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Here are the top news stories in talent & organization from this week.
The trouble with cute nicknames for women leaders
Female founders and women in business are changing the world, so it’s time to drop words such as “mompreneurs” and “she-E-Os”, argues Leigh Buchanan. “From a semantic viewpoint, the words or phrases express meanings antithetical to their intent. The word entrepreneur derives from the Old French: to undertake an enterprise. Subbing in mom for entre suggests—roughly—undertaking maternity,” she writes in this Inc. magazine op-ed. “As for she-E-O, the word being replaced is chief. Why would any woman want to eliminate chief from her title? Isn’t occupying that top slot one reason women—and men—start companies in the first place?” Buchanan notes that some women are embracing female-forward descriptors and titles (boss lady, girl boss, boss babe, she-E-O, etc.), and that they tend to trend on social media. “Many women find such titles empowering: at once a bold challenge to leadership stereotypes and a cheeky assertion of female attitude. Others say they make their teeth hurt,” she writes. “Whatever one’s reaction, the terms send conflicting messages: Separate but equal has always been an iffy proposition.”
How AI will impact workforce management
When it comes to how machine learning will impact the future workforce, Annette White-Klososky believes artificial intelligence (AI) doesn’t do the concept justice, and that “augmented intelligence” may be more appropriate. “The bottom line to remember is AI will simply improve a process, service or delivery, not replace the humans that use them—it will augment everything it is applied to,” she writes in a Forbes blog post. “We are seeing that AI functionality is really being used with the repetitive tasks so that leaders and teams can focus on more strategic and creative solutions within organizations.” White-Klososky predicts AI’s most important impact will be on HR and workforce management, especially in areas such as recruiting, hiring and onboarding. “With the workforce of the future starting to define itself as remote, specialized and committed to social causes, AI will make a huge impact in finding the right people, holding on to them and developing them into efficient, passionate virtual teams,” she writes.
Jobs of the future in 2030
Speaking of the future workforce with machine learning, AI and automation, David Biden takes a look at the brand new jobs and careers that could come into existence by 2030. In this NS Business blog post, he lists five jobs of the future: 1. Digital ethics investment consultants will help firms reinvest in their staff. 2. Bot controllers will manage resources according to demand. 3. Robotic license auditors and registrars will help keep businesses compliant with taxes and other legalities. 4. Algorithm bias auditors will prevent the biases of robot designers from spreading. 5. Staff empathy consultants will help companies pay attention to the concerns and anxieties of the workforce. “It’s vital we focus on the human element and what is to be done with those people that become displaced from their jobs because of automation. Jobs won’t be lost, but they will be different,” Biden concludes.
The next perfect storm in HR
Brent Colescott, senior director of business strategy and transformation at SumTotal, believes there’s a perfect storm coming for HR. “HR was born in the 1940s, post-World War II,” he told TalentCulture’s Meghan Biro in an interview. “What’s happening now is that things have changed and added to what the burden is that HR needs to do.” Colescott said HR’s new responsibilities include overseeing the use of technology and handling an influx of talent that might not be as prepared for work as in the past. “When you look at all these challenges—whether it’s the generations in the workforce, the lack of talent that’s available now because the low unemployment, or automation—it’s just all converging at the same time,” he said. “That’s really the HR perfect storm that I look at.” Among the more interesting challenges Colescott noted was HR’s new role in helping younger generations in “adulting,” i.e., teaching them basic life skills. “The talent that’s coming in—and these can be college graduates that are coming into the workforce—are having to ask HR to help them set up a bank account, to have them understand conflict management, dealing with challenging viewpoints in the office or even how to run a meeting,” he said.
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