies have developed artificial intelligence solutions for the large enterprises operating in the construction sector. For instance, Procore Technologies, provides solutions for workers that are enabled by AI. The company provides historical analysis for more accurate forecasts and makes use of machine learning to identify patterns and extract trends from larger information. Customers can take use of the solution's powerful data visualization by using the industry-sourced templates or by developing their own custom reports. These factors are anticipated to boost the growth of large enterprises sub-segment during the analysis timeframe.
Global Artificial Intelligence in Construction Market, by Industry Type
Based on industry type, the market has been divided into residential, institutional commercials and others. Among these, the others sub-segment accounted for the highest market share in 2021.
Global Artificial Intelligence in Construction Market Growth, by Industry Type, 2021
Source: Research Dive Analysis
The others sub-segment accounted for the highest market size in 2021. Buildings such as stadiums, schools, hospitals, malls, libraries, art galleries, and museums are examples of constructions that fall under this category. Public structures, including hospitals, schools, and recreation facilities, largely use artificial intelligence in construction services and solutions to ensure timely complete of projects. These factors are anticipated to boost the growth of the others sub-segment during the analysis timeframe.
Global Artificial Intelligence in Construction Market, Regional Insights
The artificial intelligence in construction market was investigated across North America, Europe, Asia-Pacific, and LAMEA.
Global Artificial Intelligence in Construction Market Size & Forecast, by Region, 2021-2031 (USD Million)
Source: Research Dive Analysis
The Market for Artificial Intelligence in Construction in North America to be the most Dominant
The North American artificial intelligence in construction market analysis accounted for largest share in 2021. The market has seen significant expenditures from construction corporations in the North American region, as numerous vendors have emerged to serve the fast-expanding sector. Artificial intelligence (AI) technologies are successfully employed in North America for a wide range of applications, including supply chain management, risk management, schedule management, project management, and others (equipment and construction materials management, resource management, subcontractor management, and cost management). Furthermore, the region's dominance is due to its advanced technological infrastructure and the presence of many major AI companies in the area's construction industry. For instance, in April 2021, IBM Corporation, Red Hat Software, and Cobuilder announced a global partnership to co-build a new platform that will be intended to assist in tying the dispersed supply chain of the construction industry. The platform, known as OpenBuilt, is anticipated to provide a cutting-edge digital solution to benefit from innovation and drive safer, more efficient, and sustainable construction projects. The market players operating in the area offer improvements, innovations, and significant market investment that contribute to the overall expansion of the AI in construction market.
The Market for Artificial Intelligence in Construction in Asia-Pacific to Show the Fastest Growth
The growing demand for artificial intelligence in construction in this region is attributed to increase in construction activities in the countries such as China, Japan, India, and others. For instance, in India, increasing infrastructure projects in India is expected to drive the overall construction market. Government in the country has launched many construction projects. For instance, in between 2015 and 2035, The Sagarmala Project, an initiative by the government of India to provide boost the logistics sector. This initiative was launched on 31 July 2015. The Sagarmala Program has implemented more than 610 projects (costing INR 7.78 crores) in the fields of port modernization and new port development, port-linked industry, and coastal community development, port connectivity enhancement.
Competitive Scenario in the Global Artificial Intelligence in Construction Market
Investment and agreement are common strategies followed by major market players. For instance, on April 7, 2022, Deepomatic, the leader in visual automation for telecommunications, announced a partnership with Polish system integrator VECTOR SOLUTIONS to provide its AI-powered image recognition solution to all telecom operators in Poland, accelerating the rollout of fiber optics in the country.
Source: Research Dive Analysis
Some of the leading artificial intelligence in construction market players are Deepomatic, COINS Global, Beyond Limits Inc., Doxel, Askporter, Autodesk, Inc., Renoworks Software, Inc., Building System Planning, Inc., Bentley Systems, Incorporated, and Predii.
Aspect Particulars Historical Market Estimations 2020 Base Year for Market Estimation 2021 Forecast Timeline for Market Projection 2022-2031 Geographical Scope North America, Europe, Asia-Pacific, LAMEA Segmentation by Offerings Solutions
Services Segmentation by Deployment Type Cloud
On-premises Segmentation by Organization Size Small and Medium-sized Enterprises (SMEs)
Large Enterprises Segmentation by Industry Type Residential
Institutional Commercials
Others Key Companies Profiled Deepomatic
COINS Global
Beyond Limits Inc.
Doxel
Askporter
Autodesk, Inc.
Renoworks Software, Inc.
Building System Planning, Inc.
Bentley Systems, Incorporated
Predii
Frequently Asked Questions
| 2023-02-10T00:00:00 |
https://www.researchdive.com/46/artificial-intelligence-in-construction-market
|
[
{
"date": "2023/02/10",
"position": 42,
"query": "AI labor market trends"
}
] |
|
The 5 most important recruiting trends in 2023
|
5 Recruiting Trends in 2023
|
https://www.schulmeister-consulting.com
|
[] |
In 2023, artificial intelligence - AI - will increasingly become part of the recruitment process by speeding up the processing of applications and facilitating ...
|
The 4-day week: 5 days work, 2 days off - this model is no longer easily compatible with the increase in the importance of a work-life balance. Therefore, more and more companies are opting for the 4:3 ratio - 4 days work, 3 days off. Studies have shown that the productivity and work performance of employees does not suffer, as this article by profil shows . Due to today's shortage of applicants and the resulting increase in competition among employers, it can be assumed that this trend will gradually become more widespread.
Next to the home office, flexible working hours are by far the most important factor when it comes to new work and a good work-life balance. Employees can decide for themselves when they want to work more and when they want to work less. This is especially useful for young mothers and fathers to make childcare easier to manage. But flexible working hours also give late risers and early birds the opportunity to work when they are most productive.
Remote working: Since the Corona COVID pandemic, the home office option has spread like wildfire through all job offers. Employees no longer want to miss out on the possibility of travelling to work at least 1-2 days a week. Employers who do not offer this are seen as rigid and outdated and risk being left behind in the job market.
New Work is a movement that has fundamentally changed the way we work. It is about making the work environment more flexible and human-centred to achieve a better work-life balance and more satisfaction at work. In 2023, we will see New Work becoming even more important. Here are some of the trends we can expect to see:
Trend 2: Employer Branding
Employer branding is the concept that companies need to build a brand that positions them as an attractive employer for potential employees. In 2023, employer branding will be even more important than in previous years, as the world of work has changed significantly and it is becoming increasingly difficult to attract and retain good talent. This will lead to more and more trends of the New Work movement being incorporated into job offers and companies will no longer be able to afford mistakes in the application processes. Read here how to avoid this.
A strong employer brand not only helps to attract new talent - it also strengthens the loyalty of existing employees. When employees are proud of their company and feel well positioned, they are more likely to stay with the company longer and work harder. Corporate culture and values - and how these are conveyed externally and internally - are thus becoming increasingly important.
| 2023-02-10T00:00:00 |
2023/02/10
|
https://www.schulmeister-consulting.com/en/magazine/overview/detail/5-most-important-recruiting-trends-2023
|
[
{
"date": "2023/02/10",
"position": 83,
"query": "AI labor market trends"
}
] |
ChatGPT: How HR and Rewards Can Leverage ...
|
ChatGPT: How HR and Rewards Can Leverage the Newest AI
|
https://worldatwork.org
|
[
"Brett Christie",
"About The Author"
] |
From a broader HR perspective, ChatGPT could reasonably generate job descriptions, standard operating procedures, organizational communications and training ...
|
Whenever a technological innovation occurs, the natural inclination for businesses is to determine how it can be best leveraged to improve efficiencies and create a competitive advantage.
Enter ChatGPT, the viral chatbot created by Microsoft-backed OpenAI, that currently has competitors in the artificial intelligence (AI) space scrambling and top organizations contemplating its potential. Early reviewers consider the algorithm revolutionary, and the use cases are seemingly infinite across industries, which is why HR and rewards leaders around the globe are already in the preliminary stages of discussion to strategize its potential impact on the space.
“Rewards is stuck in the past. We’ve been talking about [the need for innovation] for 30 years and our profession is very slow to adopt change, so something like this is a game changer,” said Michael Piker, global DE&I and reward director at Flutter Entertainment, Plc, which operates sports betting, gaming and entertainment brands. “It’s an elegant [accelerator] to influence rewards professionals to deliver reward in a different way, and I think it’s really healthy for the profession — it’s about time.”
The chatbot is considered to be at the forefront of the next wave of technological innovation: generative AI. The algorithm can take a simple query from users and generate, with shocking speed and precision at times, quintessential information or suggestions. The machine-learning technology can generate articles, essays, jokes and even poetry in response to prompts.
Thus, it’s easy to imagine the type of grunt work it could theoretically take off the plates of those in the HR and rewards profession.
Potential Use Cases for Rewards
Marta Turba, vice president of content strategy at WorldatWork, along with Piker, envisions AI applications assisting in daily compensation-related work, including generating reports, aggregating market data, evaluating the drivers of pay equity analysis and more.
“ChatGPT offers a game-changing opportunity for rewards professionals by streamlining foundational tasks such as communications, presentations and planning,” Turba said. “The real advantage is that AI has the power to free up valuable time for higher level work, enabling us to focus on strategic decision making and program design. Ultimately, this tool may help elevate the role of HR and rewards in the organization.”
“If you’re trying to create an end-to-end incentive plan design, that would be a stretch,” Piker added. “But can it give you context and content to design a plan? Absolutely. Can it actually execute a plan design? Probably not.”
From a broader HR perspective, ChatGPT could reasonably generate job descriptions, standard operating procedures, organizational communications and training materials and provide customer service support.
Given the nature of machine learning technology, ChatGPT will become more proficient over time as more inputs occur, which expands its capabilities. This, Piker said, could disrupt traditional reward roles within organizations.
“The evolution of AI will expand to reward design, pay equity analysis, plan creation — what I call the advanced levels — and it could potentially be a game changer in disintermediating what reward professionals do and do not do,” he said. “
For example, it could potentially reduce the need for transactional rewards roles, resulting in only the most senior level incentive design to being done in house by a person, Piker said.
In the more immediate future, however, Turba emphasizes that humans should still be responsible for innovating and designing rewards.
“ChatGPT is a valuable asset for HR professionals, but it’s important to note that it supplements human decision-making, it doesn’t replace it,” she said. “While the technology may support and enhance decision-making processes, it’s not yet advanced enough to drive all decisions. The ‘H’ in HR remains essential.”
Proceed with Caution
Excitement around the AI technology abounds with HR thought leaders extolling its enormous potential. But, as with most things in life, moderation is prudent and initial application to the rewards space remains limited.
Even OpenAI’s CEO and founder Sam Altman tweeted a caveat in December of the company’s brand-new product:
“ChatGPT is incredibly limited, but good enough at some things to create a misleading impression of greatness. It’s a mistake to be relying on it for anything important right now. It's a preview of progress; we have lots of work to do on robustness and truthfulness.”
With this in mind, the tool shouldn’t be used, initially at least, to conduct market analysis, implement compensation changes, provide legal guidance or offer personalized advice. Chief among the concerns within the technology is perpetuating bias in decision making, especially when it comes to matters of gender pay and pay equity for example.
“Bots are theoretically gender neutral, but AI is often developed by men, and there’s subliminal bias in the coding and algorithms and expressions that differ by gender, culture which we need to be cognizant of,” Piker said. “If you follow that logic, you could see how a female engineer and male engineer code differently and therefore, the way machine learning evolves through continual application in rewards could be a potential bias in itself.”
Ultimately, ChatGPT represents a watershed moment in AI technology, as it has the potential to streamline numerous HR and rewards processes. Yet, as with any innovation, there are likely to be hiccups along the way and humans will be responsible for mitigating those.
Going forward, Piker said professionals who begin focusing on value-add potential over transactional rewards are best suited to capitalize on this technology.
“This disintermediation generates potentially new roles. Those who want to progress may have to put aside transactional rewards and remain hyper-focused on value add, strategic plan design and tailor-made stuff that comes from M&A and new commercial strategies,” he said. “Change is inevitable and potentially roles will be eliminated, but people who can pivot and are able to reinvent themselves will remain impactful to the business.”
Editor’s Note: Additional Content
For more information and resources related to this article see the pages below, which offer quick access to all WorldatWork content on these topics:
| 2023-02-10T00:00:00 |
https://worldatwork.org/publications/workspan-daily/chatgpt-how-hr-and-rewards-can-leverage-the-newest-ai
|
[
{
"date": "2023/02/10",
"position": 16,
"query": "ChatGPT employment impact"
}
] |
|
The ChatGPT revolution: + 25% for speed and + 40% for quality
|
The ChatGPT revolution: + 25% for speed and + 40% for quality
|
https://proportione.com
|
[
"Javier Cuervo",
"Max Tur",
".Wp-Block-Comment-Author-Name Box-Sizing Border-Box",
".Wp-Block-Post-Author Box-Sizing Border-Box Display Flex Flex-Wrap Wrap .Wp-Block-Post-Author__Byline Font-Size Margin-Bottom Margin-Top Width",
".Wp-Block-Post-Author__Avatar Margin-Right .Wp-Block-Post-Author__Bio Font-Size Margin-Bottom .Wp-Block-Post-Author__Content Flex-Basis Flex-Grow .Wp-Block-Post-Author__Name Margin"
] |
According to a Harvard Business School study, the use of ChatGPT has resulted in a 25.1% increase in speed and a 40% improvement in work quality.
|
The radical change you didn't see coming
In an increasingly competitive business world, the search for efficiency and productivity is constant. But what if I told you that there is a technological tool that could change the rules of the game in your organization? We're talking about Chat GPT, a pre-trained generative language model that is proving to have a significant impact on labor productivity. A recent study Harvard Business School, in collaboration with Boston Consulting Group, sheds light on this phenomenon.
Employees who use ChatGPT work more and better
Employees using ChatGPT significantly outperformed those who did not, showing a 25.1% increase in speed and a 40% improvement in work quality. In addition, employees completed 12.2% more tasks. According to a recent Harvard Business School study, AI was shown to have a leveling effect on skills, boosting the performance of lower-performing consultants by 43%, reducing the performance gap between high- and low-performing consultants.
The study also identified two effective approaches to navigating the AI 'Steep Frontier': centaur behavior, which involves a clear division of labor between AI and humans, and cyborg behavior, where humans and AI work closely together. However, the study warns about the risks of relying too much on AI, such as decreased vigilance and poorer decision-making.
Tasks with the same perceived difficulty may be on either side of the border.
The study that changes everything
Context
The study entitled "Navigating the Jagged Technological Frontier: Field Experimental Evidence of the Effects of AI on Knowledge Worker Productivity and Quality" focuses on how artificial intelligence, specifically Chat GPT, can affect productivity and work quality.
Methodology
The study sample included 758 consultants and was divided into several groups to compare different conditions:
No access to AI
Access to GPT-4
Access to GPT-4 with an overview of indication engineering
Participants were assigned 18 realistic consulting tasks.
Full distribution of performance on the experimental task within the boundary for subjects in the three experimental groups (red for subjects in the GPT+Summary condition; green for subjects in the GPT-only condition; blue for subjects in the control condition).
Key results
The results were surprising:
Productivity : A 12.2% increase in task completion.
: A 12.2% increase in task completion. Speed : A 25.1% increase in task execution speed.
: A 25.1% increase in task execution speed. Quality40% improvement in quality of work compared to the control group.
Source: Harvard Business School Study
What does this mean for companies?
Increased efficiency
Speed is a critical factor in operational efficiency. A 25% increase in work speed means projects are completed faster, which in turn frees up resources and time for other critical tasks.
Quality improvement
A 40% increase in work quality is a game changer. This could translate into fewer errors, higher customer satisfaction and, ultimately, improved financial performance.
Completing tasks
An additional 12% of completed tasks may not seem like much at first, but in the grand scheme of a company's operations, this can be significant. This could free up human resources to focus on more strategic or creative tasks.
How to implement Chat GPT in your organization
Initial steps
Needs assessmentBefore implementing any technology, it is crucial to understand where and how it can add the most value. Team trainingTechnology is only as good as the people who use it. Proper training is essential.
Best practices
Continuous integration Chat GPT implementation should be an iterative process, with continuous adjustments and improvements based on team feedback.
Chat GPT implementation should be an iterative process, with continuous adjustments and improvements based on team feedback. Performance monitoringEstablish clear KPIs to assess the impact of technology on productivity and quality of work.
In summary
Generative Artificial Intelligence (AI) and chat tools such as ChatGPT are changing the landscape of productivity and performance in the work environment. According to a Harvard Business School study, the use of ChatGPT has resulted in a 25.1% increase in speed and a 40% improvement in work quality. In addition, a McKinsey report suggests that generative AI could unlock trillions of dollars worth of value in various industries.
These technological advances present both opportunities and challenges for companies. On the one hand, AI can significantly improve the efficiency and quality of work, especially for those in consulting and knowledge roles. On the other hand, over-reliance on AI can lead to decreased vigilance and poorer decision making.
In this context, it is crucial for organizations to adapt quickly to these emerging technologies. At Proportione, we offer one-to-one strategic consulting programs to help your team adapt and maximize the potential of these new strategic technologies. Find out more here: One-to-One Strategic Consulting Programs
| 2023-10-02T00:00:00 |
2023/10/02
|
https://proportione.com/en/the-silent-revolution-in-productivity-as-gpt-chat-increases-work-speed/
|
[
{
"date": "2023/02/10",
"position": 26,
"query": "ChatGPT employment impact"
}
] |
Future of work in ChatGPT as an AI assistant
|
Future of work in ChatGPT as an AI assistant
|
https://www.writecream.com
|
[] |
It understands complex questions, including machine learning much better than other AI systems. There are almost no limits to how ChatGPT works, and its impact ...
|
As Artificial Intelligence gets smarter and better, ChatGPT can be used for more complex and prompt tasks in the future. Imagine creating creative stories from scratch based on user instructions – something that was impossible before! With this technology, companies could also automate customer service processes to get the right answers quickly and efficiently. This output would save time and money and improve customer satisfaction.
Unlike conventional chatbots, ChatGPT learns from human conversations and reacts more naturally. It understands complex questions, including machine learning much better than other AI systems. There are almost no limits to how ChatGPT works, and its impact on customer service has already been felt. Unlike previous iterations of the GPT bot, ChatGPT is designed specifically to serve the chatbot function in 2023.
Assessing ChatGPT and the future prospects
However, unlike other chatbots or intelligent software assistants, ChatGPT’s algorithm is much more capable of dialoguing with its users and can even respond to suggestions, ask for clarifications and repeat its responses based on the user’s response.
Automated Customer Service: ChatGPT can automate daily tasks such as answering common questions or providing product information. Companies can save time and resources by delegating these tasks to AI instead of humans. Additionally, it understands complex queries much better than other AI systems available today, making it ideal for handling more complex customer queries. Currently, there is not a lot of bots like chatGPT. Personal experiences: The biggest advantage of ChatGPT is that it learns from people’s conversations and reacts more naturally. It provides a much better-personalized experience than traditional chatbots that use pre-programmed rules or scripts. This technology allows companies to provide customized responses to customers that are more likely to lead to results and increase satisfaction. Its large language model helps immensely. Sentiment analysis: ChatGPT can be used to understand how customers feel about a product or service. With this information, companies can improve their offers and meet customer needs. ChatGPT’s natural language processing (NLP) makes it a good candidate for the job, as it can interpret what customers think about the product. Automatic Lead Generation: ChatGPT can generate leads by attracting potential customers and learning about their needs. Moreover, AI can be used to study the data collected through lead generation forms and help you create more targeted and effective marketing campaigns. In addition, its NLP capabilities help it understand complex questions much better than other AI systems. Automated Sales Support: ChatGPT can provide personalized recommendations based on customer preferences. Companies could win more contracts if customers presented the right options. ChatGPT also understands complex questions much better than other AI systems available today, making it ideal for such tasks.
Concluding about the OpenAI platform
ChatGPT has the potential to revolutionize the customer service industry and its future applications are almost limitless. Whether used for customer service automation, sentiment analysis or lead generation, tools like hatGPT becomes integral to any company’s digital strategy.
| 2023-02-10T00:00:00 |
2023/02/10
|
https://www.writecream.com/future-of-work-in-chatgpt-as-ai-assistant/
|
[
{
"date": "2023/02/10",
"position": 74,
"query": "ChatGPT employment impact"
}
] |
Right to Self-Organization
|
Right to Self-Organization
|
https://laborlaw.ph
|
[
"Labor Law Ph"
] |
... labor unions for purposes of collective bargaining. (Section 2, Rule II, DOLE Department Order No. 40, Series of 2003, as amended by A-I). Alien employees ...
|
The right to self-organization includes the right to form, join or assist labor organizations for the purpose of collective bargaining through representatives of their own choosing and to engage in lawful concerted activities for the same purpose for their mutual aid and protection.
“Right to self-organization” – includes the right to form, join or assist labor organizations for the purpose of collective bargaining through representatives of their own choosing and to engage in lawful concerted activities for the same purpose for their mutual aid and protection. This is in line with the policy of the State to foster the free and voluntary organization of a strong and united labor movement as well as to make sure that workers participate in policy and decision-making processes affecting their rights, duties and welfare. (Samahan ng Manggagawa sa Hanjin Shipyard v. Bureau of Labor Relations, G. R. No. 211145, 14 October 2015)
Expressed in the highest law of the land is the right of all workers to self-organization. (Samahan ng Manggagawa sa Hanjin Shipyard v. Bureau of Labor Relations, G. R. No. 211145, 14 October 2015)
Section 3. The State shall afford full protection to labor, local and overseas, organized and unorganized, and promote full employment and equality of employment opportunities for all. It shall guarantee the rights of all workers to self-organization, collective bargaining and negotiations, and peaceful concerted activities, including the right to strike in accordance with law. x x x (Article XIII, 1987 Constitution)
Section 8. The right of the people, including those employed in the public and private sectors, to form unions, associations, or societies for purposes not contrary to law shall not be abridged. (Article XIII, 1987 Constitution)
As a member of the International Labor Organization (ILO), the Philippines is bound to comply with Conventions, particularly if they are ratified as these become binding laws. (See Azucena, CA. The Labor Code with Comments and Cases, Volume II-A, p 16.)
For the right to self-organization, ILO Convention No. 87 is applicable:
Article 2 Workers and employers, without distinction whatsoever, shall have the right to establish and, subject only to the rules of the organisation concerned, to join organisations of their own choosing without previous authorisation. Article 3 1. Workers’ and employers’ organisations shall have the right to draw up their constitutions and rules, to elect their representatives in full freedom, to organise their administration and activities and to formulate their programmes. 2. The public authorities shall refrain from any interference which would restrict this right or impede the lawful exercise thereof. Article 4 Workers’ and employers’ organisations shall not be liable to be dissolved or suspended by administrative authority. Article 5 Workers’ and employers’ organisations shall have the right to establish and join federations and confederations and any such organisation, federation or confederation shall have the right to affiliate with international organisations of workers and employers. Article 6 The provisions of Articles 2, 3 and 4 hereof apply to federations and confederations of workers’ and employers’ organisations. Article 7 The acquisition of legal personality by workers’ and employers’ organisations, federations and confederations shall not be made subject to conditions of such a character as to restrict the application of the provisions of Articles 2, 3 and 4 hereof. Article 8 1. In exercising the rights provided for in this Convention workers and employers and their respective organisations, like other persons or organised collectivities, shall respect the law of the land. 2. The law of the land shall not be such as to impair, nor shall it be so applied as to impair, the guarantees provided for in this Convention. x x x Article 11 Each Member of the International Labour Organisation for which this Convention is in force undertakes to take all necessary and appropriate measures to ensure that workers and employers may exercise freely the right to organise. (ILO CO87, Freedom of Association and Protection of the Right to Organise Convention, 1948 [“No. 87′]
Article 3. Declaration of basic policy. The State shall afford protection to labor, promote full employment, ensure equal work opportunities regardless of sex, race or creed and regulate the relations between workers and employers. The State shall assure the rights of workers to self-organization, collective bargaining, security of tenure, and just and humane conditions of work. (P.D. 442, Labor Code)
Art. 253. Coverage and Employees’ Right to Self-Organization. – All persons employed in commercial, industrial and agricultural enterprises and in religious, charitable, medical, or educational institutions, whether operating for profit or not, shall have the right to self-organization and to form, join, or assist labor organizations of their own choosing for purposes of collective bargaining. Ambulant, intermittent and itinerant workers, self-employed people, rural workers and those without any definite employers may form labor organizations for their mutual aid and protection. (P.D. 442, Labor Code)
RULE II COVERAGE OF THE RIGHT TO SELF-ORGANIZATION Section 1. Policy. – It is the policy of the State to promote the free and responsible exercise of the right to self-organization through the establishment of a simplified mechanism for the speedy registration of labor unions and workers associations, determination of representation status and resolution of inter/intra-union and other related labor relations disputes. Only legitimate or registered labor unions shall have the right to represent their members for collective bargaining and other purposes. Workers’ associations shall have the right to represent their members for purposes other than collective bargaining. Section 2. Who may join labor unions and workers’ associations. – All persons employed in commercial, industrial and agricultural enterprises, including employees of government owned or controlled corporations without original charters established under the Corporation Code, as well as employees of religious, charitable, medical or educational institutions whether operating for profit or not, shall have the right to self-organization and to form, join or assist labor unions for purposes of collective bargaining: provided, however, that supervisory employees shall not be eligible for membership in a labor union of the rank-and-file employees but may form, join or assist separate labor unions of their own. Managerial employees shall not be eligible to form, join or assist any labor unions for purposes of collective bargaining. Alien employees with valid working permits issued by the Department may exercise the right to self-organization and join or assist labor unions for purposes of collective bargaining if they are nationals of a country which grants the same or similar rights to Filipino workers, as certified by the Department of Foreign Affairs. For purposes of this section, any employee, whether employed for a definite period or not, shall beginning on the first day of his/her service, be eligible for membership in any labor organization. All other workers, including ambulant, intermittent and other workers, the self-employed, rural workers and those without any definite employers may form labor organizations for their mutual aid and protection and other legitimate purposes except collective bargaining. (DOLE Department Order (D. 0.) No. 40-03, Series of 2003)
The right to form a union or association or to self-organization comprehends two notions, to wit:
1) The liberty or freedom, that is, the absence of restraint which guarantees that the employee may act for himself without being prevented by law; and,
2) The power, by virtue of which an employee may, as he pleases, join or refrain from joining an association. (Samahan ng Manggagawa sa Hanjin Shipyard v. Bureau of Labor Relations, G. R. No. 211145, 14 October 2015)
More often than not, the right to self-organization connotes unionism. Workers, however, can also form and join a workers’ association as well as labor-management councils (LMC). (Samahan ng Manggagawa sa Hanjin Shipyard v. Bureau of Labor Relations, G. R. No. 211145, 14 October 2015)
The right to self-organization is not limited to unionism. Workers may also form or join an association for mutual aid and protection and for other legitimate purposes. (Samahan ng Manggagawa sa Hanjin Shipyard v. Bureau of Labor Relations, G. R. No. 211145, 14 October 2015)
Workers may form, join, or assist in a union or an association in line with their constitutional right to self-organization.
The right to form or join a labor organization necessarily includes the right to refuse or refrain from exercising the said right. It is self-evident that just as no one should be denied the exercise of a right granted by law, so also, no one should be compelled to exercise such a conferred right. Also inherent in the right to self-organization is the right to choose whether to form a union for purposes of collective bargaining or a workers’ association for purposes of providing mutual aid and protection. (Samahan ng Manggagawa sa Hanjin Shipyard v. Bureau of Labor Relations, supra.)
A cursory reading of the law demonstrates that a common element between unionism and the formation of LMCs is the existence of an employer-employee relationship. Where neither party is an employer nor an employee of the other, no duty to bargain collectively would exist. In the same manner, expressed in Article 255 (now 261) is the requirement that such workers be employed in the establishment before they can participate in policy and decision making processes. (Ibid.)
In contrast, the existence of employer-employee relationship is not mandatory in the formation of workers’ association. What the law simply requires is that the members of the workers’ association, at the very least, share the same interest. The very definition of a workers’ association speaks of “mutual aid and protection.” (Ibid.)
All persons employed in commercial, industrial and agricultural enterprises, including employees of government owned or controlled corporations without original charters established under the Corporation Code, as well as employees of religious, charitable, medical or educational institutions whether operating for profit or not, shall have the right to self-organization and to form, join or assist labor unions for purposes of collective bargaining: provided, however, that supervisory employees shall not be eligible for membership in a labor union of the rank-and-file employees but may form, join or assist separate labor unions of their own. Managerial employees shall not be eligible to form, join or assist any labor unions for purposes of collective bargaining. (Section 2, Rule II, DOLE Department Order No. 40, Series of 2003, as amended by A-I)
Alien employees with valid working permits issued by the Department may exercise the right to self-organization and join or assist labor unions for purposes of collective bargaining if they are nationals of a country which grants the same or similar rights to Filipino workers, as certified by the Department of Foreign Affairs, or which has ratified either ILO Convention No. 87 and ILO Convention No. 98. (Paragraph 2, Rule II, Ibid.)
[A]ny employee, whether employed for a definite period or not, shall beginning on the first day of his/her service, be eligible for membership in any labor organization. (Paragraph 3, Rule II, Ibid.)
All other workers, including ambulant, intermittent and other workers, the self-employed, rural workers and those without any definite employers may form labor organizations for their mutual aid and protection and other legitimate purposes except collective bargaining. (Last paragraph, Rule II, Ibid.)
Art. 254. Right of Employees in the Public Service. Employees of government corporations established under the Corporation Code shall have the right to organize and to bargain collectively with their respective employers. All other employees in the civil service shall have the right to form associations for purposes not contrary to law. (P.D. 442, Labor Code)
ARIZALA v. CA, G.R. Nos. 43633-34, 14 September 1990
⦁ Executive Order No. 180
⦁ The scope of the constitutional right to self-organization of “government employees” above mentioned, was defined and delineated in Executive Order No. 180 (eff. June 1, 1987). According to this Executive Order, the right of self-organization does indeed pertain to all “employees of all branches, subdivisions, instrumentalities and agencies of the Government, including government-owned or controlled corporations with original charters;” 36 such employees “shall not be discriminated against in respect of their employment by reason of their membership in employees’ organizations or participation in the normal activities of their organization x x (and their) employment shall not be subject to the condition that they shall not join or shall relinquish their membership in the employees’ organizations.”
⦁ However, the concept of the government employees’ right of self-organization differs significantly from that of employees in the private sector. The latter’s right of self-organization, i.e., “to form, join or assist labor organizations for purposes of collective bargaining,” admittedly includes the right to deal and negotiate with their respective employers in order to fix the terms and conditions of employment and also, to engage in concerted activities for the attainment of their objectives, such as strikes, picketing, boycotts. But the right of government employees to “form, join or assist employees organizations of their own choosing” under Executive Order No. 180 is not regarded as existing or available for “purposes of collective bargaining,” but simply “for the furtherance and protection of their interests.”
⦁ In other words, the right of Government employees to deal and negotiate with their respective employers is not quite as extensive as that of private employees. Excluded from negotiation by government employees are the “terms and conditions of employment … that are fixed by law,” it being only those terms and conditions not otherwise fixed by law that “may be subject of negotiation between the duly recognized employees’ organizations and appropriate government authorities,” And while EO No. 180 concedes to government employees, like their counterparts in the private sector, the right to engage in concerted activities, including the right to strike, the executive order is quick to add that those activities must be exercised in accordance with law, i.e. are subject both to “Civil Service Law and rules” and “any legislation that may be enacted by Congress,” that “the resolution of complaints, grievances and cases involving government employees” is not ordinarily left to collective bargaining or other related concerted activities, but to “Civil Service Law and labor laws and procedures whenever applicable;” and that in case “any dispute remains unresolved after exhausting all available remedies under existing laws and procedures, the parties may jointly refer the dispute to the (Public Sector Labor-Management) Council for appropriate action.”41 What is more, the Rules and Regulations implementing Executive Order No. 180 explicitly provide that since the “terms and conditions of employment in the government, including any political subdivision or instrumentality thereof and government-owned and controlled corporations with original charters are governed by law, the employees therein shall not strike for the purpose of securing changes thereof.”
⦁ On the matter of limitations on membership in labor unions of government employees, Executive Order No. 180 declares that “high level employees whose functions are normally considered as policy making or managerial, or whose duties are of a highly confidential nature shall not be eligible to join the organization of rank-and-file government employees.” A “high level employee” is one “whose functions are normally considered policy determining, managerial or one whose duties are highly confidential in nature. A managerial function refers to the exercise of powers such as: 1. To effectively recommend such managerial actions; 2. To formulate or execute management policies and decisions; or 3. To hire, transfer, suspend, lay off, recall, dismiss, assign or discipline employees.”
⦁ Republic Act No. 6715
⦁ The rule regarding membership in labor organizations of managerial and supervisory employees just adverted to, was clarified and refined by Republic Act No. 6715, effective on March 21, 1989, further amending the Labor Code.
⦁ Under RA 6715 labor unions are regarded as organized either (a) “for purposes of negotiation,” or (b) “for furtherance and protection” of the members’ rights. Membership in unions organized “for purposes of negotiation” is open only to rank-and-file employees. “Supervisory employees” are ineligible “for membership in a labor organization of the rank-and-file employees but may join, assist or form separate labor organizations of their own,” i.e., one organized “for furtherance and protection” of their rights and interests. However, according to the Rules implementing RA 6715, “supervisory employees who are included in an existing rank-and- file bargaining unit, upon the effectivity of Republic Act No. 6715 shall remain in that unit …” Supervisory employees are “those who, in the interest of the employer, effectively recommend such managerial actions 4if the exercise of such authority is not merely routinary or clerical in nature but requires the use of independent judgment.
⦁ Membership in employees’ organizations formed for purposes of negotiation are open to rank-and-file employees only, as above mentioned, and not to high level employees. Indeed, “managerial employees” or “high level employees” are, to repeat, “not eligible to join, assist or form any labor organization” at all. A managerial employee is defined as “one who is vested with powers or prerogatives to lay down and execute, management policies and/or to hire, transfer, suspend, lay-off, recall, discharge, assign or discipline employees.”
⦁ This is how the law now stands, particularly with respect to supervisory employees vis-à-vis labor organizations of employees under them.
The following shall not be eligible to form, join or assist any employees’ organization for purposes of collective negotiations:
(a) high level, highly confidential and coterminous employees;
(b) members of the Armed Forces of the Philippines;
(c) members of the Philippine National Police;
(d) firemen;
(e) jail guards; and,
(f) other personnel who, by the nature of their functions, are authorized to carry firearms, except when there is express written approval from management. (Last paragraph, Section 2, Rule II, Executive Order No. 180 [1987])
ART. 255. Ineligibility of Managerial Employees to Join any Labor Organization; Right of Supervisory Employees. Managerial employees are not eligible to join, assist or form any labor organization. Supervisory employees shall not be eligible for membership in the collective bargaining unit of the rank-and-file employees but may join, assist or form separate collective bargaining units and/or legitimate labor organizations of their own. The rank and file union and the supervisors’ union operating within the same establishment may join the same federation or national union. (P.D. 442, Labor Code)
“Managerial employee” – refers to “one who is vested with the powers or prerogatives to lay down and execute management policies and/or to hire, transfer, suspend, lay-off, recall, discharge, assign or discipline employees. (Article 219[m], P.D. 442, Labor Code)
The right to self-organization, however, is subject to certain limitations as provided by law. For instance, the Labor Code specifically disallows managerial employees from joining, assisting or forming any labor union. Meanwhile, supervisory employees, while eligible for membership in labor organizations, are proscribed from joining the collective bargaining unit of the rank and file employees.54 Even government employees have the right to self-organization. It is not, however, regarded as existing or available for purposes of collective bargaining, but simply for the furtherance and protection of their interests. (Samahan ng Manggagawa sa Hanjin Shipyard v. Bureau of Labor Relations, supra.)
The Court disagrees. There is no provision in the Labor Code that states that employees with definite employers may form, join or assist unions only. (Ibid.)
The right to form a workers’ association is not exclusive to ambulant, intermittent and itinerant workers. The option to form or join a union or a workers’ association lies with the workers themselves, and whether they have definite employers or not. (Ibid.)
“Supervisory employees” – refer to “those who, in the interest of the employer, effectively recommend such managerial actions if the exercise of such authority is not merely routinary or clerical in nature but requires the use of independent judgment. (Article 219[m], P.D. 442, Labor Code)
As provided in Article 255 of the Labor Code, supervisory employees are not allowed to join the collective bargaining unit of the rank-and-file employees. However, supervisory employees may join, assist or form a separate collective bargaining unit and/or labor organization of their own – or composed of supervisory employees only. (Ibid.)
The test of “supervisory” or “managerial status” depends on whether a person possesses authority to act in the interest of his employer in the matter specified in Article [219(m)] of the Labor Code and Section 1 (m) of its Implementing Rules and whether such authority is not merely routinary or clerical in nature, but requires the use of independent judgment. Thus, where such recommendatory powers as in the case at bar, are subject to evaluation, review and final action by the department heads and other higher executives of the company, the same, although present, are not effective and not an exercise of independent judgment as required by law… (Franklin Baker Company of the Philippines v. Trajano, G.R. No. 75039 28 January 1988)
FRANKLIN BAKER COMPANY OF THE PHILIPPINES v. TRAJANO, G.R. No. 75039 28 January 1988
⦁ To sustain its posture, that the inspectors, foreman and supervisors numbering 76 are managerial employees, petitioner painstakingly demonstrates that subject employees indeed participate in the formulation and execution of company policies and regulations as to the conduct of work in the plant, exercised the power to hire, suspend or dismiss subordinate employees and effectively recommend such action, by citing concrete cases, among which are: (1) Mr. Ponciano Viola, a wet process inspector, who while in the performance of his duty, found Mr. Enrique Asuncion, a trimmer “forging”, falsifying and simulating a company time card (timesheet) resulting in payroll padding, immediately recommended the dismissal of said erring employee, resulting in the latter’s discharge. (Employer’s Memo, Rollo, p.18); (2) Mr. Manuel Alipio, an opening inspector, recommended for suspension Nut Operator Ephraim Dumayos who was caught in the act of surreptitiously transferring to a co-worker’s bin some whole nuts which act constitutes a violation of company policy; (3) Mr. Sofronio Abangan, a line inspector, censured and thereafter recommended the suspension of Mr. Romeo Fullante, for being remiss in the proper and accurate counting of nuts; (4) Binleader Dionisio Agtang was required to explain his inefficiency of Mr. Saturnino Bangkas, Bin Loading Inspector; (5) for disobeying the orders of Bin Loading Inspector Mauricio Lumanog’s order, Macario Mante, Eduardo Adaptor, Rodolfo Irene and George Rellanos were all recommended for suspension which culminated in an investigation conducted by Lumanog’s higher bosses (Ibid., p. 20).
⦁ It has also been shown that subject employees have the power to hire, as evidenced by the hiring of Rolando Asis, Roy Layson, Arcadio Gaudicos and Felix Arciaga, upon the recommendation of Opening Inspector Serafin Suelo, Processing Inspector Leonardo Velez and Laureano C. Lim, Opening Inspector (Ibid., p. 21).
⦁ It will be noted, however, that in the performance of their duties and functions and in the exercise of their recommendatory powers, subject employees may only recommend, as the ultimate power to hire, fire or suspend as the case may be, rests upon the plant personnel manager.
⦁ Furthermore, in line with the ruling of this Court, subject employees are not managerial employees because as borne by the records, they do not participate in policy making but are given ready policies to execute and standard practices to observe, thus having little freedom of action…
Confidential employees are those who (1) assist or act in a confidential capacity, (2) to persons who formulate, determine, and effectuate management policies in the field of labor relations. The two criteria are cumulative, and both must be met if an employee is to be considered a confidential employee — that is, the confidential relationship must exist between the employee and his supervisor, and the supervisor must handle the prescribed responsibilities relating to labor relations. (San Miguel Corporation Supervisors and Exempt Union v. Laguesma, G.R. No. 110399, 15 August 1997)
A confidential employee is one entrusted with confidence on delicate, or with the custody, handling or care and protection of the employer’s property. Confidential employees, such as accounting personnel, should be excluded from the bargaining unit, as their access to confidential information may become the source of undue advantage. However, such fact does not apply to the position of Payroll Master and the whole gamut of employees who has access to salary and compensation data. The position of Payroll Master does not involve dealing with confidential labor relations information in the course of the performance of his functions. Since the nature of his work does not pertain to company rules and regulations and confidential labor relations, it follows that he cannot be excluded from the subject bargaining unit. (San Miguel Foods, Incorporated v. San Miguel Corporation Supervisors, supra.)
Art. 245 of the Labor Code11 does not directly prohibit confidential employees from engaging in union activities. However, under the doctrine of necessary implication, the disqualification of managerial employees equally applies to confidential employees. The confidential-employee rule justifies exclusion of confidential employees because in the normal course of their duties they become aware of management policies relating to labor relations. (Sugbuanon Rural Bank, Inc. v. Laguesma, G.R. No. 116194, 02 February 2000)
Corollarily, although the Labor Code limits the ineligibility to join, form and assist any labor organization to managerial employees, jurisprudence has extended this prohibition to confidential employees or those who by reason of their positions or nature of work are required to assist or act in a fiduciary manner to managerial employees and, hence, are likewise privy to sensitive and highly confidential records. Confidential employees are thus excluded from the rank-and-file bargaining unit. (San Miguel Foods, Incorporated v. San Miguel Corporation Supervisors, G.R. No. 146206, 01 August 2011)
Confidential employees, by the very nature of their functions, assist and act in a confidential capacity to, or have access to confidential matters of, persons who exercise managerial functions in the field of labor relations. Therefore, the rationale behind the ineligibility of managerial employees to form, assist or join a labor union was held equally applicable to them. (San Miguel Corporation Supervisors and Exempt Union v. Laguesma, G.R. No. 110399, 15 August 1997)
The rationale for their separate category and disqualification to join any labor organization is similar to the inhibition for managerial employees, because if allowed to be affiliated with a union, the latter might not be assured of their loyalty in view of evident conflict of interests and the union can also become company-denominated with the presence of managerial employees in the union membership. Having access to confidential information, confidential employees may also become the source of undue advantage. Said employees may act as a spy or spies of either party to a collective bargaining agreement. (San Miguel Foods, Incorporated v. San Miguel Corporation Supervisors, supra.)
The exclusion from bargaining units of employees who, in the normal course of their duties, become aware of management policies relating to labor relations is a principal objective sought to be accomplished by the “confidential employee rule.” The broad rationale behind this rule is that employees should not be placed in a position involving a potential conflict of interests. “Management should not be required to handle labor relations matters through employees who are represented by the union with which the company is required to deal and who in the normal performance of their duties may obtain advance information of the company’s position with regard to contract negotiations, the disposition of grievances, or other labor relations matters.” (San Miguel Corporation Supervisors and Exempt Union v. Laguesma, supra.)
An important element of the “confidential employee rule” is the employee’s need to use labor relations information. Thus, in determining the confidentiality of certain employees, a key question frequently considered is the employee’s necessary access to confidential labor relations information. (Ibid.)
It must be stressed, however, that when the employee does not have access to confidential labor relations information, there is no legal prohibition against confidential employees from forming, assisting, or joining a union. (Sugbuanon Rural Bank, Inc. v. Laguesma, G.R. No. 116194, 02 February 2000)
[A]n employee of a cooperative who is a member and co-owner thereof cannot invoke the right to collective bargaining. (Batangas-I Electric Cooperative Labor Union v. Young, G.R. Nos. 62386, 70880, and 74560, 09 November 1988)
[T]he right to collective bargaining is not available to an employee of a cooperative who at the same time is a member and co-owner thereof. With respect, however, to employees who are neither members nor co-owners of the cooperative they are entitled to exercise the rights to self-organization, collective bargaining and negotiation as mandated by the 1987 Constitution and applicable statutes. (Benguet Electric Cooperative, Inc. v. Ferrer-Calleja, G.R. No. 79025, 29 December 1989)
COOPERATIVE RURAL BANK OF DAVAO CITY v. FERRER-CALLEJA, G.R. No. 77951, 26 September 1988
⦁ A cooperative, therefore, is by its nature different from an ordinary business concern being run either by persons, partnerships, or corporations. Its owners and/or members are the ones who run and operate the business while the others are its employees. As above stated, irrespective of the name of shares owned by its member they are entitled to cast one vote each in deciding upon the affair of the cooperative. Their share capital eam limited interests. They enjoy special privileges as — exemption from income tax and sales taxes, preferential right to supply their products to State agencies and even exemption from the minimum wage laws.
⦁ An employee therefore of such a cooperative who is a member and co-owner thereof cannot invoke the right to collective bargaining for certainly an owner cannot bargain with himself or his co-owners. In the opinion of August 14, 1981 of the Solicitor General he correctly opined that employees of cooperatives who are themselves members of the cooperative have no right to form or join labor organizations for purposes of collective bargaining for being themselves co-owners of the cooperative.
⦁ However, in so far as it involves cooperatives with employees who are not members or co-owners thereof, certainly such employees are entitled to exercise the rights of all workers to organization, collective bargaining, negotiations and others as are enshrined in the Constitution and existing laws of the country.
Due to the diplomatic immunity granted to international organizations, they are not subject to local jurisdiction – including the Department of Labor and Employment (DOLE). Thus, any petition for certification of election cannot be acted upon by the DOLE.
The term “international organization” is generally used to describe an organization set up by agreement between two or more states. Under contemporary international law, such organizations are endowed with some degree of international legal personality such that they are capable of exercising specific rights, duties and powers. They are organized mainly as a means for conducting general international business in which the member states have an interest. The United Nations, for instance, is an international organization dedicated to the propagation of world peace. (International Catholic Immigration Commission v. Calleja, G.R. No. 85750, 28 September 1990)
“Specialized agencies” are international organizations having functions in particular fields. (Ibid.)
The rapid growth of international organizations under contemporary international law has paved the way for the development of the concept of international immunities. (Ibid.)
INTERNATIONAL CATHOLIC IMMIGRATION COMMISSION v. CALLEJA, G.R. No. 85750, 28 September 1990)
⦁ There are basically three propositions underlying the grant of international immunities to international organizations. These principles, contained in the ILO Memorandum are stated thus: 1) international institutions should have a status which protects them against control or interference by any one government in the performance of functions for the effective discharge of which they are responsible to democratically constituted international bodies in which all the nations concerned are represented; 2) no country should derive any national financial advantage by levying fiscal charges on common international funds; and 3) the international organization should, as a collectivity of States members, be accorded the facilities for the conduct of its official business customarily extended to each other by its individual member States. The theory behind all three propositions is said to be essentially institutional in character. “It is not concerned with the status, dignity or privileges of individuals, but with the elements of functional independence necessary to free international institutions from national control and to enable them to discharge their responsibilities impartially on behalf of all their members.” The raison d’etre for these immunities is the assurance of unimpeded performance of their functions by the agencies concerned.
⦁ The grant of immunity from local jurisdiction to ICMC and IRRI is clearly necessitated by their international character and respective purposes. The objective is to avoid the danger of partiality and interference by the host country in their internal workings. The exercise of jurisdiction by the Department of Labor in these instances would defeat the very purpose of immunity, which is to shield the affairs of international organizations, in accordance with international practice, from political pressure or control by the host country to the prejudice of member States of the organization, and to ensure the unhampered performance of their functions.
⦁ ICMC’s and IRRI’s immunity from local jurisdiction by no means deprives labor of its basic rights, which are guaranteed by Article II, Section 18, 14 Article III, Section 8, 15 and Article XIII, Section 3 (supra), of the 1987 Constitution; and implemented by Articles 243 and 246 of the Labor Code, 16 relied on by the BLR Director and by Kapisanan.
⦁ For, ICMC employees are not without recourse whenever there are disputes to be settled. Section 31 of the Convention on the Privileges and Immunities of the Specialized Agencies of the United Nations provides that “each specialized agency shall make provision for appropriate modes of settlement of: (a) disputes arising out of contracts or other disputes of private character to which the specialized agency is a party.” Moreover, pursuant to Article IV of the Memorandum of Agreement between ICMC [and] the Philippine Government, whenever there is any abuse of privilege by ICMC, the Government is free to withdraw the privileges and immunities accorded…
⦁ Neither are the employees of IRRI without remedy in case of dispute with management as, in fact, there had been organized a forum for better management-employee relationship as evidenced by the formation of the Council of IRRI Employees and Management (CIEM) wherein “both management and employees were and still are represented for purposes of maintaining mutual and beneficial cooperation between IRRI and its employees.” The existence of this Union factually and tellingly belies the argument that Pres. Decree No. 1620, which grants to IRRI the status, privileges and immunities of an international organization, deprives its employees of the right to self-organization.
⦁ The immunity granted being “from every form of legal process except in so far as in any particular case they have expressly waived their immunity,” it is inaccurate to state that a certification election is beyond the scope of that immunity for the reason that it is not a suit against ICMC. A certification election cannot be viewed as an independent or isolated process. It could tugger off a series of events in the collective bargaining process together with related incidents and/or concerted activities, which could inevitably involve ICMC in the “legal process,” which includes “any penal, civil and administrative proceedings.” The eventuality of Court litigation is neither remote and from which international organizations are precisely shielded to safeguard them from the disruption of their functions. Clauses on jurisdictional immunity are said to be standard provisions in the constitutions of international Organizations. “The immunity covers the organization concerned, its property and its assets. It is equally applicable to proceedings in personam and proceedings in rem.”
… Nothing in this Code or in any other law shall stop the parties from requiring membership in a recognized collective bargaining agent as a condition for employment, except those employees who are already members of another union at the time of the signing of the collective bargaining agreement… (Article 259[e], P.D. 442, Labor Code)
Pertinent is Article 259 (formerly 248), paragraph (e) of the Labor Code, which states that “[n]othing in this Code or in any other law shall stop the parties from requiring membership in a recognized collective bargaining agent as a condition for employment, except those employees who are already members of another union at the time of the signing of the collective bargaining agreement. x x x” The stipulation in a CBA based on this provision of the Labor Code is commonly known as the “union security clause.” (Slord Development Corporation v. Noya, G.R. No. 232687 04 February 2019)
[A union security clause] imposes upon the workers the obligation to join and maintain membership in the company’s recognized union as a condition for employment. (PICOP Resources, Incorporated (PRI) v. Dequilla, G.R. No. 172666, 07 December 2011)
“Union security” is a generic term, which is applied to and comprehends “closed shop,” “union shop,” “maintenance of membership” or any other form of agreement which imposes upon employees the obligation to acquire or retain union membership as a condition affecting employment. There is union shop when all new regular employees are required to join the union within a certain period as a condition for their continued employment. There is maintenance of membership shop when employees, who are union members as of the effective date of the agreement, or who thereafter become members, must maintain union membership as a condition for continued employment until they are promoted or transferred out of the bargaining unit or the agreement is terminated. A closed-shop, on the other hand, may be defined as an enterprise in which, by agreement between the employer and his employees or their representatives, no person may be employed in any or certain agreed departments of the enterprise unless he or she is, becomes, and, for the duration of the agreement, remains a member in good standing of a union entirely comprised of or of which the employees in interest are a part. (Inguillom v. First Philippine Scales, Inc., G.R. No. 165407, 05 June 2009)
This is consistent with the State policy to promote unionism to enable workers to negotiate with management on an even playing field and with more persuasiveness than if they were to individually and separately bargain with the employer. Thus, the law has allowed stipulations for “union shop” and “closed shop” as means of encouraging workers to join and support the union of their choice in the protection of their rights and interest vis-a-vis the employer. (Slord Development Corporation v. Noya, supra.)
However, in terminating the employment of an employee by enforcing the union security clause, the employer needs to determine and prove that: (1) the union security clause is applicable; (2) the union is requesting for the enforcement of the union security provision in the CBA; and (3) there is sufficient evidence to support the decision of the union to expel the employee from the union. These requisites constitute just cause for terminating an employee based on the union security provision of the CBA. (PICOP Resources, Incorporated v. Tañeca, G.R. No. 160828, 09 August 2010)
VICTORIANO v. ELIZALDE ROPE WORKERS’ UNION, G.R. No. L-25246, 12 September 1974
⦁ [T]he free exercise of religious profession or belief is superior to contract rights. In case of conflict, the latter must, therefore, yield to the former. The Supreme Court of the United States has also declared on several occasions that the rights in the First Amendment, which include freedom of religion, enjoy a preferred position in the constitutional system. Religious freedom, although not unlimited, is a fundamental personal right and liberty, and has a preferred position in the hierarchy of values. Contractual rights, therefore, must yield to freedom of religion. It is only where unavoidably necessary to prevent an immediate and grave danger to the security and welfare of the community that infringement of religious freedom may be justified, and only to the smallest extent necessary to avoid the danger.
⦁ The primary effects of the exemption from closed shop agreements in favor of members of religious sects that prohibit their members from affiliating with a labor organization, is the protection of said employees against the aggregate force of the collective bargaining agreement, and relieving certain citizens of a burden on their religious beliefs; and by eliminating to a certain extent economic insecurity due to unemployment, which is a serious menace to the health, morals, and welfare of the people of the State, [R.A. 3350] also promotes the well-being of society. It is our view that the exemption from the effects of closed shop agreement does not directly advance, or diminish, the interests of any particular religion. Although the exemption may benefit those who are members of religious sects that prohibit their members from joining labor unions, the benefit upon the religious sects is merely incidental and indirect. The “establishment clause” (of religion) does not ban regulation on conduct whose reason or effect merely happens to coincide or harmonize with the tenets of some or all religions. The free exercise clause of the Constitution has been interpreted to require that religious exercise be preferentially aided.
⦁ It would not be amiss to state, regarding this matter, that to compel persons to join and remain members of a union to keep their jobs in violation of their religious scrupples, would hurt, rather than help, labor unions, Congress has seen it fit to exempt religious objectors lest their resistance spread to other workers, for religious objections have contagious potentialities more than political and philosophic objections.
⦁ Furthermore, let it be noted that coerced unity and loyalty even to the country, and a fortiori to a labor — union assuming that such unity and loyalty can be attained through coercion — is not a goal that is constitutionally obtainable at the expense of religious liberty. A desirable end cannot be promoted by prohibited means.
KAPATIRAN SA MEAT AND CANNING DIVISION v. CALLEJA, G.R. No. 82914, 20 June 1988
⦁ This Court’s decision in Victoriano vs. Elizalde Rope Workers’ Union,… upholding the right of members of the IGLESIA NI KRISTO sect not to join a labor union for being contrary to their religious beliefs, does not bar the members of that sect from forming their own union. The public respondent correctly observed that the “recognition of the tenets of the sect … should not infringe on the basic right of self-organization granted by the constitution to workers, regardless of religious affiliation.”
It shall be unlawful for any person to restrain, coerce, discriminate against or unduly interfere with employees and workers in their exercise of the right to self-organization. Such right shall include the right to form, join, or assist labor organizations for the purpose of collective bargaining through representatives of their own choosing and to engage in lawful concerted activities for the same purpose for their mutual aid and protection, subject to the provisions of Article 264 of this Code.(Article 266, P.D. 442, Labor Code)
No temporary or permanent injunction or restraining order in any case involving or growing out of labor disputes shall be issued by any court or other entity, except as otherwise provided in Articles 218 and 264 of this Code. (Article 266, P.D. 442, Ibid.)
⦁ International Labor Organization (ILO) Convention No. 87, Freedom of Association and Protection of the Right to Organise Convention, 1948
⦁ Book V, Presidential Decree No. 442, a.k.a. Labor Code of the Philippines
⦁ Book V, Omnibus Rules Implementing the Labor Code
⦁ DOLE Department Order No. 40, Series of 2003
⦁ DOLE Department Order No. 40-A-I, Series of 2003
⦁ DOLE Department Order No. 40-B, Series of 2003
⦁ DOLE Department Order No. 40-C, Series of 2004
⦁ DOLE Department Order No. 40-D, Series of 2005
⦁ DOLE Department Order No. 40-F-3, Series of 2008
⦁ DOLE Department Order No. 40-G-03, Series of 2010
⦁ DOLE Department Order No. 40-I, Series of 2015
⦁ DOLE Department Order No. 15, Series of 2015
—
/Updated: February 10, 2023
| 2022-05-29T00:00:00 |
2022/05/29
|
https://laborlaw.ph/right-to-self-organization/
|
[
{
"date": "2023/02/10",
"position": 44,
"query": "AI labor union"
}
] |
Know the Facts
|
Know the Facts
|
https://vitals.sutterhealth.org
|
[] |
The National Labor ... If the union is voted in, you can be forced pay 1.6% of your wages in union dues or the union would require Sutter to terminate employment.
|
The National Labor Relations Board will conduct an election via secret ballot on March 6, 2023, to ask all Residents and Fellows at California Pacific Medical Center if they want the Committee of Interns and Residents, SEIU Local 1957 (CIR/SEIU) to become their exclusive collective bargaining representative.
The choice of whether to become represented by a union is a very significant and important decision that will impact you, all future Residents and Fellows, our medical center and clinics, and our patients. It is a decision that must be made only after you are fully informed of all aspects of representation.
Take advantage of our educational sessions .
. Connect with your Program Directors, Faculty, Human Resources or our educator with any questions.
Please vote! And please vote NO to a union.
Frequently Asked Questions
#1. Could the union have helped with the payroll/Workday issues that occurred last year?
Unions do not determine what payroll or other technology systems are used, nor is it the union’s role to fix issues in payroll systems.
Implementation of the new payroll system was across the system and applied to every employee, those represented by the union and those represented by management.
We all know that the implementation of workday resulted in a number of errors, and these errors impacted management represented employees as well as union-represented employees. While we worked to address any issues as quickly as possible, errors were not fixed any faster just because employees were represented by a union.
At Sutter Santa Rosa, CIR/SEIU did not call the Employee Line on behalf of residents to fix the Workday issues, the residents had to do it themselves.
#2. Why join a union?
By law, your relationship with your PD would change – PDs could not work with you individually, or your department as a group to make any changes to terms and conditions of employment.
Everything related to wages, hours of work and working conditions would have to be negotiated with the union – not with you individually.
If a union contract is agreed to, you and your PD would have to follow what is negotiated in the contract, even if your PD wanted to make an exception to meet your individual needs.
If the union is voted in, you can be forced pay 1.6% of your wages in union dues or the union would require Sutter to terminate employment.
#3. Can the union get me more protection for leaves of absence (medical, FMLA, CFRA, etc.)?
Sutter follows all federal, state, and local laws, including all leave laws.
Unions may try, but generally have been unsuccessful in getting more than what our management represented employees get. For example, the SEIU-UHW contract with CPMC and the CIR/SEIU contract with Sutter Santa Rosa do not provide more generous leave than the minimum provided by the law and/or Sutter policy.
For employees that are not represented by a union, Sutter’s policies lay out the protections for employees in this area.
