I was privileged to present at an HR in AI event this week.  My reflections on what makes a job Human is presented here.

1. Human Qualities: Jobs that require human qualities that a robot cannot replicate, such as social skills, emotional intelligence, and interpersonal relationships, are less likely to be automated
2. Resilient and Natural Career Moves: Certain jobs demonstrate resilience to automation because humans adapt and create new roles as automation advances.  For instance, consider the evolution of jobs in delivering soft drinks and managing inventory for small businesses.  Initially, this role revolved around manually tallying soft drink inventory and determining restocking needs.  However, with the advent of inventory automation, humans pivoted towards offering businesses guidance on product placement and positioning, actively shaping their career paths rather than simply reacting to automation.  This proactive approach to adapting to technological change reveals a significant avenue for opportunity.  The key is identifying fresh responsibilities and roles emerging as AI and automation transform industries.
3. Creativity and Originality: Jobs that require the human touch of creativity and originality are less likely to be automated.  These jobs require intricate social and technical skills that AI or Automation can’t easily replicate.
4. Specialized Knowledge and Complex Decision-Making: Jobs that require specialized knowledge and complex decision-making are also less likely to be automated interactions
5. Physical Dexterity: Jobs requiring physical dexterity and technical knowledge resist AI.  Electricians, mechanics, technicians, carpenters, and even athletes are just a few examples of skilled trade positions resistant to AI.
6. Automation Augmentation: In some cases, automation doesn’t replace jobs but augments them.  For example, automation has been used in manufacturing to free up human workers to supervise and manage automation, making the manufacturing process more resilient.

One of the key projects to undertake would be to document the emergence of new skills.  The following are the various sources that can give you the emerging skills for various job roles.

• Skills from extensive job descriptions.
• Academic datasets like MIT School of Design related to skills.
• Insights from national Labor Data and skill set Sources like BLS, Nasscom
• International Standards and Guidelines like ASEAN and the World Bank

Some of the emerging skills across various areas are fascinating.

We can work with your organization to identify and pinpoint these essential skills across a wide spectrum of job families directly pertinent to your specific needs and objectives.  Through this collaboration, we will work closely with you to ensure that we precisely identify and address the skillsets that are crucial for your workforce’s success and growth.