With the onset of new-age technologies like artificial intelligence (AI) and robotic process automation (RPA), people’s relevance has become a major concern in the employee market. The automation of responsibilities has eliminated a few traditional roles and considerably influenced existing roles.
Is this trend indicating the extinction of humane components in the future of the job market?
Well, not exactly.
Technology adoption has grown significantly due to the rapid evolution of markets and the race for being pioneers or disruptors.
The Global Capital Human survey also suggests that 41% of respondents use automation extensively or across multiple job functions. With these technological advancements, companies are trying to automate repetitive work, thereby allowing people to indulge in innovative and collaborative tasks. Every role’s defined responsibilities have evolved to a considerable extent, which led to reimagining the job market from ‘jobs to super jobs.’
Super jobs combine the responsibilities of traditional roles using the power of technologies to augment and broaden the task structure so as to involve a complex set of domains, technical and soft skills. As AI and RPA have established their presence in the arena, the jobs have started evolving to ‘hybrid jobs‘ which combine technical and human skills, while super jobs go a level deeper to integrate the traditional responsibilities as well.
A Deloitte survey suggests that 47% of respondents are augmenting existing work practices to increase productivity and 34% of them are reimagining or redesigning the jobs.
Super jobs will include titles such as analyst, specialist, and manager, which calls for both technical and soft skills and the flexibility to combine tasks when required.
The journey of redesigning jobs to hybrid and super jobs is a gradual one.
As Chief Innovation Officer of Alpha, Maurice Conti suggests that “Successful organizations in the future will figure out how to partner robots and humans to achieve things that neither can do by themselves.” This shift not only includes redefining job descriptions but also extends to identifying the advantage of machines and their effect on the nature of work, whereas the human aspect should focus more on curiosity, empathy, resilience, etc. By combining these aspects, enterprises can unlock a flexible, broad, and meaningful job canvas.
The possible backlash expected by many of the analysts is the overburden scenario for workers in super jobs. Another debated view suggests that if the job canvas i.e., responsibilities, are defined cautiously, the negative effect can be minimized.
Erica Volini, Human Capital Leader at Deloitte, says that “Bringing machines and humans into a genuinely unified workflow and creating meaningful will demand fresh thinking, strong, enterprise-wide collaboration — particularly in IT, finance, and HR — and a deliberate plan.“
Since super jobs are a new story yet to be told fully, organizations must keep their eyes open for the ecosystem’s associated trends. Complete augmentation of technology and humans in jobs will redefine the entire job market, and organizations need to be agile to adapt to its unprecedented effects.
Draup redefines the job descriptions with insights on the existing traditional responsibilities, hard and soft skills, demand, and supply sources of the talent pool along with insights to devise reskilling initiatives. Our near-time analysis and trend predictions with the power of AI enable HR leaders to reimagine the jobs in the market. The impact of technology on each role can also be assessed through our internal indices, thereby enabling an upper hand for talent leaders while defining the role of technology in the workloads.
Draup also aids users in analyzing real-time signals about trends associated with technology adoption, talent intelligence, and skill analysis at a company and segment level.