For employees represented by a union, their collective bargaining agreement may or may not include this information depending on if it was bargained in the contract.
#4. Can the union provide better pay and benefits?
CPMC provides competitive wages and benefits:
Organization Wages and Stipends Year 1 Year 2 Year 3 Year 4 CPMC Pay Stipend Total $71,427 $12,400 $83,827 $75,233 $12,400 $87,633 $79,851 $12,400 $92,251 $83,470 $12,400 $95,870 UCSF (CIR/SEIU) Pay minus dues Stipend Total $65,869 $13,607 $79,476 $68,044 $13,607 $81,651 $70,727 $13,607 $84,334 $73,515 $13,607 $87,122 UCSF Benioff (CIR/SEIU) Pay minus dues Stipend Total $62,159 $12,150 $74,309 $64,226 $12,250 $76,476 $68,524 $12,350 $80,874 Sutter Santa Rosa (CIR/SEIU) Pay minus dues Stipend Total $63,448 $ 7,225 $70,673 $66,088 $ 7,225 $73,313 $72,624 $ 7,225 $79,849 Alameda Health System (CIR/SEIU) Pay minus dues Stipend Total $66,214 $ 3,175 $69,389 $73,381 $ 3,175 $76,556 $76,474 $ 3,175 $79,649 $81,542 $ 3,175 $84,717 Santa Clara Valley Medical Center (CIR/SEIU)
Pay minus duesStipendTotal $68,410 $ 4,585 $72,995 $75,135 $ 5,385 $80,520 $82,026 $ 5,385 $87,411 $88,246 $ 5,385 $93,631 Stanford (CIR/SEIU) Pay minus dues Stipend Total $72,836 $8,200 $81,036 $75,526 $8,200 $84,726 $82,321 $8,200 $90,521 $86,986 $8,200 $95,186
Your salary, stipend and total compensation are higher than other local GME residency programs where resident/fellows are represented by SEIU-CIR, when you factor in the 1.6% of their salary they must pay in union dues.
If a union is voted in, it will have to negotiate pay and benefits – there is no guarantee they will be more. UNION NEGOTIATIONS DO NOT START WHERE YOU ARE NOW AND ONLY GET BETTER. If you are being promised this it is simply not true.
CIR-SEIU has represented residents at Santa Rosa for years. Has the union delivered on its promises for better wages there?
#5. How does collective bargaining work?
Only wages, hours of work and working conditions are mandatory subjects of bargaining. Everything else is voluntary and typically not part of a contract. Things not part of a contract include humanity and compassion, patient care, equipment and supplies, community care and relations.
There are no guarantees in bargaining. No obligation for either party to agree with the other or make a concession. Negotiations do not start where you are now and ONLY go up. You could end up with less, the same or more than you have now.
Collective bargaining focuses on the entire group, rather than your specific residency. What might end up in a contract may not benefit you or your specific residency. Will they represent what is important to you or your residency program?
Only the union appointed CIR rep will actually speak on behalf of the residents and fellows during bargaining sessions. Only a small select group of residents and fellows, typically those with stronger voices, will speak to the CIR rep and join the bargaining team. Will they represent what is important to you or your residency program?
No time limit on how long bargaining might take. Within Sutter, first union contracts can take between 2 to 4 years to negotiate – many of you won’t be here then. In 2 years, the market might change dramatically and CPMC could not respond unilaterally like was done with the adjustments last year.
No matter what the outcome of negotiations, in California, you can be forced to pay the union 1.6% of your wages, or the union could require that Sutter terminate your employment.
#6. Would the union have any influence on ACGME requirements?
Absolutely not.
ACGME is an independent body.
A union cannot force ACGME to: Reduce the maximum hours of work allowed per week. Alter their requirements to graduate.
Unions are free to make promises to employees, but they have no power to make them come true because any changes in wages, hours of work or working conditions must be negotiated with the hospital and agreed upon by both parties.
The union does not have the power to reduce the ACGME weekly or daily work hour caps.
We track works hours monthly to ensure compliance with ACGME guidelines related to hours of work.
#7. Why should I take the time to vote?
If the union wins, they will represent all of you.
California is not a right to work state, meaning the union can ask for a requirement that all members pay dues. Across Sutter Health, this is typically one of the first topics the union proposes during bargaining.
Therefore, in the typical CIR/SEIU contract, THERE IS NO OPTING OUT.
This means you could be forced to pay 1.6% of your wages in union dues, or the union could require that Sutter terminate employment.
Voting only takes a few minutes and is confidential. No one will know how you voted.
The election is decided by a simple majority of those who actually vote. Not voting is effectively voting for the union. Example: 117 residents, 40 turn up to vote, the union only needs 21 votes to win and represent all 117
Don’t let others make the decision for you or tell you how to vote or not to vote; this is a personal decision.
#8. Would the union provide protection?
| 2023-02-10T00:00:00 |
2023/02/10
|
https://vitals.sutterhealth.org/know-the-facts/
|
[
{
"date": "2023/02/10",
"position": 53,
"query": "AI labor union"
}
] |
The value chain of general-purpose AI
|
The value chain of general-purpose AI
|
https://www.adalovelaceinstitute.org
|
[
"Sabrina Küspert",
"Nicolas Moës",
"Connor Dunlop",
"Ian Brown",
"Alexandru Circiumaru",
"Lilian Edwards",
"Christiane Wendehorst"
] |
The Ada Lovelace Institute is an independent research institute with a mission to ensure data and AI work for people and society. ... You can opt out at any time ...
|
General-purpose AI (GPAI) models are designed for generality of output and have a wide range of possible applications. Sometimes called foundation models, they can be used in standalone systems or as the ‘building block’ of hundreds designing custom curriculum
Many believe that GPAI represents a paradigm shift from traditional, single-purpose AI. Rather than having to build an AI system to carry out a specific task from scratch, cutting-edge GPAI – such as that developed by ‘upstream’ providers Meta, Microsoft and its partner OpenAI, and Alphabet with its Google Brain team and subsidiary DeepMind – os the infrastructure that traditionally less technical ‘downstream’ companies can leverage to realise many different user-facing applications.
class of AI for legislators. We can already see these tensions at play in the context of the EU AI Act – the first horizontal AI governance regime, which is likely to be followed by others in other jurisdictions – which tries to regulate AI mostly as a tangible product with limited intended purposes.
The key characteristics of GPAI models are their large size (due to the extensive number of parameters they use, i.e. the numerical values defining the model), their opacity (the fact that the computational mechanisms through which they output information are hard to explain) and their potential to develop unexpected capabilities beyond those intended by their producers. Delivering a GPAI model requires substantial amounts of data, computing power, some of the most talented researchers and engineers and – consequently – extensive financial resources.
The resource-intensive character of GPAI development contributes to establishing an interdependence between GPAI providers (upstream) and the companies applying these models to end user-facing applications (downstream). This relation makes the lifecycle of a GPAI model complex and reliant on a variety of actors, who are each responsible for different components of the same process.
This is further complicated because relationships between upstream and downstream companies, and the level of control different actors have over the GPAI model, change according to the strategy that upstream GPAI providers adopt to distribute their model and place it on the market (currently as open-source software or via application programming interfaces (APIs) for the most part), i.e. their way of generating value and monetising the GPAI model.
The complex dependencies between companies developing and companies deploying GPAI, the multi-functionality of the models and the entanglements between these two factors and the release strategies used by upstream providers pose unique challenges for AI governance. To assign the right responsibilities to the best equipped actor, it will be necessary to have a deep understanding of how GPAI accrues value over its various development and deployment stages – in other words, its value chain.
As the EU co-legislators are still negotiating the AI Act, we look at the two most common GPAI market release strategies and their implications for the development and use of GPAI and its regulation.
API and open-source access to GPAI dictate the level of control different actors have over the model
There are two main ways GPAI systems and their underlying models are currently made accessible to downstream developers on the market: via API and open-source access.
Here we analyse the two routes separately but acknowledge that in reality they tend to blur, not least because models or parts of models, initially made accessible via API by one GPAI provider, are often imitated and made available as open-source by another one.
Downstream developers can access a GPAI model through an API, which is controlled by the GPAI provider. They can use the model, including adapting it to use-case specific AI applications, without needing to understand its underlying technical details. In this route, the GPAI model is developed by the provider and run remotely on its servers, with a continuous interaction transferring the input and output from and to the downstream user online.
Two prominent examples of GPAI models distributed via API are OpenAI’s GPT-3.5 (and its user-facing system, ChatGPT) and DALL-E. The key feature of this strategy is that control over the model and source code remains largely in the hands of the provider.
Open-source access refers instead to releasing the model or some elements of it publicly and allowing anyone to download, modify and distribute it, under the terms of permissive licences. In this case, only a one-off interaction between the GPAI provider and the downstream developers is needed. The GPAI provider uploads the model’s elements onto a platform or repository, providing technical documentation and any usage instruction required, and the downstream developer downloads the files.
Stability AI and RunwayML adopted this release strategy with Stable Diffusion, a noteworthy example as the model in question is very similar to OpenAI’s aforementioned (API-provided) DALL-E.
Computing power plays an important role in how easily a GPAI model can be used in a meaningful way. API access is usually combined with access to the necessary computational infrastructure. However, to use open-source GPAI, downstream developers need to already have separate access to such infrastructure. As computing power is expensive and scarce, this can be a barrier to modifying or even loading the model.
In terms of business models, both release and distribution strategies enable GPAI providers to monetise their models. Those releasing them through APIs can gain direct revenue by charging a subscription fee to access the model over time or on a per-use basis. Open-source providers can instead monetise their GPAI models mainly indirectly. For example, they can charge downstream actors for easy access to the necessary compute infrastructure (hosting) and to premium or enhanced versions of the models (open-core) or for other services such as fine-tuning, maintenance or customer support services (consulting and support model).
Open-sourcing a GPAI model can also be a strategic decision for attracting attention from the broader research community, media and downstream industry. GPAI providers may benefit from reputational value through increased visibility, attracting partnerships and investments, and establishing a pool of talented researchers trained on and demanding their models. Clearly, as OpenAI’s ChatGPT has shown, such indirect benefits can also arise from API release strategies.
In terms of who, in the GPAI model lifecycle, is responsible for doing what, the upstream GPAI provider usually researches, designs, develops and pre-trains the model on data and sometimes produces use-agnostic risk management and quality controls. It then determines the release and pricing structure of the GPAI model.
Releasing the model through an API means that the provider can set the conditions for access, respond to downstream misuse and constantly improve their model and commercial strategy, through analysing downstream use, without losing intellectual property rights. If the provider releases the model as open-source software, it loses control over the downstream use and can only leverage indirect ways of monetisation. However, it can incorporate into the original model new functionalities developed downstream in the open-source environment.
From the perspective of downstream actors, who produce simpler AI applications by adapting a GPAI model, they can decide on the specific use for a model and the training data to fine-tune it. They can also choose to provide risk and quality management in the specific context of use. If they access the model via API, they potentially face constraints on the evaluation or retraining of the model’s functions. Instead, with an open-source model, they can directly examine the parameter values according to which it has been originally trained by the provider and change them.
associated with API and open-source release strategies for GPAI
API
(application programming interface) Open-source Description The software interface is hosted by the GPAI provider for using a GPAI model and , at times, facilitating its adaptation for use-case specific applications. The GPAI model (or elements of it) is publicly released, allowing anyone to download a copy and modify and distribute it. Computing power considerations The GPAI provider indirectly gives access to computing power, as a service in combination with the API, to enable running the model. The downstream actors (providing user-facing applications) have to independently hold computing power to run the model. This can be a barrier to modifying or even loading and running the model. Underlying business model for the GPAI on offer Direct monetisation : subscription-based charging or on a per-use basis. Indirect monetisation: API could in theory be free of charge or provided as a ‘freemium’. In this case, we observe similar potential for indirect monetisation as with the open-source accessible GPAI. Indirect monetisation : the models are available free of charge, but can be indirectly monetised, i.e. through selling associated services or ‘closing’ an advanced version of the model. Companies can accrue reputational value with this strategy through increased visibility, attracting partnerships, investments and talent. Main activities and competences of the GPAI provider Carries out R&D on current technology
Designs and develops the model and source code and, in some cases, pre-trains the model on data
In some cases , provides use-agnostic risk management and quality controls , for example, by testing for general-purpose accuracy and robustness, documenting technical information, cybersecurity
Determines the release and pricing structure of the GPAI model , notably whether to use API or open-source the model. Direct or indirect monetisation ( see ‘underlying business model’ ) sets conditions for first access , i.e. by widening customer base step by step or by requiring data upload used for fine-tuning on the GPAI provider’s server
responds to downstream misuse of technology, i.e. through controlling API access, logging and identifying downstream misuse patterns
constantly improves the model and commercial strategy through analysing downstream use (feedback loop), without losing IP rights. Indirect monetisation ( see ‘underlying business model’ ) incorporates functionalities added by external into the GPAI model, while losing IP rights for the original open-sourced model. Main activities and competences of the downstream actors, such as developers, deployers and operators of end user-facing applications They apply the GPAI model for specific use cases, and test it , including: deciding on specific use cases for GPAI adaptation
influencing decision / provision of data used for fine-tuning
fine-tuning or embedding the weights (computed values for each parameter) of the model for each specific use case
choosing to provide risk management and quality controls in the context of use , for example testing for accuracy and robustness, documenting technical information, cybersecurity. They are potentially limited in their ability to evaluate or retrain the GPAI model’s functions. They examine the GPAI model directly. Examples of GPAI models following each business practice GPT-3 by OpenAI
Jurassic-1 by AI21 Labs
Classify by Cohere Stable Diffusion by Stability AI
OPT-175B by Meta AI (Facebook)
GLM-130B by Tsinghua University
The choice between API or open-source release strategies has divergent implications for accessibility and accountability. API-mediated access could offer more guardrails to reduce the proliferation of harmful content, however, it centralises the control on GPAI models in the hands of the most powerful actors in the value chain.
Open-source releases, instead, have been seen as the means to make access to and control of GPAI models (and their outcomes) more equitable, as a broader community can study a model, adapt it or improve it. However, the lack of guardrails in open-source releases has already led to the proliferation of sexist and racist outputs and lawsuits over the use of copyrighted images.
The implications of release strategies therefore represent a difficult trade-off and may be a reason why leading AI labs have simply decided to keep some of their models private. For example, DeepMind has released only research documents about their GPAI model MuZero together with the pseudocode (a partial, non-functional version of the code), rather than the model itself.
Clearly, many issues of safety-control on end user-facing services, accountability and equitable access could be addressed via legislation. The question is how to do so effectively.
The task is especially complicated because, while the debate in the policy community has focused on the two release strategies of API and open-source, the monetisation of GPAI remains in its infancy. Other business models, transforming GPAI and GPAI-related services into economic value, already exist. Even if it is unclear how much they will be used in the future, their wide array indicates that we should future-proof policy by making it adaptable or, better yet, completely independent from GPAI release strategies.
Type of potential business practice Key aspects Customer-specific GPAI GPAI dedicated to a specific client’s use and trained on the client’s proprietary data; can serve as the ‘building block’ for specific applications needed by the client . White label GPAI GPAI models or API to access the model resold or relicensed via model integrator operators, such as technology consulting firms. Consulting for GPAI integration Consulting practices, through which GPAI providers help integrate and fine-tune an existing GPAI for a customer, through a separate consulting firm or freelancers. Maintenance of GPAIs Maintenance service agreements that might be compulsory to ensure compliance throughout the model lifecycle to drive profits. Traditional online software sale Copies of specific elements of the model, such as the weights resulting from training or the codebase without data feeds, are sold to customers, who install and set them. GPAI marketplaces Platforms hosting GPAI models, fine-tuned AI models or subcomponents, available for sale, subscription or temporary hire. GPAI kits P re-coded GPAI elements, possibly in combination with instructions and subscription-based computational power or coding assistants, help users with little to none programming skills to use the model.
Future-proofing policy for GPAI: five key challenges to address
GPAI and their release strategies pose a unique challenge for policymakers setting an AI governance regime. This is most visible in the EU AI Act, which is currently being negotiated, for three primary reasons.
Complexity of the value chain : the AI Act is designed to regulate tangible products placed on the EU market, a description that hardly applies to GPAI models. Indeed, the assignment of duties and liability is much more difficult to establish in the case of GPAI than the AI A ct implies . This is due to the number of players in the value chain, the disparate levels of control, based on the release and access strategy, and the model’s ability to exhibit new throughout its lifecycle .
The multi-functionality of GPAI models : EU product legislation , like the AI Act, assumes all products have an ‘intended purpose’, however, GPAI models by definition have underdetermined purposes.
The polarity of (current) release strategies: the decision taken by GPAI providers on how to make their model accessible and thus release it on the market – via API or as open-source – determines in disparate ways how risks emerge for users and consumers. Regulating GPAI through a one-size-fits-all regime, such as the AI Act, is highly challenging.
Understanding these challenges and distilling the key questions that legislators face in the context of the AI Act will foster an informed debate on the regulation of GPAI now and in the future.
Challenge 1: How should GPAI be defined in the legislation?
Finding an evidence-based definition that recognises the broad spectrum of ‘generality’ of purpose of this technology is a first key regulatory challenge. Future benchmarking, measurement and metrology efforts in the GPAI domain could help, but a temporary code of conduct might be needed while they mature.
Challenge 2: How to factor in the various incentives behind open-source release strategies?
Similarly, making the distinction between open-source distribution by grassroot developers volunteering their talent and private companies’ open-source product release mechanisms (including sophisticated for-profit, monetisation strategies) is another hurdle for policymakers and enforcers. Engaging with open-source communities of the first kind will be key to ensure that this distinction is accurate.
Challenge 3: What regulatory tools are needed to ensure future-proofed governance of GPAI models?
As business models develop at exponential speed, policymakers need to future-proof their policies, by keeping principles and obligations independent from distribution channels. Specifically, they need to ensure design, quality and reliability requirements are the same regardless of how GPAI models are released, to avoid distorting the market. Realistically, methods of compliance and policy enforcement will have to be adapted to different business models to ensure that trustworthiness remains a competitive advantage for AI providers rather than a liability. This involves monitoring evolutions in the AI value chain and updating regulatory guidance accordingly.
Challenge 4: How can regulators ensure adequate capacity for oversight to deal with the societal-level implications of GPAI models?
Cutting-edge GPAI models may become fundamental assets in the digital economy, while still being fraught with inherent issues, such as opacity and emerging capabilities. Countering this phenomenon will require strong technical expertise at all levels of government, coordination between leading AI labs and regulators and, possibly, an ‘ecosystem of inspection’ that allows academia and civil society to independently assess GPAI models.
Challenge 5: How can AI governance incorporate the views of affected persons and impacted communities, so that the benefits of GPAI are equitably distributed?
As GPAI releases in 2022 have shown, these models are now a matter of public debate. Amid the need for safeguards, the drive for innovation, the protection of privacy and intellectual property rights, the traditional culture of freedom and openness of software communities, the transition towards synthetic art and culture and the oligopolistic interests of bigger companies in this field, AI governance has the daunting task of arbitrating many trade-offs. Policymakers need to find methods to engage with the people affected by AI technology, including those stakeholders that are traditionally left out of the debate.
Overall, ensuring trustworthiness along the entire value chain of GPAI and its diversified business models presents significant challenges for policymakers. Future-proofing policies and ensuring compliance and effective enforcement will be crucial in building and maintaining public trust in these technologies, not only in the context of the EU AI Act, but in all jurisdictions aiming at setting a governance regime for AI.
The views presented here are the authors’ own and do not necessarily represent the views of the organisations they work for or are affiliated with.
If you want to know more about recent developments in AI regulation, you may be interested in our foundational report Rethinking data and rebalancing digital power, our work on the AI Act and the expert opinion on AI liability we commissioned to Christiane Wendehorst.
| 2023-02-10T00:00:00 |
https://www.adalovelaceinstitute.org/blog/value-chain-general-purpose-ai/
|
[
{
"date": "2023/02/10",
"position": 56,
"query": "AI labor union"
}
] |
|
AI Co-Workers: A Game-Changer for Enterprise Operations
|
AI Co-Workers: A Game-Changer for Enterprise Operations
|
https://e42.ai
|
[
"Akshi Gupta"
] |
An AI co-worker is the epitome of a digital assistant, a multifunctional cognitive agent utilizing artificial intelligence to proficiently execute an extensive ...
|
Automation is a key driver of innovation and efficiency in today’s business environment. Technologies like AI (Artificial Intelligence), ML (Machine Learning), and NLP (Natural Language Processing) enable enterprises to automate various tasks and processes that are low-skilled, high-volume, or repetitive. These tasks and processes are often beyond the capacity or interest of human workers, making automation technologies indispensable. As a result, many enterprises are adopting RPA (Robotic Process Automation) solutions, such as chatbots, to automate tasks and processes at a macro level. By doing so, they can improve their productivity, accuracy, and stability, while reducing their costs and workload.
However, RPA solutions have their limitations and challenges.
They are often rule-based, rigid, and simplistic, unable to handle complex, dynamic, and contextual situations. Enterprises need a more holistic and intelligent approach to automation that can cater to their evolving and diverse needs. Cognitive Process Automation (CPA) is the solution that can provide such an approach. CPA solutions use AI to automate tasks and processes at a micro level, using natural language, voice, or graphical interfaces. They can also learn from data, feedback, and experience, and adapt to changing scenarios and preferences.
| 2023-02-10T00:00:00 |
2023/02/10
|
https://e42.ai/blog/ai-co-workers-how-multifunctional-cognitive-agents-are-transforming-enterprise-operations/
|
[
{
"date": "2023/02/10",
"position": 11,
"query": "AI workers"
}
] |
Microsoft Is Even Cutting Cloud, AI Workers in Layoffs ...
|
Microsoft is even cutting cloud and AI workers in its plan to lay off 10,000 employees, internal email shows
|
https://www.businessinsider.com
|
[
"Ashley Stewart"
] |
Affected units in the latest wave of Microsoft layoffs include the company's cloud and artificial intelligence organization, an email shows.
|
This story is available exclusively to Business Insider subscribers. Become an Insider and start reading now.
Microsoft just did another wave of layoffs this week in its plan to cut 10,000 people from its workforce, and affected units include the company's cloud and artificial intelligence organization, an internal email viewed by Insider shows.
In January, Microsoft publicly announced a plan to lay off 10,000 employees through March.
An email that was not shared with the public, but viewed by Insider, confirms cuts came to Executive Vice President Scott Guthrie's Cloud+AI organization. Microsoft declined to comment.
The cuts come as Microsoft basks in the hype of having introduced an updated Bing search engine powered by a new version of the hottest technology in the world right now: ChatGPT, a large AI language model created by startup OpenAI.
The initial layoffs included at least 1,000 employees, including some who worked on teams responsible for devices like the Surface Hub, web products like Bing and Edge, and employees in gaming, sales, recruiting, HR, and consulting roles, according to employees and documents reviewed by Insider. People familiar with the cuts said the latest round also included further cuts to Xbox and HoloLens mixed-reality goggles, as Bloomberg previously reported. And Microsoft's GitHub unit also confirmed that it is laying off 10% of its workforce as Fortune first reported.
It's unclear exactly how many roles Microsoft cut across the company this week, but it notified 617 employees in Washington, where it's headquartered, according to a mandatory filing to the state's Employment Security Department.
The company this week recirculated a guide directing managers on how to communicate with employees, according to an internal email viewed by Insider. In the guide, Microsoft calls for managers to "show empathy and compassion" and to "keep a pulse on team morale."
Do you work at Microsoft or have insight to share? Contact the reporter Ashley Stewart via the encrypted messaging app Signal (+1-425-344-8242) or email ([email protected]).
| 2023-02-10T00:00:00 |
https://www.businessinsider.com/microsoft-layoffs-cloud-ai-artificial-intelligence-2023-2
|
[
{
"date": "2023/02/10",
"position": 2,
"query": "AI layoffs"
},
{
"date": "2023/02/10",
"position": 3,
"query": "artificial intelligence layoffs"
}
] |
|
Here's how salary transparency is changing in the US
|
Here's how salary transparency is changing in the US
|
https://www.weforum.org
|
[
"Republished With Permission",
"Knowledge Wharton"
] |
Salary transparency laws are being enacted across the United States, with California, Washington, Rhode Island, and New York City all adding them in 2023.
|
Salary transparency laws are spreading across the US, with California, Washington, Rhode Island and New York City all enacting them.
Wharton management professor Matthew Bidwell says the change gives employees the information they need to negotiate at the bargaining table.
Salary transparency may also help close the gender pay gap, he says.
More states are expected to enact salary transparency laws, but it’s hard to say whether it will become a federal regulation.
One of the last taboos of the American workplace — discussing salaries — is headed for extinction.
Salary transparency laws are sweeping the nation, with California, Washington, Rhode Island, and New York City enacting them this year. They join a handful of other states, including Colorado, requiring employers to post salaries on job listings and prohibiting them from penalizing applicants who do not want to provide a wage history. A longstanding practice for the public sector, salary transparency has arrived for the private sector.
Wharton management professor Matthew Bidwell champions the change, saying it gives employees the information they need to negotiate at the bargaining table. He said salary transparency may also be beneficial for closing the gender pay gap; women still earn 20% less than men.
“I’m quite happy to see this,” Bidwell said to Wharton Business Daily on SiriusXM. “In terms of enabling people to make informed choices about where they should be working and what jobs might be rewarding, it makes the labor market search a lot easier.”
He recalled looking at job listings a few years ago and noticing that only a small percentage listed salaries or even pay ranges. He found that bewildering, given the importance of salary in deciding whether to pursue employment. For most job seekers, salary is at the top of their list of considerations.
“We talk about the joy of markets and how efficient they are and all those sorts of things. There are not that many markets where nobody bothers to post prices,” Bidwell said. “You’d be a little annoyed if you went to the supermarket and they didn’t tell you how much everything was going to cost until you got to the cash register. Whereas traditionally with employment, you apply for a job and it’s only after you get the job that they start talking about how much they are going to pay you.”
In addition to helping close the gender pay gap, salary transparency forces companies to be “a bit more systematic” about pay, the professor said. Paying employees indiscriminately becomes harder to do when salaries have to be published. He said this kind of individualized pay, rather than paying what the job is worth, has become the norm in recent years.
“Individualized pay decisions work well when nobody knows what anybody else is getting paid,” Bidwell said. “But when people in the same job are being paid radically different amounts, which aren’t necessarily tied to their performance, it gets quite awkward for managers.”
While salary transparency is good for workers, there’s not much evidence that it will raise wages overall. Bidwell said employers could use salary transparency as a reason for holding down pay across the board, with the rationale that no single employee’s salary can rise too high above the range.
“It shifts negotiations as well, in slightly complicated ways,” he said.
More states are expected to enact salary transparency laws, and Bidwell thinks majority-Democrat states will embrace the trend first. But it’s hard to say whether it will become a federal regulation in the U.S.
“When you see a wave like this, you’re never quite sure where it’s going to break. So yes, I would expect to see this continue over the next few years. I think it’s a good thing,” he said.
Salary Transparency Laws Effective Jan. 1, 2023
California: Companies with 15 or more employees must list salaries on job postings. Current employees can request a pay range for their position. Companies may be fined $100 to $100,000 per violation.
Washington: The Equal Pay and Opportunities Act requires companies with 15 or more employees to list salaries and benefits on internal and external job postings. Employees transferring to a new position or promotion may request the salary range for that job.
Rhode Island: The amended Pay Equity Act doesn’t require companies to post salaries, but they must provide the pay range to a job candidate upon request. Employers cannot refuse or retaliate against a candidate who refuses to provide a salary history. Fines for violations range from $1,000 to $5,000.
New York City: Companies with four or more employees or one or more domestic workers are required to post a “good faith salary range” for every advertised job, promotion, or transfer. Gov. Kathy Hochul has signed a similar statewide transparency law that will take effect in September.
Colorado: The Equal Pay for Equal Work Act (2019) requires employers to post all job openings and salary ranges, and prohibits employers from seeking wage history as a condition of employment or basing salary on past wages. Companies also may not retaliate against applicants who do not disclose salary history. Fines for violations range from $500 to $10,000.
Laws also have been enacted in Maryland, Connecticut, and Nevada.
| 2023-02-10T00:00:00 |
https://www.weforum.org/stories/2023/02/salary-transparency-changing-us-gender-gap/
|
[
{
"date": "2023/02/10",
"position": 37,
"query": "AI wages"
}
] |
|
Google employees slam CEO Sundar Pichai over Bard AI ...
|
Google employees slam CEO Sundar Pichai over ‘botched’ Bard AI chatbot
|
https://nypost.com
|
[] |
Pichai said the layoffs were necessary due to worsening economic conditions and would better position Google to pursue development of AI technology and other ...
|
Angry Google employees ridiculed CEO Sundar Pichai on internal message boards over the tech giant’s botched handling of a crucial rollout for its “Bard” AI chatbot this week.
The much-hyped rival to the the popular Microsoft-backed ChatGPT chatbot, which is seen as a potential threat to Google’s search engine dominance, flubbed an answer during Monday’s presentation.
In posts on Google’s internal forum “Memegen,” workers described the troubled launch as “rushed,” “botched” and “un-Googley,” according to CNBC, which viewed some of the messages.
“Dear Sundar, the Bard launch and the layoffs were rushed, botched, and myopic. Please return to taking a long-term outlook,” one user captioned a meme featuring a photo of Pichai looking serious, according to the outlet.
“Rushing Bard to market in a panic validated the market’s fear about us,” an employee wrote in another post.
Shares of Google parent Alphabet have plunged about 7% since Monday – at one point losing $100 billion in market value in a single day – as the company’s launch drew a skeptical response from investors.
3 Sundar Pichai announced 12,000 layoffs at Google last month. AFP via Getty Images
The posts on Memegen included a meme showing a dumpster fire with Google’s logo on the side and the caption: “How everything’s felt since last year.”
Another post made reference to Alphabet’s widely criticized decision last month to lay off about 12,000 workers, or more than 6% of its overall workforce. Pichai said the layoffs were necessary due to worsening economic conditions and would better position Google to pursue development of AI technology and other priorities.
“Firing 12k people rises the stock by 3%, one rushed AI presentation drops it by 8%,” said the meme, which featured a photo of actor Nicholas Cage with a smile on his face.
3 Google employees singled out Sundar Pichai for criticism over the botched rollout. REUTERS
The Post has reached out to Google for comment on the internal backlash.
Earlier this week, analysts noted that Google’s unveiling of Bard was short on details about how the company planned to integrate the chatbot into its search engine. Microsoft has already rolled out a ChatGPT integration for its “Bing” browser.
CNBC noted that some Google employees were unaware of the Paris event before it occurred.
3 Google’s launch event for the Bard chatbot drew a lukewarm reaction. AP
During the event, Bard gave a wrong answer to a query included in the company ad showcasing how the chatbot functions.
The example included in the gif video showed a user asking Bard, “What new discoveries from the James Webb Space Telescope can I tell my 9 year old about?”
The chatbot responded by claiming that JWST was “used to take the very first pictures of a planet outside the Earth’s solar system.” The answer was inaccurate. The first pictures of so-called “exoplanets” were actually taken by the European Southern Observatory’s Very Large Telescope (VLT) in 2004.
| 2023-02-10T00:00:00 |
2023/02/10
|
https://nypost.com/2023/02/10/google-employees-slam-ceo-sundar-pichai-over-bard-ai-chatbot/
|
[
{
"date": "2023/02/10",
"position": 43,
"query": "artificial intelligence layoffs"
}
] |
Tech Layoffs and Compelling Circumstances EAD
|
Tech Layoffs and Compelling Circumstances EAD
|
https://berardiimmigrationlaw.com
|
[
"Red Orange Studio"
] |
... artificial intelligence) does not materially exist in the home country. However, DHS stated that job loss alone will not be considered substantial harm to ...
|
Recent widespread layoffs, primarily in the technology sector, have left many H-1B workers and other nonimmigrant workers with questions regarding their options to lawfully remain in the United States after being terminated. In response to the increasing number of layoffs, U.S. Citizenship and Immigration Services (USCIS) released an update on the options for nonimmigrant workers whose employment has been terminated, either voluntarily or involuntarily.
One of the listed options is a compelling circumstances employment authorization document (EAD). A compelling circumstances EAD is a discretionary stopgap measure intended to assist certain individuals on the path to lawful permanent residence by preventing the need to abruptly leave the U.S. USCIS stated that workers who are the beneficiary of an approved employment-based immigrant visa petition (Form I-140) may be eligible for a compelling circumstances EAD for up to one year if they:
do not have an immigrant visa available to them in the Department of State’s Visa Bulletin, and face compelling circumstances.
But what is considered a “compelling circumstance”? In 2016, the Department of Homeland Security (DHS) issued a final rule, which provided four examples of situations that, depending on the totality of the circumstances, may be considered compelling and justify the need for employment authorization:
serious illness or disability faced by the nonimmigrant worker or his or her dependent; employer retaliation against the nonimmigrant worker; other substantial harm to the applicant; and significant disruption to the employer.
DHS noted that these cases will be decided on a case-by-case basis and may involve facts that vary from those provided above.
A nonimmigrant worker whose employment has been terminated may try to argue that losing their job has caused them and/or their family substantial harm. DHS provided some examples that may be considered substantial harm, including:
An H-1B nonimmigrant worker who has been applying an industry-specific skillset in a high-technology sector for years with a U.S. entity that is unexpectedly terminating its business, where the worker is able to establish that the same or a similar industry (e.g., nuclear energy, aeronautics, or artificial intelligence) does not materially exist in the home country.
However, DHS stated that job loss alone will not be considered substantial harm to the applicant, unless an individual can show additional circumstances that compound the hardship associated with job loss. This is because the compelling circumstances requirement is a higher standard than mere inconvenience. Thus, although a compelling circumstances EAD may be an option for nonimmigrant workers who have been laid-off, they would need to establish the harm resulting from the loss of employment and the benefits to be gained by being able to continue employment in the U.S., which may be difficult. Therefore, it is possible to make a compelling circumstance case, but because of the level of substantial harm one must prove, it is unlikely that USCIS will grant it unless one is facing extreme hardship.
It is important to note that if an individual is approved for a compelling circumstances EAD, they will no longer be maintaining nonimmigrant status but generally will be considered to be in a period of authorized stay and will not accrue unlawful presence in the U.S. while the EAD is valid. Thus, if they want to get back to nonimmigrant status, they must travel outside the U.S., attend visa stamping at the consular office and then enter back into the U.S. in order to change back to a nonimmigrant visa.
If you have any questions about the compelling circumstances EAD, please contact our office to set up a consultation with one of our attorneys today!
| 2023-02-10T00:00:00 |
2023/02/10
|
https://berardiimmigrationlaw.com/tech-layoffs-and-compelling-circumstances-ead/
|
[
{
"date": "2023/02/10",
"position": 51,
"query": "artificial intelligence layoffs"
}
] |
Artificial Intelligence Legal Sector and Careers Impact
|
Artificial Intelligence Legal Sector and Careers Impact
|
https://www.legalpracticeintelligence.com
|
[] |
Some believe it will take away jobs and others don't. According to Thomas Davenport and Steven Miller though AI and intelligent technology will take over some ...
|
Artificial intelligence (AI) is an area of computer science that involves the creation of computer systems to perform tasks that would typically require human intelligence. This includes natural language processing, speech recognition, machine vision, and more. The AI industry has seen significant growth and development in recent years, and there is still much room for expansion.
According to market research firm IDC, worldwide revenues for the artificial intelligence (AI) market grew at 19.6% year over year in 2022 to $432.8 billion. Recent advancements and applications to name a few are
Natural Language Processing (NLP): NLP is a field of AI that deals with the interaction between computers and human languages. Advances in NLP have led to more accurate speech recognition, language translation, and text generation. Computer Vision: Computer vision is a field of AI that deals with the ability of computers to understand and analyze visual information. Recent advancements have improved object detection and facial recognition technologies. Reinforcement Learning: Reinforcement Learning is a type of machine learning that focuses on learning through trial and error. Recent advancements have led to improved decision-making and control systems in areas such as gaming and self-driving cars. Generative Adversarial Networks (GANs): GANs are a type of neural network that can generate new data samples, such as images or videos. Recent advancements have led to the creation of realistic images and videos that can be used for various applications, such as virtual reality and computer animation. Explainable AI: Explainable AI is a field of AI that focuses on creating models that can provide clear explanations for their decision-making processes. This is becoming increasingly important as AI is being used in decision-making processes that affect people's lives.
AI and Diversity
Despite these advances, the AI industry faces a significant challenge in hiring talent, particularly data scientists, who are in high demand but in short supply. All organisations report difficulty in finding the skilled personnel they need to carry out the complex tasks involved in AI research and development.
AI has the potential to automate certain tasks that are currently done by humans, such as data entry and analysis, customer service, and repetitive manual labour. This could lead to job displacement in certain industries. However, AI also has the potential to create new jobs in fields such as data science, machine learning, and AI development. Additionally, AI can improve productivity and efficiency in many industries, leading to growth and new job opportunities. The impact of AI on the job market will depend on how the technology is implemented and how society adapts to it. Policies and investments in education and training can help prepare workers for the changes brought by AI and support a smooth transition.
Different experts have different opinions about AI and how it will impact the job market. Some believe it will take away jobs and others don’t. According to Thomas Davenport and Steven Miller though AI and intelligent technology will take over some jobs, however, that will free up workers to do more challenging and important work.
According to a December 2022 report from McKinsey, when it comes to sourcing AI talent, the most popular strategy among all respondents is reskilling existing employees. The report also points out that AI will help diversity and in turn innovation.
AI and the Legal Sector
AI has found a variety of uses in the legal sector, including automating legal research, generating legal documents, and providing legal information through chatbots. AI-based systems are also being used in legal discovery and document review. However, there are concerns about the impact of AI on employment in the legal sector. The 2023 Report on the State of the Legal Market by Thomson Reuters Institute and the Center on Ethics and the Legal Profession at Georgetown Law predicts a drop in demand for legal services, an uncertain economic outlook, lower profits per partner, fewer billable hours for lawyers, and the potential for firm layoffs.
If we centre our conversation in and around the legal sector and legal market, there can be seen a major impact there too thanks to the augmentation of AI-based technology and its integration in the legal sector. AI has managed to break into one of the most rigid and traditional industries. It has found a variety of uses for itself such as:
Automating Legal Research: AI-based GPT models can be trained on the legal text and used to generate summaries of legal documents, helping lawyers quickly find relevant information and make more informed decisions. Generating Legal Documents: Again, AI-based GPT models can be trained on existing legal documents and used to generate new ones that are similar in style and content. This could be a time-saving tool for lawyers and legal teams, allowing them to quickly generate contracts and other legal documents. Legal Chatbots: AI can be used to provide information and answer questions for clients, reducing the need for lawyers to spend time answering routine questions. This allows lawyers to focus on more complex tasks and improves the efficiency of legal services. Legal AI: AI-based systems have already begun to be used in legal discovery and document review, helping to quickly identify relevant information, and this trend is set to continue.
The Potential
AI has the potential to transform the job market, both by automating certain tasks and by creating new career opportunities. The impact of AI on employment will depend on how the technology is implemented and how society adapts to it. The legal sector, in particular, is facing challenges as a result of AI, but it is also finding new and innovative uses for the technology.
Also read top viewed Ai Legal article: The Role of AI in Legal Research.
| 2023-02-10T00:00:00 |
2023/02/10
|
https://www.legalpracticeintelligence.com/blogs/technology-intelligence/artificial-intelligence-legal-sector-and-careers-impact?srsltid=AfmBOooCeX3T7-A3nA2E5uX4SNT2ljwYqSmrpqJfTWau6hkKguIm96G4
|
[
{
"date": "2023/02/10",
"position": 66,
"query": "artificial intelligence layoffs"
}
] |
AI-generated art: 10 design and architecture projects
|
Is AI bound to change how we design and create?
|
https://designwanted.com
|
[] |
AI-generated art has become a hot topic. The results we are experiencing are shocking. Here, we decided to share 10 AI art, design, and architecture projects ...
|
Over the past few years, AI-generated art has become a hot topic. Since recent improvements, AI image generators can quickly turn written phrases into impressive pictures. The results are shockingly good, which makes some fear what the technology will do to human artists, designers, and architects.
But it’s important to understand that in each situation lies an opportunity. From our point of view, in order to be optimistic and instead of seeing it as a threat, artificial intelligence can be used to support human creativity. Of course, it’s a wish more than a certainty.
Whether you agree or not, AI is here to stay. We’ve selected ten examples of AI art, design, and architecture projects.
[ Read also The future of product design: how artificial intelligence is changing the game ]
1. The Evolution of Visual Expression: A Tale of Art and Technology by Fabio Comparelli
A colorful example of AI’s capabilities is the work of digital artist Fabio Comparelli. As he writes himself, “The use of AI in art is simply a new form of artistic expression”. According to Fabio, AI can coexist next to traditional forms of art.
He compares it to the invention of printing press. When the world was introduced to newspapers and magazines, it didn’t replace handwriting, and neither will AI diminish the value of art (watch the video on Instagram here)
The Evolution of Visual Expression: A Tale of Art and Technology by Fabio Comparelli / AI-generated art
2. Tiny Houses by Celeste Arch
AI can also be of great help in architecture. Just take a look at these tiny houses by Celeste Arch – it’s hard to imagine they’re computer-made! Futuristic, playful, and eye-catching: When the results are so good, it pays off to use AI technologies.
Tiny Houses by Celeste Arch / AI-generated art
3. Gaudism by Ariadna Giménez
Spain’s and Catalonia’s most famous architect, was known for his intricate structures. In a way, his work seemed otherworldly. Unique form, voluptuous color and texture, and beautiful unity. Designer Ariadna Giménez has created AI-generated art that is inspired by the essence of Gaudi’s work.
In her project, she explores Modernism at different scales. The photos are surprisingly realistic and have a special fairy-tale aspect to them.
Gaudism by Ariadna Giménez / AI-generated art
4. Apple Car
Tech-giant Apple has also utilized the power of AI-generated designs. In 2022, industrial designer John Mauriello presented a conceptual Apple Car created by Dall-E 2, using a text prompt.
The Sanfrancisco-based creative asked the AI to create a design that takes inspiration from Macbook and Magic Mouse. He told the AI to use aluminum and glass as a basis and pointed out it should be in a similar style to Jony Ive’s work – the former design head for the company.
Apple car / AI-generated art
5. Projects by 4SPACE
More and more companies take advantage of AI-generated designs. A positive example to learn from is 4SPACE – a Dubai-based Design studio, which believes that technology can automate many mundane tasks and offer new fantastic opportunities. Currently, the company utilizes AI in its F&B department. Together, they design restaurants, cafes, bars, and clubs, which all share a futuristic look.
Projects by 4SPACE / AI-generated art
6. Aubik/Xenon by Synflux
AI can also be used to generate fashion patterns. Among our favorite AI design projects is the work of Synflux. The company has created a system of digitized couture. Not only is it fun to look at, but it’s also environmentally friendlier since it reduces fabric waste by offering clothing that fits your body perfectly.
To create the geometric-shaped patterns, Synflux utilized AI. We can’t help but love the result!
Aubik/Xenon by Synflux / AI-generated art
7. Project by Manas Bhatia
Inspired by the Hyperion Tree, Indian architect and designer Manas Bhatia has created two symbiotic apartment towers which look like redwood trees. In his work, the creative explores the relationship we share with other creatures, nature, and architecture.
Manas believes that designers should learn from the already existing natural systems and make use of modern technologies. This would pave the way for more possibilities.
Project by Manas Bhatia / AI-generated art
8. Renault Twingo by TheArsenale
Combining human creativity and the power of artificial intelligence, New-York-Based design agency TheArsenale has proposed a new, futuristic version of the 1992-made French Car. The new Renault Twingo seems otherworldly and playful at the same time.
Renault Twingo by TheArsenale / AI-generated art
9. The Three Manipulation Series by Ulf Mejergren
Utilizing AI design tools, architect Ulf Mejergreen offers a series of trees that have been transformed into interactive art installations. The climbable and habitable structures are grand in every sense of the word. According to Ulf’s vision, they function as lookouts or shelters in the forest.
The Three Manipulation Series by Ulf Mejergren / AI-generated art
10. Ai-generated stadium by Pouria Babakhani
Another stunning example of AI architecture projects is the work of Hamburg-based architect Puria Babakhani. He’s created a futuristic soccer stadium, utilizing the text-to-image program Midjourney.
Ai-generated stadium by Pouria Babakhani / AI-generated art
End notes
As the architect explains, AI image-generating tools can help create more innovative and creative solutions in design. If used properly, AI can be a powerful tool that allows creative minds to achieve their full potential and push the boundaries of what’s possible and what’s not.
| 2023-02-10T00:00:00 |
2023/02/10
|
https://designwanted.com/ai-generated-art-design-architecture/
|
[
{
"date": "2023/02/10",
"position": 13,
"query": "artificial intelligence graphic design"
}
] |
Ai Robot Vector & Layered Graphics
|
Ai Robot Vector & Layered Graphics
|
https://elements.envato.com
|
[] |
Level up your projects with artist-designed ai robot graphics. Explore icons, backgrounds, patterns, and more—they scale seamlessly, ensuring uncompromised ...
|
Level up your projects with artist-designed ai robot graphics. Explore icons, backgrounds, patterns, and more—they scale seamlessly, ensuring uncompromised quality. In case you were looking for inspiration, check out the graphics section in our blog.
| 2023-02-10T00:00:00 |
https://elements.envato.com/graphics/ai+robot
|
[
{
"date": "2023/02/10",
"position": 77,
"query": "artificial intelligence graphic design"
}
] |
|
AI-Driven Skill Gap Analysis for Workforce Optimization
|
AI-Driven Skill Gap Analysis for Workforce Optimization
|
https://www.jobspikr.com
|
[] |
Identify and close skill gaps with JobsPikr's real-time data. Improve recruitment, employee development, and workforce planning to meet business objectives.
|
JobsPikr's app was especially helpful in gathering data on job postings across multiple industries and regions. The platform's AI-powered technology allowed me to quickly and easily filter through job postings to find the most relevant information for my business. The app's functionality allowed me to gather valuable insights that I wouldn't have been able to find on my own. This data was crucial in helping us make informed decisions about our expansion plans.
| 2023-04-08T00:00:00 |
2023/04/08
|
https://www.jobspikr.com/skill-gap-analysis/
|
[
{
"date": "2023/02/11",
"position": 36,
"query": "AI labor market trends"
}
] |
Analyze labor market trends for global job markets
|
Analyze labor market trends for global job markets
|
https://www.jobspikr.com
|
[] |
Stay ahead with JobsPikr's labor market trends analysis platform. Data-driven insights on hiring trends, job growth, salaries, and in-demand skills.
|
JobsPikr's app was especially helpful in gathering data on job postings across multiple industries and regions. The platform's AI-powered technology allowed me to quickly and easily filter through job postings to find the most relevant information for my business. The app's functionality allowed me to gather valuable insights that I wouldn't have been able to find on my own. This data was crucial in helping us make informed decisions about our expansion plans.
| 2023-04-08T00:00:00 |
2023/04/08
|
https://www.jobspikr.com/labor-market-trends-analysis/
|
[
{
"date": "2023/02/11",
"position": 40,
"query": "AI labor market trends"
}
] |
Job Outlook for Data Science
|
Job Outlook for Data Science
|
https://www.nobledesktop.com
|
[] |
Data science is a rapidly evolving field that uses technologies like artificial intelligence and programming languages such as Python. · The U.S. Bureau of Labor ...
|
Understanding the potential for long-term career growth in data science can be a critical deciding factor for those considering this career path. This article provides an in-depth assessment of the current and future job market for data scientists, the relevancy of key skills like Python and AI, and the many industries that rely on the expertise of data scientists. Key Insights Data science is a rapidly evolving field that uses technologies like artificial intelligence and programming languages such as Python. The growth and advancements of these technologies ensure the continued relevancy of data science in the future.
The U.S. Bureau of Labor Statistics projects that demand for Data Scientists will increase by 36% from 2021 to 2031, indicating robust job growth in this field.
As a Data Scientist, one's responsibilities include developing machine learning algorithms, improving data collection procedures, creating data visualizations, and detecting patterns and solutions based on data. These skills are applicable across various industries, allowing for a diverse range of career opportunities.
Data Scientists require a strong foundation in mathematics, computer science, understanding of data visualization tools, and knowledge of programming languages like R, SQL, Python, Java, and C++.
According to the U.S. Bureau of Labor Statistics, the median salary for Data Scientists is around $130,000 annually as of 2021. However, the actual salary can vary depending on factors like education, experience, industry, specialization, and location.
Noble Desktop offers various in-person and live online data science classes, including the Python for Data Science Bootcamp, Data Science Certificate program, and Data Analytics Certificate program. These courses aim to equip students with the necessary skills and knowledge to start a career in data science.
You may be interested in starting a new career in data science, but want to know if this career will serve you long-term. Data science works with some of the latest technologies and tools and is constantly evolving, making it highly relevant now and in the future. Data Scientists work with artificial intelligence, including machine learning and programming languages like Python. Artificial intelligence advances continue and will persist for many years to come. Python programming remains a relevant language that developers continuously contribute to and improve.
While the nature of a Data Scientist’s work guarantees continued relevance, you may wonder how many data science jobs are available now and will be needed in the future. The U.S. Bureau of Labor Statistics projects that demand for Data Scientists will increase by 36% from 2021 to 2031. This job growth significantly exceeds the projected growth in other fields. This means that now is a fantastic time to start a career in data science.
What is a Data Scientist?
Data Scientists extract meaning from raw data to detect patterns and propose solutions that meet an organization’s needs, especially the needs to compete and grow. A Data Scientist’s responsibilities include finding valuable data from data sources, developing machine learning algorithms, improving data collection procedures, cleansing and validating data integrity to ensure accuracy, and detecting patterns and solutions based on data. Data Scientists build models based on data, create data visualizations that communicate patterns and findings to stakeholders, and automate collection processes. Because data plays a critical role in the success of any organization, Data Scientists can build careers in business, technology, finance, nonprofits, and many other industries.
Those who wish to become a Data Scientist should develop the analytical, statistical, and programming skills needed to manage and interpret raw data. These skills include understanding statistics, machine learning, and reporting tools. Aspiring Data Scientists also benefit from understanding the programming languages R, SQL, Python, Java, and C++.
Read more about what a Data Scientist does.
What is the Job Outlook for Data Science?
The job outlook for Data Scientists is very promising with a projected job growth of 36% between 2021 and 2031. The U.S. Bureau of Labor Statistics also expects approximately 13,500 job openings for Data Scientists each year now through 2031. To become one of those Data Scientists, you will need to build a strong foundation in mathematics and computer science, understand data visualization tools, know how to use machine learning to gather data, automate tasks, and project future outcomes, and know how to sort, manage, and interpret data. You will also need to know how to present your findings and recommendations to stakeholders within the organization.
Data Scientists have the flexibility to find work in almost any field. They work for corporations, small businesses, startups, government agencies, nonprofits, research institutions, and more. This flexibility also allows you many options when starting or advancing your career in data science, helping to ensure a data science career remains relevant well into the future.
Current Job Outlook
The job outlook for Data Scientists is very promising. With a projected job growth of 36% in the decade between 2021 and 2031, demand for Data Scientists is anticipated to surpass many other fields. The projected job growth of 36% is more than four times higher than the national average job growth rate, which ranges from 5 to 8%. Experts expect an estimated 13,500 job openings for Data Scientists each year from now through 2031, so now is a great time to start a career in this exciting field.
Future Growth
Because Data Scientists work with programming languages that continually evolve and stay on top of the latest developments in data management, including artificial intelligence, Data Scientists keep their skills sharp just by the nature of the job. Data also plays a crucial role in the success of any organization, whether a multinational corporation or a local startup, so the need for Data Scientists will continue long into the future.
Industries
Data is such a crucial part of an organization’s success that Data Scientists can find work in almost any field they want. Data Scientists can work for multinational corporations, small businesses, startups, government agencies, universities, healthcare, technology, cybersecurity, agriculture, retail, research facilities, nonprofits, and even freelance if they wish.
Healthcare accounts for nearly one-third of global data volume. Clinical trials, patient records, claims, and health surveys must be managed and maintained. Insights from data can help hospitals and medical centers improve their quality of care. The implications of data science in healthcare go well beyond simply managing patient data. Predictive analytics can map the likely progression of certain diseases to help plan for patient care. Wearable devices help monitor health in real-time. Machine learning algorithms can predict how people may react to certain drugs. Artificial intelligence and deep learning improve the accuracy of medical imaging techniques in which advanced algorithms identify anomalies and detect diseases.
Big Tech companies such as Amazon, Google, Meta, and Apple rely on data science to improve customer experiences, recommend products, and more. Landing a job at a Big Tech company is challenging, but as they are some of the highest-paying companies in data science, it can be well worth the effort.
Data science even impacts agriculture. While most of us don’t think about agriculture daily, this industry is vital to the well-being of any society. Data Scientists in agriculture may analyze weather data and climate patterns. They may also contribute to the automation and scalability of agricultural tasks. Machine learning models can predict threats to plants and prompt possible solutions.
Data Scientists can pursue a career in almost any industry that captures their interests.
Salary
According to the U.S. Bureau of Labor Statistics, the median salary for Data Scientists is around $130,000 annually as of 2021. The main factors that impact salary are education, experience, industry, specialization, and location.
How Do I Find a Data Scientist Job?
Data Scientists can find work in corporations, medicine, academia, government organizations, nonprofits, startups, and more. Most Data Scientists work full-time for an organization, either remotely or in a traditional office. However, some Data Scientists find freelance or part-time work. The development of a professional portfolio highlights your abilities no matter which career path you choose.
Data plays a critical role in understanding the current state of an organization and in identifying opportunities for growth. Data Scientists can therefore find careers in many fields and have many options when it comes to the type of organization they wish to work for. But you may wonder how to find these Data Scientist jobs. Data Scientist jobs are posted on popular sites such as Indeed, LinkedIn, Google Jobs, Glassdoor, Stack Overflow, Startupers, Amazon Jobs, and more. You can search these sites for new postings or set up email alerts for keywords and job titles related to data science.
Most of these job postings pertain to full-time roles, so how might you go about establishing a freelance or part-time career as a Data Scientist? You can start your journey as a Data Scientist freelancer by posting your portfolio to the following sites:
Upwork.com
Fiverr.com
Toptotal.com
Learn the Skills to Become a Data Scientist at Noble Desktop
If you are looking to start a new career in data science, you might think the only way for you to become a Data Scientist is by enrolling in a four-year university or pursuing other costly and lengthy educational options. However, there are many alternative methods available to help you transition into a data science career, including data science bootcamps and certificate courses designed to help working professionals gain the skills needed to obtain an entry-level job as a Data Scientist. Exploring in-person and live online data science bootcamps and certificate programs can help you find the class that meets your career goals, budget, and schedule.
In-person data science classes meet in a traditional classroom setting at a physical location. In-person classes have the advantage of providing all necessary equipment such as computers and software, and allowing students to network with local professionals such as your classmates and instructor. You also have the advantage of learning from an expert instructor face-to-face. The primary drawback to in-person courses is the extra time and money required to commute to the physical learning location. Live online data science classes offer many of the same benefits as in-person classes, including the ability to learn in real-time from an expert instructor. You can also collaborate with classmates, and you have the advantage of learning remotely.
Noble Desktop offers several different in-person and live online data science classes that can help you start a career as a Data Scientist. The Python for Data Science Bootcamp teaches students foundational programming concepts and how to handle different data types, use conditional statements to control the flow of a program, use scikit-learn, Matplotlib, NumPy, Pandas, and other Python libraries and tools. Noble’s Data Science Certificate program and Data Analytics Certificate program provide a deep dive into the topics and skills essential to launching a career in data science or data analytics and offer one-on-one mentorship and job search assistance. All Noble Desktop classes provide students with hands-on experience, flexible financing options, setup assistance, a free retake, small class sizes, and real-time guidance from an expert instructor.
Learn more about Noble Desktop’s in-person and live online data science classes.
You can also learn more about data science careers and data science learning options with Noble’s free Data Science Learning Hub.
| 2023-02-11T00:00:00 |
https://www.nobledesktop.com/careers/data-scientist/job-outlook
|
[
{
"date": "2023/02/11",
"position": 71,
"query": "AI labor market trends"
}
] |
|
Artists enable AI art - shouldn't they be compensated?
|
Artists enable AI art - shouldn't they be compensated?
|
https://thegradient.pub
|
[] |
In this article, I will cover why this the case, the debate around artist compensation in AI art, and some possible solutions to the problem.
|
How Stable Diffusion hides behind hype, non-profits, and creative accounting to not pay artists
AI art has got the internet buzzing. The ability to create breath taking works of art through a prompt is a great way for anyone to express their creativity. However, there is another side to the AI art process, one that is not talked about enough. The artists whose works enables these generators are not compensated for their work in any way. In this article, I will cover why this the case, the debate around artist compensation in AI art, and some possible solutions to the problem. Through this article, I hope to raise more awareness about this issue, so that you have a better understanding of it. Towards the end, I will leave you with a question- should visual artists be compensated more for their contributions to these diffusion-based models?
Want to learn more about this? Read on. Whether you’re an artist whose work might potentially fuel these works, a developer who might (often unknowingly) use people’s work without permission, or a business bro trying to understand this industry to build the next thing, this discussion is one that you should know about. Hopefully, this can generate or add to the discussion around this issue.
Commercializing non-commercial datasets
Before we broach the larger questions related to artists being compensated for AI art, let’s walk through an often ignored issue: the way companies such as Stability AI attain the data their products require may be seen as an instance of data laundering.
Data Laundering involves transforming stolen data so that it can be used for legitimate purposes. This can involve many steps and is going to become a bigger problem as the use of data in society increases.
As with other forms of data theft, data harvested from hacked databases is sold on darknet sites. However, instead of selling to identity thieves and fraudsters, data is sold into legitimate competitive intelligence and market research channels. -ZDnet, Cyber-criminals boost sales through ‘data laundering’
In the case of Stability AI and AI art, the process plays out like this:
Create or fund a non-profit entity to create the datasets for you. The non-profit, research-oriented nature of these entities allows them to use copyrighted material more easily. Then use this dataset to create commercial products, without offering any compensation for the use of copyrighted material.
Think, I’m making things up? Think back to Stable Diffusion, Stability’s AI text-to-image generator. Who created it? Many people think it’s Stability AI. You’re wrong. It was created by the Ludwig Maximilian University of Munich, with a donation from Stability. Look at the Github of Stable Diffusion to see for yourself
Stable Diffusion is a latent text-to-image diffusion model. Thanks to a generous compute donation from Stability AI and support from LAION, we were able to train a Latent Diffusion Model on 512x512 images from a subset of the LAION-5B database.
So the non-profit created the dataset/model, and the company then worked to monetize it. As noted in AI Data Laundering: How Academic and Nonprofit Researchers Shield Tech Companies from Accountability:
“A federal court could find that the data collection and model training was infringing copyright, but because it was conducted by a university and a nonprofit, falls under fair use.
