‘Rise of A.I. calls for national agenda for future of labour market’
Continuing labour market tightness, the CSRD, new labour laws, constant changes in required skills, and the rise of A.I. technologies. This and much more are on the agenda of HR departments across the Netherlands and other European countries. There is so much of it now, and it has such far-reaching implications, that it should be given much more attention, even beyond HR departments, according to a new report by Communication Concert and think tank Public Space Foundation. Indeed, it is time for a real ‘national A.I. agenda’, according to its authors.
‘The rise of A.I. requires a shared vision and policy and regular monitoring of developments.’
‘The next few years will determine how A.I. and digitalisation will fundamentally change how we work,’ authors Harm Rozie, Dorus Teeuwen and Steven de Waal. ‘A.I. can contribute to improved assessments, more efficient work and continuous professional development. Provided organisations recognise the urgency and are willing to integrate A.I., with attention to ethical considerations. This requires a shared vision and policy and regular monitoring of developments and their consequences.’
‘Vigilant and curious attitude’
The report advocates a multi-year agenda for the future of AI in the labour market and talent development, in which developments are monitored and findings shared. Innovation should be given room, but with a watchful and curious attitude. Several times a year, these developments and findings are shared nationally with all relevant parties: governments, employer and employee organisations, companies and developers, education, and science.
‘We must take the right steps now to prevent future repairs.’
They also advocate the creation of a platform where regular meetings are held to discuss the development of AI in the labour market and its impact on our lives. This platform should act as a space for shared knowledge and collaboration. Where people look not only at what is possible but also at the implications of these possibilities.’ Indeed, if we fail to do so, the A.I. revolution threatens to befall us, they fear. ‘We need to take the right steps now to prevent future fixes. This requires a broad Dutch base to monitor and steer A.I. developments.’
Competitive position of regions
The ‘exploratory research report highlights many recent A.I. developments in the labour market. Among others, the well-known matching party 8vance also contributed to it. Interviews were held, desk research was done, and interactive sessions with experts took place. Conclusions include the fact that many organisations now do not have a clear picture of their employees (skills, competencies, ambitions, dreams, etc.), making strategic personnel policy difficult, and AI could help improve that. However, there is also a significant effect on better matching, productivity, and health improvement if people fit better into roles that make them happy.
‘A.I. could, for example, improve the competitive position of regions by attracting companies based on available talent.’
Research by the employers’ association AWVN shows that many Dutch employers are still reluctant to use A.I. in their companies. This threatens to miss opportunities for the Netherlands, the authors say. ‘For instance, A.I. can improve the competitive position of regions by attracting companies based on available talent. But this requires detailed labour market data.’ And so to monitor the quality and accessibility of such data, a national agenda is crucial, they argue, alongside guidelines for personal data management and more A.I. training, for example, in schools and companies.
Objective skills analysis
Laurens Waling, evangelist at 8vance, says he welcomes the research. ‘At a time when organisations struggle with tight labour markets and constant changes in required skills, you can see that A.I. can offer solutions. By applying A.I., companies can better understand their employees’ competencies and align them with strategic goals. Think of using A.I. for objective skills analysis and personalised development paths.’
‘With A.I., companies can better understand their employees’ competencies and align them with strategic goals.’
According to him, the results of this research show that ‘the adoption of A.I. within HR can be a catalyst for more efficient processes, better matching and a fairer labour market. Companies that embrace these technologies can optimise their internal processes and strengthen their competitive position. The key to success lies in implementing A.I. carefully and ethically while keeping the human touch at the centre. The time is ripe to deploy AI as a strategic tool within HR. The question is: when are you ready?’
