In Chile, 71% of companies plan to invest more in labor automation and technological tools than in 2018, according to the survey conducted by the human resources consultancy Randstad on labor market trends. The study consulted in April 252 executives of national and multinational companies with operations in Chile.

Despite the increase in investment in labor automation, a smaller percentage of companies that train their staff in technological tools (61%), while only 34% have an internal communication plan to prepare workers for digital transformation.

Automation improves jobs, does not eliminate them

Of the companies consulted, 30% have already replaced repetitive tasks with Artificial Intelligence and Robotics. Thanks to this, 59% of the companies have been able to create new positions within their company, and 86% have created new professional growth opportunities for their workers.

The director of marketing and communications of Randstad, Natalia Zúñiga, said that “one of the purposes of automation is to lower the workload of employees so they can focus on more strategic functions. This type of tools gives the possibility of people to reinvent themselves and devote their time to more valuable tasks, adding value to the company in other functions. For this reason, it is essential not to see technology as a threat, but rather as a transformation of the workforce, where new posts with a greater focus on research and the exploitation of information will gradually appear. Thus, skills such as data analysis, decision making, problem-solving, creative thinking, and effective communication will be common in the candidate’s curriculum. “

Zúñiga also commented that companies should not lose sight of employees when incorporating digital tools into their processes. She said “First, companies must have a clear vision of how their organization will be transformed, how methods will be modified, how they will change the roles and responsibilities of some positions, whether the implementation will generate or not reduction of personnel and, if so, in what form the communication with the rest of the employees will be handled. It is also key to have a plan for senior talents, that is, those workers who are not digital natives and that the company wants to retain, but who will need to face a change management process and a training program that allows them to feel comfortable with the new developments. It is a reflection that human capital leaders need to do to adequately plan this investment and develop an effective training strategy for the workforce. “

Of the respondents, 7 out of 10 believe that the update is a shared task. “And it is true. For workers, the critical concept is continuous learning. Industries are transforming rapidly, so the threat of technology and automation is real for those who are not willing to keep updating their knowledge. Today there are many courses, events, workshops, seminars, and workshops that allow professionals to acquire new knowledge without investing too much, even many of them without cost. Just enough to have the desire and take the time to go specializing. Those that adapt, not only survive but also have opportunities to prosper and move towards better options, “said Randstad executive.

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