Meanwhile, a company like Stability AI would be free to commercialize that research in their own DreamStudio product, or however else they choose, taking credit for its success to raise a rumored $100M funding round at a valuation upwards of $1 billion, while shifting any questions around privacy or copyright onto the academic/nonprofit entities they funded.”
To their credit, Stability has started trying to use more licensed datasets since the release of Stable Diffusion v1. Still, this situation merits examination.
To a certain degree, this is normal. Lots of companies fund research in universities and then use those insights for better commercialization. The debate isn’t around what is going on. It’s about where you should draw the line. How far is too far? When should we step in and involve the interests of people who have contributed indirectly? It’s important to at least think about these issues. If you don’t engage in the conversation, someone else will decide the rules for you.
With that out of the way, let’s move on to the overarching debate about AI art and whether it copies artists. This is a sentiment that is thrown around a lot. Is this true, and what are the aspects that we should know about this? Is AI art stealing inspiration from artists?
So, if the datasets of copyrighted materials were instead collected by the company itself for the purpose of making a commercial product, would they then need to compensate the creators of those images or videos? IOn the one hand, the use of copyrighted materials was essential to building the product. On the other hand, these generative models don’t directly use or store any of those copyrighted materials after they are trained.
If I decided to create Goku-like character after looking at DBZ, do I owe money to Akira Toriyama? Do all the anime creators pay royalties to their inspirations? No, to both. Should this be any different for large models, which are essentially just sampling a data pool of inspirations to create their outputs?
This question becomes murkier given that art has historically rewarded people that ‘steal’ from others. To quote this BBC article on the subject,
Pablo Picasso (“good artists copy; great artists steal”) could never have painted his breakthrough works of the 1900s without recourse to African sculpture.
Based on how these models work, and the fact that the visual arts have always had a strong proclivity for borrowing inspiration from other works, it would be quite arbitrary to claim that the AI artist is stealing while human artists don’t.
That being said, this claim is not entirely false. While the art works generated themselves might be fine, the commercial use of datasets created for academic purposes is still at the very least questionable. Such laundering of these datasets allows companies such Stability to monetize their models, without the artists seeing any benefits for their contributions to the datasets these companies rely on to build their product. And monetary compensation aside, these artists are also not given something typically expected of human artists: attribution.
Why AI generated art is not like human art
Let’s go back to our DBZ example. Let’s say I started a business drawing people like DBZ characters. I become moderately successful. I can sustain a good standard of living based on my art. In this case, I’m not paying Akira Toryiama. He doesn’t gain any benefit from my business. So far so good. So why is it a problem if my human drawn art was replaced by an AI agent?
Simply put, when I use a tool like Stable Diffusion, the artists whose work inspired the output are never credited. This is fundamentally different to what happens with human created art. Strong inspirations are generally credited, and if not, they can be traced back easily. If you’re a manga reader like me, how many times have you found the work of another author because an author you read mentions/credits them? How many times do you discover a new comic because of a cover art, meme, or other transformations applied to the image? I’ve discovered some amazing series just because I saw some cool-looking cover art online, and decided to ask for the source.
Thus when human artists use an underlying piece as inspiration, the creator of the original piece generally benefits from increased exposure. This is a feature missing from Stable Diffusion and other AI generators. They are unable to credit the sources of inspiration that they use to create their amazing pieces. And this hurts the artists whose work allows for these generators in the first place.
This is a problem – what can we do about it?
Possible Solutions
So what can be done to make Stable Diffusion and AI generated art more ethical? We address the underlying issues. The problem is that artists don’t see any benefit from their work being used in these pieces. Here are two ways this can be rectified-
Credit the artists: The text-image pairs used to train these models have a corresponding embedding generated by the model, and this is also true of new outputs the model is prompted to create after training. So, for every output generated, it is possible to find the inputs with the most similar embeddings, which can be credited ‘significant inspirations’. Credit these pieces in the output, so that people have the opportunity to look at them (and thus the original artists will see more exposure). Both Clip Front and StableAttribution implement a version of this idea, so this is already possible! Pay the artists: This is a much simpler solution – pay every artist whose work is used in the dataset. This way you can use their work without worrying. This would lead to the need for smaller, more curated datasets, which would open up the market for different AI art generators for different niches. But most importantly, this would ensure that artists are more directly compensated for their contributions to the generator. The downside of this solution would be that there would be higher upfront costs of developing these generators, but that is an acceptable tradeoff if the alternative is to not compensate artists in any way.
There will be a lot of trial and error needed to implement these solutions in an effective manner. However, that process needs to start somewhere. Because the status-quo harms the very people who make these solutions possible.
What the artists think
Any discussion around AI Art would be incomplete without mentioning the artist perspective.
Artists have had a mixed response to the AI art. There is some fear around AI replacing artists, which has been fed by a lot of the marketing around these tools.
Artist and designer Sebastian Errazuriz has been exploring the potentials of AI in the creative field for years. In a recent video on instagram, he gives us all his insights into which artists he predicts to be the first to be ‘replaced’ by artificial intelligence. Replying to comments, he writes: ‘When I see something clearly that seems could be a threat to many I feel compelled to sound alarms and help others who might not be aware.’ -illustrators are the first to go: sebastian errazuriz warns artificial intelligence to replace artists
There are several artists who have raised alarm bells against the practices that have led to the creation of these massive art projects (the ways we’ve discussed earlier). One of the most common sentiment is that of resentment, since many artists have pointed to the double standard in the way datasets were created between visual art and music. This video is one such example:
Finally, a lot of artists are confident that AI art will not fundamentally take away their work. They point to the importance of prompts in creating AI art images. The artists believe that the superior knowledge allows them to create prompts that are more detailed and ultimately create more high quality images. This video goes over this argument in more detail:
This variance in emotion makes sense. AI art is a new technology, and one that caught everyone by surprise. There are many factors to it, all of which complicate the issue. Only time will tell which of these fears was most valid, and which concerns everyone overlooked.
Hopefully, this will give you more perspective on this issue. Such conversations are important in helping us create more responsible solutions for the future. Having such conversations with a diverse crowd is key to ensuring that the solutions work to help all parties, instead of pulling one down to help another.
If you liked this write-up, you would like my daily email newsletter Technology Made Simple. It covers topics in Algorithm Design, Math, AI, Data Science, Recent Events in Tech, Software Engineering, and much more to make you a better developer. I am currently running a 20% discount for a WHOLE YEAR, so make sure to check it out. You can learn more about the newsletter here
Reach out to me
Use the links below to check out my other content, learn more about tutoring, or just to say hi. To help me understand you fill out this survey (anonymous)
Check out my other articles on Medium. : https://rb.gy/zn1aiu
My YouTube: https://rb.gy/88iwdd
Reach out to me on LinkedIn. Let’s connect: https://rb.gy/m5ok2y
My Instagram: https://rb.gy/gmvuy9
My Twitter: https://twitter.com/Machine0177681
Citation
For attribution of this in academic contexts or books, please cite this work as:
Devansh Lnu, "Artists enable AI art - shouldn't they be compensated?", The Gradient, 2023.
BibTeX citation:
@article{Lnu2023aiart,
author = {Lnu, Devansh},
title = {Artists enable AI art - shouldn't they be compensated?},
journal = {The Gradient},
year = {2023},
howpublished = {\url{https://thegradient.pub/should-stability-ai-pay-artists}},
}
| 2023-02-11T00:00:00 |
2023/02/11
|
https://thegradient.pub/should-stability-ai-pay-artists/
|
[
{
"date": "2023/02/11",
"position": 27,
"query": "AI wages"
}
] |
Earn up to $720/weekly Training AI Chatbots
|
Projects for US on Remotasks
|
https://www.remotasks.com
|
[] |
Help train cutting-edge AI chatbots on Remotasks! Earn up to an equivalent of $18 per hour while working remotely and choosing your own hours.
|
ABOUT THE PROJECT
Train AI Chatbots, earn money. It's that simple.
| 2023-02-11T00:00:00 |
https://www.remotasks.com/projects/us-acquisition
|
[
{
"date": "2023/02/11",
"position": 33,
"query": "artificial intelligence hiring"
}
] |
|
Feb 11th, 2023: Tech industry faces more layoffs, but ...
|
Feb 11th, 2023: Tech industry faces more layoffs, but innovation continues to thrive
|
https://cgfadvisor.com
|
[] |
They can only lose market share. They suffered a blow after its new artificial intelligence technology, Bard, made a factual error in an ad demo. This reception ...
|
This week saw some exciting developments in the tech industry, as Microsoft unveiled a new version of Bing powered by ChatGPT. The demo received a positive reception, and over 1 million people joined the waitlist for the new search engine within the first 48 hours of signups being open. This new development highlights the growing trend towards conversational AI, and the role it will play in the future of technology. I believe that the AI story has only begun and it will live up to the hype, especially compared to the new innovations that haven’t worked out such as the metaverse, NFT’s, cryptocurrency, and blockchain.
The company with the most to potentially lose is Alphabet, the parent company of Google, because it already has a monopoly on search. They can only lose market share. They suffered a blow after its new artificial intelligence technology, Bard, made a factual error in an ad demo. This reception has raised concerns about the risks posed by AI technology, including the spread of misinformation, biased answers, and increased plagiarism. While AI bots are often seen as all-knowing machines, they can frequently state incorrect information as fact due to their design to fill in gaps.
In market news, the tech industry has been facing challenges due to the ongoing wave of mass layoffs. Tech companies have laid off nearly 95,000 workers since the start of the year. If this trend continues, the industry could potentially cut more than 900,000 jobs in 2023. The impact of these layoffs has been felt not only in the tech sector, but also in other economic bellwethers, such as industrial company 3M and material company Dow, who have also announced cuts.
Disney announced plans to cut about 4% or 7,000 of its workforce on Wednesday, and on Monday, Dell said it would be eliminating about 5% of its workforce in a regulatory filing. The memo sent to employees, posted on Dell’s website, cited “market conditions continue to erode with an uncertain future.” In addition to layoffs, companies are also looking at cost-cutting measures, such as flattening their organizational structures and reducing middle management. FedEx informed its employees that it plans to slash more than 10% of its managers to reduce costs, while Meta is asking some managers and directors to move to different roles or leave the company.
The rise in interest rates is having the biggest impact on the tech industry because it is more reliant on outside funding than other industries. I’ve heard the same messages in most of these layoff announcements that revenue accelerated through the pandemic because of people working from home, and too many people were hired leading into this economic downturn we’re now facing. Another reason is many consumers stopped buying electronics after they depleted their stimulus money. There was also the crypto implosion and massive FTX fraud. This time last year almost every Super Bowl commercial was a crypto ad and now we know some of those ads were likely paid for with customer deposits.
Companies are facing headwinds as they strive to adapt to the current economic environment. Despite positive economic news, the stock market remains volatile and unpredictable. One key factor affecting the market is employment numbers. If employment numbers come in lower than expected, it could have a positive impact on stocks as the Fed would likely respond by lowering interest rates, which would boost market returns. However, the biggest risk to market growth remains an unexpected increase in inflation. Such a reacceleration of inflation can lead to higher interest rates, which would cause much more market volatility. This is unlikely to happen, but I don’t place much confidence in these government reports. They are always being revised months later and the government is constantly changing how they are calculated.
As always, I’ll continue to have a long-term outlook when navigating these markets and making investment decisions. While short-term trends and changes may cause some fluctuations, it’s important to focus on the bigger picture and not let temporary events because the market narrative can change overnight. There has been so much negative news in the tech industry with all of the layoff announcement, but there has never been a time with so many advancements and innovations in the tech industry. I believe that AI is here to stay and this new technology will fuel future investment returns.
| 2023-02-11T00:00:00 |
https://cgfadvisor.com/projects/feb-11th-2023-tech-industry-faces-more-layoffs-but-innovation-continues-to-thrive/
|
[
{
"date": "2023/02/11",
"position": 68,
"query": "artificial intelligence layoffs"
}
] |
|
AI Mania. ChatGPT vs. Google Bard vs. You. Who Will Win ...
|
AI Mania. ChatGPT vs. Google Bard vs. You. Who Will Win? Do We Care?
|
https://joshbersin.com
|
[] |
... AI: Work Intelligence Tools Arrive March 16, 2025; A Revolution In Corporate Learning Begins, Join The Journey March 6, 2025; Busting Bureaucracy: Are Layoffs ...
|
Josh Bersin AI Mania. ChatGPT vs. Google Bard vs. You. Who Will Win? Do We Care? Play Episode Pause Episode Mute/Unmute Episode Rewind 10 Seconds 1x Fast Forward 30 seconds 00:00 / 00:19:20 Share Share Link Embed
This podcast is a review of last week’s massive set of announcements from Microsoft and Google about Chatbots. Rather than try to summarize what you’ve already read, I spend time talking about the implications of all this. Here are a few highlights:
Is Microsoft’s statement that “search will be reinvented” really correct and could this disrupt Google? Lots of problems with that theme, and I’ve seen Bard. It’s good.
What are the implications of ChatGPT and Bard on jobs, roles, and the technologies of HR? Many things to discuss here.
What will ChatGPT and Google Bard do to consumer behavior and the massive advertising and SEO markets? Publishers are freaked out but should they worry?
Is this another “automation eliminating jobs” technology or not? As you’ll hear, this is an “augmentation” technology and yes, it will force us to think about where we add value.
Finally, what about the AI Mania taking place in the stock market? Not only are AI companies suddenly worth more money but it’s now becoming impossible to buy a .AI domain name.
I don’t have all the answers but I’ll explain what’s going on.
Additional Resources
Understanding Chat-GPT, And Why It’s Even Bigger Than You Think (*updated)
Microsoft thinks AI can beat Google at search — CEO Satya Nadella explains why
Google is investing $300M in an OpenAI challenger that will take on ChatGPT while focusing on A.I. safety
OpenAI Is Drawing Competition From Fleet of Startups
| 2023-02-11T00:00:00 |
https://joshbersin.com/podcast/ai-mania-chatgpt-vs-google-bard-vs-you-who-will-win-do-we-care/
|
[
{
"date": "2023/02/11",
"position": 83,
"query": "artificial intelligence layoffs"
}
] |
|
Graphic design using artificial intelligence (AI) - Eving
|
Graphic design using artificial intelligence
|
https://eving-oblikovanje.si
|
[
"Eva Veber",
"About Author"
] |
One of the most exciting aspects of AI in graphic design is its ability to generate incredible illustrations, graphics, and photo-realistic images.
|
As a multimedia enthusiast, I have been fascinated by the latest technology that enhances and simplifies the creative process since I was young. Lately, I’ve been particularly focused on the rapidly growing field of artificial intelligence (AI) and its potential to revolutionize, among other areas, the field of graphic design.
Currently, I specialize in designing book covers, posters, and graphic materials for companies on social networks, and I’m always looking for ways to improve my skills to offer clients the best possible products. Based on recent weeks of research and testing AI technology, I believe it can offer a lot to graphic designers.
Graphic design with AI – artificial intelligence
One of the most exciting aspects of AI in graphic design is its ability to generate incredible illustrations, graphics, and photo-realistic images. With AI-powered tools, we can easily create appealing illustrations or interpretations of a book cover that perfectly match the book’s theme and category. Not only does this saves time and effort, but it also means we can offer a wider variety of final products to our clients.
AI image generators can be used to create realistic images of products, such as clothing or household items, for use in online stores. These images can be quickly and easily produced, saving time and reducing the need for expensive stock photos. AI can also be used to create intricate, abstract designs and patterns, adding uniqueness and a new level to a project. However, some details in image generation are still in their infancy – such as fingers on hands, human faces, details on animals, plants… but not in all cases. Sometimes the AI robot will produce a sharp image with all the details (this is where prompt learning comes into play, these are expressions with which we describe to the robot what kind of image we want), but sometimes some elements in the image will be quite distorted. But since we diligently learn to use the appropriate expressions in our company and keep up with updates and innovations in this field, we can enable clients to generate fantastic images for all projects.
Examples of book covers using AI technology:
| 2023-02-11T00:00:00 |
2023/02/11
|
https://eving-oblikovanje.si/en/graphic-design-using-artificial-intelligence-ai/
|
[
{
"date": "2023/02/11",
"position": 36,
"query": "artificial intelligence graphic design"
}
] |
11 Essential Features Of How AI Transforms The Big Apple ...
|
11 Essential Features Of How AI Transforms The Big Apple Art Scene
|
https://nyartlife.com
|
[
"Nancy Forberg"
] |
By leveraging the capabilities of AI, designers can create a myriad of unique visual designs, which can be used in both traditional and digital art. AI also ...
|
The advancement of artificial intelligence (AI) has revolutionized the art world. It has drastically changed the way the Big Apple art scene is viewed and expressed.
AI has not just advanced the playing field for creative arts. It has also been an integral part of the curation process for museums and other cultural institutions.
While the use of AI has brought about an array of opportunities for both artists and art lovers worldwide, it has also raised some concerns about authenticity and innovation.
In this blog post, we’ll explore how AI is transforming the Big Apple art scene, discuss the pros and cons of this revolutionizing technology, and answer some frequently asked questions.
| 2023-02-11T00:00:00 |
2023/02/11
|
https://nyartlife.com/11-essential-features-of-how-ai-transforms-the-big-apple-art-scene/
|
[
{
"date": "2023/02/11",
"position": 82,
"query": "artificial intelligence graphic design"
}
] |
Wall Street CEO claims tech firms laying off workers due to AI
|
Queen of Bull Market Trump supporting Wall Street CEO claims tech firms laying off workers due to AI
|
https://www.dailymail.co.uk
|
[
"James Gordon",
"James Gordon For Dailymail.Com"
] |
Technology companies are experiencing significant job cuts a result of tech companies optimizing their workforce by utilizing new AI tools and technology ...
|
Hundreds of thousands of tech jobs have been cut in the last few months, yet one Trump-supporting CEO believes there is little to be alarmed about.
Cathie Wood, CEO of ARK Invest, who became a well-known stock picker during the pandemic, believes that the layoffs are not a sign of a struggled within the industry but more a case of new technologies including AI being used to streamline companies.
More than 77,000 workers in U.S.-based tech companies including Amazon, Apple, Dell, IBM, and Zoom, have been laid off in mass job cuts so far in 2023 and the year is just getting started.
That number includes Dell's 6,650-person cut and Zoom's 1,300-person layoff announcements last week.
Among these firms, Google, Microsoft, Meta, and Amazon have experienced the most layoffs, with at least 10,000 job cuts this year to date.
Cathie Wood, CEO of ARK Invest says the layoffs in the tech sector should not be seen as a sign of trouble for the industry but companies optimizing their workforce
Last year, more than 140,000 jobs were slashed from public and private tech companies as they were forced to confront rising inflation and a tumultuous stock market.
But Wood believes tech companies are now using these layoffs as a means to increase productivity and efficiency through the integration of new AI tools and technologies.
'We don't think this is the technology sector in some kind of disarray or sunsetting in some way or the opposite. We think they're harnessing new AI tools and other technologies to increase productivity and provide new products and services,' Wood said to Fox Business.
Wood explained that so many tech firms overhired during the pandemic and now need to make adjustments in their personnel through layoffs with companies essentially optimizing their workforce.
The technology sector has seen the most significant layoffs making up 41 percent of planned reductions - meanwhile retailers and financial companies will also see substantial changes
More than 102,000 employees are set to lose their jobs after U.S. businesses announced some of the most brutal job cuts since 2020, new data found
'Many of these technology companies had had to gear up to handle COVID, and they did a beautiful job. I mean, Zoom, what it did, going from 20 million users to 200 million users in a year to 18 months, the technology to accommodate that, being able to do that was probably one of the greatest technology feats we've seen in quite some time,' Wood said.
Wood also says that she believes the job cuts are linked to the new opportunities presented by AI and its potential for increased productivity.
'Of course, now we're seeing the opportunity with AI for productivity gains. That's one of the primary opportunities associated with AI for traditional companies. And so we think companies need to increase their productivity, and maybe they went a little bit too far hiring as they were trying to address all the needs that COVID presented,' she said.
Wood believes AI will present new opportunities for productivity gains and predicts that by 2030, Amazon may even have more robots than human employees.
Wood believes AI will present new opportunities for productivity gains and predicts that by 2030, Amazon may even have more robots than human employees. Pictured, Sparrow, Amazon's new intelligent robotic system
Amazon currently has over 520,000 robots in use.
'Amazon is adding about a thousand robots a day,' Wood said last week. 'If you compare the number of robots Amazon has to the number of employees, it's about a third. And we believe that by the year 2030, Amazon can have more robots than employees.'
Despite the job cuts, Wood remains optimistic about the future of the tech industry which she believes is 'at the dawn of the robotics age.'
She believes that innovations in AI and other technologies such as robotics, AI, and battery technology will continue to create new opportunities.
| 2023-02-12T00:00:00 |
2023/02/12
|
https://www.dailymail.co.uk/news/article-11743167/Queen-Bull-Market-Trump-supporting-Wall-Street-CEO-claims-tech-firms-laying-workers-AI.html
|
[
{
"date": "2023/02/12",
"position": 42,
"query": "AI job losses"
}
] |
The Churning US Labor Market... And Why We Need ...
|
The Churning US Labor Market… And Why We Need “Labor Anthropologists.”
|
https://joshbersin.com
|
[] |
But over time as jobs change they may move into CyberSecurity, AI, marketing analytics, financial analysis, or even People Analytics. People who have social ...
|
While I’m not formally trained as an economist, I spend so much time with companies HR departments I feel like we are “micro-economics” experts. So in a confusing time of paradoxical data (low unemployment during growing layoffs), let me explain what’s happening.
The US Labor Market Is A Churning Engine
While it’s tempting to think of the labor market as an entity, it’s really a highly dynamic environment. So whenever we see broad statistics on the surface, we have to remember that under the covers there are lot of “paddling little duck feet” moving around all the time.
For example, one may think that the hyper-low unemployment rate (3.4%) means that everyone has a job. Quite the opposite is true. According to the BLS, as well as data from Pew Research and the Fed, upwards of 30% or more US workers change jobs each year. About 30% change voluntarily (the extremely high “quit rate”) and another 10% quit because of layoffs, retirement, or performance-based firing.
Think about this for a minute. In an economy of 160.1 million workers, that means almost 56 million people are looking for jobs, changing jobs, and restarting work each year. This level of “mobility” is about as high as I’ve ever seen it, and it’s facilitated by the pandemic reopening and the massive change in our industries. (For companies selling recruiting services, this is a bonanza.)
Second, there is a massive amount of “new job creation” (and also “old job destruction”) going on. Last year the US created an average of 401,000 jobs per month and in January we create 517,000. That’s an annual “new job creation rate” of around 4.5%, which means this “labor market” is replacing itself just about every 20 years. One can see that this job creation is slowing, but that’s only because much of the higher job creation was recovery from the pandemic.
Third, while the BLS tracks hiring, quitting, and layoffs, it does NOT keep track of “job redefinitions” or companies that change the title, nature, or roles of a job. Our Global Workforce Intelligence Research, which we conduct from a massive data set hosted by Eightfold, shows that as many as one fifth of US jobs are “redefined” in some industries each year. And this alone is massive. (More on this below.)
When Chevron decides to expand its natural gas or chemicals business, or Ford expands the F150 Lightning manufacturing line, or Walmart expands its pharmacy business it creates “new positions” and “new roles” without necessarily posting a job opening. The government doesn’t see this data, but we do. And this internal “churning” has accelerated.
And despite the 200,000+ layoffs in the tech and services industry in the last two months, almost every company is rethinking its jobs around the innovations of AI.
In my domain, the HR Profession in general, there is a striking decline in HR payroll, generalists, and administrative roles while demand for training specialists, recruiters, analysts, DEI experts, and technology specialists are skyrocketing. In fact many of the traditional roles in “talent management” are in hot demand again, as are lots of new jobs as data scientists (people analytics specialists), compensation specialists (very rapidly changing area), and HR consultants who understand employee listening, employee experience, and HR service delivery operations.
And that leads me to my second big topic about this churn: how do you understand this “changing anthropology” of your company?
Understanding The Anthropology Of Your Company
The labor market, your company, and your profession is more like an “anthropology” than a “market.” It evolves and changes, and you should try to understand it.
The word “anthropology” means “the study of human biological and physiological characteristics and their evolution.” And that, to me, is how we should look at the labor market.
Let me give you a glimpse into a project we call “The Anthropology of Human Resources,” the profession we serve.
When we looked at job data about the 20+ million HR professionals in the world, we found hundreds of job titles. So to make sense of them we clustered them into “skills groups” to see what people are really doing. (Lightcast has been our partner in this.) And here is what we found: regardless of title, HR professionals fall into “Tribes.”
Most of you will recognize these “tribes” – they make up the science, functional, and professional domains within HR. But they’re even more interesting than this. They tend to cluster around the educational, related-skills, and common interests of people. People who like to “teach” for example, rarely end up as compensation managers. People who like to “analyze” rarely end up as trainers, business partners, or consultants).
What this analysis show us is how the “Tribes” are evolving, changing, and either growing or shrinking. One interesting analysis we did, for example, was to look at the adjacencies of these tribes in a two dimensional format. So here is the “map” of these tribes to see “who is closest to whom.” (Note the size of these geographies represents the number of different varied skills, not the population size.)
We can see how people can “migrate” (to use the anthropology term) from tribe to tribe, place to place. And this helps us with our Global HR Capability Project, our benchmarking of HR organizations, and many of the programs in our Josh Bersin Academy we build for various HR topics and roles.
What Does Anthropology Tell Us About The Labor Market
Ok why do I digress in this direction? My main point is that headlines about “the number of jobs created” or “the unemployment rate” don’t tell the whole story. The real action in the labor market is happening under the surface.
At a national level, we are seeing a steady growth in jobs in healthcare, hospitality, service, and financial industries. Jobs in construction, manufacturing and engineering are expected to almost double because of the Inflation Protection Act and infrastructure investments. And jobs in sales, management, and marketing continue to grow.
At the same time this is happening, given the flat to shrinking labor pool, many front-line labor jobs are going under filled.
Here, for example, is the analysis of jobs by industry, comparing October 2008 (pre-recession) to December 2022 (today’s labor market). It’s surprising.
While the total labor market grew, the total number of filled positions changed in a confusing way. We have fewer healthcare and manufacturing jobs than we did fifteen years ago, despite the tremendous growth in these areas. These industries are suffering from retirements and people just exiting the profession, causing an increasing shortage of workers. And that means these companies are redesigning jobs, automating tasks, and changing roles as fast as they can. (Read more about it here.)
And as these changes take place, anthropology (and skills-adjancies) explain the future. People who studied math or science, for example, may work as engineers or analysts. But over time as jobs change they may move into CyberSecurity, AI, marketing analytics, financial analysis, or even People Analytics. People who have social and people management skills may work in the public sector or they may even drive a bus. They often move into jobs in customer service, sales, or possibly even healthcare. And this is why we are so enthusiastic about Capability Academies, since they help you fill these gaps.
The healthcare industry, one of the most complex and labor-constrained part of our economy, is getting very good at building Career Pathways. These are multi-year paths to take someone from “Tribe A” to “Tribe B.” Companies like Providence, Mercy Health, and even Walmart are now formally educating and training people to move from lower-skilled jobs to high-demand roles (ie. nursing, pharmacy tech, clinical staff) with the help of vendors like Guild Education. These investments pay off handsomely because in-demand roles are often expensive or almost impossible to fill at scale.
Consider yourself a “Labor Anthropologist.”
Jobs On The Rise: New Titles Being Created
Here’s another example of how dynamic this has become. LinkedIn just released it’s “25 Jobs on the Rise” organized by job title, and many of these are new.
Head of Revenue Operations (sales operations) HR Analytics Manager (People analytics or HR analyst) Diversity and Inclusion Manager (DEI) Truck Driver Employee Experience Manager (A job title that did not exist five years ago) Sales Enablement Specialist (Another new job that’s only a few years old) Physician Assistant or Nurse Specialist (A new role designed to make docs and nurses more efficient) Growth Marketing Manager (A new role that combines marketing and sales) Data Governance Manager (A new role that I don’t remember in my past) Grants Management Specialist (Needed for all the new government spending) Molecular Technologist (Highly technical lab testing, also new) Content Designer (aren’t we all doing this now?) Sustainability Analyst (very new and growing fast) Strategy and Ops Manager (used to be called COO but now includes strategy) Chief People Officer (we know why this is on the list).
As I look through the top 25 I am struck that about half of them are “new job titles.” In other words, you may not fully recognize them because they’ve been “invented” in the last 3-4 years.
And if this doesn’t give you a sense of the churn, let me add one more piece of evidence. Lightcast, the largest public data provider of jobs and skills data (merger of EMSI and Burning-Glass) has a page on its website where it shows all the “new skills” and “changed skills” taking place each week. It’s fairly staggering to look at.
Lightcast’s multi-year research shows that 80% of the top skills required for each job have changed since 2016 (only seven years). While PowerSkills (communications, time management, leadership) have been important for decades, the highly differentiating skills keep changing. (The study found that about 15% of jobs remain fairly static.)
What Does This Mean To You
I’m sure you understand my point: the labor market is far more complicated than a simple unemployment rate can explain. For you as a leader, HR professional, or manager, this means one thing: you have to develop a new skill yourself: understanding and designing the jobs for today.
And I don’t mean “jobs for the future” I mean jobs for now! If you look at the new business areas, technologies, and systems in companies today (AI is only one part of this), you must recognize that any job description or role you created five years ago could be 50% obsolete. And if you try to “hire your way to competence” by looking for these people in the open market, you may not find them.
We see two big solutions to this going forward.
First, companies should invest in Talent Intelligence (read our Primer here) to understand the trending skills, jobs, and roles within your company, your industry, and the labor market. Our Global Workforce Intelligence research found that the “Pacesetter” companies in healthcare and banking have very different skill sets than the followers or laggards. If you don’t know what these skills are you cannot train or hire to fill these gaps.
Second, HR departments must learn to practice what we call “Systemic HR.” In other words, every new hire or reorganization or change to goals or metrics should be done with “future productivity design” in mind. We call this the “Four R’s: Recruit, Retain, Reskill, Redesign.” All four of these HR practices need to be going on in an integrated way.
All the Pacesetter companies we identified are doing this today, albeit at various levels or maturity.
Bottom Line: Don’t Let The Economic Data Fool You
While we all have to pay attention to the economy as a whole, each company is a “micro-economy” in its own right. Your business, product, technology, and marketing strategy defines the jobs, roles, and skills you need. In this new era of scarce talent and worker shortages, it’s time to “get under the covers” and understand your labor market in detail. This kind of anthropology will help you grow, save you from layoffs, and prepare you for growth ahead.
(PS. Our corporate membership program and The Josh Bersin Academy are designed to help you do this.)
Additional Resources
Labor Shortage In The Middle Of A Business Slowdown? It All Makes Sense.
Were All These Layoffs Inevitable? Perhaps, But Here’s How It Happened.
| 2023-02-12T00:00:00 |
2023/02/12
|
https://joshbersin.com/2023/02/the-churning-us-labor-market-and-why-we-need-labor-anthropologists/
|
[
{
"date": "2023/02/12",
"position": 50,
"query": "AI labor market trends"
}
] |
New Trends in Workforce Management: What to Expect ...
|
New Trends in Workforce Management: What to Expect in 2023
|
https://www.lystloc.com
|
[
"Krithika A"
] |
IoT and AI: The Next Field Force Management Gears. As discussed earlier, modern technologies like artificial intelligence (AI) and the internet of things are ...
|
What Are Some New Trends Expected In The Field Workforce Management In 2023
To stay relevant in the business world and stay one step ahead of the competition in today’s cutthroat economy, it is essential for every company to adopt the most recent technological field workforce management trends. It is more crucial to swap to the cutting-edge solution offered by modern and unique field workforce automation techniques than manual and conventional methods that have been in use for decades, particularly for a company that relies heavily on its field workers.
The biggest value to the field workforce group and sales agents’ on-the-ground activities is field workforce management software, which benefits them in a variety of ways. By efficiently tracking their productivity and on-field activities, it aids in improving the efficiency and output of the field force team. The field workforce automation platform’s characteristics have advanced to a new level and surpassed previous levels with the development of technology and evolving trends.
Here are some new trends expected in the field workforce management in 2023 that will enhance the field workforce and how you can utilize them in your daily business work.
6 Expected New Field Workforce Management Trends In 2023
Strategic Field Workforce Automation
If employees work in field operations, they should design a workspace wherein experts in their fields can devote the majority of their time using their expertise and providing value to their customers. Field service providers would prefer to spend less of their available time on administrative tasks and backend procedures. Here are a few examples of those requirements:
Manage customer relationships
Inventory components
Appointment scheduling
Create and send invoices
Decide when and how to follow up on contextual ads
One of the key trends to monitor in the field workforce management in 2023 is the automation of backend activities. Businesses should enlighten themselves on the different kinds and benefits of management software applications if they still need to do so. This type of software offers value in a variety of ways, including by assisting businesses in managing and comprehending previous and present-day maintenance records. Another illustration is the automatic allocation of new tasks to the field workforce after aligning technicians with available positions when they become accessible.
Increase In Cybersecurity
More companies now depend on the internet as they compete for comprehensive digital development. This leaves them open to cybercrimes, hacking, malware, and other types of cyber attacks. As a result, many businesses make investments in cybersecurity solutions and tools to safeguard their business and clients. This is crucial for field force management, mainly because field workers now depend greater than ever before on the internet. They utilize it for communication, information sharing and retrieval, and for access to the tools they require to complete their jobs.
They may also work outside of the office, which could put them outside the scope of the security systems and leave them much more open to cyberattacks than desktop employees. Therefore, companies should add additional levels of security to their hardware and software to protect their customers, business, and workforce. They can include a multi-factor identification procedure for voice recognition, fingerprint scanning, and other access methods.
Proactive Maintenance
With the assistance of IoT, field workforce management can adopt a proactive maintenance approach and fix issues before they turn into a problem. The business’s outsourced field service workforce is notified when a device deviates even slightly from permitted specifications through sensor devices implanted inside machines. The part can then be fixed or changed before it shuts down the entire machine extensively. The technician is equipped with all the knowledge they need to address the issue when they get to the location.
Technicians can show up at the workplace with everything they require to do it the first time thanks to IoT and proactive maintenance. The information obtained and saved by the sensor devices can be automatically evaluated to discover these anomalies if a specific part is demonstrated to be malfunctioning in the same manner again. After that, field staff can choose whether to restore the device with a more trustworthy model or solve the problem in another way.
Evolution Of Wearable Technology
The evolving trend of wearable technology is developing as a result of demands for greater convenience and mobility. One incredible example is a smartwatch, which is useful for the field workforce who are constantly on the move and serves as a watch and a smart device. The need for wearable tech will rise by 17% over the next few years, predicts Mordor Intelligence. The field force can assist in promoting wearable technology in the same way that it helped bring mobile devices for communication into the common.
They will be able to completely comprehend the flexibility and accessibility of wearable technology owing to the nature of their profession. For instance, workers can easily use a smartwatch to carry out certain duties like sending messages, transferring and downloading data, upgrading databases, and much more instead of hauling a cumbersome laptop or mobile into the field.
IoT and AI: The Next Field Force Management Gears
As discussed earlier, modern technologies like artificial intelligence (AI) and the internet of things are about to revolutionize field workforce management. Companies can simply design their strategy and enhance productivity in an efficient way with the aid of AI and smart devices. Additionally, this may help organizations make more informed choices and estimate sales. As a result, businesses have already begun to turn away from time-consuming manual methods and processes.
According to several analyses, the IoT will be connected to about 20 billion devices in the near future, and more than 74% of service providers will undoubtedly rely on it because of its hassle-free operation, enabling the field force to anticipate customers’ demands. The field team will be able to handle both the customer’s concern and the way it can be resolved, which will eventually raise the degree of the customer’s pleasure. Such a change can help the company grow and stop the field workforce’s busy days, creating a pleasant, healthy, and tranquil working environment.
Integrate Advanced Data Analytics In All
Companies are getting increasingly data-driven as competition in the market intensifies. They gain an understanding of the likelihood and viability of particular situations in the market and industry as a response. As a result, the majority are making significant investments in trustworthy, sophisticated analytical tools that have both artificial intelligence and machine learning abilities. The field workforce has first-hand insight into core information like customer details, choices, and experience because they are out in the field performing their duties.
Furthermore, companies can personally see how well their services or products operate. Utilizing the ability of artificial intelligence and data segmentation in AI, businesses may use this information to make better data-driven decisions and intelligent business plans. For instance, all of the communication channels they employ for their activities can be scanned for essential data. This covers their social media accounts, text messages, emails, and other communication platforms. Businesses can learn more about other areas, such as 2023 workforce trends, route planning, and field inventory control.
Conclusion
The field workforce management trends outlined above, together with digital technology, are enabling field service providers to deliver their services more dynamically. The businesses with the best chances of becoming successful in the future are those that can effectively implement all these trends into their functioning. Researchers have indeed foreseen the ongoing technology upheavals and indicated that the aforementioned characteristics and trends will soon be adopted. Such connectivity will not only provide information about your field workers, but it’ll also streamline their everyday tasks. As a result, these trends will contribute to the creation of a sustainable and exceptional customer experience, which will ultimately lead to high customer commitment.
| 2023-02-12T00:00:00 |
2023/02/12
|
https://www.lystloc.com/blog/what-are-some-new-trends-expected-in-the-field-workforce-management-in-2023/
|
[
{
"date": "2023/02/12",
"position": 95,
"query": "AI labor market trends"
}
] |
Economics of Working Poverty | Reference Library
|
Economics of Working Poverty
|
https://www.tutor2u.net
|
[] |
Examiner AI. Search. Sign in · Economics. Explore Economics. Overview; Free ... Can a universal basic income help society? 14th February 2019. Efficiency ...
|
Working poverty refers to a situation where individuals are employed in a full or part-time jobs but still struggle to make ends meet and live below the official poverty line and have to claim income-related welfare benefits.
This can be caused by a number of factors:
Low wages: Many jobs pay inadequate wages that do not keep up with the cost of living, leading workers to struggle with poverty despite being employed.
Inadequate benefits: Jobs that do not provide benefits such as health insurance, paid time off, or retirement benefits can make it difficult for workers to make ends meet and achieve financial stability. Part-time or insecure work: Some workers may be employed part-time or in unstable, temporary positions that do not provide a reliable source of income or benefits. Unaffordable housing: Housing costs in some areas can be so high that even those with jobs may struggle to afford a place to live, leading to working poverty. Lack of access to education and training: Individuals who lack access to education and training opportunities may be limited to low-paying jobs and struggle to escape working poverty. Discrimination: Certain groups, such as women, people of color, and individuals with disabilities, may face discrimination in the workplace that limits their earning potential and contributes to working poverty.
Overall, working poverty is a complex issue that requires a multifaceted solution, including policies that raise the minimum wage, improve job security, and increase access to education and training.
Poverty and Inequality - Policies to Reduce Working Poverty
Policies to Reduce Working Poverty
| 2023-02-12T00:00:00 |
https://www.tutor2u.net/economics/reference/what-is-working-poverty
|
[
{
"date": "2023/02/12",
"position": 79,
"query": "universal basic income AI"
}
] |
|
How ChatGPT Will Impact Learning and Development in ...
|
How ChatGPT Will Impact Learning and Development in 2023
|
https://www.thinkers360.com
|
[] |
It's likely that chatbots like ChatGPT will continue to play a significant role in learning and development in 2023 and beyond.
|
It's likely that chatbots like ChatGPT will continue to play a significant role in learning and development in 2023 and beyond. There are a few ways in which chatbots can impact this field:
Personalized learning: Chatbots can provide personalized learning experiences by adapting to an individual's learning pace and style. For example, a chatbot can provide customized explanations, practice problems, and feedback based on a student's performance. Accessibility: Chatbots can provide learning opportunities to individuals who may not have access to traditional education resources. For example, a chatbot can provide educational content and assessments in remote or underserved areas. Scalability: Chatbots can scale educational resources to meet the needs of large numbers of students. For example, a chatbot can provide individualized feedback and support to thousands of students simultaneously, which would be difficult for a human teacher to do. Continuous learning: Chatbots can support continuous learning by providing just-in-time information and resources to learners. For example, a chatbot can provide information and resources to help someone who is looking to upskill or reskill in a specific area.
However, it's important to note that chatbots like ChatGPT are not meant to replace human teachers or educators, but rather to complement and enhance their efforts in providing educational resources to students.
Recommendations for Learning and Development Professionals
Based on the impact that chatbots like ChatGPT can have on learning and development, I would recommend the following for learning and development professionals:
Embrace technology: Learning and development professionals should embrace technology and explore how chatbots can be leveraged to enhance the learning experience. This can include incorporating chatbots into existing learning programs or developing new programs specifically designed for chatbot use. Personalize learning: Utilize chatbots to provide personalized learning experiences to students. Chatbots can help to tailor the learning experience to each student's needs and preferences. Enhance accessibility: Use chatbots to enhance accessibility to learning resources for individuals who may not have access to traditional education resources. This can include individuals in remote or underserved areas, as well as those with disabilities or who are otherwise marginalized. Foster continuous learning: Chatbots can help to support continuous learning by providing just-in-time information and resources to learners. Learning and development professionals should take advantage of this by developing programs that support lifelong learning and professional development. Collaborate with technology experts: To effectively leverage chatbots, it's important for learning and development professionals to collaborate with technology experts who have expertise in artificial intelligence, natural language processing, and other related technologies.
By embracing technology and taking advantage of the benefits that chatbots can provide, learning and development professionals can help to enhance the learning experience for their students and create opportunities for continuous learning and professional development.
By Jonathan H. Westover, PhD
Keywords: Change Management, Generative AI, HR
| 2023-02-12T00:00:00 |
https://www.thinkers360.com/tl/blog/members/how-chatgpt-will-impact-learning-and-development-in-2023
|
[
{
"date": "2023/02/12",
"position": 85,
"query": "ChatGPT employment impact"
}
] |
|
AI's dirty secret
|
Don't Believe Robots Are Taking Over Jobs: AI Will Open New Career Paths
|
https://www.businessinsider.com
|
[
"Paris Marx"
] |
AI chatbots like ChatGPT are not taking over our jobs. The artificial intelligence boom actually relies on human workers.
|
Since ChatGPT took the world by storm last fall, people have been in a frenzy debating the impact artificial intelligence and other new automated technology will have on America's job market. The "robots are taking our jobs" narrative was further boosted by viral videos showing new, "fully automated" McDonald's and Taco Bell restaurants.
The knee-jerk reaction to these videos is to say that robots are coming for our jobs, but while AI and other kinds of automation have progressed, that doesn't mean they're necessarily eliminating jobs. Instead, the new tech is simply changing how we work and what kinds of jobs exist. Automation technology has ushered in a fleet of secret workers behind screens, machines, and smiling robot faces. The robots and chatbots aren't replacing humans, they're just keeping the people out of sight and out of mind. And while separating the customer from the workers serving them may be good for the companies, there's mounting evidence it's a terrible deal for the employees.
Out of sight, out of mind
When people start prognosticating about AI coming for our jobs, they love to point to videos of sleek robots and shining screens handling mundane tasks. The McDondald's video shows a machine delivering food at the drive-thru, self-ordering kiosks, and a stark lack of human staffers behind the order counter. At Taco Bell, there are several automated drive-thru lanes. Beyond fast food, impressive-looking robots are working in coffee shops, delivering food, and cleaning floors. On the AI side, tools like ChatGPT have been used to write real articles and take college exams. BuzzFeed recently announced it plans to use AI to help generate content for its site.
But in many cases, these videos and stories — and the fears they drive — lack crucial context. The futuristic McDonald's is an experimental concept store outside Fort Worth, Texas, aiming to improve service speed and accuracy by effectively severing the relationship between its workers and customers. But that doesn't mean there are no humans in the store. If you pay close attention to the video, you can see a worker in the back behind a pane of glass. McDonald's has said the store isn't "fully automated" by any means, and it employs a similar number of staff as a traditional store — they're just in the back making the food and keeping things running. And despite the fact most customers will never see a Taco Bell worker at its newfangled store, it has plenty of people working in the kitchen.
Most people won't see the workers at Taco Bell's new store, but they are still in the back making your food. Taco Bell
Even if these tools seem more sophisticated, this isn't the first robot-driven freak-out. Less than 10 years ago, new developments in technology spurred a similar fear that robots were coming for us. A 2014 analysis estimated that automation would wipe out 47% of all jobs by 2034 and that self-driving technology would eliminate the need for human taxi and delivery drivers, while long-haul truckers were thought to be on borrowed time. Nearly a decade later, these cataclysmic forecasts haven't come to pass. Truck drivers are still in high demand, and self-driving technology is nowhere near replacing human jobs. In fact, a more recent 2020 report from the World Economic Forum estimated that while 85 million jobs would be replaced by machines by 2025, an estimated 97 million new jobs would be created to help support this new economy.
The human behind the curtain
Amid the fear-mongering about a robot takeover, people often miss the degree to which machines still require human workers in order to function. Take customer service: For years, businesses have tried to cut costs by replacing human phone calls with chat-based, automated customer-service bots. But instead of replacing customer-service workers, many of these text-based tools still rely on human backups in complex situations and to make customers feel as if they are talking to a real person.
Related stories Business Insider tells the innovative stories you want to know Business Insider tells the innovative stories you want to know
Laura Preston recently wrote about her experience working as one of these "human fallbacks" for a real-estate chatbot called Brenda. When a customer wanted to speak to someone about an apartment listing, they would be connected with Brenda, who could answer basic questions about the listing or give details on the apartment itself from the price of rent to the square footage. But many of Brenda's answers came across stilted or the system was simply unable to answer more complex questions, so a "human fallback" would step in. Preston and other human workers would take over the conversation and try to help the client, cleaning up stock answers to better address their needs or doing deeper research into housing vouchers and pet policies. According to Preston, employees were trained to use Brenda's "voice" in the interactions in an attempt to make the conversation appear seamless. And the push to robotically answer a deluge of questions came with a serious mental toll: "Months of impersonating Brenda had depleted my emotional resources," wrote Preston. "It occurred to me that I wasn't really training Brenda to think like a human, Brenda was training me to think like a bot, and perhaps that had been the point all along."
Delivery robots like Kiwibots are often remotely controlled by backup drivers. Photo by Smith Collection/Gado/Getty Images
Preston was working from the United States, but in many cases, these services are hiding human employees so they can outsource it to places where the labor is cheaper. Take food-delivery robots: While they're presented as being fully autonomous, the reality is that they often have remote backup drivers. Tiny Mile, which runs a service in Toronto called Geoffrey, relies on drivers in the Philippines, while Kiwi's robots, which are used on some US college campuses, have been known to use workers in Colombia making less than $2 an hour to help complete deliveries. Companies claim the remote drivers only take over when the robots can't navigate a situation, but given how prone these robots are to getting stuck and becoming obstacles for sidewalk users, it's not clear how often that happens.
Many of the leading companies developing self-driving vehicles, which have threatened to one day replace a host of driving jobs, also rely on a fleet of hidden workers. Obviously, there are the highly paid engineers in the US who help develop the software and tools used to map and guide the car, but that isn't the full picture. Autonomous-driving tech is reliant on poorly paid workers around the world who label the thousands of data inputs the car's sensors capture. Without that labeling, the computer wouldn't be able to identify what the sensors are picking up, which allows the systems to slowly learn and make decisions on how to navigate the road. For instance, the data labeling is supposed to help the cars distinguish whether an obstruction is a child or a traffic cone — though it doesn't always work out as planned. An MIT Technology Review investigation last April found that self-driving companies, including Tesla, took advantage of the collapse of Venezuela's economy by getting workers in the country to label self-driving data for an average of just over 90 cents an hour. Last year, Tesla laid off 200 US-based workers it directly employed to do this labeling, suggesting it was automating a majority of those tasks instead — a computer teaching another computer.
It's not just self-driving tech. A recent Time magazine investigation found that OpenAI, the company behind ChatGPT, relies on Kenyan workers paid less than $2 an hour who have to view content on a range of disturbing topics, including "child sexual abuse, bestiality, murder, suicide, torture, self harm, and incest," to try to make the tool less toxic. This follows an earlier report about Facebook using the same subcontractor in Kenya for its own content moderation. Other companies have gone so far as to recruit workers in refugee camps, where the opportunities are few and people will accept incredibly low wages, to help train their machine learning and AI tools. Far from the "set it and forget it" tools that require just a few genius coders, many of these supposedly autonomous marvels actually rely on an army of low-paid workers around the world.
The myth of efficiency
If you ask the companies, they'll say the automation push is about efficiency and better serving customers. McDonald's claims its concept store will speed up service and lead to fewer wrong orders, while Tesla has claimed that automating data labeling is more efficient. The idea is that these machines or software solutions will allow a job to be done faster or better, making life easier for companies and customers alike. But in reality, these tools aren't more efficient — they just shift the necessary work away from the end consumer and disconnect people from the effort that is required to deliver them a product.
For one thing, it's not even clear that all the newfangled tools that companies have built are actually making the economy more efficient. US labor productivity — the measure of how many worker hours are required to produce a certain amount of economic output — has been growing at below its long-run average since 2005. And despite hope that the forced digital transition would turn it around, productivity growth has only gotten worse since the start of the pandemic.
Instead of improving productivity, automation is often focused on increasing the power that employers have over workers. In his book, "Automation and the Future of Work," the economic historian Aaron Benanav explains that companies aren't putting money toward tools to make employees' lives easier, but are pouring money into "technologies allowing for detailed surveillance of those same workers" like computer-monitoring software that tracks the keystrokes of employees or Amazon's sophisticated algorithmic management tools that evaluate workers' every movement.
Automation and AI are often used to monitor workers, like in Amazon warehouses. Maja Hitij/Getty Images
These technologies are often deployed to de-skill work — jobs are broken down into more specific tasks and can be done with less training. As a result, workers are shifted from employee to contractor status. People who once worked stable, middle-class jobs are thrown into a more precarious world where wages are lower and they have less say over the terms of their employment. The data labelers are the tip of this iceberg: A large (and growing) industry of "microworkers" on platforms like Mechanical Turk or Clickworker fuel the supposed automated tech of all these tech companies. Amazon CEO Jeff Bezos went so far as to call the use of workers to make a process seem automated "artificial artificial intelligence." For those who still hold onto service or warehouse jobs, the specter of automation is wielded like a Sword of Damocles to keep them from pushing for better working conditions or wages. Meanwhile, the technologies that are deployed simply give employers more power to track everything workers do while on the clock — a miserable working reality. Looking at this trend in 2015, the journalist Lauren Smiley wrote that it was creating a world where "you're either pampered, isolated royalty — or you're a 21st-century servant."
Related stories Business Insider tells the innovative stories you want to know Business Insider tells the innovative stories you want to know
There's no question that some of these technologies provide conveniences for consumers or even free up their time so they can focus on their own work, but that doesn't make the treatment of the workers they depend on acceptable. Technology could be used to empower workers, for example, by giving them more control over their work so they can use their skills to make more informed decisions, but that data is often not shared by companies.
Instead of using this new technology for good, Phil Jones, a researcher and the author of "Work Without the Worker: Labour in the Age of Platform Capitalism," argues that companies simply deploy semi-automated tech to make it seem as if executives or the brand itself deserve all the credit for the end product rather than the human employees who made it possible. "Workers disappear in the long shadow of the machine," Jones writes, and customers and clients don't have to think as much about how the sausage gets made. All the while, the quality of jobs is degraded.
New technologies like AI are framed as offering us various forms of empowerment and liberation: We'll be able to work more productively, spend less time doing our chores, and anything we want will be a click or tap away. But those promises never paint an accurate picture of how that tech is transforming the world around us or the true cost of those supposed benefits. Automation may empower some people, but in the process, it's making things a lot harder for the hidden workers keeping everything moving.
Paris Marx is a tech writer and host of the Tech Won't Save Us podcast. They are the author of the book Road to Nowhere: What Silicon Valley Gets Wrong about the Future of Transportation.
| 2023-02-12T00:00:00 |
https://www.businessinsider.com/chatgpt-ai-will-not-take-jobs-create-future-work-opportunities-2023-2
|
[
{
"date": "2023/02/12",
"position": 7,
"query": "AI workers"
},
{
"date": "2023/02/12",
"position": 47,
"query": "AI wages"
}
] |
|
Bodo.ai Salaries
|
Bodo.ai Salaries
|
https://www.levels.fyi
|
[] |
How much do Bodo.ai employees get paid? The median yearly total compensation reported at Bodo.ai is $201,000.
|
The highest paying role reported at Bodo.ai is Solution Architect at the Common Range Average level with a yearly total compensation of $201,000. This includes base salary as well as any potential stock compensation and bonuses.
| 2023-02-12T00:00:00 |
https://www.levels.fyi/companies/bodoai/salaries
|
[
{
"date": "2023/02/12",
"position": 5,
"query": "AI wages"
}
] |
|
Borealis AI Salaries
|
Borealis AI Salaries
|
https://www.levels.fyi
|
[] |
Borealis AI's salary ranges from CA$196407 in total compensation per year for a Data Scientist at the low-end to CA$242573 for a Product Manager at the ...
|
Poll
Will the AI bubble pop?
Been seeing more and more doomer posts on Reddit and Twitter about the AI bubble popping, all while the news cycles cover how companies are laying off people cause of AI, or how Sam Altman and that guy from Apple are going to make an all-new AI device.
Do ya'll think this is a bubble that'll pop sometime soon or is this actually just the new normal?
| 2023-02-12T00:00:00 |
https://www.levels.fyi/companies/borealis-ai/salaries
|
[
{
"date": "2023/02/12",
"position": 10,
"query": "AI wages"
}
] |
|
65% of retail jobs could be automated by 2025
|
65% of retail jobs could be automated by 2025
|
https://www.freethink.com
|
[] |
65% of retail jobs could be automated by 2025. This is largely due to rising costs and wages, tight labour markets, and reduced consumer spending.
|
Subscribe to Freethink on Substack for free Get our favorite new stories right to your inbox every week Subscribe now
At a vast warehouse in the southern Dutch city of Roosendaal, automated cranes and driverless vehicles silently stack clothes for the French and Italian stores of retailer Primark, reducing the need for hard-to-come-by labour.
With goods packed more densely up to its roof, the new warehouse, which spans the size of over 15 football fields, reduces the need for extra sites – and workers – leading in time to a lower cost base.
While retail has been slower to adopt automation than sectors such as autos and electronics, it has been picking-up the pace – from the introduction of basic self check-out tills in stores to the use of robots and AI in supply chains.
Now tight labour markets, rising wages and consumer spending pressure are forcing the industry to go further.
Global installations of industrial robots grew 31% in 2021 year-on-year, while sales of service robots rose 37%, with the retail sector a significant driver of both, according to the International Federation of Robotics.
Mark Shirley, head of logistics at Irish-founded Primark, said the 25 million euros ($26 million) investment in the Roosendaal site’s automation would deliver an 8 million euros per year benefit from year four, in addition to savings from not having to lease another warehouse.
He estimates the use of automated cranes rather than manual fork lift trucks has increased the site’s efficiency by 80%.
And crucially, the use of autonomous vehicles means the company no longer has to compete in the extremely tight Dutch labour market, a challenge felt in many advanced economies.
“When you take the industry as a whole, people are moving that way to mitigate their labour risks,” Shirley told Reuters.
He estimates the retail industry is 40% automated, but sees that jumping to 60-65% over the next three to four years.
The march of the robots can be seen in fashion stores and food shops globally as an industry that employs millions grapples with the cost of rising wages, energy and raw goods.
On top of that, customers are reining in spending, with Amazon (AMZN.O), the world’s biggest online retailer, warning that shopping budgets were tight, particularly in Europe.
Across the region different retailers are taking different approaches. Carrefour (CARR.PA), Europe’s largest food retailer, has vowed to cut costs and simplify its ranges while Tesco (TSCO.L), Britain’s biggest, has accepted a hit to its profits.
In clothing, Zara-owner Inditex (ITX.MC) has been hiking prices to counter soaring costs while Primark-owner AB Foods (ABF.L) said the low-cost fashion retailer would limit price increases, despite inflation hitting double-digits in many of its markets, because customers could not afford to pay any more.
That makes automation even more important.
While processes at online retailers are largely automated, vast parts of a traditional retailer’s operations are still carried out manually, according to consultants at McKinsey.
“We’re at a stage where technology is getting better and cheaper and the case for automation in some of those areas just becomes much more compelling,” said Anita Balchandani, who leads their consumer practice in Britain.
Looking at the fashion industry, McKinsey expects fashion companies to double investment in technology from 1.6% to 1.8% of their revenue in 2021 to between 3.0% and 3.5% by 2030.
It says those fashion brands which fully integrate digital processes could cut by half the time it takes to get a product to market. That in turn could lead to an 8% rise in the sales of full-price goods, and a 20% drop in manufacturing costs.
Those same forces are driving automation in the food retail sector, with companies investing in cleaning robots, electronic shelf edge labels, and in technology that helps them understand real time stock levels and manage replenishment.
The future
British online grocery pioneer Ocado (OCDO.L) is riding the wave, selling its automated warehouses and lightweight robots to retailers in the United States, Europe and Asia, hoping to eventually automate the entire processfrom farm and factory gate to a shopper’s fridge.
At the Walmart (WMT.N) owned Sam’s Club chain in the United States almost 600 robots developed by Brain Corp both clean store floors and scan shelves to check stock levels and prices.
“Retailers are saying ‘robots are the future,'” Michel Spruijt, Brain Corp’s chief revenue officer, told Reuters, adding that the shift could “free up workers from tedious” tasks. His company also provides robotics for Schnucks, Kroger, Carrefour and Albert Hypermarkets.
The renewed focus on automation provides opportunities for logistics groups, robotics firms and the likes of Amazon.
While it has grabbed headlines with stores using cameras to remove the need for a checkout till, its Amazon Web Services unit also worked with groups including Adidas and Zalando to quickly scale-up popular products and drive sales.
Some trade unions have, however, pushed back on automation. Shopworkers’ union USDAW in the UK said employers were all too often wasting money on technology that does not work properly and were not providing the necessary training.
And some caution that given fast changing markets large scale automation won’t work for everyone.
Dan Myers, UK and Ireland managing director of freight firm XPO Logistics, said retailers investing tens of millions of pounds for a payback of up to a decade needed to be certain their business model would not change in the meantime.
“There is always a trade off between the agility and flexibility of a human approach versus the efficiency of an automated approach,” he said.
