As businesses prepare for the future of work, automation is increasingly factoring into their plans. One in five organizations automated jobs in 2019, according to “The Future of Work” survey of 1,042 organizations conducted by WorldatWork and Greenwich.HR. The survey also aligned with Greenwich.HR’s examination of 5.4 million job listings.
Among the companies that did automate, they estimated 2.8% of jobs were impacted. And while the manufacturing industry is often considered for automation, results of the survey indicate heavier activity in HR, finance and data analytics.
“The data from Greenwich.HR lines up with what our survey reveals,” said Steve Boddy, content director at WorldatWork. “Automation and reskilling are important components of any organization’s competitive workforce planning strategy today and into the future of work.”
While some organizations are automating jobs, even more are preparing their workforce for new jobs, as 31% reported conducting workforce reskilling. However, the survey also found that 41% of organizations are still relying on hiring rather than reskilling.
A job area that is seeing increased automation are office assistants, 45% of organizations are trying to reskill jobs in office and administrative support while implementing virtual assistants. The survey also found that most transportation roles (86%) are being reskilled.
Other key findings:
- Virtual learning is the most common channel for reskilling efforts.
- On average, 33% of positions require a proficiency exam.
- 60% of organizations rank budget and time the greatest reskilling challenges.
- For job openings overall, there’s been a 6% increase in openings requiring weekend work and increases reported for benefits such as PTO (7%) and dental/vision (4%).
- The largest decline in job openings were for accounting skills (-16%), intern roles (-12%) and senior level roles (-11%).
An examination of over 5.4 million job listings conducted by Greenwich.HR indicates that for jobs more likely to be automated, over the last two years companies have increased emphasis on context-specific requirements and decreased emphasis on general knowledge and experience requirements.
“Even in the last two years, companies have notably shifted how they define job requirements and how they communicate those requirements. They are becoming much more specific and companies are de-emphasizing general qualifications and knowledge,” said Cary Sparrow, CEO of Greenwich.HR. “During this period of high unemployment, companies are competing aggressively for talent. They’re positioning their non-pay rewards much more assertively than they were even two years ago.”
About the Author
Brett Christie is the managing editor of Workspan Daily.