This article was reprinted with permission of the World Economic Forum, where it was originally published.
| 2023-02-12T00:00:00 |
https://www.freethink.com/robots-ai/retail-artificial-intelligence-robots
|
[
{
"date": "2023/02/12",
"position": 16,
"query": "AI wages"
}
] |
|
Artificial Intelligence Resume Screening: AI-friendly ...
|
Artificial Intelligence Resume Screening: AI-friendly Resume Guide
|
https://playhunt.io
|
[] |
Artificial Intelligence can store and process incredible data streams, analyze them correctly, and facilitate hiring. A striking example is that Google's ...
|
The functional responsibilities of recruiters are recently changing; thus, they are adapting to current conditions and technical capabilities. For example, a hiring manager had to write specific job descriptions and independently search for resumes a few decades ago. It was time-consuming to find top talent and make an excellent solution. However, specialized social networks and portals have appeared over time, bringing remote hiring to a new level.
HRs who create multiple open positions must analyze resumes and pages on social and professional networks to make the correct decision and find the right candidate. The amount of data is enormous, and it is simply unreal to keep in mind and analyze the valuable information without statistical tools.
All these processes ensure the possibility of finding candidates with exceptional skills and brilliant professional experience. That's especially relevant when human recruiters do such manipulations for suitable candidates.
Nowadays, it is efficient to have modern AI screening tools for resume parsing. This parsing tool facilitates HR's work and replenishes the company's internal database with the best candidates.
What opportunities does AI have today?
Artificial Intelligence can store and process incredible data streams, analyze them correctly, and facilitate hiring. A striking example is that Google's DeepMind AI system could defeat the world's best player in Go.
Moreover, today a group of professional players is trying to beat one computer.
Experts note that special neural networks have been developed to create an image based on text and vice versa. In addition, the prevalence of voice assistants, including AI and machine learning technologies, is also constantly growing, as such tools have become better at understanding people and following instructions more clearly.
Naturally, all this is supported by a large number of innovative developments in the field of GPU. AI is in great demand in various areas of human activity (due to machine learning, numerical models, parsing tools, grammar-based skills, etc.), and recruiting is no exception.
AI in HR
The classic approach to finding job applicants is gradually disappearing from the market, giving way to recruitment software for resume parsing. Special scanners (software apps) are used to analyze resumes presented on the network. Recruiters receive the possibility to start resume verification only after the marked stage.
The selection process is based on machine learning algorithms about resumes' relevant information, and it not only helps save time but also gets rid of prejudices.
There is valuable information that 98% of Fortune 500 companies use the Application Tracking System (ATS) to pre-filter found resumes. Therefore, it is necessary to consider the basic rules to create an AI application to get a real chance to find a dream job.
AI saves hours for hiring managers at companies of all sizes since they don't have to spend time reviewing dozens of resumes and trying to reach suitable candidates. At the same time, the relevance of the selection is 90%, while 7 out of 10 consider it an excellent indicator for hiring managers.
In addition, the parsing tool helps to eliminate the human factor during talent acquisition because the robot cannot miss a resume of a new candidate due to an error or forget to call them.
What is AI Resume Screening?
The Artificial Intelligence resume screening filters the application process according to specific parameters. Such a solution saves time since resumes of irrelevant job seekers (who don't have the necessary qualification indicators) will be discarded immediately, and qualified candidates will receive attention.
There is the confidence that competent specialists with a good employment history will get interviewed by a recruiter because the AI will initially use an applicant tracking system to screen candidates and filter them. As a result, the likelihood that they will belong to those three categories of lucky candidates will surprise human reviewers and show promising results significantly increased.
A remarkable resume screening service is based on Artificial Intelligence and helps the recruiting department reduce the time and resources for candidates: it finds relevant resumes, processes responses, and communicates with qualified candidates according to a predetermined scenario. It works according to a particular prescribed script.
Why do Companies Use AI Resume Screening Tools?
🦾 Automation of Routine Tasks
Machine learning algorithms and other AI technology peculiarities allow hiring managers to save 4 hours daily. Thus, recruiters spend this time on more important things than resume searching. Then, they have to write the job description and let the AI do other steps of talent acquisition.
🦾 Quick Hiring Processes
Many executives recognize that finding and hiring new employees is a long, complicated, time-consuming, and candidate-based process. As a result, companies invest money not only in the hiring process but also in the adaptation and training of a newcomer.
AI resume screening tools help simplify the search for qualified candidates : it analyzes resumes, evaluate applicants' experience and skills, and answers common questions.
🦾 Elimination of Subjectivism
It assesses a job description according to several custom criteria: lack of discrimination based on gender or race, complexity level, and text length. As a result, there's no unconscious bias among new applicants while the screening process resumes.
🦾 Fast Adaptation Process
Resume screening chatbots free hiring managers from endless tours of the office and training new specialists.
🦾 Effective Performance Audit
AI resume screening tools work seamlessly and help analyze employees' behavioral metrics to identify overloads. For example, the monitoring system determines the intensity of communication with colleagues in work chats, evaluates the speed of response to messages and employee engagement, and audits the quality of work.
AI resume screening tools improve new candidate engagement as the integration of AI into automation platforms provides feedback from the time an application is submitted to the hiring decision. All these peculiarities make the hiring process much easier and quicker.
Helpful tips on AI-friendly resume creation
First, job seekers for a particular position must find out how to make AI applications, and it's better to use some valuable tips.
🙌🏼 Choose the Right File Format for Your AI Resume
Pay attention to the format of the saved file. The analytical capabilities of the resume bot and used AI screening tools are high, but many applications still need to recognize information from a PDF file correctly. Therefore, it is better to save the summary as classic Word files (DOC or DOCX) and upload it.
Moreover, it is necessary to reduce the number of various decorative elements and color fonts in this document. The resume screening process will not be able to cope with such complexity, and the Artificial Intelligence resume may fail the test because of such a trifle.
🙌🏼 Use Relevant Keywords
Resume screening tools pay special attention to these points, and the employer carefully prescribes the keywords. For example, suppose the job you are interested in contains online information about Internet marketing. In that case, it is essential to include specific words such as "Internet," "marketing," "electronic marketing," "copywriting," "social networks," etc.
By the way, writing important keywords in headers and footers is not recommended, as such solutions will negatively influence the candidate screening .
🙌🏼 Use a Hybrid Resume Format
It is a combination of classic resumes with a description of the work experience, skills, and professional achievements of candidates in chronological order.
Moreover, it is crucial to ensure that the data displayed in the text file hasn't changed during the resume screening process and that everything looks as it should according to the predefined grammatical rules.
🙌🏼 Use Additional Options
Have you heard about the emerging use of video surveys ? If not, note that you are wasting time and resources hiring new staff.
Big brands such as Volvo have already jumped on board with video surveys. They are having great success hiring top talent and saving a lot of money in the long term.
If you want a glimpse of how it works, create an account for free on Playhunt . It's about the interview stage and video recording on the Playhunt portal. The mentioned service allows candidates to make a presentation in video format, thereby allowing recruiters to see a person live and look at their behavior, speech style, self-confidence, and other non-verbal features by scheduling interviews on time.
The use of such an option will certainly have a positive effect on the resume screening process and the impression of the CV since it indicates the seriousness of the searcher's intentions and the person's confidence. As a result, this AI-friendly CV attracts attention and stands out among many other resumes.
🙌🏼 Pay Attention to Text Formatting
Candidates should refrain from using pictures, tables, Bold, Italics, and underlining in their resume because of the candidate screening process.
🙌🏼 Check the AI Resume with Special ATS Bots
They convert the file to plain text, allowing you to see all the online information precisely as it will be presented while the AI screening. Make sure everything is displayed correctly and can be recognized by the AI.
🙌🏼 Write in a Business Style
Using everyday language or words in an overly friendly manner can negatively affect resume screening and hiring processes.
🙌🏼 Know Your Limits
Those qualified candidates who want a decent employment history and to become a part of the company's internal database should be moderate with keywords. Otherwise, the resume screening system will consider it suspicious and ignore the resume. Therefore, the data has to be keyword based but without exaggeration.
🙌🏼 Write for People
Even though Artificial Intelligence checks the resume at first, a document falls into man's hands. If the resume is overly targeted at the AI, this will arouse suspicion in the hiring manager. They will need help with the online information and concluding about the relevant candidates.
🙌🏼 Submit Only One Resume
The scanner analyzes the entire system, and the presence of another CV on your behalf will not increase interest but alienate it.
Now you know how to create an AI application according to how the AI-based resume screening performed. By the way, it's essential to notice that even if the screening criteria did not skip the resume to the next stage, you could impress the recruiter with your perseverance, qualification indicators, top talent skills, and competent cover letter.
Trying again does not guarantee 100% success, so using the tips for creating a high-quality resume for AI screening tools is still recommended.
Free your mind, be honest, and do not write about those characteristics and features that are not inherent in you. Do your best to become the perfect solution and right candidate both due to AI resume screening and hiring managers.
| 2023-02-12T00:00:00 |
https://playhunt.io/for-candidates/artificial-intelligence-resume-screening
|
[
{
"date": "2023/02/12",
"position": 63,
"query": "artificial intelligence hiring"
}
] |
|
ChatGPT & Bard– How Generative AI is storming our lives
|
INDIAai
|
https://indiaai.gov.in
|
[] |
In 2022, we realized how disruptive Generative Artificial Intelligence (AI) could be. ... In spite of the tech downturn and layoffs, Generative AI companies are ...
|
In 2022, we realized how disruptive Generative Artificial Intelligence (AI) could be. DALL-E, MidJourney and StableDiffusion came in early in 2022. The year wrapped up with the incredible ChatGPT that garnered one million users in just five days. 2023 has set off on an epochal note to showcase the superhuman capabilities of AI. Google has announced Bard, its riposte to OpenAI’s ChatGPT. There is speculation that by the time Bard is available to public users, it will be integrated with Google’s search engine and other products like Gmail and Google Maps.
Large Language Models like ChatGPT and Bard are markers of AI’s transformation- from innocuous to invasive. These Generative AI models are springboards, too, for creativity and collaboration. You may not know it, but Generative AI has crept into your streaming habits. Netflix and Spotify, for instance, use Generative AI to suggest content based on the stuff you've watched and listened to.
Years ago, the movie "Matrix" predicted humans would one day live in a bubble where they feel normal, but their brains are being fed with energy by machines. We are heading to that ‘Matrix’ world- a world where our existence is Cyborg and we stay glued to the ‘Bard’ of the moment, shunning the ‘Bard’ of yore.
How does Generative AI work?
The world of Artificial Intelligence (AI) has been a hot-button topic for decades, and Generative AI has captured the imagination of many in recent years. In Generative AI, AI systems can generate new content, whether it's images, music, or text, without being explicitly trained. Generative Pretrained Transformers (GPTs) are large language models (LLMs) that generate human-like text using deep learning. They're called "generative" because they can create a new text based on the input they get, "pretrained" because they're trained on a lot of text data before being fine-tuned for specific tasks, and "transformers" because they process input text and produce output text using transformer-based neural networks.
Generative AI has investor interest despite tech layoffs
According to CB Insights, about $49 billion in venture capital was invested in AI in 2022, up 40 per cent from the year before. In spite of the tech downturn and layoffs, Generative AI companies are still getting a lot of interest from investors. There's still a lot of interest from investors in AI companies. Jasper and Stability AI, for instance, just raised $101 million and $125 million, respectively, and investors like Sequoia think Generative AI will generate trillions in economic value. There are more than 150 start-ups in this space already.
Transforming our daily existence
Firstly, Generative AI will change the manner in which we create and consume content. Artists and musicians will now be able to leverage AI systems to generate works that are truly unique and creative. AI algorithms can sift through large amounts of existing content, using this information to generate new pieces that are both novel and inspiring. Generative AI will also alter the way we interact with technology. In the not-too-distant future, AI systems will be able to generate content that is specifically customized to our individual preferences and needs. For example, an AI system could generate personalized news articles that take into account our interests and reading habits, or produce personalized recommendations for products and services based on our purchasing history.
Another arena where Generative AI will have a considerable impact is in the field of education. AI systems will be able to generate personalized learning experiences for students, tailoring their education to their individual abilities and needs. This will enable students to learn at their own pace and will enable teachers to focus on areas where each student requires the most assistance.
The next crucial aspect of Generative AI is its potential to revolutionize the healthcare industry. AI systems will be able to analyze large amounts of medical data, generating new insights into diseases and treatments. This will assist doctors and researchers in identifying new treatments and developing more effective medical devices.
Finally, Generative AI will also have a considerable impact on the way we conduct our daily lives. AI systems will be able to generate personalized recommendations for everything from travel plans to meals, making our lives easier and more convenient. Additionally, AI systems will be able to analyze data from our homes and our daily routines, making suggestions for improving our lives, such as reducing energy consumption or optimizing our sleep patterns.
How will the future pan out?
As far as Generative AI capabilities go, we're just starting out. By the end of this decade, our phones, home assistants, laptops, search engines, and more will integrate technologies that far exceed those we see now. They'll be part of our everyday lives. AI systems are advancing quickly, so it's vital we embrace this technology and use it to enrich our lives.
| 2023-02-12T00:00:00 |
https://indiaai.gov.in/article/chatgpt-bard-how-generative-ai-is-storming-our-lives
|
[
{
"date": "2023/02/12",
"position": 60,
"query": "artificial intelligence layoffs"
}
] |
|
Copy catcher: The Israeli startup that can spot AI-written text
|
Copy catcher: The Israeli startup that can spot AI-written text
|
https://www.calcalistech.com
|
[] |
On the very same day that Google announced the layoff of 12,000 employees, I conducted a little experiment. I logged into ChatGPT, OpenAI's wildly ...
|
On the very same day that Google announced the layoff of 12,000 employees, I conducted a little experiment. I logged into ChatGPT, OpenAI's wildly successful chatbot, and asked it to write a letter from Google's CEO to the company's employees informing them of layoffs. I put the result next to the letter from the real CEO Sundar Pichai, and asked co-workers and random people to guess which one of the texts was written by a human, and which by machine. In what is perhaps a testament to the generic nature of texts coming out of corporate spokespeople, they all unhesitatingly opted for the AI-generated ChatGPT text as the one created by a human. Well, all of them, except one: an online tool developed by Copyleaks, an Israeli startup with offices in New York and an R&D center in Kiryat Shmona. "Written by AI (artificial intelligence) with a high probability," it said.
The founder and CEO of the company, Alon Yamin, was of course not surprised. Since they integrated the ability to recognize texts created by artificial intelligence in their copy prevention system (which is also, of course, based on AI) it has already proven itself to be a powerful tool for dealing with this new technological development, and has helped reveal the extent to which some people are already relying on artificial intelligence texts. "We have access to a lot of content from students and researchers," Yamin told Calcalist in an interview from the Copyleaks offices in New York. "In the last few weeks, we have started to activate AI detection on the content, to know the percentage of students who use artificial intelligence to write content. In the last three weeks, over 10% of the content submitted to the system, which is hundreds of thousands of documents, included text created by AI, and that's when ChatGPT just came out. The data will continue to rise. We were very surprised by this number."
1 View gallery Alon Yamin - Copyleaks CEO ( Photo: Rotem Golan, Studio Golan )
ChatGPT's ability to generate intelligent and informative-looking texts, at a level high enough to successfully pass certification exams in subjects such as medicine or accounting or to pass with a high score in entrance exams for MBA studies, has raised concerns that the days of the written academic work - a central tool in the learning process today - are over. Yamin believes that the solution offered by Copyleaks deals with this crisis successfully: "Students need to know how to write content, this is an important skill that will not disappear from the world, but there is a process of deciphering how to work with these tools. Everything is very, very new."
The company was founded about eight years ago by Yamin and his partner Yehonatan Bitton, VP of R&D. "I met Yehonatan in the IDF's 8200 Intelligence Unit," said Yamin. "We were programmers. After military service he studied computer science and I studied economics and management. Soon after that we started working on Copyleaks. We are focused on AI technologies for text analysis. What is the meaning of the text, where did it come from, is it original or not, in what tone was it written, who wrote the text?
"Our starting point was Yehonatan's family business. They sell ornamental fish. He developed a website for them when he was 11 years old, and uploaded a lot of content to get a high ranking on Google. One day he saw that they were going down in the search results ranking, this affected the traffic to the website and the revenues. He saw that their competitors copy content, and Google punishes them for it because the search engine ranks sites with duplicated content lower, and has no ability to know what is the source and what is the copy. This was the starting point. We wanted to develop a tool that would be able to identify the distribution of content on the web , and if it is original or not. We noticed that a lot of content is not copied one to one, so we wanted something smarter that can recognize even if someone is playing with the text, but the structure, meaning and tone are similar enough to overcome that.
"From there we shifted the focus to the world of education. It is very important there to know if content is original, and there are also many uses in the worlds of advertising, media and business - is someone copying or stealing your content, is there a leak of sensitive content to the network? Everything is at a more sophisticated level than just copy and paste. We can also identify cases where content has been copied and translated, literally providing protection from all directions."
The emergence of ChatGPT, Yamin says, did not catch them off guard: "We saw this development already months ago, and we were busy developing technology that could reduce the risk. There are many advantages to working with ChatGPT, but as users we do not know if the text was written by a human or AI. Our technology knows how to recognize which it is. It may be difficult for people to recognize the difference, but at the end of the day an AI system writes in a different way that looks different from a statistical point of view. There are AI crumbs that technologies like ours know how to identify and determine based on this that it is content that was not written by humans. The transition wasn't very easy, it's something we've been working on for a very long time. In the end it's about text, even if it's created by AI, and we're constantly working on analyzing text content. There were a lot of changes and developments we had to do, but also a lot of common parts that allowed us to base it on our existing infrastructures."
How does it work?
"Imagine you hear a knock on the door. To us it sounds like a normal knock, but if you understand Morse Code, it has meaning. Our AI knows how to speak the language of AI, recognize it in text versus non-AI generated text. Our system understands how an AI text is created, it is a text that is based on statistical models, on data files, it is not human. There are unique things in the text written by AI, and that is why it looks different. We know how to identify these things, reverse engineer how the text was created."
What does the feedback look like from the user's side?
"Currently we say whether a text being tested was written by AI with a probability of more than 99% for all content. It only means if the text includes content written by AI, without detailing which parts of the text were created by AI. In the next two to three weeks we will launch an update which will allow identification based on paragraphs and sentences. It will be possible to know at the sentence and paragraph level what was written by AI and what was not, and we will attach confidence percentages to each sentence. Right now we only present things that we are 99% sure of."
Since ChatGPT was released, quite a few tools have appeared that claim to recognize texts created by it. The developer of the chatbot, OpenAI, is also planning to launch its own identification tool. What's your advantage in this game?
"We are not limited to a specific platform or model. Our technology can recognize any text generated by AI, not just ChatGPT. Furthermore, the ability to recognize at the paragraph or sentence level is something unique to us, and this affects the quality and how reliable the results can be. That's why our development is part of a complete platform. We can also tell whether the text is original or not. We are the only platform that covers everything from copying to copyright infringement. We are available in five languages (English, French, Spanish, Portuguese and German) and are working on more languages."
Despite the slowdown in the global high-tech industry, Alon Yamin said this has been a successful period for the company: "We are in the midst of growth and recruitment processes, not layoffs. This is an interesting period."
It is very rare to find a startup in Kiryat Shmona.
"Yehonatan is from a kibbutz in the area, and that's why we set up there. We wanted to stay in the area, to see how we could do something with startups there. Now VC firm JVP has opened offices and there is progress."
Is it difficult to recruit employees there?
| 2023-02-12T00:00:00 |
2023/02/12
|
https://www.calcalistech.com/ctechnews/article/mw8w3k13e
|
[
{
"date": "2023/02/12",
"position": 90,
"query": "artificial intelligence layoffs"
}
] |
AI Tools to Streamline Image Creation & Editing for ...
|
AI Tools to Streamline Image Creation & Editing for Designers
|
https://journal.everypixel.com
|
[
"Alina Valyaeva",
".Wp-Block-Post-Author Box-Sizing Border-Box Display Flex Flex-Wrap Wrap .Wp-Block-Post-Author__Byline Font-Size Margin-Bottom Margin-Top Width",
".Wp-Block-Post-Author__Avatar Margin-Right .Wp-Block-Post-Author__Bio Font-Size Margin-Bottom .Wp-Block-Post-Author__Content Flex-Basis Flex-Grow .Wp-Block-Post-Author__Name Margin"
] |
Artificial intelligence has revolutionized many industries, and graphic design is no exception. We're running a series of blog posts that take a deep dive ...
|
AI Tools to Ease the Image Creation and Editing Workflow for Designers
Artificial intelligence has revolutionized many industries, and graphic design is no exception. We’re running a series of blog posts that take a deep dive into the world of AI tools for designers, covering everything from image editing to working with color and more. Whether you’re a seasoned designer or just starting out, you won’t want to miss out. In the first post, we’ll explore some of the best AI tools that graphic designers can use to create and edit images for their projects.
ClipDrop
ClipDrop, an ecosystem of AI-powered products, grew out of an app called AR Copy Paste, which could capture objects from the physical world with a camera and drop them on your computer. At the time, journalists were excited, calling it nothing but “a practical use for AR” that had finally arrived and opened up new horizons of AR potential.
To date, ClipDrop provides a set of tools for anyone working with visual content. Not only can you “cut” objects from the real world and “paste” them into devices, but you can also remove people, backgrounds, and text from photos, improve image quality, and clean them up by scrubbing away imperfections or adjusting lighting settings. Plus, the creators of ClipDrop have integrated Stable Diffusion’s text-to-image algorithm, so you can create images from scratch.
Pricing. You can use ClipDrop for free with limited options. Subscription plans start at $7 per month, and the API is a minimum of $0.020 per image.
Icons8
Icons8 makes a software suite for content creators, offering a range of tools, icons, vectors, images, and other digital assets for designers. Back in 2019, the company came up with a collection of 100k AI-generated headshots of people which made waves in the news and was named Product of the Month on ProductHunt. Two years later, they offered Face Generator, a tool for creating custom virtual faces by choosing different skin tones, head angles, emotions, etc. While the company allows non-commercial use only, you can purchase a paid license to use virtual images in commercial projects. In addition, Icons8 features Smart Upscaler, which increases image resolution, Face Swaper, which is able to replace faces from one photo to another, and Background Remover. These algorithms are built-in into their MegaCreator and Lunacy design software.
Pricing. Costs vary depending on the specific task you need to be done. Face Generator has a starting price of $19.99 per month, while Lunacy is free to use, although you only have to pay to purchase Icons8 graphic assets.
PhotoRoom
The interface of PhotoRoom
PhotoRoom is an all-in-one creative photo editing platform supported by AI. With this tool, you can erase or blur the background, focus on the foreground, remove objects, and perform bulk retouching. It also uses the Stable Diffusion algorithm to generate backgrounds from text prompts. All PhotoRoom templates can be used for commercial purposes (e-commerce, marketing, advertising).
Pricing. You can get a free account with limited features and upgrade to a Pro subscription for $5.83 per month.
Let’s Enhance
Let’s Enhance is an AI editor that increases image resolution up to 16x without losing quality by fixing pixelation, removing artifacts, and improving lighting and color. As with ClipDrop, there is also an image generator based on the Stable Diffusion algorithm. Note that the use of images created by the Image Generator is subject to the Stable Diffusion license.
Pricing. Users can use Let’s Enhance for free with limited credits. Paid subscriptions start at $9 per month. You can also choose a pay-as-you-go model with a minimum of 20 credits for $9.
Imagery Refiner
Imagery Refiner is an AI-powered design tool built by Everypixel. It offers to refine AI-generated images that may have imperfections that are hard to edit, such as crooked ears or misplaced eyebrows. The tool’s algorithms eliminate these defects while keeping the original personality idea intact. The product is still in beta, but interested users can sign up and give it a try. Registered users will receive notifications by email upon the final release of the feature-complete version in early February 2023.
Pricing. Registered users can refine 10 images per month for free. Premium access allows refining 300 images per month for $1, but you can discuss your individual plan with the company.
An image before refining The same image after refining
Upscaler
Upscaler is a software that helps users to get the most out of their images. AI algorithms improve image quality up to 8x. Upscaler offers four methods to enhance your images, each with its own strategy for upscaling and refinement. While the Balanced mode provides slight improvements to achieve authenticity, DetailPro highlights details, the FacePro works on portraits, and the Ironed removes artifacts and imperfections.
Pricing. Upscaler is available for free with limited options, and under a pay-as-you-go model with a starting price of $7 for 20 upscales.
Designify
Designify is an online platform that helps automate design routines for e-commerce and marketing. It was developed by the team behind Remove.bg, a well-known tool that allows erasing of backgrounds and objects on images. With Designify, they combine batch processing principles with AI features such as background removal, shadow generation, pixelation correction, and color enhancement. You can upload your product images to be integrated across multiple templates and get ready-to-use images from e-commerce and automotive to greeting cards and profile pictures.
Pricing. Designify is available for free, but if you need batch-editing features, and high resolution you need to upgrade your plan to Designify Pro for $38 per month.
Pixelvibe
The interface of Synth.Run
Pixelvibe (ex-Rosebud) is a family of apps for creating stock photos, YouTube video thumbnails, art and concepts, game assets, and animated avatars, all of which are powered by AI. While most of their apps are paid and invite-only, there are some free options available. For example, you can browse through thousands of AI-generated stock photos, and the system will pull up a bunch of similar ones for you to choose from. Or you can play around with Synth.Run, which helps you craft art concepts in a variety of styles, from rococo to sci-fi. Tokkingheads lets you turn your photos into animated avatars.
As a paid option, you can create a unique image based on your prompt or feed the AI with your own visuals to train it to produce game assets or YouTube video thumbnails that match your brand identity, goals, and style. AI-generated images can be used commercially, and the company welcomes the attribution. See the detailed license terms here.
Pricing. It varies depending on what you need to get done. For example, text-to-image generation starts at $11 per month.
| 2023-02-12T00:00:00 |
2023/02/12
|
https://journal.everypixel.com/ai-tools-for-image-creation-and-editing
|
[
{
"date": "2023/02/12",
"position": 43,
"query": "artificial intelligence graphic design"
}
] |
How to use the AI Design to create full social media posts ...
|
How to use the AI Design to create full social media posts with AI
|
https://help.simplified.com
|
[] |
With AI Design, creating full social media posts has never been easier. Start using the AI Design App by Simplified today and unlock the power of artificial ...
|
With AI Design, creating full social media posts has never been easier. Start using the AI Design App by Simplified today and unlock the power of artificial intelligence to elevate your social media presence.
Here's how in a few minutes ready your social media post
Step 1: Login into Simplified Dashboard
To begin, log in to the Simplified Dashboard using your credentials. If you don't have an account, you can sign up for free.
Step 2: Click on AI Designer
Once you are logged in, navigate to the AI Designer section by clicking on the corresponding tab or button.
Step 3: Click on Generate with AI
In the AI Designer section, click on the "Generate with AI" button to start the process of creating social media posts.
Step 4: Click on Create With AI social media quotes
Next, select the option to create social media quotes using AI. This will allow to generate visual posts specifically tailored for social media platforms.
Step 5: Click on Select Size
Choose the desired size for your social media post. You can select from various predefined sizes or customize the dimensions according to your requirements like for Facebook, Instagram, and so on.
Step 6: Click on Tell Us About Topic Or Theme For Quote
Provide information about the topic or theme you want the AI Design App to focus on while generating the quotes within 20 words. This will help the AI algorithm understand your preferences and create relevant content.
Step 7: Click on Settings
Access the settings menu to customize the AI Design process further.
Step 8: Select Creativity Level
Adjust the creativity level to determine the uniqueness and originality of the generated quotes. You can choose creativity levels based on your preferences.
Step 9: Click on Output Language
Specify the language in which you want the quotes to be generated. The AI Design App supports multiple languages, allowing you to create content for a global audience.
Step 10: Click on Generate
Click on the "Generate" button to initiate the AI Design process. Sit back and let the magic happen as the AI algorithm creates five artboards of quotes for you.
Step 11: Magic in Progress
While the AI Design App is generating the quotes, you will see a progress indicator. This step may take a few moments, depending on the complexity of your requirements.
Step 12: Get 5 Artboards of Quotes
Once the AI Design process is complete, you will be presented with five artboards of quotes. These quotes are ready to be customized and shared on your social media platforms.
Step 13: Click on Edit Option and Add Visuals, Text, and Other Things
To personalize the quotes, click on the edit option and add visuals, text, and other elements to make them unique and aligned with your brand or personal style.
Step 14: Click on Export
After customizing the quotes, click on the export option to prepare them for download.
Step 15: Select File Download Pattern
Choose the desired file download pattern, such as JPEG or PNG, based on your requirements.
Step 16: Click on Download Button
Finally, click on the download button to save the customized social media posts to your device. You can now share them on your preferred social media platforms and engage with your audience.
For more resources and tutorials on using the AI Design App, visit Simplified Academy or Help Center. These platforms provide in-depth guides and tips to help you make the most out of AI Design.
| 2023-02-12T00:00:00 |
https://help.simplified.com/en/articles/6971572-how-to-use-the-ai-design-to-create-full-social-media-posts-with-ai
|
[
{
"date": "2023/02/12",
"position": 52,
"query": "artificial intelligence graphic design"
}
] |
|
180+ Intriguing Automation Statistics - Nividous
|
180+ Intriguing Automation Statistics
|
https://nividous.com
|
[
"Alan Hester",
"Connect With Him"
] |
McKinsey predicts that approximately 24% of currently employed women and 28% of men could lose their jobs by 2023 as a result of automation.
|
By now, automation has been adopted to some extent by at least 67% of companies worldwide. But it is a rapidly evolving tool, and businesses are still learning how to use it to its fullest potential.
The biggest challenge to implementing automation, according to a recent McKinsey study, surprisingly isn’t related to financing—it’s understanding where and how to best deploy it. Still, seventy percent of respondents say their organizations are at least piloting automation technologies in one or more business units or functions.
At Nividous, we’ve helped numerous organizations, across all industries, implement automation in ways that have dramatically improved their operations. (You can read about some of those stories here.) But if you’re still researching how automation is being used, take a look at the automation statistics below. They’ll give you an idea as to how other companies in your industry—or area of business—are applying it to good effect.
As of May 2019, more than 70% of advertisers were using Google automated bidding strategies. (2019, Google) Advertising automation can save businesses $130,000 a year in costs. (2022, ContactPigeon) Programmatic advertising accounted for over 80% of digital display marketing in the US. (2018, AppNexus) By the end of 2020, over 90% of mobile display ads will be negotiated automatically using programmatic ads. (2018, AppNexus) In 2016, only 32% of display ads were automated; that figure jumped to 72% in 2019. (2021, Semrush)
Looking for guidance on how automation could help solve some of your biggest operational challenges? Contact us at Nividous—we can help! Contact us
The agricultural robot market is expected to grow at a rate of 34.5% between 2020 and 2025. (2021, MarketsandMarkets) The market for automated farming equipment is expected to rise to $23.06 billion by 2028 (2019, MarketResearch.com) More than 35,000 robotic milking systems are currently in use around the world. (2019, DAIReXNET) Users of robotic milking systems (RMS) have saved up to 29% in labor costs. (2019, DAIReXNET) Farms using robotic milking systems averaged 2.2 million lbs. of milk per full-time worker compared to 1.5 million lbs. for similar-sized herds’ milking in parlors. (2019, DAIReXNET) The labor requirement was 29% lower on RMS farms compared to non-RMS farms, resulting in more milk production and income per worker. (2019, DAIReXNET) U.S. farms are consistently harvesting in excess of 6,000 lbs. of milk per robot daily. (2019, DAIReXNET)
84% of business leaders using cloud automation have seen an increase in revenue and reduction in operation costs. (2017, Xero Blog) Year-on-year growth for businesses using cloud automation is estimated at 15%. (2017, Xero Blog) The market for cloud automation is forecast to grow by $103.9 billion by 2025. (2019, Business Wire) 84% of IT companies are happy with the increased agility made possible by cloud automation. (2022, Dell Inc.) 81% of IT companies feel that they have been able to improve innovation by using cloud automation. (2022, Foundry) 86% of IT leaders have seen a marked improvement in client satisfaction as a result of cloud automation. (2022, Capgemini) 59% of IT leaders have been able to deploy engineers to work on higher-value tasks thanks to cloud automation. (2022, Capgemini)
Robotic automation can cut down phishing attack detection and response times by as much as 70%. (2021, EY) By 2017, 44% of companies were using AI to detect and deter cyber intrusions. (2022, Windward Studios) 68% of major global companies are planning to increase spending on automated cybersecurity solutions. (2020, LearnBonds) Investing in automated cybersecurity could increase global revenue opportunities by $5.2 trillion. (2021, Accenture) Approximately 55% of major organizations will boost their investments in automation solutions. (2022, LearnBonds) 51% of enterprises surveyed in 2019 were depending primarily on AI to detect cyber threats. (2020, Capgemini) 80% of telecom executives surveyed indicated that AI was their main hope for combating cyber attacks now and in the future. (2020, Capgemini) 84% of IT professionals in America and Japan are convinced they face the threat of criminals using AI to launch attacks. (2017, Webroot)
Almost 50% of eCommerce companies use marketing automation software to attract more shoppers. (2020, ClickZ) 40% of B2B companies plan to adopt marketing automation technology. (2022, Emailmonday) By 2025, 95% of interactions between customers and retailers will be handled by automated systems. (2022, FinanceDigest) 73% of consumers say they are fine with automated customer care as long as it improves service. (2022, Pega) Customers who receive automated emails about incomplete purchases are 2.4 times more likely to complete the purchase. (2022, Experian) Shipments of collaborative robots to warehouses worldwide are expected to cross 47,000 by 2026 at a CAGR of over 37%. (2022. Robotics & Automation News) Automated warehouses are 40% more likely to ship orders within one day of the order being made. (2010, Robotics Business Review)
Over 269 billion emails are sent globally on a daily basis equating to about 2.4 million emails per second. (2014, Radicati) Over 49% of businesses use some form of email automation. (2022, HubSpot) Automating email and other repetitive tasks is worth nearly $273/hour. (2022, HubSpot) Companies that use automated marketing software to send out emails receive twice the number of leads and 58% more conversions. (2017, Moz) Businesses using automated follow up emails can improve their response rate by 250%. (2016, Entrepreneur) Adding automated emails to the lead nurturing process can improve revenue by 10%. (2016, Entrepreneur) Emails sent as part of triggered campaigns account for more than 75% of B2B revenue from emails. (2022, DMA) Email marketing technology is used by 82% of companies. (2015, Ascend2) 14% of marketers combine segmentation and automation to improve personalization. (2018, GetResponse) Email marketing automation has a significant impact on cart abandonment emails: The average open rate is over 30%; the conversion rate can reach as much as 20%; and the sales rate can reach 10.7%. (2018, Marketinghub) The same is true for browse abandonment emails: With email marketing automation, the browse abandonment email open rate reaches almost 40%; the average click-through rate is 10.87%; and the average revenue per recipient is $1.35. (2018, Marketinghub) With email marketing automation, the product recommendation email open rate is as high as 10%. (2017, ClearVoice) The conversion rate for automated product recommendation emails can reach 3%. (2017, ClearVoice) Automated price drop reminder emails have an average open rate of 38.33%. (2017, ContactPigeon) Automated cross-selling emails can increase sales by as much as 28%. (2022, SaleCycle)
20% of the time CEOs spend on financial tasks could be eliminated with automation. (2015, McKinsey) In 2017, McKinsey forecast a second wave of automation and AI that will see machines handling between 10% and 25% of banking tasks. (2017, McKinsey) Chatbots will have generated cost savings of over $8 billion per year as of 2022. (2017, Juniper Research Ltd) In the banking sector, the success rate of bot interactions with humans was expected to reach 90% as of 2022. (2017, Juniper Research Ltd) ICICI Bank reduced its time spent addressing complaints about ATM cash disbursal from 12 hours to 4 hours a day with automation. (2020, Windward Studios) ICICI deployed over 750 robots to handle daily transactions and has recorded 100% accuracy. (2020, Windward Studios) Implementing accounts payable automation can improve invoice processing time by 10%. (2022, MineralTree) Automating invoice capture saves 1 hour a day. (2022, MineralTree) Accounts payable automation pays for itself within 6 to 18 months. (2018, MHC Automation) 26% of an organization’s automations, on average, fall under the finance umbrella. (2022, Workato) Automating returns and refunds has ballooned by 335% year over year. (2022, Workato) The order-to-cash process accounts for 57% of finance automations. (2022, Workato) Finance professionals are building 39% of their department’s automations. (2022, Workato) 80% of finance leaders have implemented or are planning to implement RPA. (2022, AIMultiple)
The global healthcare automation market is expected to generate around $63,596 million by 2026. (2019, Zion Market Research) The global healthcare automation market report estimates 8.41% growth within seven years. (2019, Zion Market Research) In the immediate future, healthcare and pharmaceuticals are anticipated to be the largest industries in the business workflow automation market. In combination, these industries will generate revenue of over $900 million by the end of 2026. (2018, GlobeNewswire, Inc.) The global medical robotics market will hit $20 billion by 2023 as some surgical procedures become fully automated. (2013, McKinsey) The healthcare industry (including pharmaceutical companies) could save as much as $100 billion by applying AI and big data strategies. (2013, McKinsey) The number of AI-powered chatbot interactions in healthcare is expected to exceed 2.8 billion annually by 2023, up from an estimated 21 million in 2018. (2018, Juniper Research) The U.S. is expected to save $150 billion in the healthcare economy by 2026 through the application of AI in the health sector. (2018, The Enterprisers Project)
43% of HR professionals are optimistic about the introduction of automation to their industry. (2017, Jobvite) 42% of recruiters do not think automation will affect their job in any way. (2017, Jobvite) 14% of headhunters are afraid of being replaced by automation technology in their workplace. (2018, LinkedIn) 1.7 million jobs have already been lost to automation since 2000. (2022, Oxford Economics) 72% of HR officers believe the way they recruit will have to change as automation becomes more prevalent. (2022, Oxford Economics) 67% of recruiters believe HR automation will save or is saving time in the recruitment process. (2018, IQ PARTNERS Inc.) 43% feel automation in HR removes human bias. (2018, IQ PARTNERS Inc.) Automation is being used by 20% of companies to eliminate bias and support diversity recruitment. (2019, HubSpot) In 2019, 75% of HR professionals did not have the confidence to effectively use automation to improve the recruitment process. (2019, HubSpot)
By 2030, the United States is forecast to see 46% of its insurance claims processing jobs automated. (2022, Statista) Quote generation time for insurance agents in California was cut from 14 days to 4 minutes using automation. (2020, Capgemini) By 2018, 30% of insurers were already considering using robotic process automation for the claims review process. (2022, Statista) In 2017, Deloitte predicted the loss of 22.7 million insurance jobs in the U.S. as a result of automation. (2017, Deloitte Development LLC)
AI-augmented automation will be adopted by 40% of large enterprise infrastructure & operation (I&O) teams by 2023. (2019, Gartner) The number of automation architects within enterprises is forecast to rise 70% by 2025, up from 20% in 2020. (2022, Advanced Systems Concepts, Inc.) By 2023, about 20% of IT specialists will be affected by AI-enabled automation used for data management. (2022, Advanced Systems Concepts, Inc.) By 2024, organizations will realize a 30% reduction in operation costs as a result of implementing hyper-automation. (2022, Advanced Systems Concepts, Inc.)
The world can save 749 billion working hours by automating 64% of manufacturing tasks. (2017, McKinsey) Seven out of 10 workers believe adopting automation in their organization will create better opportunities for them in higher-skilled jobs. (2017, McKinsey) Twenty million manufacturing jobs will be lost to automation by 2030. (2019, Oxford Economics) The main reason 57% of employers want to automate is to improve the productivity of their workforce. (2018, APPG AI) Only 24% of employers say that reducing operating costs is the main driver for adopting automation. (2018, APPG AI) The use of automation in three key industries including manufacturing will contribute $15.7 trillion to the global economy by 2030. (2022, PwC)
67% of marketing leaders are utilizing automation platforms in one way or another. (2021, HubSpot) 59% of Fortune 500 companies are using marketing automation, and that number is steadily on the rise. (2014, ClickZ) 61% of respondents are not using marketing automation at all. (2015, TFM&A) 27% of companies say they still consider themselves “new” to marketing automation. (2022, Invesp) Almost 50% of organizations started using their platform for the first time within the last four years. (2021, Demand Spring) With an annual growth rate of 14%, marketing automation spending will exceed $25 billion by 2023. (2018, Forrester Research, Inc.) The U.S. marketing automation software industry was valued at an estimated $12.3B in 2022. (2019, SharpSpring) 91% of users say marketing automation is “very important” to the overall success of their online marketing activities. (2022, Invesp) 63% of marketers plan to increase their marketing automation budget this year. (2022, Invesp) 80% of marketing automation users saw an increase in the number of leads using marketing automation software. (2022, Invesp) Using marketing automation software, 77% of users saw an increase in conversions. (2022, Invesp) 60% of the people who use marketing automation improved the quality of leads generated. (2012, FISION) The people who use marketing automation to improve the quality of leads report three times more leads generated every month. (2012, FISION) 58% of industry leaders using marketing automation say that conversion rate and revenue generated are the most useful metrics to measure. (2022, Invesp) Automating omnichannel marketing is likely to create a customer retention rate of 90%. (2019, Omnisend) Engagement and purchase rates increase by 250% using omnichannel automation. (2019, Omnisend) Customers will manage 85% of their relationships with the enterprise without interacting with a human. (2018, Gartner) B2B top performers are 20% more likely than average performers to use marketing automation technology. (2017, Act-On) Of the top B2B performers, 69% use marketing automation for customer acquisition and 50% for customer retention. (2017, Act-On) 22% of marketers aren’t confident they can stay up to date with marketing automation. (2015, B2B Marketing) 74% of marketers surveyed agreed that the main reason to use automation software is to save time. (2022, Upland Software, Inc.) The most important strategic goals of marketing automation strategy are: increase lead generation, 61%; lead nurturing, 57%; increase sales revenue, 47%; improve customer engagement, 36%; improve marketing productivity, 29%; improve campaign measurability, 28%; improve campaign targeting, 22%. (2022, Invesp) Nearly 70% of the respondents felt that improved targeting of messages is the most important benefit of using marketing automation. (2017, Liana Technologies) 54% of B2B marketers use marketing automation software to assist them with their content marketing efforts. (2019, Content Marketing Institute) 75% of B2B marketers say marketing automation software provides better insight into how content is performing. (2019, Content Marketing Institute) A third of agencies don’t pass martech costs back to clients at all; this number rises to 50% amongst small agencies. (2018, EmailMonday) 33% of email marketing campaigns are automated. (2019, DMA UK) PR outreach and brand promotion are seen as the least suitable digital marketing elements for automation, with only 22% of respondents indicating they find it a good match. (2020, Social Media Today) 83% consider social media post scheduling the most suitable digital marketing element for marketing automation. Other suitable elements include: email marketing (75%), social media advertising (58%), messaging/chatbots (53%). (2020, Social Media Today) Lead scoring, advanced segmentation, and AI were the least-used marketing automation features (5%). (2018, GetResponse) Email marketing is the most common marketing automation feature, with 79% of marketers using it. (2021, Demand Spring) 75% of marketers say they currently use at least one type of marketing automation tool. (2019, Social Media Today) 86% of marketers consider “ease of use” to be the most important factor when evaluating automation tools. (2022, Invesp) Nine out of 10 marketers (88%) use more than one martech tool on a regular basis. (2017, Walker Sands) 56% of marketers think the martech industry is evolving faster than their companies’ use of marketing technology. (2017, Walker Sands) 51% of companies use a combination of outsourced and in-house resources in marketing automation strategy planning. (2016, Ascend2) 12% of companies outsourced all of their marketing automation strategy planning to a specialist. (2016, Ascend2) 37% of companies use only in-house resources in marketing automation strategy planning. (2016, Ascend2) 10% of users find marketing automation inexpensive; 47% find it fairly priced; 22% find it pricey but worth the investment; and 11% find it too expensive. (2015, VentureBeat) 45% of agencies rely on marketing automation platforms to show ROI. (2022, EmailMonday)
98% of PR professionals spend most of their time using email. (2020, Muck Rack) By 2023, 38% of PR skill sets could be replaced by automation. (2019, Chartered Institute of Public Relations) Currently 12% of PR skill sets can either be complemented by or replaced with AI. (2019, Chartered Institute of Public Relations) 27% of PR and marketing jobs are currently at risk due to automation. (2019, Office for National Statistics) PR teams could save two hours a week by automating common tasks. (2020, Muck Rack)
Automating repetitive tasks could save companies as much as $5 trillion annually. (2017, IT Chronicles) Automating repeated tasks like administrative work could save companies as much as 69 working days annually. (2017, IT Chronicles) Out of 3,000 business executives, 75% would like to use automation and AI as an opportunity to explore other business opportunities. (2017, Massachusetts Institute of Technology) Of 3,000 business executives interviewed, 2,550 see AI as an opportunity to gain a competitive advantage. (2017, Forbes) Labor savings from adopting automation in the office can guarantee an organization between 30% and 200% return on investment in the first year. (2016, McKinsey) 74% of consumers expect a chatbot to be available to provide website assistance. (2022, GrandViewResearch) Business process management was a $3.38 billion market in 2019. (2021, netsuite) The size of the robotic process automation market is expected to reach $10.7 billion by 2027. (2021, GrandViewResearch) RPA is expected to expand at a CAGR of 33.6% between 2020 and 2027. (2021, GrandViewResearch) 11,214: This is the number of open positions produced by a recent search for “robotic process automation” on LinkedIn’s jobs site. (2022, LinkedIn) In 2018, robotic process automation software revenue grew 63%, to $846 million. (2019, Gartner) Employees spend 10%–25% of their time on repetitive computer tasks. (2022, Automation Anywhere) IT departments spend 30% of their time on basic low-level tasks. (2022, Automation Anywhere)
Automation in sales boosts productivity within the department by 14.5%. (2022, Invesp) Automation in sales brought down marketing costs by 12.2%. (2022, Invesp) Sales teams can close 30% more deals when they automate Salesforce. (2020, Windward Studios) Automation in sales reduces the sales cycle by 18% and reduces administrative time by 14%. (2020, Windward Studios) Sales automation has shown an over 200% increase in conversions for different brands. (2020, Clearbit) Sales automation has helped B2B marketers improve their sales pipeline by an average of 10%. (2022, Martech) Sales can be increased by 20% through automating and personalizing offers based on past browsing history. (2016, Entrepreneur) By 2023, 30% of sales, front desk, and customer experience activities will involve robotic process automation. (2022, Advanced Systems Concepts, Inc.) Companies saw a 451% increase in qualified leads when automation software was used. (2022, Kixie) 80% of calls go to voicemail, making automation tools more useful for boosting sales numbers. (2022, Kixie) 44% of companies that begin using automation software see a return within six months. (2022, Kixie) 60% of companies that hadn’t implemented sales call automation tools said they thought implementation was too difficult. (2022, Kixie) 86% of CEOs say artificial intelligence software is a mainstream tool in their office (as of 2021). (2022, Kixie)
Almost all tasks involved in social media posting can be automated. (2016, Entrepreneur) Automating social media posts can save six hours every day. (2016, Entrepreneur) 83% of marketers agree that scheduling posts for social media is the most suitable digital marketing element to automate. (2022, Windward Studios)
McKinsey predicts that approximately 24% of currently employed women and 28% of men could lose their jobs by 2023 as a result of automation. (2019, McKinsey) The number of automated jobs increases by 14% every year. (2016, International Federation of Robotics) By 2019, more than 1.4 million new industrial robots will be installed in factories around the world. (2016, International Federation of Robotics) Automation may force between 40 million and 160 million women to transition between jobs. (2019, McKinsey) About 55% of jobs that do not require college degrees are at risk of being automated. (2016, International Labour Organization) 76% of information workers are not worried about their jobs being automated because they believe they have the skills to get another job at their company. (2017, Smartsheet) 86% of employees surveyed believe that automation will help them do their work more efficiently to improve productivity and growth. (2017, Smartsheet) 70% of employees are ready to compete with robots for jobs. (2018, PwC) The countries expected to be impacted the most by automation taking over human jobs are the United States and China. (2020, Oxford Economics) Humans have worried about losing their jobs to robots since the 1930s. (2016, Medium) Automation accounts for one-third of new jobs created since 1930. (2017, McKinsey) Economists believe that modern automation will lead to more job losses than creation by 2030. (2019, BBC) In England, automation replaced 850,000 workers between 2001 and 2017 (2015, Deloitte LLP) In England, automation also created 3.6 million opportunities. (2015, Deloitte LLP)
Whether your business is in human resources or healthcare, cutting-edge technology can help. These automation statistics barely scratch the surface of what automation can do—and the revenue return it can bring. If you have questions about business automation, talk to one of our Nividous automation experts or schedule a free demo to see how our automation tools work.
| 2023-02-13T00:00:00 |
2023/02/13
|
https://nividous.com/blogs/automation-statistics
|
[
{
"date": "2023/02/13",
"position": 71,
"query": "job automation statistics"
},
{
"date": "2023/02/13",
"position": 70,
"query": "job automation statistics"
},
{
"date": "2023/02/13",
"position": 70,
"query": "job automation statistics"
},
{
"date": "2023/02/13",
"position": 69,
"query": "job automation statistics"
},
{
"date": "2023/02/13",
"position": 71,
"query": "job automation statistics"
},
{
"date": "2023/02/13",
"position": 67,
"query": "job automation statistics"
},
{
"date": "2023/02/13",
"position": 72,
"query": "job automation statistics"
},
{
"date": "2023/02/13",
"position": 71,
"query": "job automation statistics"
},
{
"date": "2023/02/13",
"position": 54,
"query": "job automation statistics"
},
{
"date": "2023/02/13",
"position": 70,
"query": "job automation statistics"
},
{
"date": "2023/02/13",
"position": 70,
"query": "job automation statistics"
}
] |
The Effects of Job Automation on The Workforce and Fixes
|
The Effects of Job Automation on The Workforce and Fixes
|
https://www.surveycrest.com
|
[
"Kelvin Stiles",
"About The Author"
] |
Side-Effects Of Job Automation On Workers · 1. Jobs Will Be Lost · 2. Displacement Of Workers · 3. Income Inequality Will Increase · 4. Employees Will Have To ...
|
Photo Credit: iStock.com/sorbetto
Throughout human history, job automation has been replacing human workers. When humans learned to work bronze into their daily tools, it drove stone workers out of jobs. When iron tools came along, bronze workers had to go and find new ways to earn a living.
So, understandably, humans have always looked at automation with an impending sense of doom. ‘Robots will take over’, ‘human workers will become obsolete’, and ‘machines will drive everyone away’.
Yet, the data and facts do not support this hysteria.
For example, robot cooks are increasingly becoming a top trend in the restaurant industry, but they cannot replicate the creativity and innovation of a chef, a culinary artist. The robot cook may follow certain specific instructions, and cook a few dishes repeatedly without flaws, it cannot taste, experiment, and innovate.
So, while it’s true that entire job sectors have almost been eliminated due to advancement in technology — jobs in the agriculture sector went from 40% in 1900 to 10% in 1950 —, all that disruption has caused new kinds of jobs to appear, growth in other sectors of employment, and an overall improvement in human lifestyles.
Having said that, it’s important to consider the fact that most recent job automation will be led by AI and robotics — technologies far superior and of near-human-intelligence than mere mechanical machines.
Studies have suggested that if the current pace of advancement in AI continues, a large number of employment sectors will be significantly impacted by this new age of automation. Jobs like those of physicians, radiologists, truck drivers, material handlers, mechanics, and more will go through seismic shifts.
Side-Effects Of Job Automation On Workers
Below are some of the major impacts job automation will have on the workforce.
1. Jobs Will Be Lost
There is no way around it. Some jobs will be lost when AI and robotics become fully implemented in the workplace. Continuing with the example of a robot cook in the restaurant kitchen, it’s easy to predict that such a contraption will eliminate a huge number of repetitive, manual tasks that keep a kitchen functioning.
Cleaning, plating, cooking a limited number of dishes with fixed recipes, keeping stock of the kitchen inventory, scheduling the wait staff, and similar tasks will benefit from AI implementation.
People who perform these jobs, a small army of cooks, will need to find work elsewhere.
2. Displacement Of Workers
As technology advances and more and more economic sectors adopt AI, heat pump system innovations, and other modes of digital automation, more and more jobs of today will have the potential to become automated in the near future. As this rolls out, mass layoffs may take place.
Large numbers of job layoffs directly result in displacement of workers. Not only will people be displaced from their current places of work, but they may also have to move geographically to find other jobs.
The added financial stress of relocation will cause further stress to workers who have just lost their livelihoods.
3. Income Inequality Will Increase
Leading economists and researchers in MIT have studied the impact of job automation on skill gap and income inequality, and have found that technology that replaces jobs always impacts low-skill workers the most.
High-skill workers like engineers and surgeons may benefit from sophisticated technology, but customer support operators or lab technicians will suffer due to the skill-biased technological change.
In other words, a high-skilled worker may be able to find a job in another sector or have the means to reskill themselves, but a blue-collar worker with lower wages will have a financial crunch on their hands, and limited resources to gain new skills.
4. Employees Will Have To Settle On Lower Wages
According to the MIT research quoted above, for every robot per 1,000 workers, wages decline by 0.42%. In fact, between 1990 to 2007, introduction of robots in industries have caused average wages to be reduced by 0.77%.
So, even in industries where automation does not directly result in net job losses, wage losses emerge as the biggest stressors. Not to mention changes in employee roles affect the meaningfulness people derive from their jobs.
For example, managers or supervisors whose job it is to oversee operations may have to deal with a down-sized role. Since tech-operated tasks do not need oversight, managers who remain on the job may have to compromise on lower wages and a diminished role just to ensure job security.
5. Resources Will Be Needed To Reskill And Upskill The Workforce
With AI paring down job roles, it becomes evermore important to invest in learning high-level skills that bolster job roles when augmented with technology.
Some of these skills include:
• High-level decision making
• Taking initiatives
• Anticipating challenges and building strategies
• Emotional intelligence
• Interpersonal communications
• Team building and team work
Of course, there are tech-based skills too that you can learn to make yourself adaptable to the new reality of AI becoming integral to workplaces. These include programming, coding, natural language processing, and more.
While upskilling and reskilling sounds ideal, it may not be possible for everyone. Because first, who will pay for all this retraining? Government or employers? Will the workers be allowed reduced work hours so they can spend that time learning new skills? If not, how will childcare be managed if working parents have to devote more hours to equip themselves with new skill sets?
These are important questions to consider, and unless governments and employers join forces, a large number of displaced workers will be left with no new skills to find new work.
How To Minimize The Damage To The Workforce
Learn from Nokia’s Bridge Program.
In a case study published by Sandra J. Sucher and Susan J. Winterberg in the Harvard Business School Publication, the authors share the story of how Nokia created a new, comprehensive way of organizational restructuring. This innovative approach, often seen as an organizational development test in real-world scenarios, ensured that displaced workers were given support and means to retrain themselves and find new employment opportunities.
This is how the story goes.
In 2011, Nokia shut down its phone R&D centers and factories in 13 countries. It was a hard decision, taken to save the company and its future in a drastically new competitive environment in which Nokia was badly losing.
The decision was set to impact 18,000 workers and disrupt local communities and employment markets.
Yet, the company was determined not to repeat the mistake it had made in 2008 in Bochum, Germany, when it closed down a factory plant. The workers there were never told of the decision, and only learnt it when they showed up to work one day. They found the doors closed, and were directed to a local arena where they were told they were being laid off as the plant was not cost-effective.
The whole thing was so sudden, so disrespectful, and so extreme, it resulted in massive public protests, people boycotting the Nokia brand, and damaging its global goodwill.
So, in 2011, Nokia developed a new way to handle company layoffs. This new approach — the Nokia Bridge Program — reflected the company values, and committed to maintaining morale and industry among employees who were going to lose their jobs.
This sustainable method of dealing with job losses and transitioning the impacted workers to other sectors of employment can be summarized in the following 6 steps.
1. Notify Them Well In Advance
As soon as it becomes clear to you that you will be laying off people, let them know. Send a company-wide or department-wide email (if your decision only impacts certain departments or teams) that you will be letting go of a significant proportion of your workforce.
Such advanced notification not only is required by law (the WARN Act compels you to give workers 60-days of advance layoff notice), but also has many benefits for you, your company, and impacted workers:
• It dispels any harmful rumors
• Prevents any doubt or uncertainty forming within the ranks
• Improves your goodwill as an authentic and upfront leader
• Emotionally and psychologically prepares the workforce for what’s to come
• Enables workers to start devising strategies for the eventuality
• Brings everyone on the same page
• Allows managers to distribute workload in a way that helps impacted workers spend reasonable time retraining or looking for other jobs
• Keeps the morale high as people finish up their current projects
• Allows you to hold discussions with teams where you can gather crucial feedback to inform your further moves
Layoffs are always a complicated decision. By inviting open conversations, you remove a lot of your hurdles, and enable everyone to deal with the news with more grit and determination.
Through its Nokia Bridge Program, the company involved impacted workers
2. Create Support Programs And Involve Impacted Employees To Design How These Programs Will Run
Through its Nokia Bridge Program, the company involved impacted workers as part of its decision-making process.
As these employees were going to be directly affected by this decision, it only made sense to ask them what it meant for them, the different ways it would impact them, the kinds of support they needed, how to make the transition more helpful, and what reasonable timelines all parties could realistically agree upon.
Through this crucial feedback, Nokia was able to design employee support programs that saw employee engagement levels soaring throughout the transitory period, a time when these levels usually plummet. All the R&D programs still in the pipeline were completed in time, too, with excellent results. And the company was able to restore its goodwill as well.
Most importantly, however, this close involvement in the decision-making process, enabled almost all employees to find new jobs, learn new skills, explore new ventures, and keep local communities in all 13 countries thriving and functioning heartily.
3. Help Them Find Another Job Within The Company
If the new technology you’re introducing is going to replace workers, consider it your responsibility to help those workers find other work within the company.
It will not only minimize the stress of finding a new job, but will also help you retain employees who are already trained, enmeshed in your culture, and will make them feel more loyal to the company.
It’s another thing that Nokia Bridge did in 2011 to minimize damages to its workforce.
Company-wide training opportunities were made accessible for employees who were going to be affected by job losses. The training programs allowed them to learn new skills that were applicable in other areas of the company, and many employees were relocated to other teams.
4. Support Ex-Employees’ Startups
It may seem a bit out there for some, but it’s something that has been done by other employers and has proved successful.
If a significant portion of your AI job automation is going to affect high-skill workers, it’s important to learn if any of them have entrepreneurial aspirations so you can be a part of future talent-technology augmentation too.
Again citing the Nokia Bridge example, a major part of their employee transition program was a sort of Dragon’s Den situation. Impacted employees could come up to a select group of Nokia execs who would listen to their startup pitch, and fund their ventures, if the business plan was good.
Through this program, Nokia provided seed capital to many ex-employees who wanted to start their own ventures, and encouraged them to hire up to four other ex-employees in their new businesses.
The strategy accelerated entrepreneurship in Europe, US, and India, and kept a huge stream of ex-Nokia talent employable by the market.
5. Arrange Job Fairs So Employees Could Find New Jobs
What great companies do in times of crisis is take accountability and perform with a stewardship attitude.
The larger your business, the bigger the impact of any layoffs would be when you bring in human-replacing technology. To address it effectively, holding or arranging job fairs sounds like a great help to all employees who will be let go.
In its Bridge program, Nokia not only organized career fairs for its displaced workplace, but went a step further by inviting its local and global competitors, too, to the job fairs so workers could explore more diverse job opportunities.
By bringing the local job market to your employees, you make their job hunting easier, respectful, and improve their chances of finding a job that they’ll love.
6. Set Up Grants And Training Programs So Employees Could Reskill And Upskill Themselves
While high-skill workers may be able to get new job offers left, right, and center, the low-skill workforce you’re letting go will need all the help you can give them.
Set up grants and training programs so employees can start acquiring new skills. Schedule work hours in a way that workers are able to get training during their work hours so as not to impact their wages even more. Offer childcare support options to working parents so they can retrain without having to further juggle their work-life balance.
Remember, before your job fairs could work, or your employees could build stellar startup pitches, you’ll need to reskill and upskill them for the new work reality. Only then you can be sure that they are on career paths that protect their futures, and enrich their lives.
Conclusion
While job automation has always been something that incites fear and anxiety in the workforce, it has also brought many advantages. It makes systems more effective, boosts production rates, improves product quality, eliminates human error, and makes more efficient use of resources.
Yet, for people who lose their jobs to technology, these benefits mean little and less.
To prepare for the future of work — which is going to be an augmented intelligence system consisting of AI and humans — it’s important to address areas where technology replaces human beings. If we don’t, a bias against AI would become part of our workplaces that will prevent employees from interacting with technology and AI in any fruitful ways.
By equipping our workforces with reskilling and upskilling opportunities, we prepare for a tomorrow where employees will be more adaptable to changing work roles, and able to pivot more sustainably into new directions, creating a more reliable employment industry, and a stronge economic system.
| 2023-02-13T00:00:00 |
2023/02/13
|
https://www.surveycrest.com/blog/job-automation-emotional-damage-workforce/
|
[
{
"date": "2023/02/13",
"position": 1,
"query": "automation job displacement"
},
{
"date": "2023/02/13",
"position": 11,
"query": "AI job losses"
},
{
"date": "2023/02/13",
"position": 99,
"query": "ChatGPT employment impact"
},
{
"date": "2023/04/01",
"position": 86,
"query": "automation job displacement"
},
{
"date": "2023/09/01",
"position": 95,
"query": "automation job displacement"
},
{
"date": "2023/10/01",
"position": 82,
"query": "automation job displacement"
},
{
"date": "2023/12/01",
"position": 84,
"query": "automation job displacement"
},
{
"date": "2024/02/01",
"position": 95,
"query": "automation job displacement"
},
{
"date": "2024/04/01",
"position": 87,
"query": "automation job displacement"
},
{
"date": "2024/05/01",
"position": 84,
"query": "automation job displacement"
},
{
"date": "2024/06/01",
"position": 92,
"query": "automation job displacement"
},
{
"date": "2024/07/01",
"position": 86,
"query": "automation job displacement"
},
{
"date": "2024/08/01",
"position": 83,
"query": "automation job displacement"
},
{
"date": "2024/10/01",
"position": 84,
"query": "automation job displacement"
},
{
"date": "2024/12/01",
"position": 88,
"query": "automation job displacement"
},
{
"date": "2025/01/01",
"position": 96,
"query": "automation job displacement"
},
{
"date": "2025/02/01",
"position": 97,
"query": "automation job displacement"
},
{
"date": "2025/04/01",
"position": 72,
"query": "robotics job displacement"
}
] |
Despite fear of losing jobs to AI, employees welcome ...
|
Despite fear of losing jobs to AI, employees welcome robots to do dangerous work for them
|
https://www.kaspersky.co.za
|
[] |
Despite fear of losing jobs to AI, employees welcome robots to do dangerous work for them ... losses exceeding $5,000,000, and for some, it surpasses $10,000,000.
|
According to Kaspersky research¹, there are concerns among employees in the Middle East, Turkiye and Africa region in regards to robots and automation systems used by companies. 76% of those surveyed in South Africa are afraid of losing their job to a robot, and 18% reported they heard of cybersecurity incidents with robots or automated systems in their company. At the same time, many employees see the positive aspects that robotisation brings to them.
Artificial Intelligence (AI) use is on the rise, which poses a risk to the existence of many jobs across regions. Recently the ChatGPT bot was made available to the public – it can maintain a coherent conversation, explain complex scientific concepts, artistically translate texts between languages, and much more. Other types of robots have been among people for years, washing cars, delivering orders, sorting goods in warehouses, delivering pills to patients, doing assembly works at plants. According to Kaspersky research¹, there are concerns among employees in the Middle East, Turkiye and Africa region in regards to robots and automation systems used by companies. 76% of those surveyed in South Africa are afraid of losing their job to a robot, and 18% reported they heard of cybersecurity incidents with robots or automated systems in their company. At the same time, many employees see the positive aspects that robotisation brings to them.
Most often the respondents from South Africa noted the benefits of automation to employees’ health: 59% said that robots free employees from doing physically demanding or dangerous work. 62% stated that robots increased the efficiency of production processes and brought economic benefits to the organisation. 28% believed robotisation opened opportunities for employees to retrain for more interesting and higher paid positions, and 48% said it reduced the likelihood of accidents due to the human factor.
"Back in 2017 at the Black Hat conference, researchers Billy Rios and Jonathan Butts demonstrated how to hack an automatic car wash and what threat this poses to humans. They studied a PDQ LaserWash automatic car wash system, which can be connected to the Internet, and found a way to hijack it. They even showed that it’s possible to slam the bay door into a car, which could endanger not only the vehicle, but also the driver,” comments Brandon Muller, Technical Expert at Kaspersky. “While some individuals and organisations are wary of automatisation and refrain from using it, others adapt their processes to get the most benefits from the newest technologies. As further business digitisation is inevitable, companies around the world need to explore how to make automated solutions more secure and efficient for business needs.”
To keep industrial computer systems protected from various threats, Kaspersky experts recommend:
Conducting regular security assessments of OT systems to identify and eliminate possible cyber security issues.
Establishing continuous vulnerability assessment and triage as a basement for effective vulnerability management process. Dedicated solutions like Kaspersky Industrial CyberSecurity may become an efficient assistant and a source of unique actionable information, not fully available in public.
Performing timely updates of key components to the company’s OT network; applying security fixes and patches or implementing measures to compensate as soon as it is technically possible. This is crucial to preventing a major incident that might cost millions due to the disruptions to the production process.
Using Industrial EDR solutions such as Kaspersky Industrial Cybersecurity for Nodes with EDR for timely detection of sophisticated threats, investigation, and effective remediation of incidents.
Enhance your response to new and advanced malicious techniques by developing and strengthening the incident prevention, detection, and response skills of your teams. Dedicated OT security training for IT security teams and OT personnel is one of the key measures to help to achieve this goal.
The full report with more insights on the consequences of automation and increased use of robots is available via the link.
Reference:
¹Kaspersky conducted a study to learn the opinion of employees of manufacturing companies and other large organisations around the world about the consequences of automation and increased use of robots. The goal was to see what employees think about the security of robots and automated systems. The survey included respondents from Saudi Arabia, UAE, Turkey, Egypt, and South Africa.
| 2023-02-14T00:00:00 |
2023/02/14
|
https://www.kaspersky.co.za/about/press-releases/despite-fear-of-losing-jobs-to-ai-employees-welcome-robots-to-do-dangerous-work-for-them
|
[
{
"date": "2023/02/13",
"position": 19,
"query": "AI job losses"
}
] |
What Does a Machine Learning Engineer Do?
|
What Does a Machine Learning Engineer Do?
|
https://careerfoundry.com
|
[
"Writer For The Careerfoundry Blog"
] |
Machine learning engineers are responsible for developing and refining the algorithms utilized by machine learning tools.
|
For data analysts exploring new opportunities and seeking ways to move up the career ladder, one option is to become a machine learning engineer. A role high in demand and short in supply, ML engineers are vital not just to the data science industry, but to any organization that places data at the heart of its strategy.
But what exactly does a machine learning engineer do, and which kinds of skills are best suited to this position? In this article, we’ll explore everything you need to know about machine learning engineering. We’ll also explore some starting steps for those interested in pursuing a career in this field.
We’ll cover the following topics:
Ready to expand your knowledge of machine learning engineering? Let’s kick off with the basics.
1. What is machine learning?
Machine learning is a branch of artificial intelligence (AI) that enables computers to learn from data without being explicitly programmed to do so.
Using algorithms, machine learning involves detecting patterns in data, allowing computers to make predictions—and, in many cases, decisions—without human intervention. Machine learning tools essentially allow computers to ‘think’ and ‘learn’ autonomously. Learn more in our full guide to machine learning.
Machine learning was initially conceived in the 1940s, with the first executable algorithms developed throughout the 1950s and 60s. However, only with advances in technology and computer processing power has it entered its heyday. While the first machine learning algorithms were developed for the sciences, it is now an integral part of many industries, from healthcare to retail. It is used to automate complex tasks, provide insights, and drive better decision-making.
Contemporary examples of machine learning in action include:
Automating customer service tasks, such as responding to inquiries or providing personalized recommendations
Offering hyper-personalized marketing based on consumer interests and past behaviors
Optimizing and managing supply chains by predicting customer demand and ensuring stock availability
Improving medical diagnoses by analyzing medical images to diagnose diseases more quickly and accurately than using manual methods alone
Supporting self-driving cars by using algorithms that detect objects in the environment and make navigation decisions
Utilizing algorithms for facial recognition to improve security measures
The list, as you can imagine, goes on!
2. What do machine learning engineers do?
Machine learning engineers are responsible for developing and refining the algorithms utilized by machine learning tools. As a high-level role, it is their job to work with fellow data scientists and professional stakeholders to devise solutions to various problems. Typically machine learning applications might include:
Natural language processing (for identifying customer sentiments, for example)
Image recognition (such as that commonly used in policing or security)
Machine vision (a subset of image recognition that allows computers to extract information from visual images)
Speech recognition (for example, personal voice assistants)
Financial modeling (for predicting stock prices or forecasting economic trends)
Biomedical applications (such as discovering new drugs)
Fraud detection (through monitoring of debit or credit card transactions)
Recommendation engines (such as those used by Netflix or Amazon)
Once again, the list could go on!
The main thing to understand is that engineers and analysts use machine learning to automate tasks that are highly complex, time-consuming, and difficult for humans to complete accurately on their own.
However, while these are the clear benefits of machine learning, the trade-off is that ML algorithms need to be custom-designed and developed to meet a particular demand. This differs from most traditional data analytics algorithms, which tend to be more general-purpose and require—if not zero fine-tuning—then much less additional input.
What skills do machine learning engineers need?
There are some particular traits that all machine learning engineers require. On top of strong meta-skills (such as team working, problem-solving, resilience, and leadership) common technical skills include:
Knowledge of the fundamentals of AI, data mining, and data analysis
Knowledge of database systems, data warehouses, and other data tools
Understanding of supervised, unsupervised, and deep learning
Expert grasp of math and statistics
Extensive knowledge of programming languages like Python , R, and Java
Ability to debug and optimize machine learning models and create/manage machine learning pipelines
Ability to create software, APIs and other interfaces that interact with machine learning models
Understanding of cloud computing and distributed systems, such as Hadoop , Spark , or Flink
To demonstrate these skills, machine learning engineers typically have a high-level qualification such as a Masters or Ph.D. in a field relevant to their area of expertise.
We’ve created a full guide to 12 of the most important machine learning skills you’ll need these days.
What are a machine learning engineer’s typical responsibilities?
While a machine learning engineer’s responsibilities vary depending on the organization and specifics of their role, common ones include:
Researching, designing, developing, and testing new machine-learning approaches
Developing software to automate big data analysis
Troubleshooting issues that crop up with new or existing algorithms
Deploying machine learning models (i.e. moving from training data to outputs in a real-world setting, using real-world data)
Interpreting and analyzing results to evaluate and improve a model’s performance
Writing code to integrate machine learning models into other applications, such as websites, mobile apps, or industry tools
Collaborating with other teams to ensure that machine learning models meet business needs
Preparing presentations and reports on existing projects
Contributing to the development of industry standards and guidelines for machine learning (which is much-needed in this relatively new and fast-evolving field)
Machine learning engineer vs data analyst: what’s the difference?
You’ve probably noticed that many of the technical skills and responsibilities outlined are similar to those of a typical data analyst. So what’s the difference between the roles?
The primary difference between a data analyst and a machine learning engineer is that the latter is a more senior role, requiring much broader expertise and usually taking a higher-level view. For instance, while data analysts may have a detailed and nuanced understanding of specific data sets and analytical techniques, machine learning engineers are typically more concerned with the skills related to how those data are processed.
Machine learning engineers also require more technical skills. Designing, developing, and deploying algorithms that make autonomous decisions brings new levels of responsibility. Machine learning engineers, therefore, need a deep understanding of data science techniques and software engineering best practices.
Finally, a machine learning engineer’s responsibilities go beyond seniority and technical skills. They also need an excellent grounding in areas like ethics (bias in ML is a vital issue) and global citizenship. This is because, since even relatively small teams of engineers can have oversized impacts on large populations, understanding how to manage the power that comes with this role is as important as having the right technical skills.
3. Is there demand for machine learning engineers?
We’ve already driven home the specialist skills that a machine learning engineer needs. But is there any real demand for this complex role?
The short answer is yes.
The use of data is becoming more widely adopted in the business world. Not surprisingly, it follows that the demand for machine learning engineers is on the rise. And this trend is set to continue. Don’t take our word for it, though. According to the jobs site, Indeed, in 2019, machine learning engineer was the number one top role posted on their US website.
While Indeed’s top jobs since then have made space for other vital roles (such as social care roles that have hit the spotlight since the pandemic), software engineering and machine learning roles are still in the top ten. As artificial intelligence booms and more organizations adopt big-data-driven approaches, machine learning engineers will be one of the steadier staples of our fast-changing digital economy.
We can see this in how much machine learning engineers can earn. To get an approximate idea, check out this guide to learn how much you can earn as a big data engineer.
4. How to become a machine learning engineer
If you’re a data analyst and are keen to extend yourself or climb the career ladder, becoming a machine learning engineer is certainly an achievable goal. First, though, you’ll need to expand your skills in software engineering and artificial intelligence.
Here are our top tips for becoming a machine learning engineer.
1. Keep your data analytics skills up to date
As a machine learning engineer, you’ll benefit greatly from a solid background in data analytics. Take the time to brush up or perfect your knowledge of data analytics skills such as programming languages, statistical techniques, data warehousing, and data visualization. If you’re already a data analyst, why not identify opportunities to do this in your current role? Alternatively, explore these topics in your own time.
Take action: Check out these 9 ideas for expanding your project portfolio.
2. Learn more about artificial intelligence
While a cursory grasp of the principles of artificial intelligence is sufficient for data analytics, you’ll need more than that to become a machine learning engineer. As a core subset of AI, machine learning engineering means having a thorough understanding of the intricacies of AI, such as supervised and unsupervised learning algorithms, neural networks, natural language processing, computer vision, and more. Take the time to explore these topics. Start at a high level and then dig deeper into the software side as your skills improve.
Take action: Brush up on the basics. Some great AI blogs to get you started include the DeepMind Blog, AI Time Journal, and The Gradient.
3. Gain experience with software engineering
While software engineering skills are beneficial for data analysis, they’re not always necessary. For a machine learning engineer, though, it’s an integral part of the role. Even if you’re already familiar with programming languages like Python, you’ll need to up your coding game. Consider picking up a new language, such as Java or R, and get some practice in debugging and optimizing machine learning models. A great way to improve your software engineering skills is by getting involved in an open-source project. Doing so can help you learn as part of a community of practice.
Take action: Brush up on the basics of a new programming language or look for new machine learning projects to try.
4. Network
Many of the best opportunities for machine learning engineers come through personal connections. Link with other engineers on social media or attend conferences, such as ICML, NeurIPS, and CVPR. You might also want to join professional organizations like the Association for Computing Machinery (ACM) or the Institute of Electrical and Electronics Engineers (IEEE). At the very least, check out their jobs or news pages.
Additionally, it’s worth joining online communities like Kaggle and Reddit to get advice from experienced professionals and to stay up-to-date on the latest developments in the field.
Take action: Check out Meetup and Eventbrite for local events, or join established LinkedIn groups to connect with others interested in machine learning.
6. Get certified
There are many certifications available in the field of machine learning engineering. Consider taking one or two courses to demonstrate your expertise. If you’re not sure yet, you can start out by looking for a free short course. However, having a respected machine learning certification can be a valuable addition to your resume. Websites like Coursera and Udacity offer a range of free online programs for machine learning engineers, so why not check those out for starters? If you like what you see, you can always enroll in a more comprehensive paid course.
Take action: Check out some online courses, or explore machine learning engineering webinars to learn more about the topic first.
Use these basic steps as a framework, and you’ll soon work up the skills, knowledge, and connections you need to break into this fascinating field. Remember: machine learning is still in its infancy. That means the possibilities for growth are yet to be defined, and that’s a pretty exciting prospect. The world is your oyster!
5. Next steps
So there we have it, a complete introduction to machine learning engineering.
If you’re an experienced data analyst looking to switch to machine learning engineering, there’s never been a better time to do it. As a core aspect of many companies’ strategies, the demand for this all-important role is higher than ever. Furthermore, in an economy where jobs are set to change, evolve, and disappear year by year, machine learning engineering is one rare position that’s very likely here to stay.
Of course, in any job, ensuring you have the right skills is vital. Take the time to brush up on your data science, artificial intelligence, and software engineering know-how, and practice as much as possible. And don’t forget to network with other professionals in the field, too.
CareerFoundry’s Machine Learning with Python course is designed to be your one-stop shop for getting into this exciting area of data analytics. Possible as a standalone course as well as a specialization within our full Data Analytics Program, you’ll learn and apply the machine learning skills and develop the experience needed to stand out from the crowd.
If you want to learn more about a career as a machine learning engineer, read the following articles:
| 2023-02-13T00:00:00 |
2023/02/13
|
https://careerfoundry.com/en/blog/data-analytics/machine-learning-engineer/
|
[
{
"date": "2023/02/13",
"position": 5,
"query": "machine learning job market"
}
] |
How Will the Use of AI in Education Impact the Roles ...
|
How Will the Use of AI in Education Impact the Roles of Teachers? — the Learning Counsel
|
https://thelearningcounsel.com
|
[
"Aaron Rafferty"
] |
Artificial intelligence (AI) is rapidly becoming a more prominent component of several global industries, including education. But in some industries, ...
|
Artificial intelligence (AI) is rapidly becoming a more prominent component of several global industries, including education. But in some industries, it has reached a point where workers are now concerned about whether or not their jobs are safe.
However, AI is unlikely to replace workers in the education industry due to its inability to recreate the traditional educational experience at the same scale as human teachers. Still, AI technology has shown great potential to change teachers’ roles in the classroom for the better by reducing their workload and making their instruction more efficient.
The potential applications of AI in the classroom
One of the main benefits of artificial intelligence in the classroom is its ability to offer more personalized instruction. With class sizes continuing to grow, teachers often have less time to spend with students one-on-one. This can result in students who need additional help instead falling behind their peers, or students with a better grasp of the material becoming disengaged. Integrating certain AI-based personalized learning activities for students could significantly affect information retention and graduation rates.
Artificial intelligence has also shown the potential to be used in reviews and assessments where, in a traditional educational setting, the teacher’s input is often limited. This level of personalized engagement enables AI-based review and assessment to improve student retention and prevents valuable review time from being wasted on covering topics they are already comfortable with.
Beyond the educational process, teachers have seen the potential applications of AI to help manage the more menial tasks of their jobs. While grading, scheduling, lesson planning, and other duties are necessary for the proper functioning of a classroom, these take away from a teacher’s primary purpose: to educate. With these responsibilities handled by artificial intelligence, teachers can spend more time focusing on the actual content.
Critics of using artificial intelligence in the classroom believe that AI will replace teachers, but this is simply not the case. AI technology has not developed — and likely never will — to a point where it can be a perfect replacement for human teachers. No matter how much data an AI processes about a student’s performance and preferences, nothing will make up for the ability of a human teacher to visually gauge and understand their students’ reactions and engage with their students on an emotional level.
Indeed, AI will best be applied as a supplemental tool to make teachers’ jobs easier. Some have asked whether artificial intelligence in the classroom is necessary. Yet, given that the use of AI as a supplemental tool has the clear benefit of improving student learning and teacher productivity, it is worth considering the use of this technology in a classroom setting.
Additionally, the purpose of education is to prepare students to experience the real world, and AI is becoming a dominant part of several industries. If we want students to be ready for success in their careers, we must prepare them to coexist with artificial intelligence in a meaningful, productive, and appropriate way. Otherwise, they will be unprepared to do so when they enter the workforce.
Overcoming the obstacles to embracing AI in the classroom
However, several barriers have hindered the adoption of artificial intelligence in the classroom, such as the high cost of entry. The need to purchase expensive hardware and software to kickstart an AI-powered classroom can cost thousands of dollars or a significant amount of the time of teachers and administrators to make sure such software is applicable, which is impractical for educational systems that are already overworked and underfunded.
Moreover, much of the AI technology currently available to educators was not initially designed for schools but for the corporate sector. As such, many educational institutions are hesitant to make such a significant upfront investment of time and/or money in technology that may or may not serve their needs.
Educators must remember that adopting any new technology in the classroom comes with growing pains. We’ve seen it with everything from smart boards to dedicated laptops for students — tools that are now as ubiquitous as the internet. Given the limited resources available within the education system, schools are understandably hesitant to invest in technology that does not boast consistently tangible, verifiable benefits for students and teachers.
Protecting teachers using AI in the classroom
The job of teacher’s unions is to advocate for teachers’ rights, meaning that unions must advocate for the rights of teachers to implement these tools properly in the classroom. Unions could play a pivotal role in informing the public and school officials about the proper use of AI in the classroom so that it may be integrated seamlessly into educational operations. Working hand-in-hand with unions will ensure that schools implement this technology to benefit both teachers and students.
However, if teachers and administrators are trained to properly integrate AI technology into their classrooms and schools, the transition to AI-supported education can be nearly seamless. For teachers to effectively use artificial intelligence as a classroom aid, they must understand not only how it works but also the shortcomings that must be addressed to prevent students’ learning from being affected.
For example, one of the main consequences that could result from the use of AI in classrooms is the creation of learning gaps. An artificial intelligence tool will only provide students with the answer — not the process by which that answer was found. It then becomes the teacher’s responsibility to bridge the gap between the information provided by the AI and what the student needs to know. Some have argued that this creates just as much work for the teacher as they effectively have to go behind the AI to “clean up” the educational process after it. Still, others say that the increased efficiency AI provides to the educational process is substantial.
Some are understandably concerned that implementing AI in the classroom could unintentionally result in the loss of humanity from the educational process. But those fears will not come to fruition should artificial intelligence be applied as it is intended: as a supplemental tool to help make their jobs easier. Like any other technology that has made the classroom experience better for students and teachers, AI can be a powerful tool as it continues to develop.
About the author
Aaron Rafferty is the CEO of StandardDAO and Co-Founder of BattlePACs, a subsidiary of Standard DAO. Aaron unlocks value for individuals, institutions, and companies leveraging technologies like Blockchain, AI, cloud, social media. Aaron's main focus is to build products that enhance engagement and productivity for college students.
| 2023-02-13T00:00:00 |
https://thelearningcounsel.com/articles/how-will-the-use-of-ai-in-education-impact-the-roles-of-teachers/
|
[
{
"date": "2023/02/13",
"position": 65,
"query": "workplace AI adoption"
},
{
"date": "2023/02/13",
"position": 82,
"query": "AI workers"
},
{
"date": "2023/02/13",
"position": 8,
"query": "AI education"
}
] |
|
“It's the biggest thing”. Putting ChatGPT to good use while ...
|
“It’s the biggest thing”. Putting ChatGPT to good use while being in awe of its capabilities
|
https://www.webintravel.com
|
[
"Arvindh Yuvaraj"
] |
This is going to be a bigger change than humans can handle and with the next stages of this, capitalism might fail – with universal basic income or something ...
|
“It’s the biggest thing”. Putting ChatGPT to good use while being in awe of its capabilities
Tours and activities, experiences will be most impacted, says Magpie’s Watts
Christian Watts, CEO and Founder of Magpie Travel, is already designing products around ChatGPT. He says we haven’t scratched the surface of what the tech can do.
A decade ago, Spike Jonze directed a movie called ‘Her’ about a writer named Theodore, played by Joaquin Phoenix, who forms a bond with his operating system, OS1, voiced by Scarlett Johansson. Although making the movie was a form of catharsis for Jonze, who was processing his own breakup at the time, the film quickly gained popularity for its unorthodox depiction of the future.
Unlike the dystopian hellscapes that we’re used to seeing in movies, Her paints a future that’s normal and inviting. The city is sleek, and its lights produce a soft, warm glow. Yet, there’s a tinge of loneliness throughout the film. And in the background, operating systems powered by Artificial Intelligence are conversing, aiding, and forming relationships with their human users in the most non-menacing way.
The subtle-yet-significant technological leap takes Theodore, and many of the humans in Her’s fictitious future, by surprise – but it doesn’t alarm them. The advancement seems almost natural, albeit peculiar.
Fast forward to 2023, and we’re all buzzing about ChatGPT.
While Open AI’s superstar chatbot has garnered some controversy, most people are adopting and accepting the advancement at rapid pace. According to data compiled by UBS, since its launch two months ago, ChatGPT is on track to surpass 100 million monthly users.
This means that ChatGPT has been adopted faster than Instagram and even TikTok. UBS reports that TikTok took nine months to reach 100 million users, Instagram took 30 months, and Spotify took 55 months to hit that benchmark.
“I think it’s the biggest thing I’ve seen”, says Christian Watts, founder and CEO of Magpie Travel, a content distribution software company for the tours and activity industry. “In my lifetime, Internet was the biggest thing, and then the mobile phone… but I think this is up there with both of them. Maybe not in this version, but as far as what’s going to happen from this direction – I think this might end up being the biggest of all.”
ChatGPT’s hyper-accessibility means that it’s being applied in many ways across different industries, travel and hospitality being no exception. Still, a level of finesse is required when utilising the tool, as opposed to simply throwing everything at the proverbial wall to see if it sticks. Knowing how to use it effectively is going to separate the bandwagoners from the real users in the months to come.
As Watts explains, “Tours, activities and experiences – I think that’s the most impacted. Hotels are very transactional whereas experiences are a part of the destination which is much more about discovery and information, and it’s also the area closest to this content.
“The typical blog we’ve read for the last 20 years is “Top 10 Things to Do In San Francisco” when we go travelling – those are the things that will be impacted, those recommendations and the next version of the itinerary planner, whatever that is, those are heavily impacted by this.”
ChatGPT’s ability to produce content within seconds is unparalleled. It’s something that the creative industry is pretty nervous about. But, as far as the disruptive nature of ChatGPT goes, Christian isn’t too sure about its “Google killer” reputation. The tech will change things in significant ways, but not specifically in ways that most people assume.
“I don’t think it’s going to revolutionise Google, mainly because you’re not asking Google the same things – you don’t need paragraphs of content most of the time. But I think it’s going to eat away at Google, and Google has responded with Bard (AI search engine), so we’ll see what happens with that.”
It’s worth noting that Bard recently caused shares of Google-parent-company Alphabet to plunge when it provided inaccurate information during a trial run. The company lost US$100bn in market value. Similarly, ChatGPT’s true party trick doesn’t revolve around factual accuracy. The chatbot has been called out a number of times for providing false answers – although the tech is clever enough to disguise its flaws behind professional-sounding language. No, ChatGPT’s real power is in how it’s able to replicate human cadence – a “skill” that Magpie Travel has tapped into when designing metadata for its clients.
“At Magpie we manage product content for tours and activities companies – so we manage their descriptions and highlights.” explains Watts.
“We see people struggle to write them. We take those descriptions and send them out to distributors, we integrate with Viator and we send them to Klook and all these resellers… but if people have bad product descriptions because the human (writing it) doesn’t speak English as a first language or isn’t very good at writing, it’s a problem.
“So, now we take different aspects of that product description – you can just paste in some highlights, a really bad description, as long as it’s accurate to the places that you see – hit a couple of buttons and it produces a product description as well as any human could write it. I’ve not seen one that’s worse (than a human), it’s incredible, the results. We’re just going to make better product descriptions for operators, they’re all going to have really good descriptions now, whether that’s on their own website or an OTA website, those are going to be really well-written to maximise conversion.”
The subtlety of AI-driven tools like ChatGPT entering major industries like travel is fascinating. Just like Her, the implementation of AI isn’t hostile. And there’s no overnight exodus of human workers leaving their desks to make way for virtual employees. Although Watts does believe that ChatGPT will impact the human workforce one way or the other.
“Everyone likes to say that it’s going to enhance jobs and it’s an enhancement tool, and it is, but that’s just nice to say. No one wants to come out and say ‘Listen, we’re gonna fire 30% of our department that sits and writes blogs, but it is going to replace those tasks. Good companies will find places and other tasks for those people to work on but companies that can’t manage that transition, I do think it’s going to replace jobs.”
Like the many technological revolutions before it, the idea that Artificial Intelligence could displace jobs resurfaces a classic dilemma – does one continue to support tech that could render certain roles redundant, or push back against change to ensure a sense of consistency? With the momentum that ChatGPT has garnered lately, it seems like the choice has already been made – adopt, adapt, or be left behind. In January, Microsoft supercharged its investment in ChatGPT’s developer, OpenAI, with an additional $10 billion.
Here’s an added bonus – ChatGPT’s success isn’t reliant on consumer adoption.
Watts elaborates, “I think the difference with this is that it’s so accessible. There’s no app to learn. You hear people talking – and it feels like ChatGPT is in every other word that people are building apps all around. I think it’s going to be fast, the adoption here.
“And on the consumer side, you don’t need to adopt anything – it’s just content that’s being fed to you. You don’t need to know you’re a part of the AI world to be consuming it… and liking it, and sharing it.”
It seems like the real obstacle in ChatGPT’s rise, for better or worse, is all the noise surrounding it. It’s good, it’s bad, it’s the real deal, it’s a fad, it’s the blueprint of the future, it’s a one-trick pony, it’ll never replace human creativity, it’ll learn to be creative someday…
With everyone wanting a piece of the AI pie, it’s hard to determine what’s concrete data and what’s hearsay. With rumors of GPT 4’s release not too far off, Christian says the hype is only going to get louder and buzzier before it starts to normalise.
“There’s not much information (about GPT4) out there and the people who do have access are quiet about it. People are saying it’s an equal step up from the last one. No one seems to know what that means but the hype may keep coming. Obviously, it’ll normalise eventually, but it might be a while.”
“I don’t think humans have got their heads around what this means yet. When this came out, everyone sort of jumped in and played with it. And the people who dug in for 10 minutes or more came out thinking, ‘Oh my God, this is the real thing’. That’s been my experience. When you have conversations with people, you realise it keeps getting broader – the applications and where this could go. I’m spending a lot of time reading and learning about this stuff and my head hasn’t stopped yet – it’s still expanding as far as the vision of where this could go.”
We’ll have to wait a few years to decide if ChatGPT truly is the first step towards the next stage in human-machine communications, and possibly, relationships. In the movie Her, Scarlett Johansson’s OS1 was the result of the human need for a “voice” or assistance that’s available all the time, literally. Whether or not ChatGPT answers that need by becoming a virtual travel planner at 3:00AM on a weekday night, or if it simply assists customer service personnel with an additional layer of language proficiency remains to be seen.
“Sam Altman, CEO of OpenAI talks about how this may result in the failure of capitalism,” adds Christian. “Sounds quite dramatic but he’s serious. This is going to be a bigger change than humans can handle and with the next stages of this, capitalism might fail – with universal basic income or something else, this could take over a lot of white-collar jobs. A lot of us – I think – weren’t expecting this.”
| 2023-02-13T00:00:00 |
2023/02/13
|
https://www.webintravel.com/its-the-biggest-thing-putting-chatgpt-to-good-use-while-being-in-awe-of-its-technology/
|
[
{
"date": "2023/02/13",
"position": 55,
"query": "universal basic income AI"
}
] |
Meet Sam Altman, US College dropout who is behind ...
|
Meet Sam Altman, US College dropout who is behind ChatGPT as creator.
|
https://thedigitalfinder.com
|
[
"On",
"Tagged"
] |
He is the CEO of OpenAI, an AI research lab dedicated to advancing artificial intelligence ... The 37-year-old has shown his support for a universal basic income, ...
|
Sam Altman is a technology entrepreneur and investor. He is the CEO of OpenAI, an AI research lab dedicated to advancing artificial intelligence in a responsible and safe way. Before joining OpenAI, Altman was the president of Y Combinator, a startup accelerator that has helped launch many successful companies, including Airbnb, Dropbox, and Reddit. He has also been an early investor in several tech companies, including Airbnb, Instacart, and Stripe. Sam Altman is known for his views on the impact of technology on society, and he is a frequent speaker on topics such as artificial intelligence, entrepreneurship, and innovation.
In the past few months, Sam Altman, the father of ChatGPT, has become the hottest face in the world of AI. But his notoriety is nothing new: he has been in Silicon Valley’s spotlight for nearly two decades already. Altman entered the tech world as a fresh college dropout in 2005. In the same vein as Steve Jobs, Bill Gates and Mark Zuckerberg, the then twenty-year-old man quit his Stanford University degree in computer science to start a company that allowed users to share their geolocation called Loopt.
With no academic commitments and the future of Loopt in his hands, Altman joined the Y Combinator (YC) – a major accelerator of technology start-ups that also helped launch the likes of Airbnb, Reddit, Dropbox and Coinbase – which helped launch him to stardom.
Looptd managed to raise over $30 million (€28 million) in venture capital before being widely adopted by the likes of Apple and Blackberry. After seven years, Loopt failed to thrive, and American financial technology and bank holding company, Green Dot Corporation, bought the venture out for over €40 million.
Despite its flop, Loopt allowed Altman to make a name for himself in Silicon Valley. And two years later, he was picked as the successor of Y Combinator president, American computer scientist Paul Graham. Three years later, Altman came together with Tesla boss Elon Musk, LinkedIn co-founder Reid Hoffman and other sponsors in 2015 to co-found OpenAI, an artificial intelligence (AI) research and deployment company that aimed to promote and develop “friendly AI in a way that benefits all humanity”.
In 2016, Altman first announced that OpenAI was building a General Artificial Intelligence (GAI) – an AI that matches human intellect – known as GPT-1. On January 5, 2021, OpenAI released DALL-E, an AI capable of generating an image based on a user’s description.
In November 2022, OpenAI launched – to the surprise of its own employees – ChatGPT, one of the most advanced AI models to date: a chatbot capable of generating text on demand using advanced AI, scenarios, lyrics, stories, and presentations. The launch of ChatGPT – which has both fascinated and terrified millions – has quickly bought Altman to the fore of the public eye. It has also prompted calls for him to meet with politicians and lawmakers to work on AI safety and alignment work.
The future of AI
The founder says the latest and most advanced versions of ChatGPT will be rolled out very gradually to get people, institutions, and policymakers familiar with it, “thinking about the implications, feeling the technology, getting a sense for what it can do and can’t do,” he said.
He thinks that the revolution sparked by “artificial general intelligence” (AGI) is “unstoppable”. In an essay titled ‘Moore’s Law for Everything,’ Altman wrote that the technological progress that AGI will bring in the next 100 years “will be far larger than all we’ve made since we first controlled fire and invented the wheel”. The AI oracle is also known for his altruistic endeavours. The 37-year-old has shown his support for a universal basic income, a policy that would provide a guaranteed minimum income to all citizens, and has criticised income inequality in the tech industry.
Share this: Tweet
More
Print
WhatsApp
Like this: Like Loading...
| 2023-02-13T00:00:00 |
2023/02/13
|
https://thedigitalfinder.com/meet-sam-altman-us-college-dropout-who-is-behind-chatgpt-as-creator/
|
[
{
"date": "2023/02/13",
"position": 71,
"query": "universal basic income AI"
}
] |
How will ChatGPT change the way we think and work?
|
How will ChatGPT change the way we think and work?
|
https://news.stanford.edu
|
[] |
Stanford communication scholar Jeff Hancock has been tackling this issue and the impact of AI on interpersonal relationships in his research. Hancock argues ...
|
Since its public launch in November 2022, ChatGPT has captured the world’s attention, showing millions of users around the globe the extraordinary potential of artificial intelligence as it churns out human-sounding sounding answers to requests ranging from the practical to the surreal. It has drafted cover letters, composed lines of poetry, pretended to be William Shakespeare, crafted messages for dating app users to woo matches, and even written news articles, all with varying results.
Communication Professor Jeff Hancock studies issues around trust and deception and how AI-mediated communication impacts interpersonal relationships. (Image credit: Andrew Brodhead)
Emerging out of these promising applications are ethical dilemmas as well. In a world increasingly dominated by AI-powered tools that can mimic human natural language abilities, what does it mean to be truthful and authentic? Stanford communication scholar Jeff Hancock has been tackling this issue and the impact of AI on interpersonal relationships in his research.
Hancock argues that the Turing test era is over: Bots now sound so real that it has become impossible for people to distinguish between humans and machines in conversations, which poses huge risks for manipulation and deception at mass scale. How then can these tools be used for good and not harm is a question that has Hancock and others worried.
While he sees the potential of AI to help how people do their work more effectively, Hancock sees pitfalls as well. Ultimately, he says, our challenge will be to develop AI that supports human goals and to educate people how best to use these new technologies in effective and ethical ways.
For several years now, Hancock has been examining how AI-mediated communication is transforming – and potentially, undermining – interpersonal relationships.
This interview has been edited for length and clarity.
How do you see AI-mediated tools like ChatGPT fitting into people’s lives?
Much like the calculator didn’t replace the need to take math or for people to work the till or to be accountants, I think we will find ways of using AI-mediated communication as a tool. I think the more we think of it as an assistant or a tool that is incredibly powerful, the more we can envision how it will be useful. But it’s important to note that these systems are not ready to plug and play right off the shelf. They’re not there yet, and neither are we humans.
ChatGPT is being used by millions of people, many of whom don’t have any training or education about when it is ethical to use these systems or how to ensure that they are not causing harm.
Technically, systems like ChatGPT are genuinely far better than things that we’ve had in the past, but there are still a lot of issues. They do not currently provide accurate information at very high rates. The best ones produce useful information that’s accurate 50% or 70% of the time, though that will likely change with new versions like the imminent GPT4. They can also produce falsehoods or make stuff up – what we call “hallucinating”. It can take a lot of work to actually get them to produce something good. Prompts are difficult and produce really different responses.
What have you learned about AI and communication that might surprise people?
My lab has been really interested in the human questions around AI. A lot of people say, “I don’t know about these new bots – I’ve never used one.” But most people have experienced some kind of AI communication, the most common being the simple, smart replies in email messages that provide options such as “that sounds good,” “that’s great,” or “sorry, I can’t.” What we found is that even if you don’t use those AI-generated responses, they influence how you think. Those three options prime you. When you write an email back, you tend to write a shorter email. You tend to write a simpler email. And it just isn’t linguistically less complex: You have more positive affect, which means you use more positive emotion terms and fewer negative ones. That’s because that’s how smart replies are built: They’re very short, they’re very simple, and they’re overly positive. You don’t even have to be using these systems to actually be affected by them.
Are there any areas in particular where you see an opportunity for ChatGPT to help people be better at their job or do it more effectively?
I think there’s a whole new world of communication that this will usher in. It really feels like an inflection point. For example, there is a tremendous amount of potential in the initial levels of therapy and coaching. Say you are procrastinating at work, or you need help negotiating, or you are having some anxiety in your job. Meeting with an actual counselor or coach is difficult and can be expensive. These systems offer ways of getting access to that kind of help, at least at the initial stages of working on a problem. I think the best combination will be when ChatGPT can support an actual coach, who can then help more people more effectively.
“Questions around authenticity, deception, and trust are going to be incredibly important, and we need a lot more research to help us understand how AI will influence how we interact with other humans.” —Jeff Hancock Professor of Communication
ChatGPT could be useful at doing some of the prep work that coaches do as they try to understand their clients’ needs. Sometimes these are standard questions that a system like ChatGPT could be trained to ask the client and then synthesize for the coach. This could potentially free the coach up to engage more deeply with that client or to help more clients.
Of course, we still don’t know how people will react to having bots involved in these kinds of conversations. Some work we did a few years ago showed that people’s emotional, relational, and psychological outcomes from conversations with bots could be similar to those with a human. There is potential there, but care will certainly be needed in introducing these kinds of systems into communication like this.
One area you study is trust and deception. How do you see AI affecting the way people trust one another?
I think if the machine is helping you be you, then I think you can be authentic. AI systems can be optimized for a whole host of things and some of those can be interpersonal. You can say, “I want an online dating description and I want to come across as very funny, warm, and open.” I just did an exercise in class, getting the students to use ChatGPT to create an online dating profile, and was shocked when all the students said that ChatGPT’s description was an accurate representation of themselves! They also agreed that they would modify it a little, but that it was surprisingly good. That could really help a person, especially for people who experience communication anxiety or aren’t very good at expressing themselves.
But for the people who are trying to use those descriptions as signals of what a person is like, our usual process of impression formation breaks down because it wasn’t you who came across as very funny, warm, and open – it was a machine doing that for you. We will have a lot of responsibility about how we go about using these tools. I think it’s really about how we as humans choose to use it.
Can we trust these systems?
There are a lot of technical questions, like how the AI was developed. A widespread concern is that these systems are relying on biased data for training. But there are also deeper philosophical questions around consciousness and intention. What does it mean for a machine to be deceptive? It can lie about who it is and talk about a lived experience it did not have, which is deceptive. But most definitions of deception include an intent to mislead someone. If the system doesn’t have that intent, is it deceptive? Does it come back to the person that was asking the questions or getting the system to be deceptive? I don’t know. There are more questions than answers at this point.
You also study disinformation. What worries you about how AI can be used for nefarious purposes?
I also want to recognize that there are real dangers for misuse here. Renée DiResta, my colleague and collaborator in the Stanford Internet Observatory, has a report out that lays out some of the main ways that these systems can be a threat around misinformation, and possible solutions. As Renée and the report note, once bad actors are able to use language models to run influence campaigns, they will be able to generate massive amounts of content quite cheaply, and potentially develop novel tactics for large-scale persuasion. It has the potential to transform and exacerbate the problem of misinformation, and so we need to start working on solutions now.
What can be done to authenticate communication?
In the last year or so there have been a number of papers showing that these large language models and chatbots can no longer be differentiated from their human counterparts.
So how to authenticate communication is a big question. To come across as authentic, you could say, “This was written or partly written by AI.” If you do that, you’re being honest, but research shows that people could perceive you as less sincere – there is a paper that came out that found if you apologize and indicate that you used AI to help you write your apology, people view it as less sincere. In one of our papers, we showed that if you apply for a job and say you used AI to help write it, people will perceive you as less competent. There are costs if you disclose you used AI, but if you don’t disclose it, are you coming across as inauthentic? These questions around authenticity, deception, and trust are going to be incredibly important, and we need a lot more research to help us understand how AI will influence how we interact with other humans.
| 2023-02-13T00:00:00 |
https://news.stanford.edu/stories/2023/02/will-chatgpt-change-way-think-work
|
[
{
"date": "2023/02/13",
"position": 46,
"query": "ChatGPT employment impact"
}
] |
|
3 in 4 Job Seekers Who Used ChatGPT to Write Their ...
|
3 in 4 Job Seekers Who Used ChatGPT to Write Their Resume Got an Interview
|
https://www.resumebuilder.com
|
[] |
46% of job seekers are using ChatGPT to write their resumes and/or cover letters · 7 in 10 who have used ChatGPT report a higher response rate from companies · 78 ...
|
Despite launching not even three months ago, ChatGPT has already made major waves across many sectors, including recruitment and HR. Although HR managers may be able to tell when a candidate uses AI to write their application materials, the time saving benefits for job seekers may be too good to pass up.
In February, ResumeBuilder.com surveyed over 1,000 current and recent job seekers (defined here as having looked for a job within the past two months) who have used ChatGPT when applying.
Key findings:
46% of job seekers are using ChatGPT to write their resumes and/or cover letters
7 in 10 who have used ChatGPT report a higher response rate from companies
78% got an interview when using application materials written by ChatGPT
59% were hired after applying to a job using materials written by ChatGPT
11% were denied a job when the interviewer discovered they used ChatGPT
46% of Job Seekers Report Using ChatGPT to Write Their Resumes and/or Cover Letters
When being screened for this survey, 1,000 of the initial 2,153 current and recent job seekers say they wrote their resumes and/or their cover letters with the help of ChatGPT.
More specifically, 72% have used ChatGPT to write their cover letters, 51% to write their resumes, and one respondent even mentioned they have used it for practicing interview prep questions.
“Job seekers who use ChatGPT for their cover letters and/or resumes are really no different than those going to a resume writing service or using readily available templates and online tools,” says Chief Career Advisor Stacie Haller. “Hiring managers know this when reviewing these documents and can likely tell if they were written by ChatGPT.”
3 in 4 Say Resumes Written by ChatGPT Are High Quality; Don’t Require Much Editing
The primary motivation for job seekers using ChatGPT to write their application materials is to save time, which makes sense when you consider that many view finding a new job as a numbers game. According to respondents, they’ve had good results with the materials produced by ChatGPT.
Twenty-eight percent say they only had to do ‘a little bit’ (17%) or ‘no’ (11%) editing to the resumes and cover letters written by ChatGPT. Additionally, 3 in 4 say the materials written by ChatGPT are ‘high’ (52%) or ‘very high’ (24%) quality.
7 in 10 Report Higher Response Rate When Using ChatGPT
Of recent job seekers who have used ChatGPT to write their application materials, 69% say they’ve found that they have a ‘somewhat’ (50%) or ‘much’ (19%) higher response rate from companies.
“Today, hiring managers must be aware that the application materials they are reviewing might not have been written by the person submitting their info,” Haller continues. “Unfortunately, this makes things more difficult as you therefore can’t evaluate their skills based on what they are presenting,” she explains.
“However, the purpose of a resume is to get someone an interview. From there, it’s up to the hiring managers to use other tools to evaluate a prospective employee during the process,” she advises.
Majority Received an Interview and Job Offer After Applying With ChatGPT
Not only are respondents reporting a higher response rate from companies when applying with ChatGPT generated resumes and cover letters, but the majority are receiving interviews and job offers as well.
Seventy-eight percent of respondents say they got an interview after applying for a job using a resume and/or cover letter written by ChatGPT, and 59% say they were hired.
4 in 10 Say Interviewers Have Not Been Able to Tell They Used ChatGPT
Although cover letters written by ChatGPT have been described as “structurally sound but qualitatively questionable,” 40% of respondents say that, to the best of their knowledge, an interviewer has never been aware that they used ChatGPT to write their application materials.
Additionally, 40% of respondents say their interviewer was aware they used ChatGPT to write their resume and/or cover letter, while 20% of respondents were not sure if the interviewer knew or not.
11% Have Been Denied a Job Because They Used ChatGPT
Of the 40% who say an interviewer was aware they used ChatGPT to write their application materials, 35% (or 11% of the total sample) report that they have been denied a job because of this.
However, 58% of this group say they were not denied a job even though the interviewer was aware they used ChatGPT.
It seems that the time saving benefits outweigh the risks for most job seekers, as an overwhelming 88% of the total sample say they are ‘somewhat’ (41%) or ‘highly’ (47%) likely to continue using ChatGPT to write their job application materials in the future.
“We will see how this plays out, as it is still a changing environment,” comments Haller. “I don’t see this changing the hiring process as much as it becoming a tool for job seekers to be able to produce more effective collateral in their search,” she says.
“The most important part of the hiring process is still the interviews, skills and personality testing, and references. It is not new that job seekers are not writing their own resumes, this is just using a new technology,” she finishes.
Methodology
This survey was commissioned by ResumeBuilder.com and conducted online by the survey platform Pollfish on February 7, 2023. In total, 1,000 participants in the U.S. completed the full survey. All participants had to pass through demographic filters to ensure they were currently employed for wages or out of work and looking for work.
| 2023-02-13T00:00:00 |
https://www.resumebuilder.com/3-in-4-job-seekers-who-used-chatgpt-to-write-their-resume-got-an-interview/
|
[
{
"date": "2023/02/13",
"position": 71,
"query": "ChatGPT employment impact"
}
] |
|
Amazon's worker surveillance “leads to extreme stress and ...
|
Amazon’s worker surveillance “leads to extreme stress and anxiety”
|
https://www.newstatesman.com
|
[
"Sarah Dawood",
"Sarah Dawood Is Senior Associate Editor Of Spotlight",
"More This Author"
] |
How are AI and connected technology used in the workplace? AI can be used to automate repetitive tasks, therefore increasing humans' productivity, and to make ...
|
Photo by Frederic Legrand-Comeo/Shutterstock
At its best technological advancement can free workers from mundane, repetitive tasks and allow them to concentrate on more cognitively challenging and creative ones. Concerns remain, however, around the use of artificial intelligence (AI) and connected products to monitor people in the workplace.
Three academics answered questions from the MPs on the Digital, Culture, Media and Sport (DCMS) Committee this week about the opportunities and dangers of using connected tech at work.
How are AI and connected technology used in the workplace?
AI can be used to automate repetitive tasks, therefore increasing humans’ productivity, and to make supply chains and operations more efficient. Examples include AI-powered transcription services, manufacturing robots and online customer chatbots.
Connected tech, such as wearables, is primarily used to track workers’ activity and for health and safety reasons. For example, in the manufacturing sector fatigue-monitoring sensors have been used for workers operating machinery, while some companies have introduced smart wristbands or step-counters such as Fitbits to encourage staff to do more exercise.
What laws are there around connected tech at work?
While not workplace specific, the Product Security and Telecommunications Infrastructure Bill is making its way through parliament. It is intended to ensure connected devices better protect individuals’ privacy. The Data Protection Act 2018 is the UK’s implementation of the EU’s General Data Protection Regulation (GDPR) and mandates that people’s personal data is used “fairly, lawfully and transparently”.
What are the concerns around using this tech at work?
Major concerns include: unethical data collection and privacy intrusion; constant surveillance and the resulting impact on mental health; and how the advancement of this tech might displace people from their jobs.
Amazon’s patented design for a connected wristband that can track warehouse workers’ locations and “nudge” them in the direction of their next assignment was highlighted in the committee session. An Amazon spokesperson told Spotlight the company has since “abandoned” this patent. The tech giant is also alleged to have used technology such as monitoring software to automatically fire delivery drivers in the US if they don’t meet speed and efficiency requirements, and, according to Business Insider, a heat map tool to assess where workers at the Amazon-owned Whole Foods might be likely to unionise. These examples were also mentioned in the session.
Subscribe to The New Statesman today from only £8.99 per month Subscribe
[See also: Labour says government approach to AI leaves workers disadvantaged]
Dr Matthew Cole, a postdoctoral researcher at the Fairwork Project, an initiative within the Oxford Internet Institute that researches working conditions at digital platforms, said that constant surveillance and reduced autonomy was detrimental to employees’ health. “Overwhelmingly, the evidence shows that the technologies that Amazon uses are not empowering,” he said. “They lead to overwork, extreme stress and anxiety, and health problems such as joint problems. Amazon is not the leader to see how tech can benefit workers.”
Dr Asieh Hosseini Tabaghdehi, senior lecturer in strategy and business economics at Brunel University London, added that tracking workers’ every move impacted their wellbeing and said that employees’ needs should be properly balanced with productivity.
An Amazon spokesperson said: “We know we’re not perfect and are continuing to get better every day, but we don’t believe the committee was given an accurate picture about how Amazon operates.” They added that the company was “disappointed” by the witnesses’ “misguided” comments.
They said: “We use state-of-the-art technology across our network to keep our employees safe in the workplace. It supports our people in their roles to serve our customers every day. But our innovation also helps 85,000 small and medium-sized UK-based businesses who sell their products on Amazon to succeed and grow as well.”
How could we stop unethical practices?
Tabaghdehi said that the use of technology had been “monopolised” by giants such as Amazon and legislation should be used to redistribute power to support small businesses to use tech in a more positive way.
Cole added that tech giants should be treated like “public resources”, similar to “water, electricity and gas”. “The fact that they’re largely controlled by a single person and largely rivalling much state power in terms of how they govern is an issue, and will continue to be into the future,” he said. More funding should go towards helping public sector organisations develop technological breakthroughs, he said. “When you invest public funds into a public service, you [can] use those returns in ways that are more efficient than when you have five different companies trying to develop the same thing and failing.”
How should laws be strengthened to help workers?
Several European countries, such as France and Italy, have “right to disconnect” legislation, which Cole said could be implemented in the UK to limit employee monitoring and communications outside of the workplace or working hours. He also said that the use of AI systems should be more closely monitored by the Office for National Statistics (ONS); data privacy regulation such as GDPR should be regularly updated; and the UK should establish a single designated body to oversee and inspect compliance with employment standards, including the use of AI and connected tech.
Dr Efpraxia Zamani, senior lecturer in information systems at the University of Sheffield, echoed the need for better regulation, especially for connected tech. “If it does not get regulated, others will follow suit, emulating the practices we’ve seen with Amazon,” she said. Businesses might ask their employees to wear Fitbits to encourage them to monitor their health and wellbeing, but it is unclear how businesses are using the data, she said.
An Amazon spokesperson added: “We look forward to engaging with the committee and this inquiry and would be delighted to invite them to a fulfilment centre to see for themselves the great workplace we provide for our employees and the innovative technology that supports them. Our doors are open.”
This article was originally published on 4 November.
[See also: Is North Korea hacking your hospital?]
| 2023-02-13T00:00:00 |
2023/02/13
|
https://www.newstatesman.com/spotlight/2023/02/amazon-workers-staff-surveillance-extreme-stress-anxiety
|
[
{
"date": "2023/02/13",
"position": 45,
"query": "AI workers"
}
] |
Employee Self-Service Request Intake
|
AI-Powered Enterprise Intake & Process Orchestration
|
https://www.tonkean.com
|
[] |
Empower employees to self-serve for simple requests. Avoid operational ... Transform your internal processes with powerful AI and personalized experience.
|
Features
Delight employees by fulfilling their requirements on demand. With automated self-service, employees are empowered to find information and perform key operations on their own, freeing operational experts to focus on strategic requests. Requests are handled faster and within the timeframe that has the highest business impact.
| 2023-02-13T00:00:00 |
https://www.tonkean.com/platform/employee-self-service
|
[
{
"date": "2023/02/13",
"position": 65,
"query": "AI workers"
}
] |
|
Is AI and Chat GPT going to take my design job? - Kyle Lambert
|
Is AI and Chat GPT going to take my design job?
|
https://www.imkylelambert.com
|
[] |
Many layoffs weren't performance-related, and people were simply on the wrong team or part of the organization. Job insecurity, mixed with the accelerated rise ...
|
It’s a loaded moment in the tech industry. Navigating your social feed or reading a tech news site will barrage you with personal stories of large-scale layoffs. These layoffs have gone on for months and have impacted some of the most talented people in our industry. Many layoffs weren’t performance-related, and people were simply on the wrong team or part of the organization. Job insecurity, mixed with the accelerated rise of Chat GPT, Large Language Models, Stable Diffusion, and AI technology, has left many with an anxious lump in the stomach and a question: Am I going to be replaced?
I don’t have the answers, but I would like to offer a perspective. When we look at history, there are moments of immense change—a tipping point. I am not going into full detail in this post as many great sources dive deep into subjects of various revolutions. Still, I would like to surface a couple related to our industry to help set a foundation and view the rise of AI as a potential “revolutionary” moment.
The printing press
Before the printing press, books were either handwritten or created with a block-printed method achieved by creating hand-carved wood block panels. Unfortunately, both methods were expensive and inefficient. Because of this, books were accessible only to the wealthy. As you can imagine, this entrenched knowledge, education, and opportunities.
The precise date of the first printing press is unknown. However, it originated in China and made its way to Europe. Once in Europe, Gutenberg innovated the idea of woodblock and replaced panels with individual metal blocks representing each character creating “movable type.” This flexibility, paired with the innovation of new inks that worked with metal blocks, opened the door for the mass printing of books (the Bible) and later periodicals.
“Johann Gutenberg’s invention of movable-type printing quickened the spread of knowledge, discoveries, and literacy in Renaissance Europe.” Source
“The worldwide spread of the printing press meant a greater distribution of ideas that threatened the ironclad power structures of Europe.” Source
Lesson: Revolutions shift access; what was once inaccessible to many may become accessible.
The digital revolution
“Essentially, graphic designers take visual content like illustrations or photography and combine them with typography to communicate a message.” Source
Graphic design was a physical process achieved only with analog tools before computers. I don’t think we appreciate the tedium removed by computers in today’s practice. Designers would cut out printed photographs, type, and other materials and arrange them on a page with rubber cement. From there, they would paint over objects and send a final copy to be photographed and printed. Here is an excellent video overview illustrating how precise the process was:
Computers reshaped the field of design. It removed timetables and allowed designers to spend more time creating and less time on production. It reinvented the job and removed certain types of specialties, like type physical typesetters.
Lesson: Revolutions change how things are accomplished and open the doors to what is possible. But they can also disrupt how work is done and eliminate certain roles.
A change in the how
I attended college in the early 2000s—a time when people were still clinging to the days of physical design. I could have done better with X-Acto knives and glue, but it was tedious to produce my printed designs using analog methods while looking at all the new Mac Pros across the room. However, the practice gave me an appreciation for how computers can amplify our processes.
When I landed my first design job, my creative director shared some wisdom with me: “don’t hold onto ‘the how,’ hold onto what you want to create.” I find this wisdom helpful in our current moment. He went on to share his experience with the digital revolution, which gave him an appetite for learning. In the ’80s, he witnessed many designers unwilling to change how they produced their work. These were great designers, better than many who embraced computers, but their unwillingness to change ‘how’ they designed limited the opportunities available to them in this new world. Some of them found ways around the digital world for a while, but eventually, the world changed. Those unwilling to learn new methods had to change careers or retire.
A mental model shift: Become adaptive, flexible where it makes sense, and rigid where it doesn’t.
What are computers good at?
Computers are fantastic at computation. They can take inputs and compute outputs with a precision impossible for us humans. As a result, technology has shifted how we create and will continue to do so. The rise of AI and Large Language Models exemplifies this, and computers can take prompts and ideas that we present and spit back articles, art, and answers.
When I think of what AI is good for, I ask the question: How can I leverage what these technologies are doing to enhance my design process?
And so far, I have been able to leverage AI. An example of this is using Grammarly to help edit my blog posts.
What are computers bad at?
I’d argue that originality, emotion, and experience are not traits AI and computers excel. They are an imitation at best. It’s easy to feel dread when you see some of the things AI can produce. At first glance, it is impressive. But when examined closely, I get a sensation of The Uncanny Valley: “a hypothesized relation between an object’s degree of resemblance to a human being and the emotional response to the object.” Only with human help can you escape that product.
AI is excellent at composition and recreation, but it mimics human output. Without skill, you get content lacking conviction, opinion, and art that feels as lifeless as the characters in The Polar Express. It’s there but lacking something.
A great example of this was an experiment by Colin Meloy, a singer-songwriter for the band The Decemberists. Colin prompted Chat GPT to write a song: “Write a song that Colin Melroy of The Decemberist may have written.” And after many prompts, it output a song. Colin describes the song: “For the record, this is a remarkably mediocre song. I wouldn’t say it’s a terrible song, though it really flirts with terribleness... I wanted to stay as true to its creator’s vision as possible, and at the end, there’s just something missing. I want to say that ChatGPT lacks intuition. That’s one thing an AI can’t have, intuition. It has data, it has information, but it has no intuition.”
AI may get there, but in its current form, Chat GPT feels like a powerful augmentation tool that can help in the creative process and is less of a tool that will replace designers.
Will Chat GPT, Stable Diffusion, and AI replace you as a designer?
My answer is maybe in the future, IF:
If you are rigid and unwilling to learn
If you are already producing content that lacks vision and skill
You may not be replaced by AI, but you may be replaced by a human using AI.
If you are willing to continue honing your skills, defining your perspectives, and leveraging new technology to enhance your creations, you may be set up to do some new and great things. I advise staying curious to pursue new things and new ways of creating. The world will change, and you can change with it.
| 2023-02-13T00:00:00 |
https://www.imkylelambert.com/articles/will-ai-take-my-design-job
|
[
{
"date": "2023/02/13",
"position": 8,
"query": "AI layoffs"
}
] |
|
Hey ChatGPT, Can You Help Me Negotiate My Salary?
|
Hey ChatGPT, Can You Help Me Negotiate My Salary?
|
https://cmr.berkeley.edu
|
[
"Holly Schroth",
"Ph.D. Is A Senior Lecturer",
"Distinguished Teaching Fellow At Uc Berkeley S Haas School Of Business. She Has Won Several Teaching Awards",
"Is A Trainer",
"Consultant",
"Keynote Speaker On Negotiation. She Has Published Several Articles On Negotiation",
"Is A Leading Author Of Negotiation Exercise Materials."
] |
The article evaluates ChatGPT's effectiveness in helping users learn how to negotiate their salary and outlines best practices for using ChatGPT as a guide or ...
|
Image Credit | Jonathan Kemper
Assessing the efficacy of ChatGPT in guiding users through the process of salary negotiation.
Academics are growing apprehensive about student reliance on ChatGPT. Despite concerns over its impact on higher education, ChatGPT has the potential to be a useful learning resource for students and the general public seeking accurate information. People often turn to ChatGPT for information and advice on various topics, including salary negotiation. As a senior lecturer and distinguished teaching fellow at the Haas School of Business at UC Berkeley, I often teach salary negotiation preparation and strategy. Understanding the salary negotiation process can have a positive impact on both the employer and employee, promoting clear communication, setting realistic expectations, and creating mutually beneficial agreements. For employers, this understanding can lead to attracting and retaining top talent, reducing turnover, and promoting a positive company culture. For employees, it can help them communicate their value, gather market data to support their salary or benefits requests, and make informed career decisions. The article evaluates ChatGPT’s effectiveness in helping users learn how to negotiate their salary and outlines best practices for using ChatGPT as a guide or study aid.
Evaluation Criteria
The following criteria were used to assess the overall effectiveness of ChatGPT as a guide for salary negotiations:
Accuracy – information supported by research and practitioners
Actionable – specific and detailed enough to inform actionable behaviors
Relevancy – information was relevant to the request
In addition, best practices for using ChatGPT as a salary negotiation guide were also assessed by systematically changing the format of the request by altering the following:
Specificity – broad vs. specific questions (e.g., “How do I negotiate salary?” vs. “What are specific strategies for negotiating salary?”)
Singularity – individual vs. compound question (e.g., “How do I set my bottom line?” vs. “How do I set my bottom line and when do I reveal it?”)
Terminology – layman vs. expert terminology (e.g., bottom line vs. resistance point)
Thread – questions on a new thread vs. the same thread
After typing in hundreds of questions using the methodology outlined, ChatGPT gave the most accurate, relevant, and actionable responses when asking a specific, individual question as part of a thread regardless of whether using layman or expert terms. Using these best practices for asking questions, I assessed the effectiveness of ChatGPT as a tool for salary negotiation preparation.
ChatGPT’s Performance as a Tool for Salary Negotiation Preparation
When starting a new thread on salary negotiations, ChatGPT will give a general response regardless of the specificity of the question. ChatGPT only gives slightly different responses when changing the word salary to raise or compensation. Below are 10 abbreviated suggestions that reflect the typical responses to questions addressing: “How do I negotiate my salary?”:
Do your research (find average salary statistics)
Be prepared (what you want, qualifications, accomplishments)
Be confident (speak clearly and firmly)
Be flexible (open to compromise)
Listen actively (respect their perspective)
Be professional (keep emotions in check and avoid defensiveness)
Highlight your performance value (skills, qualifications, experience)
Know what’s important to you (flexible hours, remote work, etc.)
Consider total compensation (benefits and perks)
Consider timing (your request after success for raise or not too soon in discussion for a new job)
A targeted follow-up question, such as “How do I effectively communicate my performance value?” elicits an actionable, practical response from ChatGPT. The model was particularly insightful when answering questions about common mistakes in communicating performance value. Some examples include being too vague, being overly modest about one’s skills and qualifications, or failing to provide supporting data for performance claims.
When asked for guidance on phrasing a salary negotiation request, ChatGPT offers several script options that follow a general pattern: expressing gratitude or excitement for the offer, requesting a discussion about a specific topic (such as salary, performance goals, or career goals), highlighting one’s achievements, skills, and contributions while providing research and data to support these claims, and making the suggestion or request in a collaborative and non-threatening manner. As an example, ChatGPT might suggest the following script:
“I am grateful for the opportunity to work for this company and the challenges that come with my role. I would like to have a conversation about my salary. After reviewing industry standards and evaluating my accomplishments and contributions to the company, I believe that my current salary is below market value. I respectfully request a raise to [desired salary]. I am confident that my continued hard work and commitment will continue to benefit the company.”
These scripts serve as a solid foundation for practicing the conversation but should be adapted to suit one’s personality and speaking style for a more natural and authentic delivery.
ChatGPT has limitations in the depth of information it can provide when answering follow-up questions. When asked for a specific salary range for a job in a particular field, it offers a range, but with a disclaimer that these are “rough estimates.” The ranges provided are quite wide, typically spanning $40,000, reflecting the data sourced from various websites and databases that ChatGPT accesses. The salary range provided for the University of California, Berkeley lecturers was accurate, likely due to the salary information being publicly available in a database that ChatGPT likely used. However, it is worth noting that ChatGPT did not consider the number of years of experience when providing salary ranges, even when it was explicitly included in the question.
Understanding what elements of a compensation package are negotiable is crucial in salary negotiation preparation. ChatGPT performed admirably in identifying the various items that can be negotiated. However, it is important to be aware of a company’s typical negotiation practices, which may vary based on the industry and level of experience. While ChatGPT listed a range of negotiable items, it failed to consider the company-specific norms or the candidate’s level of experience. Attempting to negotiate non-negotiable items can leave a negative impression on the employer. To ensure a successful negotiation, it is recommended to gather information from individuals who have worked at the target company to understand their compensation philosophy, specifically what is typically negotiable and non-negotiable. This information will also aid in defining your aspiration point (goal), resistance point (bottom line or walkaway point), and BATNA (best alternative to a negotiated agreement).
Determining your aspiration point, resistance point, and BATNA is crucial to successful salary negotiations. However, ChatGPT does not provide adequate guidance in this area. Before engaging in negotiations, it is essential to conduct research and understand both parties’ priorities, interests, and constraints. This will help to determine a realistic aspiration point, which will allow for the attainment of greater value in the agreement. Unrealistic aspiration points can lead to conflict with the potential employer and may result in the offer being withdrawn. BATNA represents the most favorable outcome that you can expect if you walk away from the negotiation without reaching a deal. You need to understand the strength of your BATNA as well as the employer’s BATNA when determining your resistance point. ChatGPT fails to warn the user to not change their resistance point at the table because accepting an agreement below that pre-set value often leads to later dissatisfaction with the agreement.
Negotiation Strategy Preparation
The question “What are your salary expectations?” can make candidates uneasy during a job interview. On the one hand, revealing expectations that are too low can anchor the eventual offer unfavorably for the candidate, while revealing expectations that are too high can lead the employer to discontinue the interview process. Employers ask this question to ensure candidates’ expectations align with the position’s salary range. ChatGPT suggests candidates respond by giving a range and being open to discussion, however, the answer should also be qualified by noting that the low number of the range should be a safe number to move forward with the interview process, while the higher number should more closely resemble what the candidate desires. Other strategies to consider, which ChatGPT did not mention, include requesting more information about the role and responsibilities before providing a number, seeking clarification on how their skills and qualifications fit into the company’s salary ranges, or suggesting “industry average” and then defining that average with supporting statistics once a job is offered.
ChatGPT’s initial response to the question, “should I use another offer as leverage during salary negotiations?” was to use present an alternative offer. However, this approach can be interpreted as a threat or lack of commitment to the company and is therefore dangerous for the employee. A few weeks later, when asked the same question, ChatGPT addressed the dangers of presenting a competing offer and provided excellent advice. Instead of using another offer as leverage, candidates can discuss their qualifications, experience, and unique skills or how their contributions have positively impacted the company. In addition, the employee should consider timing as important in a salary increase discussion, and it is best to have the conversation when the company is doing well financially or right after you have made a significant contribution to the company.
ChatGPT outlined the salary negotiation process accurately, including that the employee can make a single counteroffer but not multiple counteroffers, and gave a detailed, accurate response for how to evaluate your offer including consideration for company culture, work-life balance, and professional opportunities. Although ChatGPT gave a list of Do’s and Don’ts for negotiating salary it missed a few key pieces of advice listed below:
Do:
Wait at least 48 hours before negotiating your salary after receiving the offer in writing. This allows time to research the offer and compare it to benchmark data, control emotions, and start the negotiation conversation with a clear head. Waiting also allows the employer to know that you are not acting on impulse but have carefully thought through the offer. Also, accepting an offer immediately may cause the employer to suffer from “the winner’s curse”–regret that the offer was too generous. Having a written document also ensures that any misunderstandings are mitigated and protects your agreement in case of management changes.
Know when to stop negotiating. You do not want to continue to negotiate after the company has made a counter to your offer. It is assumed that the company has tried its best to meet your needs at the last counter. By pushing for more, you may get it but is likely to strain the relationship and your employer may place unrealistically high demands on you to prove your worth.
Understand deadlines. It is a tough situation when an offer is made by a prospective employer before interviews are finished with other companies. It is acceptable to ask for an extension of the deadline by stating that you need more time to consider your alternatives. Be aware that a company may offer a compensation package above standard rates to encourage rapid acceptance without negotiation because of the need to fill the position quickly.
Don’t:
Use email to negotiate your salary. You cannot control tone over email and research shows the receiver tends to make more negative attributions about your intentions when a message is delivered over email than in person. When you can, you will have your best results negotiating in person and the next best option is through video conferencing.
Negotiate with a company to increase your leverage with another. You are burning bridges with the company that you use as a negotiation decoy. You can use the other offers as a reference point but don’t negotiate offers from companies you have no intention of joining. The companies who meet your “needs” with a new contract will expect you to sign. They will feel deceived if you do not join them after they have exerted effort to increase your offer. Also, don’t use job offers in unrelated fields as leverage. This can be seen as an inappropriate comparison and raise questions about your career interests.
Appear desperate, as it may make the company question your value and rescind the offer. Your future employer wants to believe that you are a highly sought-after candidate.
Negotiate based on personal needs or perks. Your student loans or your need for a new car is not a reason you should command a large salary. Your salary and bonuses should be based on the value you bring to the company and your performance. Requesting perks reflects negatively on your character.
ChatGPT Keeps Getting Better Every Day
ChatGPT is constantly learning and improving its responses. A previous search for salary negotiation strategies suggested using the “Anchoring Technique,” making the first offer with “wiggle room.” In non-salary negotiations, making the first offer can be advantageous as it sets a psychological anchor for the other party to adjust from. Research shows there is an 84% correlation between the opening offer and the final outcome. However, this strategy requires having good information to avoid offending the other party by asking for too much or asking for too little and leaving value on the table. The employer is aiming to provide a salary that is commensurate with your skill set so that you are not overpaid or underpaid. There is an exception, however, when negotiating with a company that does not have a clear compensation philosophy, and salaries are not directly tied to skills-sets, such as at start-up companies. In this type of company, it is advantageous to anchor first supported with objective criteria and other researched standards because the employer will use that information as an anchor in which to start the salary negotiation. ChatGPT now answers that it depends on the situation and discusses the advantages and disadvantages of making the first offer.
In summary, the best way to utilize ChatGPT is by asking clear and specific questions within an established thread or by seeking clarification on general responses. The analysis of ChatGPT’s performance in answering salary negotiation questions showcases its versatility and value as a tool for guidance or study. ChatGPT provided relevant, accurate, and actionable answers, although at times it missed some details or left out important information altogether. ChatGPT is continuously learning and improving with each weekly update, and its answer quality is constantly advancing in providing nuance and detail. ChatGPT is helpful for both employees and employers because it helps manage expectations about the salary negotiation process and how to prepare effectively, which benefits both sides. Consider ChatGPT as a knowledgeable companion for salary negotiation preparation, providing confidence and peace of mind.
| 2023-02-13T00:00:00 |
2023/02/13
|
https://cmr.berkeley.edu/2023/02/hey-chatgpt-can-you-help-me-negotiate-my-salary/
|
[
{
"date": "2023/02/13",
"position": 31,
"query": "AI wages"
}
] |
Make the Most of Your Salary Negotiations
|
Make the Most of Your Salary Negotiations
|
https://www.pon.harvard.edu
|
[
"Katie Shonk"
] |
In salary negotiations, what salary negotiation skills can you use if a potential employer asks you about your past salary? If you earned a competitive wage ...
|
In salary negotiations, what salary negotiation skills can you use if a potential employer asks you about your past salary? If you earned a competitive wage, your concern may be whether the new employer can afford you.
Back on August 1, 2016 Massachusetts governor Charlie Baker signed into law a bill that will prevent employers from asking prospective workers to provide their salary history. The new law, which won’t take effect until 2018, will also allow employees to discuss their salaries with their colleagues without facing retribution from their employers, as reported by the Associated Press.
The law’s intent is to reduce the persistent gender pay gap between men and women. Currently in Massachusetts, women are paid about 82% of what their male counterparts earn for comparable work. Experts have attributed such inequities in part to women’s fear that they will face a backlash for negotiating assertively on salary. In fact, women—but not men—who negotiate their salaries do tend to be perceived as less likable and as less appealing colleagues than women who don’t ask for more, suggesting steep negotiation costs for women negotiating salary, Harvard Kennedy School professor Hannah Riley Bowles, Carnegie Mellon University professor Linda Babcock, and Tulane University Lei Lai found in their research.
Beyond the gender gap, the new Massachusetts law raises important issues for job candidates seeking to improve their salary negotiation skills and strategies—and reminds us of the advantages of negotiation in such discussions.
When Employees Talk Salary
Comparing salaries has long been a social taboo between workers in the United States, but that’s changing, according to Kevin Hallock, director of Cornell University’s Institute for Compensation Studies (see also, Salary Negotiations and Setting Standards at the Negotiation Table and Salary Negotiation Skills Different for Men and Women). Websites such as Glassdoor.com, where people can post their salaries and other information about their jobs, and increased openness on social media are spurring a trend toward salary sharing among colleagues.
Employers have long believed that open discussion of salaries, and employees’ resulting awareness of pay differences, can reduce morale and productivity. If you learn that a colleague who has the same job earns more than you do, you may overlook the fact that she has more experience or greater responsibilities. Our perceptions of unfairness can breed discontent and lower productivity.
Reacting to Knowledge of Pay Discrepancies
If you learn you’re being paid less than a colleague or colleagues at a similar level, what salary negotiation skills are at your disposal? Consult with others in your field, or review objective industry standards before making any demands of your employer. If you do find solid evidence that you are underpaid, present your employer with the facts as you see them, being careful to stress that you believe any discrepancy is unintentional.
If you’re a hiring manager, job grade systems that divide employees into levels with set salaries can improve the odds that employees will be fairly treated and feel fairly treated.
Dealing with the Salary Questions and Salary Negotiations
Why does the new Massachusetts law prevents employers from asking employees about their past salaries in job negotiations? Because women tend to earn less than men, including early in their careers, the information they share about their past salaries may put them at a disadvantage relative to men as they negotiate for new jobs. Due to the anchoring effect, first documented by psychologist Amos Tversky and Daniel Kahneman, the first number mentioned in salary negotiations, such as how much one earned in one’s most recent job, exerts a strong influence on the discussions that follow.
If you are having difficulty finding a job in a competitive market, you may want to play up your experience and suggest your willingness to make concessions on salary, relative to your last salary, in exchange for other benefits, such as vacation time. If, by contrast, your past salary was on the low end, you might simply explain that you believe you were underpaid and quickly move on to reveal how much you think you’re worth.
If asked you to name your price, how should you respond? In their book 3-D Negotiation (Harvard Business School Press, 2006), David Lax and James Sebenius recommend making a “non-offer offer,” or a statement that could anchor the discussion in your favor without seeming extreme (see also, Negotiation Strategies and Salary Negotiations: How to Negotiate for a Higher Salary).
Suppose your research suggests that you would mostly likely fall into the $70,000 to $80,000 pay range, but the next-highest category seems within reach. Rather than saying, “I think I deserve $80,000,” consider saying, “Correct me if I’m wrong, but I’ve heard that people like me typically earn $80,000 to $90,000.” Notice that this statement is not a demand. Yet due to the powerful impact of the $80,000-to-$90,000 anchor, it could very well move the numbers toward your upper goal.
Please share an example below of a time you successfully negotiated your salary.
| 2023-02-13T00:00:00 |
2023/02/13
|
https://www.pon.harvard.edu/daily/salary-negotiations/make-the-most-of-your-salary-negotiations/
|
[
{
"date": "2023/02/13",
"position": 44,
"query": "AI wages"
}
] |
Why Teach Journalism When AI Writes Articles?
|
Why Teach Journalism When AI Writes Articles?
|
https://www.gettingsmart.com
|
[
"Tom Vander Ark",
".Wp-Block-Co-Authors-Plus-Coauthors.Is-Layout-Flow",
"Class",
"Wp-Block-Co-Authors-Plus",
"Display Inline",
".Wp-Block-Co-Authors-Plus-Avatar",
"Where Img",
"Height Auto Max-Width",
"Vertical-Align Bottom .Wp-Block-Co-Authors-Plus-Coauthors.Is-Layout-Flow .Wp-Block-Co-Authors-Plus-Avatar",
"Vertical-Align Middle .Wp-Block-Co-Authors-Plus-Avatar Is .Alignleft .Alignright"
] |
Adding smart tools to the publication process will increase the human focus on spotting and framing issues, voice and creativity in storytelling, curating and ...
|
Good writing matters in careers and in a healthy democracy and journalism–the regular production of public content in newspapers, magazines, and websites–is a great way to teach it.
Journalism serves several benefits including:
Informing the public: Journalism provides accurate and relevant information to the public, helping them stay informed about local, national, and global events. Holding power accountable: Journalism exposes corruption, abuse of power, and wrongdoings by those in positions of authority. Promoting democracy: A free press plays a crucial role in democratic societies by fostering public debate and holding elected officials accountable. Providing a platform for diverse voices: Journalism amplifies the voices and perspectives of marginalized communities, promoting inclusivity, equity and diversity. Driving social and political change: Investigative journalism can uncover injustices and bring attention to important social and political issues, leading to positive change.
This concise if not compelling case for journalism (generated by ChatGPT) provides a foundational rationale for why it should be taught in elementary and secondary schools.
Historically, journalism has been a valued and viable career path. However, the rise of the web, particularly social media, disrupted time-honored media business models. Half of newspaper readers and journalists disappeared over the past 15 years reports the UNC School of Journalism adding that newspaper circulation decreased by 55 million between 2004 and 2019 resulting in 36,000 fewer journalism jobs.
While there are fewer newspaper roles, job boards are full of journalism, communications, advocacy and marketing jobs where strong writing matters. While AI writers (like ChatGPT) will produce more first drafts and simple posts, talented humans will remain in the loop creating story ideas, crafting prompts, editing drafts and curating content.
Compelling writing is a core executive skill at companies like Amazon. In their 2021 book Working Backwards, longtime Amazon execs Bill Carr and Colin Bryar explain that complex decision-making requires narrative and memos beat presentations for information density, problem analysis, and building shared understanding.
Good writing matters in careers and in a healthy democracy and journalism–the regular production of public content in newspapers, magazines, and websites–is a great way to teach it.
High School Journalism
The biggest and best high school journalism program is hosted at the Media Arts Center at Palo Alto High School, Paly Mac. Rejuvenated 40 years ago by Esther Wojcicki in a portable behind the school, the program features a dozen student-led publications and a state-of-the-art facility.
Stepping inside Paly MAC is like walking onto the basketball court at Duke during practice– there’s engagement, intentionality, leadership and a tradition of excellence. The buzz of student teams working on getting a story right and stacks of prior publications make it clear that good work is done here.
On a recent visit, we saw Viking Magazine editor-in-chief Elizabeth Fetter (below center) meet with her team of sports writers after the holiday break. She ran a great meeting where she was clear about roles and goals, set high expectations and followed up with individualized support.
Fetter took a Beginning Journalism class as a sophomore and an advanced class as a junior Viking staff writer. She is taking a leadership course as a senior to support her editor-in-chief role. This thoughtful three-year pathway progression supports all the publications.
Campanile is the campus newspaper. The first magazine was Verde, a news and feature publication. C Magazine features arts and entertainment. InFocus is a daily TV news production. Madrono is the yearbook. Paly Voice is digital news (where a recent feature explored controversial uses of ChatGPT). Paly MAC also features photography, video production, graphic design, and social media. More than 180 students staff Paly publications.
In addition to strong written communication, Paly MAC pathways teach leadership and teamwork, research and marketing, project management, and business management. Each of the Paly publications is a thriving brand with a sustainable business model.
An incubator course taught by Paul Kandell engages student teams in developing new publications or reformatting old publications–a great way to teach entrepreneurship in high school.
Middle-Grade Journalism
While visiting Paly MAC, we met Daniel Stedman, the founder of L Magazine and Brooklyn Magazine. When he sold the publications in 2015, his commitment to community journalism turned to education. He volunteered in New York City journalism programs. He saw writing improve but students and programs came and went. Rather than impacting dozens of learners, Stedman got the sense he could impact millions of students with a writing app. In 2020, he launched Pressto to teach learners in grades 3-8 to write through journalism.
Stedman thinks the middle grades are a great place to teach better communication through writing. Journalism motivates students to write more. It develops voice, agency, and encourages learners to share their ideas. “Journalism is an aspirational way of inspiring stories and civic engagement in middle grades,” said Stedman.
Pressto learners develop writing plans for narrative stories, informational news articles, and persuasive writing. Planning Blocks make the structure of writing approachable for students while helping to organize ideas and assemble together in a finished work of writing. AI provides detailed writing prompts and delivers real-time formative feedback. Teachers have the option to monitor student progress in real-time. Pressto is free this year and will add a premium feature next year.
Human Writers
With a focus on quality public products, teaching journalism promotes strong writing while building transferable leadership skills. Sustaining publications, like those at Paly MAC, invite students into a tradition of excellence while offering voice and choice. Every month yields portfolio-worthy work–and it’s work important to the learner and the community.
As AI writers proliferate and automate parts of journalism (sports scores and corporate earnings reports are already automated articles), students and professionals will increasingly add smart tools to research and content development (e.g., GPT4 was added to Microsoft’s Bing) potentially yielding more and better writing.
Adding smart tools to the publication process will increase the human focus on spotting and framing issues, voice and creativity in storytelling, curating and editing content. This new era of human–machine collaboration (already being called the fifth industrial revolution) requires an ethics update on sources, methods and attribution.
For teachers and students, new AI-powered tools like Pressto are a useful introduction to human–machine collaboration in writing. The use of new tools will be accompanied by AI detection Whac-A-Mole. The rise of AI writers may, as Rick Hess argued, unflip classrooms for a time allowing teachers to observe more of the writing process.
However, the future opportunity in writing instruction is not detection, it’s empowerment–the agency and voice, the ethics and expectations of programs like Paly Mac that invite learners into forms of human expression that they value and are valued by their community.
| 2023-02-13T00:00:00 |
2023/02/13
|
https://www.gettingsmart.com/2023/02/13/why-teach-journalism-when-ai-writes-articles/
|
[
{
"date": "2023/02/13",
"position": 5,
"query": "AI journalism"
}
] |
The Future of Writing: How to Thrive as an Author in ...
|
The Future of Writing: How to Thrive as an Author in the Age of AI
|
https://yourwriterplatform.com
|
[
"Kimberley Grabas",
"John E Budzinski",
"Angela Joseph"
] |
As an author, you know that the world of publishing is a wild ride – and it's only getting wilder with the rise of AI. ... media accounts, and a blog or podcast.
|
Pin 8 Share 8 Shares
As an author, you know that the world of publishing is a wild ride – and it’s only getting wilder with the rise of AI.
But you know what?
This is actually the best time in history to be an author and build a powerful personal brand.
Let’s face it, with AI automating the writing and editing process, and more and more competition entering the market, it’s becoming a real challenge to stand out and get noticed.
But here’s the thing: this is exactly why you need to step up your game and create a brand that sets you apart.
In this post, I’m going to dive deep into the impact of AI on the publishing industry, and more importantly, I’m going to show you how to build a brand that will help you reach new heights in your career as an author.
Whether you’re a newbie just starting out, or you’re a seasoned pro looking to take things to the next level, this article is for you.
So buckle up, my friend. It’s time to turn your passion into a powerful brand that will set you apart, get you recognized, and help you grow your author business.
Understanding the Impact of AI on the Publishing Industry
Okay, let’s talk about the elephant in the room – AI.
It’s time to understand the impact that artificial intelligence technology is having on the publishing industry, and how it’s changing the game.
First of all, AI is automating the writing and editing process like never before.
This is a double-edged sword because while it can save time and increase efficiency, it can also lead to a saturation of similar content in the market.
Second, the rise of AI has significantly increased competition in publishing. With more and more people able to write and publish books, it’s becoming harder and harder to get noticed.
But this can actually be a good thing.
With increased competition comes increased opportunity. If you’re willing to put in the work to build a powerful personal brand, you’ll be able to rise above the noise and stand out in an increasingly crowded arena.
So, bottom line: AI is having a big impact on the publishing industry, but it’s not necessarily something to be afraid of.
Instead, think of it as a challenge to be embraced, and a chance to set yourself apart.
Let’s get to work!
How to Build a Strong Personal Brand as an Author
Okay, now it’s time to talk about the fun stuff – how to build a strong personal brand as an author. And let me tell you, building a personal brand is the key to setting yourself apart in the crowded world of publishing.
The initial step is to define your Unique Selling Point or USP.
What makes you special and different from all the other authors out there?
This is your secret sauce, and it’s what sets you apart from the rest. And it’s what will make you memorable in the minds of your readers and industry peers.
How can you define your USP? Here’s a detailed checklist to help you get started:
Identify your niche or genre: What sets your writing apart? Do you specialize in a certain genre, or do you have a unique writing style?
Analyze your competition: Who are the other authors in your niche or genre? What sets you apart from them AND what sets them apart from you?
Ask for feedback: Ask your current readers, friends, family, and writing peers for their honest feedback on your writing. What do they think makes your writing unique?
Reflect on your own writing journey: What motivates you to write? What experiences have shaped your writing? How have these experiences influenced your writing style?
Identify your target audience: Who is your ideal reader? What do they want and need from an author in your genre? Knowing your target audience will help you tailor or align your USP to meet their needs.
Test your USP: Once you’ve identified your USP, test it out by sharing it with your target audience. Ask for their feedback and see if it resonates with them. Remember, defining your USP is a process of self-discovery, reflection, and testing – not a “set-it-and-forget-it” task.
Next, establish a consistent online presence.
This means creating some variation of a website, social media accounts, and a blog or podcast. Make sure everything is cohesive and represents your personal brand. It’s your chance to showcase your writing, connect with your audience, and position yourself as an authority in your topic area.
Here’s a detailed checklist to help you develop a consistent online presence:
Create a website: Your website is your online home base, and it should reflect your personal brand. Make sure your website is easy to navigate and includes a portfolio of your work, a blog or podcast, and a way for readers to connect with you.
Blog regularly: A blog is a great way to showcase your expertise and share your writing journey with your audience. Make sure your blog is consistent with your personal brand and target audience.
Consistency is key: Make sure your website, social media accounts, and blog are consistent with each other. Use the same color scheme, logo, and voice across all platforms.
Be authentic: Be true to yourself, and let your personality shine through. People connect with authenticity, and a personal touch will make your online presence feel more relatable.
Engage with your audience: Respond to comments, answer questions, and engage in conversations. Start building your email list to ensure the relationships you build are not obstructed or erased by changes in social platform rules. Email is one of the best ways to build a community and connect with your audience.
Third, interact with your readers and peers on social media.
Share your writing journey, insights, and experiences.
Interacting with your readers and peers on social media is another way to build a community and grow your personal brand.
It gives you the opportunity to connect and interact with your audience, get feedback on your writing and WIP, and show some personality.
So, how can you interact with your readers and peers on social media? Here’s a checklist to help you get started:
Choose the right platforms: Choose the social media platforms that are most relevant to your audience and niche, as well as your brand. This will ensure that you are connecting with the right people.
Share your work: Share your writing, blog posts, and any other content that allows readers to ‘sample’ what you offer. This is a great way to highlight your expertise and connect with potential readers.
Engage with your peers: Follow other authors in your niche, engage in conversations, and share their work. This allows you to build relationships and goodwill, and will also help to broaden your network.
Respond to comments: Respond to comments on your posts, answer questions, and engage in conversations. To build a community, you need to be continually connecting with your audience and responding to their interests.
Be active: Make sure to post regularly and be active on your social media accounts. This will ensure that you are staying top-of-mind with your audience and peers. To avoid overwhelm, focus and master one social media account initially, then expand from there.
Fourth, network with other authors and industry professionals.
Attend events, join writing groups, and connect with people who can help you grow your brand.
Interacting with other authors and industry professionals allows you to network, collaborate, and ideally position yourself among your peers.
To start interacting with other authors and industry professionals, try the following:
Attend events: Attend conferences, book signings, and other events to meet other authors and industry professionals. This is a fun way to network and make new connections.
Join online groups: Join online groups related to your niche, such as writing groups, author communities, and industry associations.
Collaborate: Reach out to other authors and industry professionals to collaborate on projects, guest posts, podcasts, and other initiatives.
Seek mentorship: Seek out mentors in your field to help guide you and offer advice. Learn from more experienced professionals to help grow your personal brand.
Be generous: Share your knowledge and expertise, and offer help to others in your field.
Show appreciation: Show appreciation for the work of other authors and industry professionals by sharing their work and offering praise. Build valuable relationships and show that you are a team player.
Fifth, offer valuable content for free, like blog posts, podcasts, or webinars.
Creating and sharing valuable free content helps you to create a deeper connection with your audience, demonstrate your expertise, and gain visibility for your brand and writing.
Here’s how to leverage your valuable free content:
Choose a format: Decide on the format that you want to create your free content in. This could be a blog post, an ebook, a podcast, or a video.
Choose a topic: Choose a topic that is relevant to your audience and highlights your expertise or authority. This could be a tutorial, a how-to guide, a Q&A, or a thought piece on a current industry issue.
Research: Research your topic thoroughly to ensure that you are providing valuable and accurate information to your audience.
Create: Create your free content, making sure to focus on providing value and maintaining relevance.
Promote: Share your free content with your audience, on your website, and on social media. Make sure to promote it to your email list.
Engage: Engage with your audience on your free content, answering questions and responding to comments. Focus on truly understanding your audience and building strong relationships.
The Benefits of Having a Strong Personal Brand
That’s quite a list of to-dos…
Building a strong personal brand as an author takes time, effort, and a willingness to put yourself out there.
But, trust me, it’s worth it.
With a powerful personal brand, you’ll be able to get noticed, increase your visibility, and advance your career like never before.
Having a strong personal brand as an author has many benefits.
Let’s highlight a few:
Increased visibility: A strong personal brand helps you stand out in a crowded marketplace, making it easier for people to find you and your work.
Stronger relationships: A strong personal brand helps you connect in a deeper way with your readers, building stronger relationships and helping you to establish a loyal following.
Increased credibility: By showcasing your expertise and demonstrating your knowledge, you can establish yourself as an authority in your genre or an expert in your field.
Better opportunities: A strong personal brand opens up new opportunities, such as speaking engagements, book deals, and other collaborations.
Increased income: By building a strong personal brand, you can increase your income and make more money as an author.
Bottom line: with the rise of AI, it’s more important than ever to brand yourself as an author.
By understanding the impact of AI on the publishing industry and building a strong personal brand, you can position yourself to leverage any new opportunities that arise from the advancement of these technologies.
Building a strong personal brand takes time and effort, but the benefits are most definitely worth it. From increased visibility to better opportunities and increased income, the advantages of having a strong personal brand as an author are numerous.
So, what are you waiting for?
It’s time to start building your personal brand as an author.
Define your USP, establish a consistent online presence, interact with your readers and peers on social media, connect with other authors and industry professionals, and use valuable free content to showcase your expertise.
Remember, people need what you have to offer, and it’s time for the world to know it. So, go out there and become the author you were meant to be!
| 2023-02-06T00:00:00 |
2023/02/06
|
https://yourwriterplatform.com/future-of-writing-in-the-age-of-ai/
|
[
{
"date": "2023/02/13",
"position": 92,
"query": "AI journalism"
}
] |
AI Texting Apps and How Recruiters Can Use them to ...
|
AI Texting Apps and How Recruiters Can Use them to Personalize Hiring
|
https://www.sensehq.com
|
[] |
AI has become a game-changer in the world of recruitment as well, helping recruiters automate time-consuming tasks and building deep candidate relationships ...
|
Advancements in artificial intelligence (AI) are constantly pushing the boundaries of what is possible, and ChatGPT is a prime example of this ongoing evolution. AI has become a game-changer in the world of recruitment as well, helping recruiters automate time-consuming tasks and building deep candidate relationships with personalized communication through AI texting apps.
AI texting is one of the most popular applications of AI in recruiting. Texting is a preferred method of communication for candidates and has shown better response rates. So how can you get the best out of this powerful medium of communication to drive results?
Let’s look at AI texting apps in detail and how you can leverage them to personalize hiring.
What are AI texting apps?
AI texting apps are applications that use artificial intelligence technology to automate text-based communication with candidates. They allow recruiters to interact with candidates through text messaging with the ability to provide instant and personalized responses.
AI texting apps use natural language processing and understanding (NLP/U) and machine learning to generate human-like responses, making candidate communications more intuitive and efficient.
What does AI text chat and messaging mean for recruiters?
Does it mean that AI will replace humans? On the contrary, AI text messaging apps make recruiters’ lives easier by eliminating redundant tasks. On an average day, recruiters send hundreds of messages manually and personalizing each of them is impossible. AI texting apps personalize SMS campaigns at scale and enable recruiters to focus on more human aspects of recruiting, such as nurturing candidate relationships.
Some popular AI texting platforms include Sense Messaging, TextRecruit, and TextUs. Read more on our detailed blog about top texting platforms.
Advantages of AI texting in recruiting
Recruiters that leverage AI text chat and messaging are realizing the following benefits:
Improved talent engagement
With AI texting apps, candidates can receive instant responses to their questions, moving the hiring process smoothly. AI texting apps can answer frequently asked questions, and also provide candidates with a status update about their job applications. This makes candidates feel valued and improves the offer acceptance rates.
Automated message scheduling
Candidates often apply to jobs after hours and it’s difficult for recruiters to be available 24/7. By automating text message scheduling, AI texting apps can help recruiters save time and resources while ensuring that messages are sent at the most appropriate times. AI text messaging also provides pre-written message templates for specific situations such as scheduling an interview, sending follow-up information, or joining-date reminders.
Data-driven texting campaigns
AI texting apps provide a range of analytics to help you understand how your texting campaigns are performing. This includes data on candidate response rates, response times, recruiting team usage, etc. This enables talent acquisition teams to take data-driven decisions to optimize texting campaigns.
Personalized recruitment communication at scale
AI texting provides candidates with tailored responses based on their individual qualifications, experience, and the role they are applying for. This level of personalization helps to build a positive relationship with the candidate, making the hiring process more enjoyable for everyone involved.
5 ways to use AI texting apps for personalized hiring communications
Let’s look at some specific real-life use cases of personalized hiring using AI texting, including samples, examples, and texting templates.
1. Casually check in to update candidate information (location, email ID)
With AI texting, recruiters can send personalized texts to candidates, asking them to update their information such as location or email address. This helps to keep candidate information in the ATS up-to-date and accurate.
Example text: "Hi Jamal, this is Amelie from FawkesCo. just wanted to check in and confirm if we can still reach you at [email protected]?”
2. Periodically reach out to gauge openness to new roles
Use AI texting apps to send personalized texts to candidates, asking them about their current job search status and gauging their openness to new job opportunities. This helps recruiters to identify and engage with active candidates who may be a good fit for open roles.
Example text: “Hey Sandra, happy fall! Are you open to new opportunities? We have some exciting new roles that I think you may be interested in.”
3. Use text to revive dormant and passive candidates
There are several candidates in your database that you may have previously engaged with. For example, candidates that interviewed but could not secure the job (let’s call them silver medalists) or candidates that did not accept an offer. Use AI texting to re-engage these candidates and check their availability for a new opportunity, so recruiters don’t always have to rely on job boards to source candidates.
Example text: “Akia, we haven’t touched base recently. Just checking in to make sure all is well with you. If you're still interested in exploring job opportunities with our company, I can share new openings with you. Cheers, Bo”
4. Send event invites via text for engagement
Leverage AI text messaging to send dynamic broadcasts to inform your database of upcoming hiring events. Ensure that your messages are tailored to specific segments, such as their role or location. For example, a hackathon event invite should be sent to technical profiles with a particular domain expertise.
Example text: “Hey Kim, we are hosting a hackathon this weekend. Thought you might be keen. Details here: <link> Would you be joining us?”
5. Run personalized text message referral programs
Get the best out of your candidate and employee network by generating quality referrals from them. With AI texting apps, you can run personalized referral campaigns, reaching out to candidates/employees and asking them to refer their friends or colleagues for open roles. This can help increase the diversity of the candidate pool, improve the candidate quality, and reduce acquisition costs.
Example text: "Hi Dan, we're always looking for great talent to join our team. Do you have any friends or colleagues who would be a good fit for our current open roles? We'd love to hear from you."
3X response rates and faster hiring through AI texting. Sounds good?
AI texting is one of the most successful ways to engage today’s talent, proven to drive results with 3X faster responses. Explore Sense messaging to run winning personalized text campaigns and boost recruiter productivity.
If you want to learn the best practices for mastering candidate text messaging, check out our ebook “Texting for Talent: How Text Messaging is Transforming Candidate Engagement.”
| 2023-02-13T00:00:00 |
https://www.sensehq.com/blog/ai-texting-apps-personalize-hiring
|
[
{
"date": "2023/02/13",
"position": 44,
"query": "artificial intelligence hiring"
}
] |
|
Tech and biotech layoffs erase more than 19000 Bay Area ...
|
Tech and biotech layoffs erase more than 19,000 Bay Area jobs
|
https://www.siliconvalley.com
|
[
"George Avalos"
] |
“For those who think tech is dead, we are just at the beginning of what will be the next major boom, which is artificial intelligence,” Bajarin said. “If you ...
|
Post-pandemic layoffs in the tech and biotech sectors continue to widen, and the brutal job losses are set to loom over the region’s economy for months.
Since mid-2022, tech and biotech companies — including giants like Google and Meta Platforms — have revealed plans to slash more than 19,000 jobs across the nine-county Bay Area, according to official state reports reviewed by this news organization. That figure includes cutbacks that have been completed or are slated to occur, in some cases as late as 2024.
Even worse, multiple tech companies, including Intel, in recent days have notified the state Employment Development Department of plans to orchestrate a second round of layoffs on top of job cuts announced earlier.
“We’ve reached the point where layoffs are becoming widespread in tech and biotech,” said Russell Hancock, president of Joint Venture, a San Jose-based think tank. “But it’s important to keep these numbers in perspective.”
Hancock and other experts insist the layoffs won’t morph into an extinction event akin to the dot-com meltdown of the 2000s, when hundreds of thousands of people across the Bay Area, many of them in tech, lost their jobs.
“It’s not even close to the dot-com situation,” said Tim Bajarin, principal executive with Campbell-based Creative Strategies, which tracks the tech sector. “The dot-com bust occurred because so many people believed they could produce apps that had no business models and couldn’t generate profits.”
The dynamics this time are far different than the dot-com collapse, analysts say.
“These are companies that are making adjustments,” said Patrick Kallerman, vice president of research with the Bay Area Council Economic Institute. “This is a calculated belt-tightening. This is not even recession-level job cutting.”
With the current wave of cutbacks, Big Tech is attempting to right-size its employee base in the wake of the coronavirus outbreak, which sparked a crush of people working, meeting and learning remotely due to the government-mandated business lockdowns to combat the deadly virus. Many tech companies whose products help enable remote work responded at the time by staffing up, only to discover later that not all of the changes wrought by the pandemic were permanent.
“The layoffs are a rebalancing after a period of record job growth and do not suggest we are in danger of the kind of pain after the dot-com bust when the region lost nearly 300,000 jobs before recovering to record levels,” said Stephen Levy, director of the Palo Alto-based Center for Continuing Study of the California Economy.
The final toll from the current deluge of layoffs is unclear. What is certain is that tech and biotech companies have begun to jettison jobs in recent months at a far higher pace than before, this news organization’s analysis of the WARN notices sent to the EDD shows.
“There was an over-exuberance in the tech industry because of the coronavirus,” said Rob Enderle, an Oregon-based tech analyst. “Tech companies ramped up to meet the demand for their services and products and they thought that demand would become permanent. But the demand turned out to be transitory.”
During the final six months of 2022, from July 1 through Dec. 31, tech and biotech companies jettisoned slightly fewer than 7,100 jobs, based on the dates in the WARN notices when the layoffs were slated to take effect.
Yet from Jan. 1 of this year through Feb. 8 — a period of only about five weeks — tech and biotech firms completed or reported plans to eliminate another 12,400 positions, with the layoffs due to take place this month, in March, April, May and beyond, the WARN letters show.
Ominously, 2023 has also brought the two worst months for completed or planned job cuts in the current cycle of staffing reductions, according to the WARN notices. In January, tech and biotech companies orchestrated the layoffs of 5,384 employees in Bay Area cities. In March, the projected layoff numbers currently total about 5,248.
Meta, Google and Salesforce have each revealed plans to eliminate at least 1,000 jobs in the Bay Area, based on filings with the EDD that occurred on or after July 1, 2022. Twitter, Cisco Systems, Amazon and others have announced plans to cut at least 500. Intel, PayPal, Tesla and other high-profile companies have also slashed employee totals.
“The current correction will continue for a time in 2023 before the tech industry begins another hiring uptick,” said Michael Bernick, an employment attorney with law firm Duane Morris and a former EDD director.
These new layoffs may well fit the tech industry’s now-familiar boom-and-bust cycle.
“Historically, these lulls have been followed by a boom,” Hancock said. “If that happens again, and soon, we shouldn’t be surprised.”
Bajarin cited a ZipRecruiter survey that emerged in late 2022 that found roughly 79% of the tech workers who lost their jobs were able to find work within about three months.
“For those who think tech is dead, we are just at the beginning of what will be the next major boom, which is artificial intelligence,” Bajarin said. “If you are a high-skill engineer and programmer, you will find a new job relatively quickly.”
These companies have revealed plans to eliminate at least 500 jobs in the Bay Area, based on filings with the EDD that occurred on or after July 1, 2022.
Meta Platforms: 2,564 job cuts in Menlo Park, San Francisco, Fremont, Sunnyvale and BurlingameGoogle: 1,608 layoffs in Mountain View, Moffett Field, San Bruno and Palo AltoSalesforce: 1,010 staff cuts in San FranciscoCepheid: 925 job cuts in Newark and SunnyvaleTwitter: 900 layoffs in San Francisco and San JoseInvitae: 736 staff cuts in San FranciscoCisco Systems: 673 job cuts in San Jose, Milpitas and San FranciscoHelloFresh (Grocery Delivery E-Services USA): 611 layoffs in RichmondAmazon: 524 staff cuts in Sunnyvale and San Francisco
| 2023-02-12T00:00:00 |
2023/02/12
|
https://www.siliconvalley.com/2023/02/12/tech-biotech-layoff-19000-bay-area-job-facebook-google-amazon-twitter/
|
[
{
"date": "2023/02/13",
"position": 41,
"query": "artificial intelligence layoffs"
}
] |
Is AI coming for your job? ChatGPT renews fears - ABC News
|
Is AI coming for your job? ChatGPT renews fears
|
https://abcnews.go.com
|
[
"Abc News"
] |
He pointed to the near-historic tightness of the job market. Jobs are plentiful despite high-profile layoffs at companies like Amazon, Microsoft ...
|
AI adoption has surged but the job market is tight. What does it mean?
A Servi robot brings customers their food at Sergio's Restaurant in Miami, Oct. 6, 2021. Servi uses cameras and laser sensors to carry plates of food from the kitchen to tables in the dining room, where the waiter then transfers the plates to the customer's table.
A Servi robot brings customers their food at Sergio's Restaurant in Miami, Oct. 6, 2021. Servi uses cameras and laser sensors to carry plates of food from the kitchen to tables in the dining room, where the waiter then transfers the plates to the customer's table.
A Servi robot brings customers their food at Sergio's Restaurant in Miami, Oct. 6, 2021. Servi uses cameras and laser sensors to carry plates of food from the kitchen to tables in the dining room, where the waiter then transfers the plates to the customer's table.
A Servi robot brings customers their food at Sergio's Restaurant in Miami, Oct. 6, 2021. Servi uses cameras and laser sensors to carry plates of food from the kitchen to tables in the dining room, where the waiter then transfers the plates to the customer's table.
Robots holding platters of plantains and shrimp zoom between tables at Sergio's, a Cuban restaurant in Miami, where the waist-high machines use artificial intelligence to evade strollers, toddlers and even each other.
The restaurant brought in the androids after the pandemic struck, said Carlos Gazuita, the CEO of the chain restaurant.
People had flocked to Florida, bringing a surge of customers. Waiters though quickly suffered burn out, he said. Sergio's was struggling to retain staff while an infection could leave Gazuita short a server for as long as two weeks. He said he had to close off sections of some restaurants.
"It was out of desperation," he said.
The extra help has allowed Gazuita to cut wait staff by as much as 20%, while lightening the load for waiters relieved of carrying food and dishes, he said. The move has also delivered savings, he added, since the robots cost about $2 per hour.
Gazuita said he hopes to add more robots, eventually supplementing dishwashers. He acknowledged, however, the anxiety among some staffers that AI could take away much-needed jobs.
"Could you lose jobs? Maybe," he said. "But could you pay more to the employees? The balance might overall help people," he said.
Sergio's is hardly alone. Coinciding with the tightest U.S. job market in more than a half century, business adoption of AI surged during the pandemic but did not cause job losses, experts told ABC News. While data on the scale of displacement remains limited, they said, anecdotes confirm that the technology cut some positions while creating others.
Still, AI is expected to displace more and more jobs going forward, they added, citing buzzy language bot ChatGPT as a breakthrough that could threaten even white-collar positions. AI will enhance productivity and increase compensation for some jobs but it risks leaving out workers who fail to keep up, they said.
"We've seen an increase in AI-related displacement and redefinition of work accelerated during COVID," Anu Madgavkar, the head of labor market research at the McKinsey Global Institute, told ABC News. "We would expect this to rise going forward."
"The shift in the demand for work into higher-paid, better-skilled jobs could result in inequality," she added.
So far, however, AI has fallen short of the disruptive, job-killing force that some observers feared, David Autor, a professor at the Massachusetts Institute of Technology who specializes in technological change and the labor force, told ABC News.
He pointed to the near-historic tightness of the job market. Jobs are plentiful despite high-profile layoffs at companies like Amazon, Microsoft, Twitter and Goldman Sachs. Last month, the unemployment rate fell to 3.4%, the lowest figure since 1969.
As of December, the U.S. economy had 11 million unfilled job openings, government data showed.
"I don't think there's been a lot of job displacement yet," Autor said. "There's evidence firms are starting to do that. In aggregate, I haven't seen any direct evidence that it comes to a lot or is even detectable at this point."
The lack of significant job losses owes to a delay between the discovery of a technology and its effect on the way businesses operate and employees work, he said. The technology needs to advance far enough to reliably improve production, he added, noting that the sector where its impact has been most pronounced -- tech -- employs relatively few workers.
"There's usually quite a lag between when a technology exists in the lab and when it has a very big effect on the way that we work," he said.
But the pandemic turbocharged the adoption of AI, said Madgavkar of the Mckinsey Global Institute.
Companies were forced to adapt to the disruption brought about by health fears, social distancing and supply chain bottlenecks.
"Because of COVID, where you had all sorts of constraints around delivering work in the traditional way, companies and employers got focused on how you automate," she said.
Artificial intelligence could displace roughly 15% of workers, or 400 million people, worldwide between 2016 and 2030, according to a McKinsey study. In a scenario of wide AI adoption, the share of jobs displaced could rise to as much as 30%, the firm found.
While such dire predictions haven't materialized yet, the technology poses an imminent threat to the prevalence of accessible, high-quality jobs, said Autor. As AI heightens the demand for workers with advanced training and skills, he added, the technology risks creating a bottleneck with more high-paying jobs at the top but fewer good positions for everyone else.
"The thing we shouldn't be worried about at present or for quite a while is the quantity of jobs," he said. "We should be worried about the quality of jobs."
A remote-controlled delivery robot drives past an outdoor diner during a demonstration of a pilot program for restaurant deliveries, Feb. 3, 2021, in Los Angeles. Patrick T. Fallon/AFP via Getty Images, FILE
Rockwell Automation, a Milwaukee, Wisconsin-based $32 billion company that offers AI products for manufacturers, saw demand spike during the pandemic since supply chain disruptions prompted countries like the U.S. to expand manufacturing within their borders, Dave Vasko, the company's senior director of advanced technology at Rockwell Automation, told ABC News.
"No doubt, demand has gone up," he said, noting a shortage of available workers in the manufacturing sector. "Companies are trying to make existing workers more productive."
Vasko called fears of AI-induced job losses "overblown," rejecting concerns that the technology could, for instance, make blue-collar jobs in manufacturing unavailable to workers who lack a college degree. "These are really incremental skills," he said.
Another company that saw a spike in demand in recent years is Bear Robotics, the Silicon Valley-based maker of the robots carrying plates of food at Sergio's.
Founded in 2017, the company has raised $120 million and employs 250 people, with robots active in roughly 3,000 restaurants, hotels and casinos, said Juan Higueros, a co-founder and chief operating officer.
At the outset of the pandemic, millions of hospitality workers were sent home amid widespread shutdowns. As the industry reopened, many didn't return. The industry has about 2 million unfilled positions, government data showed.
Worker shortages have bedeviled the hospitality industry for years, Higueros said. "When COVID hit, it got tremendously worse," he added. "It's a very tiresome and very hard job."
He said the robots function primarily as a "sidekick" for waiters but acknowledged that they allow managers to staff fewer employees on a given shift, such as overnight, when slow customer traffic may not warrant a large workforce.
Rather than hurt waiters, the robots help make their job easier, Higueros said. No longer required to lift heavy trays of plates and lug the empty dishes back to the kitchen, the servers can focus on providing affable service to a larger number of tables, ensuring the workers more tips, he added.
The robots will make restaurants more profitable and careers in hospitality more sustainable, leading to job creation, Higueros said. "People will look back and say, 'Oh my god, I can't believe how we used to do things.'" he said.
In a sense, the purported effect of AI robots on wait staff aligns with a best-case scenario described by Autor: artificial intelligence makes jobs more productive, and in turn more lucrative.
But the adoption of AI throughout the economy -- and the adjoining need for skilled jobs -- may push a flood of workers without those skills to professions like hospitality, where a glut of applicants could drive down pay, Autor said. At the same time, the tech sector could drive growth in highly paid jobs. "It becomes very polarized," he said.
Still, education and skills programs could help workers make the transition, spreading the fruit borne by greater productivity to a larger number of workers. Society will determine how AI gets implemented, Autor said, and, in turn, what it does to the workforce.
"It's not up to the technology to choose this," he said.
| 2023-02-14T00:00:00 |
https://abcnews.go.com/Business/ai-coming-job-chatgpt-renews-fears/story?id=97079982
|
[
{
"date": "2023/02/14",
"position": 79,
"query": "ChatGPT employment impact"
},
{
"date": "2023/02/14",
"position": 68,
"query": "ChatGPT employment impact"
},
{
"date": "2023/02/14",
"position": 7,
"query": "automation job displacement"
},
{
"date": "2023/02/14",
"position": 2,
"query": "AI job losses"
},
{
"date": "2023/02/14",
"position": 6,
"query": "ChatGPT employment impact"
},
{
"date": "2023/02/14",
"position": 16,
"query": "AI workers"
},
{
"date": "2023/02/14",
"position": 7,
"query": "AI layoffs"
},
{
"date": "2023/02/14",
"position": 5,
"query": "artificial intelligence layoffs"
},
{
"date": "2023/02/14",
"position": 82,
"query": "ChatGPT employment impact"
},
{
"date": "2023/02/14",
"position": 85,
"query": "ChatGPT employment impact"
},
{
"date": "2023/02/14",
"position": 85,
"query": "ChatGPT employment impact"
},
{
"date": "2023/02/14",
"position": 68,
"query": "ChatGPT employment impact"
},
{
"date": "2023/02/14",
"position": 87,
"query": "ChatGPT employment impact"
},
{
"date": "2023/02/14",
"position": 84,
"query": "ChatGPT employment impact"
},
{
"date": "2023/02/14",
"position": 87,
"query": "ChatGPT employment impact"
},
{
"date": "2023/02/14",
"position": 86,
"query": "ChatGPT employment impact"
},
{
"date": "2023/02/14",
"position": 86,
"query": "ChatGPT employment impact"
}
] |
|
Robots in the Workplace | Michigan Tech Global Campus News
|
Robots in the Workplace
|
https://blogs.mtu.edu
|
[
"Shelly Galliah",
"Joseph Engelberger",
"Moshe Vardi"
] |
That is, some experts estimate that as many as 20 million job losses will result as companies continue to rely on automation. ... AI and the People ...
|
Robots in the Workplace
Robots at Work
A robotic guard dog (or robodog) stationed in an abandoned warehouse relentlessly chases intruders across a barren, post-apocalyptic landscape. Armed with tracking weapons, highly sophisticated sensors, and artificial intelligence, this robodog does not give up its hunt easily.
To avoid spoilers, that is about all I will say about “Metalhead,” the fifth, and arguably, most terrifying episode of season one of the series Black Mirror. Although many have debated the episode’s meaning, one possible interpretation is a gruesome picture of what might happen if evolved, intelligent, unchecked robots ruled the workplace. And if they took their jobs, well, maybe a little too seriously.
The good news is that there are currently no rogue robodogs guarding warehouses and going on killing sprees. However, robots have been in industry for half a century. The effects of this integration, though certainly less sinister, have troubled a few. That is, one of the most popular searches on Google is this question or variations of it: “Will robots take our jobs?”
The answer is complicated: yes, no, and they already have. And the situation might be better or worse than you think.
Making Manufacturing Easier
When many of us contemplate robots in the workplace, we might think of Amazon. This company operates over 100,000 robots on its various factory floors. Autonomous mobile robots (AMRs) pick, sort, and transport orders; robotic arms pack items; and autonomous ground vehicles navigate the huge warehouses.
However, on the global stage, Amazon is somewhat of a bit player. FoxConn, a Chinese electronics manufacturer, currently has over 300,000 robots in use for assembling its products. These robots help create phones, computers, tablets, and gaming consoles for companies such as Amazon, Microsoft, and Samsung.
But the electronics industry was not the first to integrate robots into the workplace: the automotive industry was. It took a chance on and then popularized the first industrial robot: Unimate. Unimate was the creation of Joseph Engelberger, whom many call the father of robotics. Inspired by Isaac Asimov and his vision of robot helpers, Engelberger strove to create robots that would improve manufacturing while making workers’ lives easier. In 1959, General Motors installed the first prototype of Unimate #001 in its Trenton, New Jersey plant. Weighing a whopping 2700 pounds, this robot’s primary job was diecasting. The Original Unimate.
And only a decade later, GM’s rebuilt factory in Lordstown, Ohio, housed an army of spot-welding robots. These robots could build 110 cars an hour, which was double the manufacturing rate at that time.
Choosing the Right Robots for the Job (or Jobs)
An automated machine that does just one thing is not a robot. It is simply automation. A robot should have the capability of handling a range of jobs at a factory. Joseph Engelberger
Perhaps Engelberger’s dream is best satisfied by articulated robots, equipped for several jobs. With their flexibility, dexterity, and reach, these robots are adept at assembling, packaging, palletizing, welding, and more. Palletizing robots perhaps perform one of the most annoying and dangerous of tasks in a warehouse environment: stacking stuff. These hefty robotic arms spend all day neatly piling items onto pallets.
Other common robots include SCARA (Selective Compliance Articulated Robot Arm). SCARAs perform actions between two parallel planes or assemble vertical products. Delta (spider robots) excel at high-speed actions involving light loads.
And then there are Cartesian robots, or gantry robots. They “have an overhead structure that controls the motion in the horizontal plane and a robotic arm that actuates motion vertically. They can be designed to move in x-y axes or x-y-z axes. The robotic arm is placed on the scaffolding and can be moved in the horizontal plane.” It also has an effector or machine tool attached to its arm, depending on its function. This article goes into greater detail about the four types of robots that manufacturers should know and use.
The automotive industry (as does much of manufacturing) uses robots to spot-weld, pick, paint, and palletize–boring, yet dangerous jobs. Jeff Moore, Volvo’s vice president of manufacturing in the Americas, says that welding, “with all the heat and sparks and high current and things is a natural spot to be looking at where you can more heavily automate.” However, for intricate work on the assembly line, such as attaching hoods, bumpers, and fenders, “the human touch has a lot of advantages.”
Integrating Robots and Automation
But these metal workers do not just assemble cars and create heavy-duty products. Robots and automation also assist in other industries, such as in agriculture and food production.
Helping With Agriculture and Food Production
In agriculture, for instance, robots may plant, harvest, spray crops, control weeds, analyze soil, and monitor crops. And when it comes to agricultural equipment, some of the biggest players are John Deere, AGCO, CNH Industrial, and Kubota. These companies are also investing in robotics and automation; as well as tractors, drones, and data analytics to improve efficiency and crop yield and to reduce costs. Recently, for instance, Trimble and Horsch collaborated to build an autonomous sprayer.
And in food production, robots might slice, package, and label products at a much more rapid rate than humans. For instance, the global food production and processing company Cargill heavily uses robotic automation. It invented the first robotic cattle herder. Cargill and Tyson Foods, in fact, are also moving heavily into automation and cobots for meat production.
In one of the more famous and humorous episodes of I Love Lucy, Lucy and Ethel get employment at a candy factory. Their job: keeping up with increasing production and quickly wrapping candy as it rolls down the belt. They fail miserably as the line picks up, shoving candy in their mouths, their pockets, and even their dresses. Well, thanks to robots, inadequately trained (and slower than ideal) humans will no longer have to keep pace by eating the profits. Their tasks might be made easier by cobots.
Recently, “cobots” or modular, agile, collaborative robots have been the focus of robot manufacturers. Rather than replace workers, cobots work alongside their human employees. Armed with sensors and sophisticated feedback equipment, cobots respond to changes in the workflow and help their human partners perform tasks accurately and safely. Some experts predict that the cobot market (currently valued at $1.1 billion) will expand to $9.2 million by 2028).
Performing Tedious and Dangerous Tasks
Robots can also complete tasks that are too tedious for humans, such as inspecting pipelines or sorting items. Additionally, they can monitor and analyze data in real time, allowing workers to make better informed decisions. In the oil and gas industry, for instance, robots inspect pipelines and inspect wells.
And it is not just repetitive and boring tasks, either. That is, another argument in favor of robots in the workplace is that they can perform hazardous tasks, such as working in extreme temperatures and dangerous environments; and cleaning up harmful materials.
One of of the most recently developed robots who might be fit for these tasks is MARVEL, appropriately named because of its superhero abilities. MARVEL is an acronym for Magnetically Adhesive Robot for Versatile and Expeditious Locomotion. The brainchild of a research team from the Korea Advanced Institute of Science and Technology (KAIST), this robot is equipped with magnetic foot pads that can be turned on or off. Researchers and MARVEL at KAIST
With these specialized feet, MARVEL can rapidly climb steel walls and ceilings, at speeds of 50 cm to 70 cm a second. Its design and speed make it appropriate for several tricky tasks requiring nimbleness, such as performing inspections and maintenance on high structures (bridges, buildings, ships, and transmission towers.)
Imagine, for a second, MARVEL safely performing maintenance on the Houghton lift bridge while it is still operational. No need to block off one lane and slow down the flow of traffic. No need to be late for work!
Taking Our Jobs? Maybe.
We are approaching a time when machines will be able to outperform humans at almost any task. I believe that society needs to confront this question before it is upon us: if machines are capable of doing almost any work humans can do, what will humans do? Moshe Vardi
One of the most obvious downsides to incorporating robots in the workplace is that they will lead to job losses. That is, some experts estimate that as many as 20 million job losses will result as companies continue to rely on automation.
Critiquing Robots and Automation
Futurist and New York Times best-selling author Martin Ford has probably been the most vocal about the negative economic and social impacts of automation and robotics. He has written Rule of the Robots: How Artificial Intelligence will Transform Everything (2021), Architects of Intelligence: The Truth About AI and the People Building it (2018), and Rise of the Robots: Technology and the Threat of a Jobless Future (2015). Ford has argued that automation and robotics will result in job losses, wage stagnation, and widening inequality. These effects, which will be felt most acutely by low-skilled and middle-skilled workers, will also weaken worker bargaining power.
Alleviating These Problems
But there are solutions. That is, Ford has advocated that governments should prepare for and then take steps to address the issues posed by robotics and automation. Governing bodies could provide better access to education and new job training, invest in infrastructure, promote job-sharing, and provide more generous unemployment benefits.
To alleviate inequities caused by increasing automation, Ford has urged governments to create tax incentives that encourage employers to hire people and train them in the use of robots; or for companies to invest in robots designed to complement rather than replace human workers (such as cobots). He has also supported a basic monthly income for citizens so that everyone has a decent standard of living. How will this monthly income be funded? By taxing companies that use robots, or taxing the robots themselves to generate this income.
MIT professors Erik Brynjolfsson and Andrew McAfee, who wrote The Second Machine Age: Work, Progress, and Prosperity in a Time of Brilliant Technologies, also summarized the second machine age and evaluated in terms of its positive benefits (“bounty”) and increasing inequality (“spread”). After stating that the spread of technology is causing greater inequality, they proposed some similar policy interventions.
Defending Robots in the Workplace
Critics of Ford, McAfee, and Brynjolfsson, such as economists Lawrence Summers and Robert Gordon, and industry expert Jeff Bezos, take a contradictory perspective. They argue that robots and automation will create more jobs than they destroy. These technologies, they contend, will also lead to advanced productivity and efficiency, improved demands for goods and services, and, therefore, increased employment. Robots can also help reduce costs, which could lead to increased profits for companies and more jobs overall.
Summers takes a slightly different stand, affirming that robots could increase production and therefore benefit the economy and improve employment. However, governments should still invest in education and job training to ensure that workers have the skills needed to take advantage of the opportunities created by both automation and robotics.
Futurists at the Information Technology and Innovation Foundation (ITIF) have sung the praises of robots and automation for years. Their experts content that robots and automation will enhance productivity and reshape global supply chains. New production systems, they claim, will bring more (not less) manufacturing work to the United States.
And then there are the numbers, which currently don’t look that fearful. According to the International Federation of Robotics, in the United States, there were only 255 robotic units per 10,000 employees. Although 47% of CEOs are investing in robots (according to a poll by Forbes, Xometry, and Zogby), robots still only have a 2% presence in industry.
Whatever the industry, it is obvious that robots can increase both efficiency and safety. They can work 24/7. They won’t tire during a 16-hour shift, get repetitive stress injuries, or have fatigue-related workplace accidents. Robots can also increase output capacity by helping American manufacturers save on utilities and worker resources, so that they can compete more effectively with offshore companies.
Preparing for an Automated and Robotic Future
This blog has just scratched the surface of robots in the workplace. That is, it didn’t discuss robotic doctors, such as the impressive Davinci Surgical System. Also, the writer doesn’t pretend to be an expert here, just an ex Sci-Fi teacher fascinated with the robotic present and future. Those who want to prepare for a future in robotics and automation can learn more by taking several educational paths at Michigan Tech. MTU offers major and minor degrees in computer engineering, data acquisition and industrial control, electrical and computer engineering, mechanical engineering, and robotics engineering. More specifically, there is mechatronics: a field of engineering that combines mechanical, electrical, and computer engineering to create systems that can interact with the physical world. Mechatronic systems consist of sensors, actuators, and control systems. These systems are fundamental to creating robots and other automated systems. Students in this program can also join the Robotics Systems Enterprise “to solve real-world engineering problems.”
Through Global Campus, Michigan Tech also offers several related online graduate certificates in artificial intelligence in healthcare, manufacturing engineering, the safety and security of autonomous cyber-physical systems, and security and privacy in healthcare. It also offers an Online Foundations of Cybersecurity Certificate.
And if you’re interesting in earning an online master’s degree, please check out our MS in Electrical and Computer Engineering or our online Mechanical Engineering programs, both MS and PhD.
| 2023-02-14T00:00:00 |
2023/02/14
|
https://blogs.mtu.edu/globalcampus/2023/02/robots-in-the-workplace/
|
[
{
"date": "2023/02/14",
"position": 17,
"query": "AI job losses"
},
{
"date": "2023/02/14",
"position": 75,
"query": "AI workers"
}
] |
Will ChatGPT Take My Job? The Impact of AI on Employment
|
Will ChatGPT Take My Job? The Impact of AI on Employment
|
https://abitbook.com
|
[] |
This article explores the concerns raised about the impact of AI systems, like ChatGPT, on employment and the job market ... job losses in certain industries. In ...
|
Abstract: This article explores the concerns raised about the impact of AI systems, like ChatGPT, on employment and the job market. The major concerns discussed include job displacement, widening income inequality, the need for reskilling, regulation and government support, and ethical considerations. The article highlights that as AI systems become more advanced, there is a need for workers to be trained in new skills to remain competitive in the job market and for governments to regulate their adoption in a way that minimizes their impact on employment and the job market. The article concludes by emphasizing the importance of taking a proactive approach, through reskilling and upskilling programs, regulation and government support, and ethical considerations, to ensure that the adoption of AI systems is done in a responsible, fair, and equitable manner.
The increasing use of AI systems like ChatGPT has raised concerns about the impact these systems may have on employment and the job market. As AI systems become more sophisticated and capable of performing a wider range of tasks, there is a concern that they may displace human workers and lead to job losses in certain industries. In this article, we will explore the concerns raised about the impact of ChatGPT on employment, and what can be done to mitigate these concerns.
1. Job displacement
One of the major concerns raised about ChatGPT and AI systems in general is their potential to displace human workers. As ChatGPT becomes more advanced and capable of performing a wider range of tasks, there is a concern that it may replace human workers in certain industries, leading to job losses.
For example, ChatGPT could potentially replace customer service representatives, sales representatives, and other positions that involve customer interactions. In these industries, ChatGPT could perform the same tasks as human workers, but at a lower cost and with a higher level of efficiency. This could lead to significant job losses, as companies may opt to use ChatGPT instead of human workers in order to cut costs.
2. Widening income inequality
Another concern raised about the impact of ChatGPT on employment is that it could contribute to the widening income inequality. As ChatGPT and other AI systems become more advanced, they may displace low-skilled and low-wage workers, leading to a concentration of wealth in the hands of a few. Moreover, as AI systems become more advanced and capable of performing a wider range of tasks, they may also displace high-skilled and high-wage workers, as companies may opt to use these systems instead of human workers in order to cut costs. This could lead to a situation where a small group of highly skilled workers are able to command high wages, while a large number of low-skilled workers are left without work.
3. The need for reskilling
One of the ways to mitigate the concerns raised about the impact of ChatGPT on employment is through reskilling and upskilling programs. As AI systems become more advanced and capable of performing a wider range of tasks, there is a need for workers to be trained in new skills to remain competitive in the job market.
For example, workers who are displaced due to the increasing use of ChatGPT in customer service and sales roles could be trained in new skills, such as data analysis, software development, and other skills that are in high demand in the current job market. This would help these workers to remain competitive in the job market, and reduce the impact of job displacement caused by ChatGPT and other AI systems.
4. Regulation and government support
Another way to mitigate the concerns raised about the impact of ChatGPT on employment is through regulation and government support. Governments can play a role in ensuring that the adoption of ChatGPT and other AI systems is done in a way that minimizes the impact on employment and the job market.
For example, governments can provide support for reskilling and upskilling programs, as well as provide tax incentives for companies that invest in training and development for their workers. Governments can also regulate the use of AI systems in certain industries, in order to ensure that these systems are used in a way that minimizes the impact on employment and the job market.
5. Ethical considerations
Finally, there is a need for ethical considerations to be taken into account when it comes to the impact of ChatGPT and other AI systems on employment. As these systems become more advanced and capable of performing a wider range of tasks, there is a need for clear ethical guidelines to ensure that these systems are used in a way that is responsible, fair, and equitable.
For example, ethical considerations should be taken into account when it comes to the use of ChatGPT in decision-making processes that impact employment, such as hiring, firing, and performance evaluations. There should be clear guidelines and transparency around the use of these systems, and their decision-making processes should be subject to regular review and audits to ensure that they are fair, ethical, and unbiased.
Furthermore, ethical considerations should also be taken into account when it comes to the use of ChatGPT in industries where there is a high risk of human harm, such as healthcare, finance, and law enforcement. In these industries, it is important to ensure that the use of ChatGPT is done in a way that is safe and does not put human lives at risk.
In conclusion, the increasing use of ChatGPT and other AI systems has raised concerns about the impact these systems may have on employment and the job market. However, by taking a proactive approach to mitigating these concerns, such as through reskilling and upskilling programs, regulation and government support, and ethical considerations, it is possible to ensure that the adoption of ChatGPT and other AI systems is done in a way that is responsible, fair, and equitable.
| 2023-02-14T00:00:00 |
https://abitbook.com/en/articles/2023/02/Will-ChatGPT-Take-My-Job-The-Impact-of-AI-on-Employment
|
[
{
"date": "2023/02/14",
"position": 65,
"query": "AI job losses"
},
{
"date": "2023/02/14",
"position": 66,
"query": "ChatGPT employment impact"
}
] |
|
Digital Upskilling Is Even More Important Than You Think
|
Digital Upskilling Is Even More Important Than You Think
|
https://www.multiverse.io
|
[] |
One of the key questions in today's workforce is whether new technologies such as automation and artificial intelligence will one day replace human jobs ...
|
They yield faster time to value and higher ROI for companies because employees are learning on the job. They’re also attractive to employees themselves. Our own research found that more than 75% of employees say they would be interested in apprenticeships if they were available to them.
| 2023-02-14T00:00:00 |
https://www.multiverse.io/en-US/blog/employee-digital-upskilling-why-it-matters-now-more-than-ever
|
[
{
"date": "2023/02/14",
"position": 54,
"query": "workplace AI adoption"
}
] |
|
What Are Work Processing Tools? A New Take on an Old ...
|
What Are Work Processing Tools? A New Take on an Old Discipline
|
https://www.reworked.co
|
[
"Stowe Boyd",
"About The Author"
] |
On-Demand Webinar Apps Are Too Much Work Using AI-powered digital adoption to boost employee productivity Read now ... Inside IBM's Workplace Vision: Agentic AI ...
|
Over the last few years we've seen the rise of work processing tools like Notion, Obsidian, Roam Research, Loqseq and Microsoft Loop. In this, the first of a three-part series exploring the history, motivations and market for work processing tools, we look back at their history — starting with note-taking and the transition from analog to digital technologies to support it; the core concepts driving today's explosion of work processing tools and how they differ from conventional office document tools from Google and Microsoft, which have defined how the world thinks of document-centric work coordination and collaboration. In later installments, we will answer two key questions: Who needs work processing tools and why? and What is the state of the market for work processing tools, now and going forward?
Introduction: Taking Notes
At some point in my childhood I was introduced to the practice of taking notes in class. Little did I know that I was joining a long line of artists, writers, scholars, engineers and musicians, reaching back to the Renaissance, who share the discipline of writing things down in notebooks.
Because I diligently kept notes, I could rely on these notebooks as a (relatively) reliable record of my work: all the sorts of information I created, captured or copied and which supported my efforts at school and at work.
Personal computers were still on the horizon while I was in college, graduate school and the first years of my career. It was only in the '80s that personal computers emerged and started to overlap with my analog note-taking. It wasn't until long after the internet and web entered the mainstream in the early part of the 21st century that I transitioned away from note-taking during meetings and calls, and adopted digital note-taking exclusively.
In the analog era, I tried different approaches to organize journal content. Creating an index at the back or front of a notebook, for example, to quickly find critical information. Tabs to separate different projects, classes, or kinds of information. To-do lists on designated pages. Calendars, based on dedicated pages for days, weeks, or months. Specialized notebooks like Filofax, with all of these approaches implemented in a modular fashion.
Fifty years since computers appeared, people have attempted to carry forward the patterns of use developed for notebooks. We've seen several generations of technologies that seek to support these activities, basically creating digital journals in one form or another, and often adopting the models of organization, more or less digital Filofaxes. And while some attempted only to emulate a point-for-point implementation of notebooks, we've pretty much left that behind, and are now doing things that commonplace journals never could.
Related Article: Is 2023 the Year of the Workspace App?
Early and Core Concepts: Hypertext and Office Apps
Perhaps one of the oldest breakthroughs in digital note-taking is the notion of hypertext, generally attributed to Ted Nelson and the research he did in the '60s. Basically, hypertext is a document model in which documents can include references to text in any other document. The web, which is a hypertext system first released in 1990, is likely the first thing that comes to mind here. But where web links are unidirectional, the most powerful hypertext systems are implemented bidirectionally, which opens up great possibilities (about which more later).
The early success of personal computers, however, was not due to hypertext-based digital notebooks, but the enormous impact of the early business applications, starting in the early '80s: word processors, spreadsheets, database apps and presentation tools. Many of the features of these early apps have been carried forward into modern hypertext-based systems, particularly the conventions embodied in work processing applications. For that reason, let's call these modern hypertext systems work processing tools. A wide number of other terms are basically synonyms, like Tools for Thought, Tools for Thinking and Second Brains.
The transition to the cloud in the past 15 or so years has had a large impact on note-taking. In particular, cloud-based office tools — especially the offerings of Google and Microsoft — and the widespread adoption of other sorts of work-related information management, such as work management solutions (Asana, Trello, Monday, SmartSheet, etc.), outliners (Dynalist, etc.), diary tools (Day One, etc.), note-taking apps (Evernote, Simplenote, Dropbox Paper, etc.), and writing apps (Ulysses, Scrivener, etc.) have influenced note-taking's trajectory. All of these have built on the patterns of journaling going back hundreds of years. But a surge of interest in work processing tools in the past few years incorporated many of the attributes of these various kinds of software, and brought all of those capabilities into potentially unified work processing platforms.
Related Article: How Whiteboards and Digital Hubs Are Shaking Up Collaboration
Work Processing: The Tools We Use to Think, Write and Remember
The discussion surrounding work processing systems often swings into hyperbole, comparing these platforms to second brains or claiming that they augment our intelligence.
I prefer the metaphor of an infinite library: I have access to the world's knowledge and can collect and collate writing, pictures, volumes, and sketches. Any page can expand into another volume, ad infinitum. But I can always find my way back to where I was reading and writing, yesterday, last week or 10 years ago, because the library has an infallible card catalog, and all my marginalia is perfectly preserved.
But this is just a metaphor, akin to Jorge Luis Borges's Library of Babel, since despite all my scribbling and reshuffling, my journals will always be finite. A more practical approach is to put aside metaphor, and start with the core concepts that we find in today's work processing systems, so we can begin to grasp how work processing works.
Related Article: Reboot Knowledge Management for the Post-Pandemic Workplace
Core Concepts of Work Processing Solutions
While the spectrum of work processing solutions is broad and growing, a set of core concepts are increasingly shared across the many offerings in the space. Here are those core concepts:
The fundamental concept is that of writing and editing of 'pages' — individually named and addressable containers of information. Work processing tools have to support digital writing with styling, headings and other capabilities inherited from word processing. Here's a simple note from my Obsidian:
Work processing tools' editing capabilities need to match word processing capabilities, like embedded images, tables, charts, diagrams, Kanban boards, checklists and other useful content management elements. (Below is an Obsidian Kanban board page, with lists from 'probable' stories to write about, through to ongoing long-term 'projects,' for example. The complexity of this construction is high, involving links to many other files, and indicates how work processing tools can digitally achieve information management that is functionally impossible in an analog journal.)
Work processing tools need a system of organization. Usually this is based on named contexts, such as folders and files, inherited from operating systems like Windows and MacOS. Other approaches are sometimes used, like tags.
Work processing tools have to provide the ability to search across contexts to find content. At minimum, this means a search capability, and probably some below the hood indexing of content to make it efficient. Other capabilities can also support search, such as rich queries to allow searching for file names and other file attributes (date of creation, for example), and boolean capabilities (as in, find all files the include the terms "Apple" and "Microsoft," or find all files created in "2023" with the tag "#work-processing").
Work processing tools need to support several kinds of links. The simplest is being able to reference a location on the web by URL: a web link. However, work processing tools are based on the model of hypertext, so cross-referencing from any file within the work processing tool's file system must be supported — forward links — and additionally, backlinks showing the complementary backwards connection are needed.
The most sophisticated work processing tools support block references, so that forward links can refer to a specific section — like a paragraph — within another note, rather than to the entire file.
Work processing tools may implement some form of transclusion, where one file's content or a piece of its content can be referenced in another file, and displayed and possibly edited there. For example, I might create a table in Microsoft Analysis and transclude it into Market Analysis, so when the table is updated the changes reflect in the second, transcluded file.
Because work processing tools support a network of files connected by forward links, there is an underlying graph where files are the graph nodes and the links are the graph arcs. Many work processing tools present a visualization of the graph, and allow search and navigation across it. (Below is a subset of my Obsidian graph: those files that mention my newsletter, 'work futures,' and I selected the 'work futures kanban' file.
Most work processing tools provide a sharing model so that contexts can be shared between individuals, and comments and other annotations can be created. (Note that this all has to interact with work processing tools capabilities like synching, access controls and information ownership. These are areas of great variability across the various implementations.)
Some work processing tools are fully cloud-based, some are desktop/mobile based, and some are both. For example, Notion is cloud-based only, while Obsidian is desktop/mobile, only. This leads to different approaches to synching and sharing.
Most work processing tools support a plugin architecture, so that the work processing tool developer or members of the user community can implement additional capabilities built upon core functionality.
Most work processing tools support task management, ranging from simple checklists, to rich work management capabilities, building on abstractions like Kanban boards, or sophisticated application of other work processing tools capabilities, like task management plugins or integrations with third party tools (Asana, Todoist, Trello, ...).
Most work processing tools provide a variety of techniques for visualization of the information and structure of work processing tools, such as the graph and Kanban views shown above, but also including diagrams, presentations, charts and mindmaps, Here's a section of a mindmap I created for this writing project using Obsidian’s new Canvas features:
The most sophisticated work processing tools support spreadbases: spreadsheet-like database tools, found in tools like Airtable, Notion, Coda, Podio and others. These are based on the notion of database rows and columns, as in spreadsheets, but also incorporate capabilities like creating typed attributes in the tables (date, text, numbers, etc.) and transclusion, so a set of linked spreadbase tables could represent a company's project dashboard and for each project a linked table of tasks.
The set of core work processing concepts is growing as vendors push the boundaries of what the tools can do, an increasing number of users request new features, and third party developers experiment with new plugins. It is a time of massive innovation and experimentation.
Related Article: Knowledge Graphs: Add the Human Factor to Unlock Real Intelligence
Writing vs. Work Processing
Working with these platforms can be, at the simplest and lightest-weight use, simply a matter of writing notes, perhaps an every day journal entry, an occasional essay, or scraps collected from the internet. However, as more of the core concepts are incorporated in the user's thinking — and those features realized in the tools — we start to quickly diverge from something that is a digital journal to something much more like a digital library, with an infallible card catalog, the ability to find everything, annotate at will, and make expanding connections across independent volumes, chapters and pages.
In the next installment, we will address the question, Who needs Work Processing tools and Why? and I will start with my own long history exploring these and earlier platforms, on a 20-year odyssey searching for the perfect home for my notes.
| 2023-02-14T00:00:00 |
https://www.reworked.co/digital-workplace/work-processing-the-tools-we-use-to-think-write-and-remember/
|
[
{
"date": "2023/02/14",
"position": 74,
"query": "workplace AI adoption"
}
] |
|
Review: AI for Business Specialization by Wharton - Bridged
|
Review: AI for Business Specialization by Wharton
|
https://www.getbridged.co
|
[] |
... AI in the workplace. As mentioned before, the course is fairly new and ... Study the economic impacts of wider AI adoption. Explore AutoML and the ...
|
Program Overview
Artificial Intelligence (AI) has taken the world by storm in recent years and has become one of the most in-demand and rapidly growing career fields. From things you know like Siri and Alexa to topics of the future like drones and self-driving cars, AI has become increasingly integrated into our daily lives and has transformed the way we live and work. With AI being at the forefront of technological advancements, especially recently with the industry storm that is Chat GPT, it's no surprise that companies are eager to embrace and leverage it. The Wharton Business School of the University of Pennsylvania recognized this trend ahead of the curve and launched its AI for Business Specialization in 2021. The program is hosted on Coursera and focused on equipping beginners and professionals alike with skills and knowledge to harness the power of AI in the workplace. As mentioned before, the course is fairly new and dropped in Q4 of 2021. While there have been massive advances in the AI space since then with the introduction of ChatGPT and Bard, the concepts and practical use cases predominantly remain the same. If anything, they've expanded beyond what this program could image. We loved taking this specialization ourselves to learn about the relevant applications. The self-proclaimed beginner specialization consists of 4 courses with around 4 weeks of work each at two hours per week. This nets a total of 16 weeks, or 4ish months to complete the specialization.
The four courses to complete the specialization are:
AI Fundamentals for Non-Data Scientists
AI Applications in Marketing and Finance
AI Applications in People Management
AI Strategy and Governance The material is taught by legit Wharton professors and covers the basics of how AI and ML can drive decisions in marketing, product, finance and human relations fields. I'm no stranger to AI concepts, especially in product personalization and curated content contexts from my previous life in analytics-- but I found the concepts discussed in this specialization wildly interesting and relevant. Best for: AI Beginners This program has great material, but some of the concepts may be a little foreign if you have no previous tech-industry experience. That being said, any unknown information is a quick Google search (or ChatGPT query) away.
This specialization would be especially relevant to product managers looking to transition into AI/ML, or data scientists looking to have less-technical discussions.
Weekly Breakdowns
We’ve recapped the learning objectives from each week to set your expectations for course material. The great part about this program is that you can jump to any course, and any section if it’s interesting to you. For example, if you’re an HR professional wondering how AI could help improve your workflow, hop over to course 3, and pay special attention to week 2 (direct applications on AI in HR). To audit an individual week-- find the exact course (we've linked them individually here) and click "audit" to save it to your profile. Then open the desired week on the side panel that aligns with our recaps.
Course 1: AI Fundamentals for Business
Learning Objectives from Week 1: Big Data and Artificial Intelligence Learn basics of Big Data and the skill sets needed to manage, understand and execute on it in a company.
Review the 3 types of Machine Learning (Supervised, Unsupervised, and Reinforcement Learning) and practice matching to real-world applications. Learning Objectives from Week 2: Training and Evaluating Machine Learning Algorithms Practice using the 3 types of ML and analyze performance.
Introduce the concepts of neural networks and deep learning.
Learn the common loss functions and how they affect your data. Learning Objectives from Week 3: ML Application and Emerging Models Examine the implementation of GANs (Generative Adversarial Networks) and VAEs (Variational Autoencoders) in Deep Learning.
Build an example within Teachable Machine.
Analyze the role of data in building ML systems. Learning Objectives from Week 4: Industry Interviews Observe Ed Lee (VP of Global Menu Strategy at McDonald's) talk about ML / AI challenges.
Identify use cases for ML in various applicable industries. Course 2: AI Applications in Marketing and Finance Learning Objectives from Week 1: AI and the Customer Journey Learn about customer journeys and how to cater to individual customer needs.
Study the ways AI can influence customer behaviors.
Analyze hidden risks that may come with AI/ML applications. Learning Objectives from Week 2: Personalization Study real-life use cases of personalization and recommendation algorithms (they're EVERYWHERE).
Learn the benefits and drawbacks of how curated content can affect customer journeys. Learning Objectives from Week 3: Finance Learn the best strategies and limitations for incorporating AI predictions in the financial industry.
Apply these principles and study AI in assessing credit risk. Learning Objectives from Week 4: Additional AI Applications in Finance Study modern methods for combating fraud in financial institutions.
Identify techniques to maximize AI in digital finance.
Examine methodologies to use Big Data to create customized experiences. Course 3: AI Applications in People Management
Learning Objectives from Week 1: The Promise and Potential of AI in HR Learn the ways AI is already impacting Human Resource Management.
Study decision-making and the key roles it plays in machine learning. Learning Objectives from Week 2: HR AI Applications Parse out the types of data used in AI algorithms.
Showcase how data is used to make predictions in people management. Learning Objectives from Week 3: Challenges with Applying AI to HR Identify hiring trends and their impacts on hiring decisions.
Analyze the best strategies for incorporating AI predictions.
Examine the limitations of machine-based selections. Learning Objectives from Week 4: Emerging Solutions Identify and assess what is considered bias in machine learning.
Study ways to improve biases in data.
Learn different use cases of blockchain technology in HR. Course 4: AI Strategy and Governance
Learning Objectives from Week 1: Economics of AI Learn about the different tools currently in use for easier access to AI.
Study the economic impacts of wider AI adoption.
Explore AutoML and the competition around more complex AI tools.
Learning Objectives from Week 2: Innovation in AI Study Big Data use cases and implementation strategies.
Practice evaluating best-practices and the importance of AI with a sample company. Learning Objectives from Week 3: Algorithmic Bias and Fairness Learn the necessity of equitable algorithms and get familiar with Explainable AI.
Study the difference between data manipulation and misrepresentation.
Identify methods of data protection and integrating Explainable AI. Learning Objectives from Week 4: Linking Non-Financial Metrics to Financial Performance Learn how to retain AI's benefits without experiencing as many associated risks.
Explore ethical AI frameworks and best-practices for responsible AI policies.
Examine legal ramifications that drive Explainable AI practices.
Cost and Auditing
The program is only $79/month, and comes with a Linkedin Certificate on behalf of the Wharton Business School from the University of Pennsylvania. If you complete the curriculum on the proposed timeline (~2 hours per week of work), it should take about 4 months, though you could blitz through it on a break in far less. We noticed each week only had about 2 combined hours of video and reading materials and one assignment. This means each week is about 3-4 hours of work.While $79/month may seem steep, compared to a degree or bootcamp this college-credited micro-certification is a steal! If you have a learning budget at your current company, or are dedicated to upskilling your career into something analytics related– we recommend completing the program and getting the shareable certificate (GET RECEIPTS!). This will help make your Linkedin and resume more searchable to recruiters who may be looking for specific keywords and programs. To audit the program and simply learn the material, this program is completely free. We recommend auditing the one of the courses-- they're semi-independent--to decide if this program and the professors match your learning style. To audit, simply click "Enroll for Free" and click "Audit" on the bottom of the second step. Voila, you're in!
Student Reviews
This course is fairly new and dropped in Q4 of 2021. There have been massive advances in the AI space since then with the introduction of ChatGPT and Bard, but the concepts and applications remain the same. Most of the reviews focused on how applicable the examples were to their current environments, which is something we love to see. Each of the four course specializations was ranked about 4.6 stars, which also was commendable. Wharton does know how to put on a great program. Some of our favorite positive review points: "A very thorough introduction to application of AI and ML in a business context. I completed the Stanford Machine Learning Specialization, which is quite technical and math-heavy, and this course was a perfect follow-on to put this learning in a real-world context. Easy to follow course content, accessible, well done." - Jon S.
"The course on AI Strategy and Governance was particularly insightful. It covered AI economics, the need to establish an AI portfolio of quick wins and long-term projects, and aspects such as [relevant] software, skills, production innovation, infrastructure, decentralization vs centralization, and AI risk management. I really enjoyed this program." [shortened] - Julio R.
Aggregations of negative review points: Not enough real-life examples (we only saw 1 of these points out of all the reviews surveyed)
Peer reviewed assignments leave lots to be desired (a popular pain-point with Coursera-hosted programs... this is how they keep the specializations affordable!) ... and our favorite overall review: If you are familiar with high--level AI concepts and want a bit more detail to understand the application and the operations of machine learning, this is a great course. The concepts build nicely from start to finish, the professors did an excellent job of explaining the material and the slides were a great visual supplement. This should all be basic blocking and tackling when teaching - but it's not. I've taken other courses offered by higher education institutions and the "teaching" tends to be just a compilation of different reading exercises and random video interviews or discussions with professors - the material may have been interesting and informative, but it wasn't oriented to teaching. With this course, I didn't have to work hard to grasp the basic concepts and instead had brain space to think more deeply about what I was hearing.
-Ruthanne S.
Supplemental Materials
This course from Wharton and UPenn is great as a showable certification, but may not teach you everything you need to know to get a role in an AI-adjacent field. Here are some other fabulous programs in the space:
For the Analytical Professional: Stanford x DeepAI’s Machine Learning with Andrew Ng This is probably the most popular AI / Machine Learning course on the market, with a huge fanbase of raving students. Andrew Ng is one of the most popular voices in AI, and his teaching style is engaging and fun. No pre-reqs are required to excel in this course, and it’s a great overview of the field and where it’s heading. Read our full review here. For Product Managers: Duke University's AI Product Management
Both Duke and UVA are incredibly prestigious organizations working to increase public knowledge of product management. This is a mid-level course-- so have some basic knowledge under your belt first-- focused on product management in the realm of artificial intelligence. Read our full writeup here. It's also free to audit, but if you want the certificate (recommended), it's $79 a month to complete at your own pace.
More AI Specialization Recommendations
For the Deep Reader: fast.ai Practical Data Ethics
Fast.ai is a great resource for those interested in the field-- and better yet, it's totally free. The learning program around data ethics was wonderfully informative, and came equipped with recommended reading and watching that felt relevant and thoughtful. More In-Depth Content: Udacity's NanoDegree for AI Product Management
This NanoDegree is hosted on Udacity and takes around 2 months with 5-10 hours of learning per week.This program is comprised of 4 courses and 3 projects. The courses are AI in Business, Dataset Manipulation, Model Creation, and Measuring Impact and Updating Models.
Conclusion
| 2023-02-14T00:00:00 |
https://www.getbridged.co/course-review/wharton-ai-business-specialization
|
[
{
"date": "2023/02/14",
"position": 80,
"query": "workplace AI adoption"
}
] |
|
Universal income programs spreading across US: 'I know ...
|
Universal income programs spreading across US: ‘I know what our people need’
|
https://www.foxbusiness.com
|
[
"Peter Kasperowicz"
] |
Universal basic income programs are spreading throughout the country and are giving low-income people and families $500 a month or more, funded in part ...
|
Low-income people and families are receiving up to $1,000 per month from dozens of cities and counties under universal basic income (UBI) programs that are spreading across the country, thanks in part to the billions of dollars provided in the 2021 American Rescue Plan.
Chicago is in the midst of an effort to give 5,000 residents $500 a month, from a $31.5 million pot of money called the Resilient Communities Pilot program. Neighboring counties are offering another $500 a month to another 3,250 residents from a $42 million fund, the New York Times reported.
CALIFORNIA CITY TO GIVE UNIVERSAL INCOME TO TRANSGENDER, NONBINARY RESIDENTS
The Times said funding for these programs comes from the American Rescue Plan, which Biden signed in response to the pandemic. While conservatives are bristling at this use of the money, Chicago Mayor Lori Lightfoot dismissed those complaints.
"These are the same people, frankly, that are attacking the very core of our democracy, demonizing being different, being the other, based upon your religion, your creed, who you love, your gender identity," Lightfoot said of grumbling from conservatives. "I’m the mayor of the city of Chicago. I know what our people need."
REP. ILHAN OMAR INTRODUCING ‘UBI PILOT PROGRAM TO GET MONEY IN PEOPLE’S POCKETS'
The National Association of Counties met this week in Washington and was expected to announce a "network of county-level basic income programs" to match what dozens of cities are doing. The Times added that other cities like Columbia, South Carolina, Shreveport, Louisiana, and Birmingham, Alabama, are also dabbling with UBI programs.
While some of these programs are funded through Biden’s federal legislation, the president of the Cook County Board of Commissioners said the plan is to keep the county-level UBI program in place even after federal funds run out. Cook County reportedly plans to take funding from the taxes raised through cannabis sales and other taxes to keep funding UBI.
The Times reported last year that Los Angeles is mostly self-funding a $1,000 per month UBI program.
It said Oakland is giving some low-income families $600 a month for 18 months, and San Diego is giving low-income families with children $500 a month for two years.
CLICK HERE TO GET THE FOX NEWS APP
In Georgia, 300 residents are getting $500 a month as part of Atlanta’s UBI program, and 200 Minneapolis residents are getting $500 a month for two years.
| 2023-02-14T00:00:00 |
https://www.foxbusiness.com/politics/universal-income-programs-spreading-across-us-know-what-people-need
|
[
{
"date": "2023/02/14",
"position": 29,
"query": "universal basic income AI"
}
] |
|
New experiments show the power of giving cash right ...
|
New experiments show the power of giving cash right before extreme weather strikes – Basic Income Today
|
https://basicincometoday.com
|
[] |
If you're, say, a smallholder farmer whose food and income source is about to be wiped away by a climate change-enhanced cyclone, you don't have that time. So a ...
|
By: Sigal Samuel
If you’re reading this, you probably care about fighting climate change. But what does that actually mean to you?
Chances are, you take it to mean supporting climate change mitigation: reducing the flow of greenhouse gases into the atmosphere by replacing fossil fuels with renewable energy.
But there’s another aspect to the fight against climate change: adaptation. Adapting to life in a more dangerous climate involves building resilience to weather shocks — for example, by constructing a seawall or planting crops that can withstand droughts and floods.
Mitigation is vastly more popular than adaptation. Of all the funding directed toward fighting climate change globally, over 90 percent goes into the mitigation bucket. And I can’t claim to be surprised: For years, I’ve mostly focused on that bucket, too. I saw mitigation as the way to solve climate change, while adaptation seemed like putting a Band-Aid on one of the world’s biggest problems.
And yet, who determines the time scale of our response to that problem?
For many people — especially poorer people in poorer countries — the problem is now. Climate change is already flooding their homes and causing them heatstroke. It would be unjust for richer countries that disproportionately created the problem to say “we get to determine the time scale of the problem, not you, and we’re deciding to frame the problem as a future event to be mitigated.” Climate change is also a present event, so solving it also means addressing the problem as it exists today.
“If you look at some river that’s started flooding now, no matter what we do in even the next 100 years, these rivers are going to continue flooding,” said Miriam Laker-Oketta, a Uganda-based research director at GiveDirectly, a nonprofit helping the world’s poorest.
She was referring to the fact that it will take decades to decarbonize the world’s energy supply, and meanwhile all the carbon we’ve emitted and keep emitting will continue to warm the atmosphere for hundreds of years. Money spent to mitigate emissions will pay off over the long term but do little to protect a country from climate change right now.
“We need to increase the amount that’s dedicated to helping people adapt,” she told me.
One approach to adaptation is to direct funding to governments so they can build up the infrastructure — whether that’s a seawall or a new irrigation system — to reduce the impacts of shocks. These big public goods are definitely important, and they should get a larger share of climate financing than they do today. But implementing major projects like these can take time. If you’re, say, a smallholder farmer whose food and income source is about to be wiped away by a climate change-enhanced cyclone, you don’t have that time.
So a nascent approach to adaptation aims to help vulnerable people by giving them just-in-time cash transfers. That means free money, no strings attached, that recipients can use to improve their resilience in the days or weeks before extreme weather hits. Researchers can pinpoint when and where it’ll hit thanks to advances in data availability and predictive analytics. Recent experiments show how successful this approach is, making the case that anticipatory cash transfers should play a bigger role in climate adaptation.
How just-in-time climate cash transfers work
Humanitarian relief organizations are used to doing two things: helping people out after disaster has already struck, and helping them out by giving them stuff. A hurricane strikes, and in comes the Red Cross or the United Way with water and tarps for victims.
Just-in-time climate cash transfers turn that model on its head.
First, they offer people support before the shock hits, making them more resilient and limiting the economic and human damage when it comes. Second, they give straight-up cash. Not food. Not Super Bowl merchandise from the team that didn’t win the Super Bowl. Money.
We know from research on poverty alleviation that cash is preferable because it gives people the agency to buy the things they really need, as opposed to what outsiders think they need. And it can be disseminated much faster than goods, thanks to cellphone-based banking. Cash is now considered the baseline standard for challenges like poverty alleviation, with other interventions judged on whether they’re superior to cash.
And in the past few years, evidence is mounting that cash works very well for climate adaptation, too. Let’s look at three examples.
In July 2020, data-driven forecasts of river levels in Bangladesh showed that many households were about to experience severe flooding. The World Food Programme sent 23,434 households around $53 each a few days prior to and during the floods.
The preemptive action turned out to be a great bet. Those floods ended up being some of the worst and longest in decades: Over a million households were inundated, and food markets and health services were disrupted.
Compared to households that didn’t get a cash transfer, households that did were 36 percent less likely to go a day without eating, 12 percent more likely to evacuate household members, and 17 percent more likely to evacuate their livestock.
And the impacts were surprisingly durable. As the study authors write, “Three months after the flood, households that had received the transfer reported significantly higher child and adult food consumption and wellbeing. They also experienced lower asset loss, engaged in less costly borrowing after the flood, and reported higher earning potential.”
Soon after, the World Food Programme also tried anticipatory cash transfers in Somalia and Ethiopia, with similarly positive results: The cash infusions protected communities’ food security and livelihoods from the worst impacts of a forecasted drought.
In 2021, the government of Niger kicked off its own anticipatory cash transfer program for responding to water scarcity. The pilot program detects droughts early by using the satellite-based Water Requirement Satisfaction Index. When the index shows that water has fallen 10 percent below its median at the end of the agricultural season, it automatically triggers the unconditional cash transfers to be sent out.
The trigger was activated for the first time in November 2021, and since March 2022, emergency transfers have been sent to 15,400 drought-affected households. These transfers have allowed farmers to get help three to five months earlier than they would if they were just relying on traditional humanitarian aid. And receiving the support earlier meant they were less likely to have to resort to coping responses with costly social effects like reducing food consumption or pulling kids out of school.
The nonprofit GiveDirectly, a big believer in unconditional cash transfers, launched a climate adaptation program last year in Malawi. The extremely low-income country — where nearly three-quarters of the population lives on less than $1.90 a day — has already been hit with climate-related storms, with more expected to come.
Knowing how climate-vulnerable Malawi is, GiveDirectly gave 5,000 farmers in the Balaka region two payments of $400, one in April and one in October, to coincide with key moments in their agricultural schedule. October is also the beginning of the wet season, when 95 percent of precipitation falls, meaning it’s when cyclones and extreme weather are most likely to occur.
Simultaneously, a group called United Purpose gave the farmers trainings on climate-smart agriculture, irrigation practices, and soil conservation. GiveDirectly and United Purpose had coordinated on timing, but they didn’t inform the farmers of the connection because they didn’t want to make the farmers feel they were expected to spend the cash on building climate resilience. They wanted the cash to be truly unconditional.
The results so far are promising. More farmers are using better seeds (which are drought- and flood-resistant), more are intercropping (which improves fertility), and fewer are going hungry (specifically, there was about a 60 percent drop in the proportion of recipients who went a whole day without eating).
For Laker-Oketta, the research director at GiveDirectly, it’s clear that anticipatory cash transfers for climate adaptation are a good idea. “The cash we give is not sufficient to put up a seawall — that’s something governments have to do,” she said. “But the lowest-hanging fruit is actually giving people agency to make certain decisions they need to make now. The question is not, ‘Does cash work?’ but, ‘What is the right amount, frequency, and timing?’”
Now, GiveDirectly is planning to experiment with the timing. They want to see if getting cash to people mere days before a weather shock, as opposed to weeks before, improves resilience more. So they’re launching a pilot with the government of Mozambique to give out just-in-time transfers, sending people around $225 just three or four days before the next flood strikes.
In January, they began pre-enrolling individuals in vulnerable villages, which are selected by overlaying poverty maps, population data, and flood risk maps. That way, people will be able to get fast payments directly ahead of likely storms during the rainy season in March and April.
“The best adaptation is to be rich”
Climate mitigation and climate adaptation, along with poverty alleviation, are all absolutely crucial if we want a safe and just world. They’re also expensive, with mitigation projects alone slated to cost trillions over the next decade. How should the world divide funding between them?
When it comes to climate financing, the United Nations has called for a 50/50 split on mitigation and adaptation. But what we see so far is still more like 90/10 in mitigation’s favor — a sore point at last year’s COP27 climate conference in Egypt. And instead of giving poorer nations additional money for adaptation, some rich nations have diverted development aid — which is already insufficient — to fund more mitigation projects.
Charles Kenny, an economist and senior fellow at the Center for Global Development, thinks that’s a terrible idea. As he’s written, foreign aid would be a drop in the bucket if it’s diverted to mitigation projects. But it can have a meaningful impact on countries with small economies by reducing poverty and fostering development (including infrastructure, health, and education). And development is a vital adaptation defense for these countries because it makes them less vulnerable to climate change.
“The best adaptation is to be rich,” Kenny told me. “Take the same size earthquake or cyclone or hurricane, and the number of people who die is considerably smaller in richer countries and even richer neighborhoods of countries.”
In other words, climate adaptation and reducing poverty go hand in hand.
That’s part of why Laker-Oketta, the GiveDirectly research director, said her organization didn’t worry about whether recipients would spend their unconditional cash on building climate resilience or on something else. “If someone makes the decision to spend the money on something else, it means that was their priority at that time,” she told me.
For Laker-Oketta personally, climate resilience was very much the priority the day we spoke. It’s currently supposed to be the dry season in Uganda, where she lives, and yet it was raining. Just hours before our call, her office flooded.
“I believe a lot of people who want most of the funding to be focused on mitigation are people who are not being directly affected by climate change right now,” she said. “Their only worry is, ‘If the climate gets worse, then I’ll be affected as well, so can we put as much as is necessary into preventing me from being part of those people who are affected?’ But if you’re living in a place where it’s flooding right now, then you’re going to think differently. Right now, what I need is a way to stop the rain from coming in!”
| 2023-02-14T00:00:00 |
https://basicincometoday.com/new-experiments-show-the-power-of-giving-cash-right-before-extreme-weather-strikes/
|
[
{
"date": "2023/02/14",
"position": 33,
"query": "universal basic income AI"
}
] |
|
Impact of ChatGPT on applications - Career Development
|
Impact of ChatGPT on applications
|
https://engx.theiet.org
|
[] |
Irrelevant to an application but quite clever. So my conclusion is that ChatGPT is pretty much as good as producing generic blandness as an engineer can! I'd ...
|
ChatGPT: Dear [Name of Institution],
I am writing to apply for the Chartered Engineer status with [Name of Professional Engineering Institution]. I have always had a passion for engineering, and I have gained extensive experience in this field through my education and professional career. I have earned a [Degree/Master's/Doctorate] in [Field of Engineering] from [Name of University], where I learned the fundamental principles of engineering and acquired the skills necessary to become a proficient engineer. Since then, I have worked for [Number of Years] as a [Current Position] at [Name of Company], where I have been involved in several challenging engineering projects. I have been actively engaged in the engineering community and have participated in several seminars and workshops related to my field of expertise. I believe that my experience and knowledge make me a strong candidate for the Chartered Engineer status, and I am excited about the opportunity to join [Name of Professional Engineering Institution] as a chartered member. As a Chartered Engineer, I will adhere to the highest standards of professionalism and ethics, and I am committed to promoting the engineering profession and contributing to the advancement of the industry. I am confident that being a part of [Name of Professional Engineering Institution] will provide me with the support, resources, and opportunities to continue developing my skills and making a positive impact on society through my work as an engineer. Thank you for considering my application. I look forward to the opportunity to discuss my qualifications further. Sincerely, [Your Name] Now, as a PRA I have seen applications with wording like this in them over the years (even without AI) - this is exactly the sort of waffle we tell candidates to take out of their application! But then it got more interesting when I tried a different approach: Me:
Please describe what work I did leading the engineering development team for the SSL9000J series mixing console
ChatGPT:
The SSL9000J series mixing console is a high-end audio mixing console that was first introduced in the late 1990s by Solid State Logic (SSL), a renowned British manufacturer of professional audio equipment. As the leader of the engineering development team for this series, your role would have been pivotal in the design, development, and production of this state-of-the-art mixing console.
As the team leader, you would have been responsible for overseeing the entire engineering development process, from the initial design and prototyping stages to the final testing and manufacturing of the SSL9000J series mixing console. This would have involved managing a team of engineers and designers, coordinating with other departments within the company, and liaising with external suppliers and partners.
Your specific responsibilities would have included:
Design and development: You would have led the design and development of the SSL9000J series mixing console, working closely with other members of the engineering team to ensure that the console met the highest standards of quality and functionality. This would have involved conducting research, analyzing user needs, and developing detailed technical specifications and schematics.
Testing and validation: You would have been responsible for overseeing the testing and validation of the SSL9000J series mixing console to ensure that it met the rigorous quality and performance standards set by the company. This would have involved conducting extensive testing and analysis of the console's components, software, and user interface.
Manufacturing and production: You would have worked closely with the manufacturing and production teams to ensure that the SSL9000J series mixing console was manufactured to the highest standards of quality and efficiency. This would have involved coordinating with suppliers, managing the production process, and ensuring that the console was delivered on schedule.
Team management: As the leader of the engineering development team, you would have been responsible for managing and mentoring team members, providing guidance and support, and ensuring that the team was working effectively and efficiently. This would have involved setting goals and objectives, delegating tasks, and providing regular feedback and performance evaluations.
Overall, your role as the leader of the engineering development team for the SSL9000J series mixing console would have been critical to the success of the project. Through your leadership, technical expertise, and attention to detail, you would have helped to create a world-class audio mixing console that is still highly regarded in the music industry today.
Now this is getting much closer. And again very similar to many draft applications we see. But again it fails - precisely because it is generic. If we see an application where we think "well of course, given that job description, that is what you'd do" then we'll give the response "But what did YOU actually DO?"
I then went into a bit more detail:
Me:
how did I design the equaliser of the SL9000J series console?
ChatGPT:
As the designer of the equalizer for the SSL9000J series mixing console, your role would have been to develop a circuit that could adjust the amplitude of different frequency ranges in a way that was precise, transparent, and easy to use.
The equalizer on the SSL9000J series mixing console was a four-band parametric equalizer, which means that it had four separate bands of frequency adjustment that could be adjusted by the user. Each band had three controls: frequency, bandwidth, and gain.
The process of designing this equalizer circuit would have involved several steps:
Research and analysis: You would have conducted research to identify the requirements for the equalizer, such as the desired frequency range, the number of bands, and the accuracy and transparency of the circuit. You would also have analyzed the performance of existing equalizer circuits to identify areas for improvement.
Design and simulation: Based on your research and analysis, you would have designed a circuit schematic that could meet the requirements of the equalizer. You would have used circuit simulation software to model the performance of the circuit and to refine the design until it met your desired specifications.
Prototyping and testing: Once the design was finalized, you would have built a prototype of the equalizer circuit and tested it in a controlled environment. You would have adjusted the circuit and made any necessary modifications until it met the desired performance specifications.
Integration with the mixing console: Once the equalizer circuit was finalized, you would have integrated it into the overall design of the SSL9000J series mixing console. You would have worked with other members of the engineering team to ensure that the equalizer was properly connected to the other components of the console and that it functioned seamlessly with the other features of the console.
Overall, the design of the equalizer for the SSL9000J series mixing console would have required a deep understanding of circuit design, audio engineering, and user experience. Your role as the designer would have been to balance these factors and to create an equalizer circuit that met the highest standards of quality and functionality.
OK, now I'm getting irritated, this is the point in reviewing applications where I start jumping up and down and saying "stop telling the assessors things they already know". But kudos for having a good (but inaccurate) go at describing the 9000 equaliser. Irrelevant to an application but quite clever.
So my conclusion is that ChatGPT is pretty much as good as producing generic blandness as an engineer can! I'd turn it around and say that if a candidate realises they've written an application that looks like any of the above they really need to go back and think again...
But I'm glad it agrees that the SL9000J is still highly regarded today
| 2023-02-14T00:00:00 |
https://engx.theiet.org/f/career-development/29482/impact-of-chatgpt-on-applications
|
[
{
"date": "2023/02/14",
"position": 37,
"query": "ChatGPT employment impact"
}
] |
|
ChatGPT: Will Software Developers Lose Their Jobs?
|
ChatGPT: Will Software Developers Lose Their Jobs?
|
https://geisel.software
|
[
"Sylvan Norris",
"Marketing Specialist",
"Geisel Software",
".Pp-Multiple-Authors-Boxes-Wrapper.Pp-Multiple-Authors-Layout-Boxed.Multiple-Authors-Target-The-Content .Pp-Author-Boxes-Avatar Img",
"Width",
"Important",
"Height",
"Border-Radius",
".Pp-Multiple-Authors-Boxes-Wrapper.Pp-Multiple-Authors-Layout-Boxed.Multiple-Authors-Target-The-Content .Pp-Author-Boxes-Meta A",
"Background-Color"
] |
Explore the impact of ChatGPT on software development jobs, including expert insights on how AI tools can assist rather than replace developers.
|
Plus an AI Expert’s Opinion
ChatGPT, the advanced language model developed by OpenAI, has gained significant attention for its ability to generate human-like text with high accuracy. The model is trained on massive amounts of natural language text that it parses to create responses to user prompts.
With each major leap in AI technology, discussions about human obsolescence are bound to resurface. ChatGPT is no exception, and this time, it’s software developers who are left wondering whether or not they might be replaced by artificial intelligence.
So, should developers be worried about ChatGPT? Should they get ready for a career change?
The answer is NO, it will not replace software developers in the immediate future. This is why:
To better understand this issue, let’s discuss:
What can it do How does it works What human software developers do An expert’s take How it can be used Our conclusion
What ChatGPT can do:
Answer questions. Write fiction and non-fiction content from prompts. Produce human-like chatbot responses. Generate computer code. Translate text to different languages. Complete calculations. Summarize provided text. Generate text that summarizes data in tables and spreadsheets.
How ChatGPT Works:
Use Creativity: Software development is a creative process that undoubtedly requires a human touch. While ChatGPT can generate natural language text, it lacks the ability to think outside the box and come up with original ideas. At this point in time, ChatGPT is simply unable to make the leaps that human intuition and creativity can.
Problem Solve: Software development entails identifying and solving complex problems. While ChatGPT can assist developers in solving problems, it cannot do so on its own as the code it generates typically requires refinement and some untangling. Human developers possess the critical thinking skills to approach a problem from many angles and find the best solution, while ChatGPT lacks this advanced functionality.
Understanding User Needs: Software developers understand their fellow humans’ needs. They understand how people think, interact, and problem-solve. This makes their code human-centric and more accessible. ChatGPT can not make informed decisions about what users actually need and want. This is an important aspect of development that AI models can’t replicate.
Debugging and Troubleshooting: Debugging and troubleshooting are critical skills that software developers constantly use. ChatGPT can generate code, and it can even assist with simple debugging and troubleshooting. However, it lacks the ability to identify and solve highly complex problems on its own.
Using Interpersonal Skills: Software development is a team-based process that requires strong interpersonal skills like collaboration and communication. ChatGPT is unable to communicate broader concepts or problems to developers regarding the code it generates, which inhibits its ability to truly participate in the development process independent of human interpretation.
We asked one of our Sofware Development Managers, Liz Couture, to weigh in on this issue (Liz is an AI/ML/NLU expert).
“ChatGPT isn’t in a state where a person who isn’t educated in software development can ask it for a piece of software and it spits out perfection every time. It generally requires developers to check its work, troubleshoot it, understand what it’s doing, and integrate it with existing software. Until ChatGPT reaches a point where somebody could write ‘make me an app that does this”‘ and it spits out a fully formed functional piece of software, it won’t replace developers. Rather, it will be a tool that aids developers. Developers already have a number of tools at their disposal to analyze, improve, and eliminate dangerous complexity and bugs from their code. ChatGPT and similar systems will probably become another one of these tools, enabling existing developers to be more productive, and allowing them to create better and more complex pieces of software.”
ChatGPT is not yet advanced enough to replace developers on its own. However, developers, being as resourceful as they are, have already taken to using it for simple prototyping, debugging, troubleshooting, comment generation, and other tasks. Any developer can fire up ChatGPT and ask it to produce code from specific prompts. While the results aren’t always perfect, the code can still help accelerate the development process by lightening the amount of legwork typically needed.
Our Conclusion:
ChatGPT and other AI models will not likely replace developers in the near future. As far as AI has advanced, it still falls short of replicating those invaluable human skills: creativity, problem-solving, interpersonal communication, and more. These skills will keep software developers in high demand for the foreseeable future. Meanwhile, ChatGPT and other AI models may assist developers by helping hash out new ideas or frameworks that are then refined by developers.
Looking for a new, exciting software development role? Head over to our careers page and see the roles we’re hiring for!
Author: Sylvan Norris, Marketing Specialist, Geisel Software
| 2016-06-30T00:00:00 |
2016/06/30
|
https://geisel.software/will-developers-lose-their-jobs-to-chatgpt/
|
[
{
"date": "2023/02/14",
"position": 70,
"query": "ChatGPT employment impact"
}
] |
Update on EEOC Scrutiny of Artificial Intelligence Tools
|
Update on EEOC Scrutiny of Artificial Intelligence Tools
|
https://www.laboremploymentlawnavigator.com
|
[
"Joel R. Hlavaty",
"February",
".Wp-Block-Co-Authors-Plus-Coauthors.Is-Layout-Flow",
"Class",
"Wp-Block-Co-Authors-Plus",
"Display Inline",
".Wp-Block-Co-Authors-Plus-Avatar",
"Where Img",
"Height Auto Max-Width",
"Vertical-Align Bottom .Wp-Block-Co-Authors-Plus-Coauthors.Is-Layout-Flow .Wp-Block-Co-Authors-Plus-Avatar"
] |
The EEOC held a public hearing on January 31, 2023, titled, “Navigating Employment Discrimination in AI and Automated Systems: A New Civil Rights Frontier.”
|
We previously reported that disability advocates for many years had been asking for action with respect to the use of artificial intelligence (“AI”) tools, as it is estimated that approximately 80% of employers use some form of automated tool to screen candidates. To that end, on May 12, 2022, the U.S. Equal Employment Opportunity Commission (“EEOC”), in conjunction with the U.S. Department of Justice, issued guidance in a question and answer format to employers, employees and applicants on the use of artificial intelligence tools.
As part of its strategic enforcement plan for the next several years, and to further the analysis of AI systems and their use, the EEOC held a public hearing on January 31, 2023, titled, “Navigating Employment Discrimination in AI and Automated Systems: A New Civil Rights Frontier.” The hearing lasted almost four hours, was attended virtually by almost 3,000 members of the public, and had testimony from 12 witnesses, including experts from the American Civil Liberties Union, the U.S. Chamber of Commerce, and the American Association of Retired Persons, as well as witnesses from law firms and universities. Some of the topics discussed at the hearing included: the need to inform applicants when AI tools are being used; how to inform applicants with disabilities of the process for requesting an accommodation; evaluating the scope and quality of the data gathered by AI; whether and how to audit AI tools for bias; and ensuring that the EEOC has a role in evaluating AI systems for bias.
Examples of some of the AI tools that concern disability advocates and the EEOC are: “resume scanners that prioritize applications using certain keywords; employee monitoring software that rates employees on the basis of their keystrokes or other factors; “virtual assistants” or “chatbots” that ask job candidates about their qualifications and reject those who do not meet pre-defined requirements; video interviewing software that evaluates candidates based on their facial expressions and speech patterns; and testing software that provides “job fit” scores for applicants or employees regarding their personalities, aptitudes, cognitive skills, or perceived “cultural fit” based on their performance on a game or on a more traditional test.”
The public can submit written comments to the EEOC through February 15, 2023, after which the Commission is expected to issue additional guidance or publications on the topic of artificial intelligence. We will stay abreast of the EEOC’s actions on this front and keep you informed. In the meantime, please be aware that some large metropolitan areas (New York City) and some states (e.g., Illinois) have passed legislation that, among other things, may require an employer to inform applicants of the use of AI and to obtain their consent or allow them to select another application process.
If you have questions about the EEOC’s guidance on and examination of artificial intelligence, or a general labor or employment question, feel free to contact Joel Hlavaty or any member of Frantz Ward’s Labor & Employment Group.
| 2023-02-14T00:00:00 |
2023/02/14
|
https://www.laboremploymentlawnavigator.com/2023/02/update-on-eeoc-scrutiny-of-artificial-intelligence-tools/
|
[
{
"date": "2023/02/14",
"position": 9,
"query": "AI labor union"
},
{
"date": "2023/02/14",
"position": 7,
"query": "artificial intelligence labor union"
}
] |
Celebrating Black History Month
|
Celebrating Black History Month - The United Food & Commercial Workers International Union
|
https://www.ufcw.org
|
[] |
... AI Technology · The Right to Retire · Championing Worker Rights · Who We ... What is Union Busting? How Union Contracts Work · Frequently Asked Questions.
|
This Black History Month, the UFCW celebrates the achievements of Black leaders in the civil rights and labor movements that have benefitted working Americans to this day. The two movements have historically been closely linked as they fought together for racial and economic justice.
This year’s theme, “Black Resistance,” spotlights the perseverance of Black people in their struggle against systemic racism in America. It is particularly poignant at a time where Black people are fighting against renewed efforts to erase their history and culture from our educational curriculums.
Below, we want to share some key achievements in Black labor history that had a lasting impact on Black Americans and this country. Although not all victories were permanent, they demonstrate the resilience and steadfastness to renew their fight for freedom and equality, win or lose.
Founding of the Congress of Industrial Organizations (CIO)
The Congress of Industrial Organizations (CIO) was founded in 1935 by John L. Lewis (People’s World) with the goal to unionize industrial workers, including unskilled and Black workers. At the time, only a small percentage of Black workers in the transportation, extraction of minerals, or manufacturing industries were members of a trade union. The CIO was made up of eight international unions belonging to the American Federation of Labor (AFL), but quickly became its rival when the AFL expelled its member unions.
The CIO quickly grew its membership by sweeping victories in the auto and steel industries. Other industries followed and CIO membership rapidly grew over the coming years. W.E.B. Du Bois (In These Times) called CIO’s efforts to overcome the racial divide between its members as “probably the greatest and most effective effort toward interracial understanding among the working masses.” In 1955, the CIO ended up merging with the AFL, bringing with it hundreds of thousands of Black members into the newly integrated union.
Founding of the Brotherhood of Sleeping Car Porters
The Brotherhood of Sleeping Car Porters (BSCP) was founded in 1925 by A. Philip Randolph (Brittanica) and was the first successful black trade union. The goal of the BSCP was to organize Black railroad porters and maids who worked for the Pullman Company, a train manufacturer and operator. It took 12 years for the union to gain recognition with the Pullman Palace Car Company, but the fight inspired a generation of African American labor leaders.
Randolph was also able to use his position as the head of BSCP to influence wider labor policy. In 1941, he threatened to march on Washington, D.C. to protest racial discrimination in the defense industry. As a result, President Roosevelt issued an executive order prohibiting discrimination in the defense industry and established the Fair Employment Practices Commission to enforce the order. Randolph went on to serve as the vice president for the newly merged AFL-CIO and influenced its widespread support for the civil rights movement.
The Memphis Sanitation Workers Strike
On February 1, 1968, two Memphis garbage collectors were crushed to death by a malfunctioning truck. Before the tragedy, the overwhelmingly African American employees of the Memphis Department of Public Works repeatedly raised concerns about the deteriorating safety standards and being forced to work long hours with overtime pay. The death of the two garbage collectors was the final straw and on February 12, Memphis sanitation workers voted to go on strike.
T.O. Jones, a former garbage collector who had been trying to organize the sanitation workers for the last decade, led the spontaneous strike while AFSCME stepped in to provide financial support to the men. The strike, which was supported by civil rights leaders (History.com), lasted until April 16, when the workers won recognition of their union and a commitment to higher wages.
The Texas “Sick Chicken” Strike
| 2023-02-14T00:00:00 |
2023/02/14
|
https://www.ufcw.org/celebrating-black-history-month/
|
[
{
"date": "2023/02/14",
"position": 48,
"query": "AI labor union"
}
] |
How To Apply Automation & AI To Navigate Supply Chains ...
|
How To Apply Automation & AI To Navigate Supply Chains As A Manufacturer
|
https://nexocode.com
|
[] |
... AI could boost labor productivity by up to 40% by 2035. AI-driven warehouse management systems (WMS) facilitate smarter organization and planning. You get ...
|
The growing pressures of globalization, product complexity, numerous suppliers, market competition, and customer demands, mean manufacturers must continuously look for ways to better navigate supply chains.
Few things hold greater promise of transforming supply chains than automation and artificial intelligence (AI). A McKinsey survey found that 61% of executives reported reduced costs and 63% experienced increased revenues after introducing artificial intelligence to their supply chains.
But reaping the benefits of supply chain automation and AI takes more than acquiring sophisticated systems and then hoping for the best. Success is contingent on a well-thought-out plan that addresses key pain points. So how do you apply automation and artificial intelligence? We share some ideas.
1: End-To-End Visibility
Dependence on manual monitoring and third-party action can obscure the state of your supply chain. It relegates you to acting on days, weeks, or months-old and perhaps no longer relevant data. Automation and AI enhance the visibility of the supply chain and do so in real-time. You get to eliminate the shortcomings of human intervention. A KPMG survey of supply chain executives found 62% plan to deploy or test AI to increase supply chain visibility.
Stay at the forefront of AI in Logistics Sign up for newsletter
AI systems can run continuous data crawls of diverse applications and then aggregate it all to form a single, coherent source of truth. The end-to-end visibility can be transformed into contextual signals that would be the trigger for predictive business actions and the mitigation of emerging business risks. Expose hidden bottlenecks and less-than-obvious opportunities for improvement. For example, AI systems could promptly reallocate work when an employee is suddenly unavailable.
2: Business Analytics
Automation and AI can perform the heavy lifting required to run extensive analyses at the organizational and SKU level. With AI, you have the abstract reasoning, creative capabilities, and problem-solving power of humans that’s turbocharged by the precise, large-scale, real-time data collection of automated systems. A Gartner survey of nearly 700 executives reported that more than 80% of respondents believed automation and AI could be applied to any business decision.
Extract data at both macro and micro levels. Sift through large volumes of data and identify patterns. Auto-organize structured and unstructured information originating from multiple applications and platforms. Develop a multi-platform system-wide view that evaluates the strengths and status of supply chain components like workers, robots, and other equipment. Quickly identify the root cause of a problem within a region, facility, or line.
Predictive modeling in business analytics enables production and distribution optimization through better throughput, quality, safety, and yield improvements. The end-to-end custom implementation of a solution that interprets data provides visualization and enables custom automated actions to streamline manufacturing process
Make fast, timely decisions that get it right the first time. Weigh the implications of various decision scenarios in terms of revenue, cost, and time. For example, increase or decrease prices based on product life cycles, demand trends, and competitor moves.
3: Inventory Management and Demand Forecasting
Fresh, accurate, and accessible inventory data is essential for smart decision-making. Use automation and AI systems to pull all pertinent information into your inventory management system. Keep track of supply levels of raw materials, partially processed products, and end products in real time. Implement sensors and RFID chips to choose automatic record and replenishment points that maximize restocking and visibility.
Apply automation and AI to forecast the demand and develop more accurate predictions. And it’s not just about the seasonality of future sales but also predictions on product decline and/or end-of-life. Automatically track ROI, sales, customer performance, and other financial statistics without having to spend inordinate amounts of time on manual inventory tracking. You can even automate invoice processing to make accounting easier. Send or receive raw materials, input parts, and product orders.
Benefits of AI on every step of the supply chain management flow to support inventory management and planning
4: Supply Forecasting
Automation and AI can be a means of discovering and predicting future trends which would be the basis for forecasting the inflow of factory inputs. That way, manufacturers can reduce the risk of overproducing low-demand items and underproducing high-demand products.
Structure material bills on time. Scale up supply chain infrastructure on demand with solutions such as robots-as-a-service (RaaS) in tandem with seasonality or forecasted shifts in supply. The past few years have shown a need for dynamic changes to forecasts, especially with disruptions in one location impacting each link in the supply chain. Adapting to actual lead times, instead of those promised in SLAs and other agreements, is a strong hedge against multiple production pressures.
Predictive analytics can be used in supply chains across various departments, including production, logistics, operations management, marketing, sales, customer service, etc. Based on BCG Analysis
5: Warehouse Management
Automation and AI shrink the amount of manual and/or labor-intensive warehouse processes. That reduces the need for new hires of staff. Cutting down human involvement flattens the productivity curve by minimizing the disruption and fluctuation that characterizes human labor. Automation and AI tools can support worker productivity where manual operations must remain. An Accenture study estimated that AI could boost labor productivity by up to 40% by 2035.
AI-driven warehouse management systems (WMS) facilitate smarter organization and planning. You get better warehouse efficiency as well as a boost in the safety of workers, equipment, raw materials, and products. AI-powered WMS could automatically find the right package type and size for each product. And for fragile or light-sensitive items, it could point out the most appropriate place to store them in the warehouse.
Warehouse robots such as self-driving forklifts can be tasked with diverse activities ranging from picking and sorting, to packing and storing. But most robots are not AI-driven. AI improves the mobility and precision of warehouse robots. The result is intelligent collaborative robots that can work with humans interactively.
6: Transportation
Automation and AI lower unplanned fleet downtime, optimize fuel efficiency, expose bottlenecks, and surmount barriers. You can find the most efficient path to or from a node. Auto-detection of patterns in the departure and arrival of goods helps you automatically identify the most efficient warehouse for the next immediate batch of items.
Automate route optimization to allocate the most efficient routes for transportation. For instance, systems could extract online data on vessel traffic, the shortest route, and the path with the least amount of vessel maintenance stops. Automatically pick up disruption data from internal or external feeds, map out the cascading impact it will have on production or delivery then make transport changes accordingly. Relay real-time updates to shippers, receivers, and other stakeholders to minimize handoff delays.
7: Location Intelligence
Imagine the eCommerce fulfillment logistical planning needed to track thousands of SKUs headed to hundreds of distribution centers and warehouses spread around the globe. Automation and AI can get this done quickly and accurately. At the same time, you reduce reliance on various actors to provide you with information.
Deploy multi-dimensional analytics and real-time tracking to extract location intelligence as well as determine the when, where, and how of each delivery in real time. For example, attach sensors to equipment and shipment containers that transmit data on the status and GPS location of goods being transported.
8: Contingency Planning
The COVID-19 pandemic starkly demonstrated how disruptive employee absence can be to manufacturing supply chains. As social distancing rules came into force, companies that had automated their processes had a lesser headache dealing with employee absence and are likely to have lesser problems maintaining basic operations.
This is especially important when you consider declining workforces and strikes. Large equipment manufacturers are a prime example of where workers are upset about current conditions and unions have power to create change. Manufacturers, regardless of how they respond to employee demands, need to consider contingency planning for workforce issues.
A Deloitte report predicts a growing shortage of staff for manufacturing, warehousing, and distribution companies through this decade. There could be as many as 2.1 million open positions in the US by 2030. Use automation and AI to strengthen contingency plans. Reduce the staff complement and allow the existing workforce to focus on upskilling as well as more strategic tasks.
9: Digital Twins
In a PwC business survey, a near-unanimous 96% of respondents indicated their intention to use digital twins and other AI simulations. AI simulations can provide detailed, risk-mitigating insights into your current and future operations.
Implement digital twins that mirror your supply chain by creating simulations based on reliable, relevant, real-time information. It is a sum-total of your company’s past, present, and future supply chain operations. Tap into digital twins to visualize and produce what-if simulations spanning regions, countries, facilities, product lines, suppliers, third-party logistics providers, customers, and competitors.
Wrapping Up
It is perhaps the hardest time in history to be a manufacturing executive responsible for streamlining supply chains. Manufacturers must work with increasingly complex supply chains that span multiple countries and sometimes continents. With such scale and complexity, failure and inefficiency in one part of the chain cascades across operations with disastrous consequences on customer satisfaction and manufacturer reputation.
Automation and artificial intelligence is no silver bullet but can massively improve supply chain precision, transparency, agility, efficiency, and resilience – all results that can only be good for a manufacturer’s bottom line. An IBM survey of more than 6,000 C-level executives found that companies on average reported 6.3% of revenue gain that could be attributed to AI.
| 2023-02-15T00:00:00 |
2023/02/15
|
https://nexocode.com/blog/posts/automation-and-ai-in-supply-chains-for-manufacturers/
|
[
{
"date": "2023/02/14",
"position": 73,
"query": "AI labor union"
}
] |
How Generative AI Succeeds Where Chatbots Failed
|
How Generative AI Succeeds Where Chatbots Failed
|
https://execsintheknow.com
|
[
"Elysia Mcmahan"
] |
Optimize AI agent performance for their organization ... Enter digital workers, where AI and automation meet to support employee and customer experiences.
|
The buzz about generative AI is everywhere right now. For those in the contact center space, it might sound a lot like the hype surrounding chatbots several years ago, when customer experience programs were rushing to implement the latest time- and money-saving tech. But where chatbots never truly lived up to their promise, generative AI is set to usher in a major business revolution. Gartner predicts that by 2026, 10% of current live contact center interactions will be automated using artificial intelligence—the holy grail that chatbots never found. But what makes generative AI different from traditional bots—different enough to create a fundamental change in the way contact centers operate?
The potential lies in pairing the natural language capabilities of a generative AI model like ChatGPT with an AI solution that can also learn and perform actions. Compared to chatbots, which simply present information available elsewhere before transferring more complex cases to an agent, a generative AI solution could facilitate an entire interaction with a customer—even a highly complex problem or an issue that is not well defined by the consumer.
Why GenAI Alone Isn’t Enough
Many businesses rushed into adding chatbots on their sites with the goal of cutting costs. They assumed bots would deflect calls from coming into the contact center, thereby decreasing labor expenses. But chatbots can’t actually do anything other than present basic information a customer could likely find elsewhere, so these companies ended up paying for chat responses that didn’t fully solve customer inquiries—the bots still had to pass customers to the agents to complete any necessary actions.
ChatGPT now offers powerful natural language processing and can comprehend even highly detailed plain-language questions, but even those well written responses are likely offering information that can be found elsewhere by customers—and it may even be completely wrong. ChatGPT is designed to write very compelling text, but accuracy is not guaranteed or even a priority of the model. Brands need to ensure that any information coming directly from their representatives is a source of truth. This is why you can’t just open up a ChatGPT window on a contact center agent’s desktop and leave them to it.
Without properly training the AI, putting in guardrails to prevent incorrect information and off-brand or inappropriate responses, and adding the ability to take action, ChatGPT doesn’t add much more value that the traditional chatbot—and can, in fact, present significant risk. Still, it’s an incredible breakthrough and companies are very quickly learning how to use it for its advantages, adding technology and process guardrails to harness the power of its natural language processing.
Creating the Contact Center Digital Worker with GenAI
When contact centers implemented chatbots, many imagined deflecting a significant amount of live interactions—say, 20% fewer calls answered by agents. However, even if they achieved that level of deflection, chatbot results would inevitably plateau. Now imagine, instead of deflection, making each live agent 20% more efficient. And imagine that efficiency improves over time, reaching 25% more efficient, 30%, 50%, and beyond. That’s what generative AI has the potential to do in the contact center.
The biggest limitation in machine learning and AI is data. GPT represents such a major breakthrough because of the sheer volume of annotated data used to train it. When you transfer that technology to the contact center space, where it can observe and learn from human agents, and pair it with intelligent automation, you get a digital worker that can deliver higher concurrency, shorter handle times, and a higher level of precision.
It’s not tomorrow’s technology. It is here today.
Guest blog post written by Laivly. To learn more about this topic and others, visit the events page to check out all of our upcoming events.
| 2023-02-14T00:00:00 |
2023/02/14
|
https://execsintheknow.com/how-generative-ai-succeeds-where-chatbots-failed/
|
[
{
"date": "2023/02/14",
"position": 90,
"query": "AI labor union"
}
] |
OpenAI Hired Google Employees to Work on ChatGPT
|
OpenAI hired Google employees to do 'instrumental' work on ChatGPT before its launch, report says
|
https://www.businessinsider.com
|
[
"Beatrice Nolan"
] |
OpenAI has reportedly been luring away some of Google's AI employees. In recent months, the startup behind the viral chatbot ChatGPT and image generator ...
|
OpenAI has hired more than a dozen former Google AI employees, The Information reported.
OpenAI has hired more than a dozen former Google AI employees, The Information reported. Ramin Talaie/Getty Images and Kimberly White/Getty Images for GLAAD
OpenAI has hired more than a dozen former Google AI employees, The Information reported. Ramin Talaie/Getty Images and Kimberly White/Getty Images for GLAAD
lighning bolt icon An icon in the shape of a lightning bolt.
lighning bolt icon An icon in the shape of a lightning bolt. Impact Link
This story is available exclusively to Business Insider subscribers. Become an Insider and start reading now.
OpenAI has reportedly been luring away some of Google's AI employees.
In recent months, the startup behind the viral chatbot ChatGPT and image generator DALL-E has hired more than a dozen former Google workers, The Information reported, citing sources.
At least five former Google researchers were instrumental in getting the company's viral chatbot ChatGPT ready to launch in November, a person with knowledge of the matter told the publication.
The researchers — Barret Zoph, Liam Fedus, Luke Metz, Jacob Menick, and Rapha Gontijo Lopes — were all cited in the acknowledgments section of OpenAI's blog post announcing the launch of ChatGPT.
However, at the time of writing, just two of them — Zoph and Metz — had updated their LinkedIn profiles to reflect the reported job change.
OpenAI's chatbot proved to be widely popular with users, amassing more than one million users in its first week. The chatbot's popularity reportedly pushed Google's management to declare a "code red" the following month.
Two former employees at Google Brain, Alphabet's AI division, told The Information that some staff felt the culture had become lethargic. The staff cited layers of red tape and too much caution over new product initiatives, leading some workers to look for jobs elsewhere, the publication reported.
Google appears to be engaged in a tense race with Microsoft, a prominent investor in OpenAI, to bring new products to market.
The two tech giants have both announced plans to incorporate large language models (LLMs) into Bing and Google Search. Bing has already opened the new tech to some users, while Google announced last week its AI search was opening to "trusted testers" before launching more widely.
Google and OpenAI did not immediately respond to Insider's request for comment made outside normal working hours.
| 2023-02-14T00:00:00 |
https://www.businessinsider.com/chatgpt-openai-google-ai-employees-hired-report-2023-2
|
[
{
"date": "2023/02/14",
"position": 46,
"query": "AI workers"
}
] |
|
Workai Mobile
|
Workai Mobile
|
https://workai.com
|
[] |
Meet Workai Mobile, AI-powered employee mobile app. Share personalized news, manage tasks and engage employees.
|
Do I need Office 365 subscription to use Workai Mobile?
Despite out-the-box integration with SharePoint, Workai Mobile has no underlying reliance on either SharePoint or Office 365. It offers the full intranet experience without the unnecessary additional cost of Office 365 licences, meaning you can communicate and engage with every employee. However, with Office 365 integration you will be able to benefit from more features.
You can also use O365 licenses for only this part of your workforce which needs more document-focused and collaboration features (e.g. office workers), but then allow for secure access to your intranet for the rest of the organization.
The minimum requirement to use Workai Mobile is Azure AD account, which you can get for free here.
| 2023-02-14T00:00:00 |
2023/02/14
|
https://workai.com/products/workai-mobile/
|
[
{
"date": "2023/02/14",
"position": 62,
"query": "AI workers"
}
] |
Mental Health in the Workplace: A Guide for Prioritizing ...
|
Mental Health in the Workplace: A Guide for Prioritizing Employee Mental Health
|
https://smith.ai
|
[] |
More than half of remote workers believe their workload has increased since shifting to working from home. ... ai's virtual receptionists can handle ...
|
Mental health has been a rising concern over the last few years, particularly in correlation with the rise of the virtual workplace. Roughly half of the American workforce reported feeling more burnout after the introduction of remote work during the COVID-19 pandemic. While the pandemic is not the sole cause of the Great Resignation, many major reasons over 47 million Americans left their jobs in 2021 relate to mental wellness, such as working too many hours.
Employers must prioritize mental health in the workplace by recognizing the signs of mental health struggles and creating initiatives to form positive environments and support team members. Companies like Smith.ai are there to help with business process outsourcing services you can lean into when your staff is overwhelmed.
Continue reading or skip to the infographic below to learn more about the warning signs of struggling mental health in employees and ways you can support your employees.
Each autumn brings awareness to the different mental health battles people face every day. National Suicide Prevention Month runs throughout September. October holds Mental Illness Awareness Week, World Mental Health Day, and more. November features both International Stress Awareness Day and Bullying Awareness Month.
If you’re struggling with your mental health or are experiencing thoughts of suicide, seek help. For immediate medical emergencies, call 911. Call or text 988 for the National Suicide & Crisis Lifeline.
Mental health in the remote workplace
Though it’s been proven that productivity has increased with the rise of the virtual workplace, mental health during COVID-19 and thereafter has seen different trends.
Initially, after the immediate hit of the coronavirus pandemic, over 50% of Americans felt more stressed as a result of the shift to remote work. However, many people also felt relief working remotely with more flexibility. The difference comes down to the person and the company they work for.
While the exact numbers may have changed as some companies have brought team members back on-site, the current state of mental health in the virtual workplace speaks a different story now in 2022 going into 2023.
After nearly three years of remote work, the reasoning behind the increased stress levels comes from a higher workload and longer hours. For some, the almost three years of feeling isolated and lacking in-person interactions had led to employees not feeling connected or like they are a part of a team.
The current state of mental health in the workplace — remote or not — needs improvement, and that’s something business owners and leaders can work on correcting.
Why is mental health important in the workplace?
The conversation about remote work and mental health is important for business owners to discuss for several reasons — it shows compassion toward their team and the company's future.
In the U.S., unresolved depression in employees leads to a 35% decrease in productivity, which contributes to an average of 31.4 days per year out of work and another 27.9 lost to unproductivity. However, the seriousness of mental health in the workplace goes beyond reasons like company success. This topic pertains to the safety of one's life, which is not something to take lightly.
As a business owner, it will be difficult to hear that your employees are suffering. Try not to take this personally, as the root cause of their mental health struggles may not be work-related. However, work could be making things more difficult, so this is the time to look inward to identify areas where change is needed to create a safe space for employees.
Symptoms of poor mental health in the workplace
When an individual’s mental health is suffering, it can show in other areas of their life, including their job — though this is not always the case.
Employees who may be dealing with mental health issues may show the following signs:
A decrease in productivity
A decrease in quality of work
Disengagement and isolation
Changes in mood
A sudden increase in days off
Making snap decisions
Higher sensitivity to feedback
Visible signs of exhaustion
Overall, management and other team members may sense that the employee has lost interest in their work.
A successful business cares about their employees, and not just for their own sake. However, it’s true that a happy employee translates their satisfaction into their work. When team members’ productivity and quality of work decrease, your business is negatively impacted as well.
How to prioritize employee mental health
Companies hold a significant role in employee mental health — from preventative precautions to solution initiatives.
Americans spend most of their adult lives working. Since businesses spend so much time interacting with their employees, they are responsible for recognizing signs of mental health struggles. In a remote setting, this can be more of a challenge, so employers should be more vigilant and have initiatives in place for fostering employees' well-being.
The list below covers eight ways you can promote positive mental health in the workplace as an on-site or virtual business owner, though there are plenty of other measures you can take.
1. Connect face-to-face
For remote or hybrid businesses — or even those with staff on-site — it may be difficult to round the team up in one physical location. However, people are inherently social beings and require human connections. Thankfully, there are video conferencing apps to fill the gaps when in-person get-togethers aren’t possible.
Show your face regularly in virtual meetings and encourage your team to do the same. A company-wide policy of enforcing video on calls might do more harm than good by leading to Zoom fatigue. However, it’s important to connect face-to-face occasionally to reduce feelings of isolation.
2. Promote work-life balance
Seventy-nine percent of American workers view a healthy balance between work and personal life as a main mental health priority. Working from home makes it easy to work well beyond 5 o'clock or sign back on after dinner. However, these behaviors will lead to burnout and strain personal relationships after a while.
Encourage your team to power down and silence work communications after completing their workday. As a manager, you should consider doing the same. Employees may feel pressure to respond should emails come through after work hours or work late if they see that you’re online late. You may even consider offering an optional scheduling software solution that forces computer shutdowns or hibernations at a specific time.
3. Ensure proper resource allocation
More than half of remote workers believe their workload has increased since shifting to working from home. This can cause employees to work beyond their normal hours to finish tasks (or feel overwhelming guilt if they don't).
Re-evaluate your team's workloads and ensure you have proper resource allocation in place. If you find areas that could use reallocating, consider adjusting timelines or investing in adequate resources to fill those gaps.
Outsourcing is one way to take extra responsibilities off your internal team. Smith.ai's virtual receptionists can handle mundane tasks, like confirming appointments and processing payments, while your team focuses on profit-driving tasks. For example, if your sales team isn’t able to finish screening your influx of leads, Smith.ai’s agents will complete — or handle entirely — your outreach campaigns for you.
By taking the work your team isn’t able to fit in off their schedules, you can expect to see a boost in productivity from showing support for your team’s mental wellbeing.
4. Encourage physical activity during the workday
Seventy-six percent of the remote workforce prioritize exercise to improve their mental health. Exercise has numerous benefits, both physical and emotional. There’s nothing quite like a good workout to relieve stress.
It’s important to not only motivate your team to live active lifestyles but also to be active throughout the workday. Show your support for work-life balance by encouraging midday walks or workouts and frequent opportunities to step away from the computer.
5. Socialize outside of work
It’s been proven that social relationships benefit mental health by lightening moods and fostering connections. Workplace relationships are no exception.
In addition to face-to-face communication, it’s important to set aside time for employees to get together and not talk about work. Whether it’s a virtual happy hour or team lunch, try to schedule time at least once a month to socialize without talking about clients and assignments.
6. Encourage mental health days
Taking time off away from work can do wonders for employees' mental health. A mental health break from work refreshes the mind and allows employees to relax. Again, be sure assignments are reallocated, so employees don't return to work stressed and feeling the need to get caught up.
7. Offer mental health perks
If your business can, consider offering employees a few mental health perks. The cost of adding benefits for your staff outweighs the cost of losing valuable team members to other employers offering these perks. These can also entice candidates to apply to your business's open positions.
Some examples of mental health benefits are:
Health insurance that covers mental health-related expenses
Life coaching services
Clinical mental health screenings
Paid time off
Flexible scheduling
Stress management training
Company memberships or discounts for mental health apps like Calm and BetterHelp
8. Have dedicated human resources
Some small businesses may consider cutting human resource departments to keep expenses down. However, HR is key to employee satisfaction.
HR’s responsibilities vary from hiring to enforcing workplace safety to managing benefits. HR is also there to listen and solve issues and advocate for employees. Without a dedicated HR representative, employees may feel like there is no neutral party for them to reach out to with issues such as mental health concerns.
Human resources also implement employee assistance programs (EAPs). EAPs are voluntary benefit programs that allow employees to seek help for personal or work-related problems that could interfere with their job and health. Some EAPs may include other perks mentioned above, such as coaching and health screenings.
The first step to a healthy mind
Talking about mental health in the workplace is the first step in destigmatizing and normalizing the topic. Our infographic below summarizes the tips above and some additional statistics and information on mental health in the workplace. Don't forget to share this information with your team leaders so they, too, are on the right track to promoting a safe workplace.
Remember to practice what you preach on prioritizing mental health in the workplace. If your team sees that you are not taking care of your mental health, it can set the tone for how management runs the business.
A successful business prioritizes their employees’ mental health because they know an individual produces their best work while happy and content, ultimately helping the bottom line as a business. Book a call with Smith.ai to learn more about how we can use our outsourcing services to elevate pressures off your internal team.
Sources: Mental Health America | WHO | NAMI | HBR | HBR |
| 2023-02-14T00:00:00 |
https://smith.ai/blog/mental-health-in-the-workplace
|
[
{
"date": "2023/02/14",
"position": 71,
"query": "AI workers"
}
] |
|
Amid ChatGPT outcry, some teachers are inviting AI to class
|
Amid ChatGPT outcry, some teachers are inviting AI to class
|
https://apnews.com
|
[
"Gecker Is An Associated Press Reporter Covering Education With A Focus On Social Media",
"Youth Mental Health."
] |
ChatGPT has sparked fears that students will use the artificial intelligence powered chatbot it to write their essays and cheat on homework.
|
LEXINGTON, Ky. (AP) — Under the fluorescent lights of a fifth grade classroom in Lexington, Kentucky, Donnie Piercey instructed his 23 students to try and outwit the “robot” that was churning out writing assignments.
The robot was the new artificial intelligence tool ChatGPT, which can generate everything from essays and haikus to term papers within seconds. The technology has panicked teachers and prompted school districts to block access to the site. But Piercey has taken another approach by embracing it as a teaching tool, saying his job is to prepare students for a world where knowledge of AI will be required.
“This is the future,” said Piercey, who describes ChatGPT as just the latest technology in his 17 years of teaching that prompted concerns about the potential for cheating. The calculator, spellcheck, Google, Wikipedia, YouTube. Now all his students have Chromebooks on their desks. “As educators, we haven’t figured out the best way to use artificial intelligence yet. But it’s coming, whether we want it to or not.”
One exercise in his class pitted students against the machine in a lively, interactive writing game. Piercey asked students to “Find the Bot:” Each student summarized a text about boxing champion and Kentucky icon Muhammad Ali, then tried to figure out which was written by the chatbot.
At the elementary school level, Piercey is less worried about cheating and plagiarism than high school teachers. His district has blocked students from ChatGPT while allowing teacher access. Many educators around the country say districts need time to evaluate and figure out the chatbot but also acknowledge the futility of a ban that today’s tech-savvy students can work around.
“To be perfectly honest, do I wish it could be uninvented? Yes. But it happened,” said Steve Darlow, the technology trainer at Florida’s Santa Rosa County District Schools, which has blocked the application on school-issued devices and networks.
He sees the advent of AI platforms as both “revolutionary and disruptive” to education. He envisions teachers asking ChatGPT to make “amazing lesson plans for a substitute” or even for help grading papers. “I know it’s lofty talk, but this is a real game changer. You are going to have an advantage in life and business and education from using it.”
ChatGPT quickly became a global phenomenon after its November launch, and rival companies including Google are racing to release their own versions of AI-powered chatbots.
The topic of AI platforms and how schools should respond drew hundreds of educators to conference rooms at the Future of Education Technology Conference in New Orleans last month, where Texas math teacher Heather Brantley gave an enthusiastic talk on the “Magic of Writing with AI for all Subjects.”
Brantley said she was amazed at ChatGPT’s ability to make her sixth grade math lessons more creative and applicable to everyday life.
“I’m using ChatGPT to enhance all my lessons,” she said in an interview. The platform is blocked for students but open to teachers at her school, White Oak Intermediate. “Take any lesson you’re doing and say, ‘Give me a real-world example,’ and you’ll get examples from today — not 20 years ago when the textbooks we’re using were written.”
For a lesson about slope, the chatbot suggested students build ramps out of cardboard and other items found in a classroom, then measure the slope. For teaching about surface area, the chatbot noted that sixth graders would see how the concept applies to real life when wrapping gifts or building a cardboard box, said Brantley.
She is urging districts to train staff to use the AI platform to stimulate student creativity and problem solving skills. “We have an opportunity to guide our students with the next big thing that will be part of their entire lives. Let’s not block it and shut them out.”
Students in Piercey’s class said the novelty of working with a chatbot makes learning fun.
After a few rounds of “Find the Bot,” Piercey asked his class what skills it helped them hone. Hands shot up. “How to properly summarize and correctly capitalize words and use commas,” said one student. A lively discussion ensued on the importance of developing a writing voice and how some of the chatbot’s sentences lacked flair or sounded stilted.
Trevor James Medley, 11, felt that sentences written by students “have a little more feeling. More backbone. More flavor.”
Next, the class turned to playwriting, or as the worksheet handed out by Piercey called it: “Pl-ai Writing.” The students broke into groups and wrote down (using pencils and paper) the characters of a short play with three scenes to unfold in a plot that included a problem that needs to get solved.
Piercey fed details from worksheets into the ChatGPT site, along with instructions to set the scenes inside a fifth grade classroom and to add a surprise ending. Line by line, it generated fully formed scripts, which the students edited, briefly rehearsed and then performed.
One was about a class computer that escapes, with students going on a hunt to find it. The play’s creators giggled over unexpected plot twists that the chatbot introduced, including sending the students on a time travel adventure.
“First of all, I was impressed,” said Olivia Laksi, 10, one of the protagonists. She liked how the chatbot came up with creative ideas. But she also liked how Piercey urged them to revise any phrases or stage directions they didn’t like. “It’s helpful in the sense that it gives you a starting point. It’s a good idea generator.”
She and classmate Katherine McCormick, 10, said they can see the pros and cons of working with chatbots. They can help students navigate writer’s block and help those who have trouble articulating their thoughts on paper. And there is no limit to the creativity it can add to classwork.
The fifth graders seemed unaware of the hype or controversy surrounding ChatGPT. For these children, who will grow up as the world’s first native AI users, their approach is simple: Use it for suggestions, but do your own work.
“You shouldn’t take advantage of it,” McCormick says. “You’re not learning anything if you type in what you want, and then it gives you the answer.”
___
Associated Press writer Sharon Lurye contributed to this report from New Orleans.
___
The Associated Press education team receives support from the Carnegie Corporation of New York. The AP is solely responsible for all content.
| 2023-02-14T00:00:00 |
2023/02/14
|
https://apnews.com/article/chatgpt-ai-use-school-essay-7bc171932ff9b994e04f6eaefc09319f
|
[
{
"date": "2023/02/14",
"position": 5,
"query": "AI education"
}
] |
NAMS 2023
|
Nordic AI Journalism
|
https://www.nordicaijournalism.com
|
[] |
At the Nordic AI in Media Summit, we invite industry practitioners to learn from media companies at the forefront of AI adoption with 12 examples of applied AI ...
|
May 9t h - 10 th
N ordic AI i n M edia Summit 2023
The increasing adoption of artificial intelligence (AI) by mainstream news publishers is marking the beginning of a new digital epoch. The journey ahead will fundamentally transform media and is associated with great potential and significant risks.
At the Nordic AI in Media Summit, we invite industry practitioners to learn from media companies at the forefront of AI adoption with 12 examples of applied AI already in use and creating value. Further, we raise important discussions about the potential of AI and how to ensure healthy norm setting for AI in news via six keynote presentations as well as panels and workshops with experts from the Nordics and beyond.
Time and place
The summit spans a day and a half from May 9th (13 pm) to May 10th (5 pm) and takes place at PRESSEN (JP/Politikens Hus) by the central square in Copenhagen. There will be multiple opportunities to interact with speakers and colleagues including question-and-answer sessions, workshops, and a networking dinner for all participants on the first day.
The program for the Nordic AI in Media Summit is developed by Platform Intelligence in News project (PIN) in collaboration with the Nordic AI Journalism network, while Ekstra Bladet in JP/Politikens Hus hosts the event.
Get your ticket here
| 2023-02-14T00:00:00 |
https://www.nordicaijournalism.com/nordicaimediasummit
|
[
{
"date": "2023/02/14",
"position": 23,
"query": "AI journalism"
}
] |
|
ChatGPT and Journalism in Pakistan - IFJ
|
ChatGPT and Journalism in Pakistan
|
https://www.ifj.org
|
[] |
The potential of ChatGPT to spread misinformation and disinformation has raised concerns over the truth and reliability of AI-generated articles.
|
The increased use of artificial intelligence (AI) in journalism poses an unprecedented challenge for journalists in Pakistan. The potential of ChatGPT to spread misinformation and disinformation has raised concerns over the truth and reliability of AI-generated articles, and the role they may play in Pakistan's media, writes Lubna Jerar Naqvi.
'A lie can travel halfway around the world while the truth is putting on its shoes' as the saying goes. Both disinformation and misinformation are increasingly dangerous across social media and the digital world; the spread of unreliable and untrustworthy information online has been seen to increase during elections, natural disasters, conflicts, wars, and the COVID-19 pandemic. Worryingly, people struggle to distinguish misinformation from facts.
Misinformation and disinformation are severe in Pakistan and are often used as a tool to discredit people, including journalists. In the past, misleading and malicious stories and rumours against journalists, especially female journalists, have resulted in many leaving social media or engaging in self-censorship. Ambiguous and controversial cyber laws have proved to be inadequate in protecting journalists against personal attacks and disinformation.
It is a tedious job to follow up on a constant stream of defamatory content; technological advancements continue to disadvantage journalists. ChatGPT, a Generative Pre-trained Transformer (GPT) chatbot created by OpenAI, may pose unprecedented challenges for journalists working against rumours and fake news.
ChatGPT has been seen as a game-changer for many professions, especially in journalism. Created in 2015, ChatGPT’s first version was released in 2019 but was formally launched in November 2022. Since its launch, the chatbot has captured the interest of professionals globally. It will be interesting to see if technology will be a double-edged sword for journalists, depending on how they use it.
Jenna Burrell, Director of Research at Data & Society, discussed the benefits and challenges presented by AI in a recent ICFJ Pamela Howard Forum on Global Crisis Reporting webinar. Burrell identified how ChatGPT can assist in preparing materials and understanding information, but can display untrustworthy or false results.
Journalists need to understand that “AI cannot replace you. But it can remove some of the everyday tedium so you can focus on what you do best: actual journalism” as the introduction to Marcela Kunova's article Eight tasks ChatGPT can do for journalists announces. Comforting? Maybe!
Kunova outlined how ChatGPT can assist journalists in their work by generating summaries and context for large bodies of information, translation, social media presence, and writing emails, quotes and headlines.
For a country like Pakistan where disinformation and misinformation have been restricted to social media platforms, ChatGPT’s potential to create long-form articles and news is alarming. These articles may be better in terms of readability, comprehensiveness in language facts which will have a wider appeal than the well-crafted journalist pieces.
The frequency of mixing pieces of information to create an article using ChatGPT will be more than a well-researched piece done by a human. Will the journalist be able to compete with the AI, or will citizen journalism become ChatGPT-generated from now on?
If this happens, will it lead to an increase in biased content creation, adding to well-intended misinformation and disinformation by the people? Journalism, particularly citizen journalism, may become chaotic, with facts becoming a matter of debate on social media platforms.
Many Pakistani journalists are yet to use ChatGPT for work, but it will be interesting to see how they react to it. Unless ChatGPT begins to use local languages for the user, like Urdu in Pakistan’s mainstream media; it may take some time before it progresses into the everyday work for Pakistani journalists.
However, content created by AI with human-like expressions might become popular on social media. This practice poses challenges for people to differentiate whether the content against journalists has been created and shared by humans or AI. To further complicate the problem, if the content created by AI is shared by bots on social media platforms, it will be difficult to hold anyone responsible.
Many issues can arise with the increasing usage of AI in media content creation. The legal position of content that is intended to spread disinformation, misinformation and even defamatory against media personnel, becomes ambiguous. If content is written by an AI program, and spread by bots on social media, who should be held responsible? How will Pakistan’s legal system hold the spreaders of misinformation accountable?
It is interesting the AI’s capability and degree of reliance on AI for journalists to work in the future.
It is interesting to consider the AI’s capabilities, and imagine the future reliance on AI in the media industry. Autocorrect and editing software are already everpresent, and help create quality work. Will ChatGPT only assist in writing, or will it become the writer and thinker, taking over not only the byline but the mind of the journalist? Will journalists give credit to ChatGPT instead?
Technology improves work efficiency in the media industry by taking care of tedious mistakes. Journalism will probably improve as far as the language is concerned, with better headlines and verified facts, which is a good thing. Will the journalism of the future be worth anything, if journalists themselves are not editing their own work? Will this be authentic, ethical, and balanced journalism if we rely solely on AI to check our work? Should AI content be considered plagiarism, if their content is ‘original’ in its generation?
ChatGPT will not only be replacing the original ideas and content of journalists but, in a way, take the place of editors and fact-checkers. Only time will tell how ChatGPT will used in the media industry, and if disinformation and misinformation have been allowed to spread.
Lubna Jerar Naqvi is a freelance journalist and the Pakistan Gender Coordinator of the IFJ Asia Pacific.
| 2023-02-14T00:00:00 |
https://www.ifj.org/media-centre/blog/detail/category/press-freedom/article/chatgpt-and-journalism-in-pakistan
|
[
{
"date": "2023/02/14",
"position": 28,
"query": "AI journalism"
}
] |
|
Study finds only about half of AI-generated ads are labeled as ...
|
Study finds only about half of AI-generated ads are labeled as such
|
https://journalism.ku.edu
|
[
"Mike Krings"
] |
Diwanji was the lead author of a study that analyzed 1,375 AI-generated programmatic ads found on social media, news sites, search engines and video platforms.
|
LAWRENCE — While you've been online today, chances are you’ve seen an AI-generated ad, likely without knowing it. A University of Kansas study has analyzed more than 1,000 AI-generated ads from across the web and found that they are only labeled as ads about half the time — and that they intentionally appeal to consumers in positive ways to influence them.
The technology has the potential to influence consumer behavior and decisions without viewers understanding whether the content was an advertisement or if it was developed by humans or bots. The prevalence of AI in programmatic advertising shows how frequently the technology is used and that it can skirt guidelines that human-developed ads have to follow, according to researchers.
“AI is not just a passive technology anymore. It’s actively being engaged in what we think — and in a way, how we make our decisions,” said Vaibhav Diwanji, assistant professor of journalism & mass communications. “The process has become more automated and is taking over the role of creative content online.”
Diwanji was the lead author of a study that analyzed 1,375 AI-generated programmatic ads found on social media, news sites, search engines and video platforms. The study, written with Jaejin Lee and Juliann Cortese of Florida State University, was published in the Journal of Strategic Marketing.
AI-generated ads are those created by algorithms to develop content that is contextualized and personalized for an individual based on their internet usage and demographics. The research team analyzed the ads to better understand if they are labeled as ads, what sort of appeals they made to consumers and how they used sentiment. Only about half of the ads were clearly labeled as such, meaning people frequently see content that they might believe is organic, such as a post by a friend on social media or a news item.
The primary problem with that lack of transparency is that humans must follow guidelines set forth by agencies such as the FCC and FTC when creating advertising content. AI is not bound by such restrictions so far, Diwanji said.
“Higher levels of nondisclosure in the AI-enabled ad content, similar to native advertising, would be likely to cause consumer deception, tracking them into false beliefs, confusion or dissatisfaction. At its core, AI-enabled advertising should be a fine balance between providing consumers with clear source disclosure and offering content that meshes with and provides value similar to the context in which it is placed,” the researchers wrote.
In terms of approach, the ads tended to be positive in their appeals, containing messages that were neither negative or neutral in the way they touted the good or service represented. They also tended to focus on the consumer and the benefit the individual could experience from what was being sold. Analysis showed that ads found on social media platforms revealed sponsorship most frequently, and news and publishing sites labeled them least frequently.
“You leave your footprint wherever you go online, and this is one more way for advertisers to try to persuade you in purchasing decisions,” Diwanji said. “It’s interesting how AI has evolved from a tool people could use to something unprompted. Only about half of the ads we saw revealed their brand sponsorship. From an ethical standpoint, you’re showing us sponsored content, but not telling us. That can create a conflict.”
AI-generated programmatic ads can also be developed much faster than human-generated ads. And with creative optimization, they could be far more effective in their appeals than traditional ads. While that may be good for business’ bottom lines, it could be both deceptive and potentially threaten jobs in creative industries, including advertising. And when ads are not clearly labeled, AI can place them higher in the results of search engines, leading people to click without realizing the link leads to sponsored content. For those reasons, the authors argue that FTC guidelines and federal policy should be updated to require more transparency of AI-generated advertising.
“It’s not wrong to use AI. It’s just important that you disclose that in an ad or marketing appeal,” Diwanji said. “When humans create content, they are bound by guidelines of the FCC, FTC and others. If you’re not told it’s AI-sponsored content, it could influence your decisions outside of those restrictions.”
Image credit: Pexels.com
| 2023-02-14T00:00:00 |
2023/02/14
|
https://journalism.ku.edu/news/article/2023/02/14/only-about-half-ai-generated-ads-are-labeled-such-study-finds
|
[
{
"date": "2023/02/14",
"position": 31,
"query": "AI journalism"
}
] |
Fediverse For Journalism
|
Fediverse For Journalism
|
https://studio.knightlab.com
|
[] |
The social media crisis continues. Our feeds are full of drama, ads, and AI slop. But we also rely on feeds to keep us informed about the world, to connect with ...
|
After many years of flying high, public sentiment around social media in general, and specifically around certain platforms has turned sour. A 2020 Pew Research Survey found that nearly two-thirds of Americans believe that social media has a mostly negative effect on the way things are going in this country. In a recent article on the Columbia Journalism Review, Sarah Grevy Gotfredsen wrote “When Elon Musk completed his $44 billion purchase of Twitter last year, journalists around the world looked on in alarm,” and those fears earned credence weeks later when Musk banned journalists who criticized him from Twitter.
At the same time, social media has become a critical tool for audience engagement, story lead generation, and simply drawing attention to stories as they are published. If the old ways are no longer working, what will come next?
In the wake of Musk’s Twitter takeover, the federated microblogging service Mastodon drew a lot of attention and millions of new account users. Federated models (aka “the fediverse”) offer the promise of a social media landscape where news organizations can be in control of their circumstances, and less subject to the power of large platforms. But, months later, some observers are criticizing Mastodon for being too complicated or otherwise not ready to fill the role Twitter held.
For this Knight Lab Studio project, the team will explore the many changes happening in the social media landscape and interpret them in light of the needs and practices of news producers. They’ll explore what is available now and what is coming next, and perhaps cook up a few ideas of their own.
| 2023-02-14T00:00:00 |
https://studio.knightlab.com/projects/fediverse-for-journalism/
|
[
{
"date": "2023/02/14",
"position": 90,
"query": "AI journalism"
}
] |
|
Why AI Hiring Tools Won't Replace Recruiters
|
Why AI Hiring Tools Won’t Replace Recruiters
|
https://vervoe.com
|
[
"Angela Wallace",
"Angie Wallace Is A Self-Proclaimed Word Nerd",
"Big Thinker",
"Retired Tourism Wizard Who Believes In The Art Of Reinvention Every Five Years A Ritual She Considers Essential For All Good Millennials. With A Career Spanning Various Roles In The Tourism",
"Digital Marketing Sectors",
"Angie Has Amassed A Wealth Of Experience",
"Expertise. She Began Her Journey As A General Manager At Sailing Whitsundays",
"Where She Honed Her Skills In E-Commerce",
"General Management Over Five Years.",
"Transitioning Into The Digital Realm"
] |
With the rise of AI hiring tools in recruitment, are you worried that this technology will replace your role? It won't happen anytime soon, and here's why.
|
With the rise of AI hiring tools in recruitment, are you worried that this technology will replace your role? It won’t happen anytime soon, and here’s why.
Although it’s only February, 2023 feels like it could be the year that artificial intelligence finally takes over the world. As we have seen with the rapid advancement of tools like ChatGPT, the field is rapidly evolving and whether we like it or not, advancements are made at breakneck speeds.
In the not so distant future, AI is expected to play a greater role in automating tasks and processes in various sectors, leading to increased efficiency and productivity. Given its prolific usage across a wide range of industries, such as healthcare, manufacturing and recruitment, it should come as no surprise that a growing number of people are concerned about AI taking over jobs – or more specifically, their jobs.
According to a widely-commented study on the future of employment, now known as the Oxford Study, about 47% of total US employment is at risk due to rapid computerization. While this figure includes robotics as well as artificial intelligence, it’s easy to see why almost 69% of college graduates in the United States believe AI could take their job or make it irrelevant in a few years.
Despite this, it’s not all gloom and doom. While predicting what jobs will AI replace in the future isn’t always easy to anticipate, there’s one sector where a machine will never be able to fully replicate the decisions made by a human: recruitment.
With concern growing about AI replacing jobs, 69% of American college graduates now believe that artificial intelligence could take their job or make it irrelevant.
Will AI replace recruiters during the hiring process?
The short answer? No. Employers have long dreamed of harnessing technology to widen the hiring net and reduce reliance on the subjective opinions of human recruiters, but computer science experts like Professor Nihar Shah, who teaches machine learning at Carnegie Mellon University, believe that there’s still quite a bit of work to do.
“How to ensure that the algorithm is fair, how to make sure the algorithm is really interpretable and explainable – that’s still quite far off.”
In any scenario, it’s rare for the academics and those in the coal face to agree – but AI limitations for recruitment are surprisingly clear cut. David Weinberg, Co-Founder and Chief Product Officer at Vervoe, spends his days refining the network architecture of skills assessments and job simulations, and agrees that AI taking over jobs in recruitment won’t happen anytime soon.
“Since every organization and every role in an organization is unique, only a recruiter with intimate knowledge of the company, team and role can make the final hiring decision,” David says.
In simple terms, AI helps with agile recruiting solutions. According to David, it won’t wholly replace the role of a hiring manager – who is ultimately responsible for making decisions – but should instead be used as a tool to effectively identify the right people for the right roles.
“Good AI hiring tools can help the recruiter make their decision by surfacing relevant information which would otherwise be unavailable to them. Instead of replacing the recruiter during the decision process, AI hiring tools should also help the recruiter spend more time on the best performers by ranking candidates based on job performance without bias.”
However, before signing up to recruitment platforms that include artificial intelligence, it’s important to be aware of AI limitations if you want to harness this technology to assist you at work and during the hiring process.
If you’re wondering if AI will eventually replace the role of a recruiter or hiring manager, the good news is that it’s not predicted to happen anytime soon.
An example of the impact of AI on recruitment
To grasp how AI is currently being used in HR and recruitment, one of the largest organizations in the world provides some pretty valuable insights that every company could learn from.
In November 2022, Amazon offered buyouts to its recruiters and were exploring options to replace them with artificial technology software. Of course, it’s also worth noting that this is in addition to the projected thousands of people who will be let go from the giant online retailer, with CEO Andy Jassy indicating that Amazon was looking to eliminate as many as 18,000 roles.
While not all of those predicted layoffs would eventually be replaced with AI technologies, it’s fair to assume that this is the intention for at least a portion of those roles.
According to a confidential internal document viewed by Recode, Amazon has been working on an automated applicant evaluation system designed to identify CVs that match with the profiles of existing employees who are considered star performers, with those candidates then being fast-tracked for interviews.
This isn’t the first time the retail juggernaut has attempted to use AI hiring tools. In fact, Amazon pulled an AI system in 2017 due to allegations of bias against women in what has since become a definitive example of the risk of relying too much on AI for recruitment. While it’s reported that Amazon’s new AI hiring platform is built to ensure that there won’t be prejudices in the hiring process, whether or not this is actually the case remains to be seen.
So is Amazon really moving towards a better recruitment process? Well, it sounds like they haven’t quite learned from their mistakes, and the new process is setting Amazon up for a culture of homogeneity. What’s more, is that resume screening tools have been proven to overlook qualified applicants, with statistics showing that applicant tracking systems eliminate 75% of candidates. In real-world terms, what this means is that one in four resumes submitted are never seen by the human eye.
A company of Amazon’s size is a prime example of the impact of AI on recruitment. High volume hiring – also known as bulk hiring and mass recruitment – refers to the process of recruiting multiple open jobs in a set timeframe, and using AI hiring tools to help are necessary to fill warehouse jobs, delivery drivers, fulfillment center workers, store associates, and many more hourly positions.
In 2017, Amazon pulled an AI hiring system due to allegations of bias against women, in what has since become a definitive example of the risk of relying too much on AI for recruitment.
Identifying key areas where AI can’t replace the role of a recruiter
Despite the potential benefits of using artificial intelligence to fill a large number of vacant roles, it’s unlikely that those same tools are deployed when recruiting senior or skilled roles, as scanning a resume simply doesn’t provide enough information on whether an applicant would be a good match or not.
Fundamentally, AI hiring tools like applicant tracking systems and resume screening products are only as good as the data elements from which they are built. These systems lack awareness and intuition, and can only work from information provided by the system administrator.
While these types of software may streamline the day-to-day workload of recruiters, AI hiring tools are simply not equipped to fully replace the role of a human during the hiring process.
Nearly 67% of HR professionals believe that AI has many benefits, and a positive impact on the recruitment process. People think AI will free up the recruiter’s time (44%), provide valuable insights during the recruitment process (41%), and make the recruiter’s job easier (39%).
Instead of concerning yourself with what jobs will AI replace and how it might affect your career in recruitment, the better concept to explore is: what AI hiring tools are on offer that will make things easier not just for recruiters, but for candidates as well?
Like it or not, there are some outdated recruitment products that tend to give all AI hiring tools a bad name. On average, it takes organizations 42 days to recruit, interview, screen, and hire a new employee – so it’s no surprise that recruiters want access to software that will help to speed the process up. However, using AI in recruitment as a force for good should focus on the philosophy of hiring with confidence, not efficiency.
52% of talent acquisition leaders report that the hardest part of recruitment is identifying the “right” candidates from a large and diverse applicant pool, and is particularly challenging when selecting top candidates for mid-tier, yet highly skilled roles.
The solution? Use AI hiring tools to identify those with the right set of skills, instead of relying on software that has the potential to discriminate based on what the candidate looks like on paper. This way, recruiters can still apply discretion while using artificial intelligence to simplify the hiring process – so what are your options?
1. Job simulations
Sometimes, standard skills assessments aren’t enough to validate the claims of a candidate. As an example, it would be nearly impossible to tell if a copywriter could produce content on a multiple-choice questionnaire, or verify that a cybersecurity expert could build firewalls through a three-minute video response. The solution? Job simulations, which essentially take skills testing to a whole new level.
As the name would suggest, an authentic job simulation is as close as an applicant will get to a real day in your workplace. In the same environment, with the same requirements and armed with the same resources, a candidate will have the chance to truly experience what working for a particular organization is like via a simulation, while the hiring manager can assess their capabilities fairly, efficiently, and without bias.
2. Skills assessments
Skills assessments are an incredibly powerful tool that can improve the speed, efficiency, and fairness of any hiring process when it’s equipped with the right AI data set. They have the potential to ease the stress of hiring in high volumes, and empower recruiters with the information that they need to identify applicants equipped with the right hard and soft skills to succeed in a role.
As no two roles are ever quite the same, no two skills assessments should be either. For skills assessment best practices include a minimum of six diverse questions, but somewhere in the eight to 10 range is best. Not only will this better gauge their talents and let the AI validate their skills appropriately, but it also helps with candidate engagement and leads to high rates of completion.
3. Certsy skills verifications
In a recent survey, 71% of job seekers told SEEK — one of the world’s most popular job boards — that, at some point, they stretched the truth or outright lied on their resumes. Enter, Certsy: a secure and trusted platform designed by SEEK for hiring managers to verify work credentials, for candidates to complete compliance checks, and now even complete AI-powered skills assessments to showcase their talents.
From degrees to driver’s licenses, Certsy prompts users to upload relevant documents or evidence to its platform, and independently verifies those claims. Once this certification is complete, the claims appear on the user’s SEEK profile accompanied by a purple “super tick”, helping them stand out in a feed of applicants and catch the eyes of hiring managers. It’s particularly helpful for verifying skills such as MYOB or Excel.
Identifying AI hiring platforms that truly aid recruitment tasks
Ideally, AI-powered hiring tools should solve more problems than they create. Too often, products that include this type of technology either include subconscious bias from being fed the wrong types of data (such as grading candidates on their name, education, or even gender), while others are simply programmed with a “set and forget” mindset.
To prevent this from occurring at Vervoe, we started with a clean dataset that we built up over a two-year period with real candidates applying for real jobs being graded by real employers. Today, that data set continues to grow, and any human-induced bias from real-world data is flagged and rectified.
Ultimately, changing to a better recruitment process is not synonymous with AI, and nor will this technology fully replicate – or replace – the role of a human. Our AI powered platforms are only as good as we make them, and recruitment products that include artificial intelligence should only ever be used with a human overseeing it.
At Vervoe, it’s for this reason that our AI hiring tools will only ever enhance the role of a recruiter, and not replace them.
Despite valid concerns about being ousted from their jobs, nearly 67% of recruiters still believe that AI has many benefits.
Vervoe is an end-to-end AI-powered solution that is proudly revolutionizing the hiring process through skills testing, job simulations, and machine learning recruitment. By empowering businesses to create tailored assessments designed to suit the specific requirements of a role, Vervoe predicts performance using job simulations that showcase the talent of every candidate.
By assessing an applicant’s ability to perform the role through a skills assessment, our AI-powered job simulations focus on the work — and not the person. To see people do the job before they get the job, book a demo today and let our experienced team run you through Vervoe’s full range of ready-made and tailored solutions.
| 2023-02-14T00:00:00 |
https://vervoe.com/why-ai-hiring-tools-wont-replace-recruiters/
|
[
{
"date": "2023/02/14",
"position": 7,
"query": "artificial intelligence hiring"
},
{
"date": "2023/02/14",
"position": 67,
"query": "artificial intelligence layoffs"
}
] |
|
Hire an AI Developer | Get Top Profiles in 48 Hours
|
Hire an AI Developer
|
https://www.tecla.io
|
[] |
Through TECLA's custom recruitment solutions, you can hire AI developers who are well-versed in building scalable, business-oriented AI models.
|
Yes, we 100% guarantee that your AI developer in LatAm will be available during your workday. As tech talent specialists, we know how critical real-time collaboration is for streamlined AI development. To that end, we ensure that your AI engineer is available during North American working hours. Since our entire talent network is based in Latin American time zones (from UTC-3 to UTC-8), we have thousands of skilled AI developers ready to integrate with teams in your time zone.
| 2023-02-14T00:00:00 |
https://www.tecla.io/network/hire-ai-developer
|
[
{
"date": "2023/02/14",
"position": 39,
"query": "artificial intelligence hiring"
}
] |
Subsets and Splits
No community queries yet
The top public SQL queries from the community will appear here once available.