Johnny C. Taylor Jr. is dealt with your human resource questions as part of a series for today. Taylor is the president and CEO of the Society for Human Resource Management, the world’s largest HR Professional Society and the author of the “Reset: Leader for the Leader of a Leader”. “
Is there a question? Submit it here.
Question: One of the smaller groups of our organization is using artificial intelligence for some of its work. Should we be worried Will AI replace jobs when we increase its use? -Cama
Answer: It is natural to feel worried about the potential effects of AI on jobs, especially when your organization increases its adoption. You are not alone in these problems: Recent research suggests that one -fourth of US workers are likely to feared their jobs in the near future. However, although the AI ​​will undoubtedly change some characters, it is also ready to create new opportunities and enhance our work.
Think of AI as an alternative to human intelligence, but as a tool to enhance it. AI takes the lead in acting on a wide range of data, automating frequent tasks and improving performance, but it is a copy of creativity, sympathy, or decisive decision -making humans to workplace Can’t do The “human element” will always be necessary because our job eventually serves people.
This is that you can approach this evolutionary landscape with confidence and flexibility:
â—¾ â—¾ Hug AI as a partner. Instead of seeing AI as a threat, consider how it can enhance your abilities. AI can handle worldly tasks to free you to focus on the strategic, creative, or mutual aspects of your work.
â—¾ â—¾ Upskill and adaptation. The key to staying relevant in the rapidly changing world. Take courses, participate in training sessions, or participate in professional development opportunities, especially those who teach AI how to work with or apply it to their field.
â—¾ â—¾ Demonstrate the price. Take new challenges, be active in solving the problem, and exceed the expectations. Find ways to integrate AI into your role to advance performance and productivity.
â—¾ â—¾ Cooperate and invent. Talk to your manager about how AI can increase your team’s performance and find out how to better serve users or clients to take advantage of it. Sharing Ideas and demonstrating Initiative can take you as a future -thinking leader in your organization.
â—¾ â—¾ Prepare the future. The career is no longer stable, nor should our skills be determined. Since new technology creates demand for characters such as AI monitoring, management, and moral surveillance, consider how you can integrate your skills with these emerging opportunities.
I will add this: AI is not the most important threat to the workers themselves. Other workers who know how to use AI are more at risk for your jobs. Employers are in favor of workers with AIOComin to simplify their development. AI needs human input and monitoring to be effective. Therefore, preparing your AI skills set is the best way to ensure your career. We can choose to run away from it and limit our opportunities and growth, or to enhance our ability.
Don’t make a mistake, AI is here to stay here and it is time to focus on utilizing our capacity, performance and potential to increase its potential. By actively engaging with this technology, you are not only a position to survive but also develop in place of AI’s launched work.
I was discharged during the FMLA departure. Can FMLA not be protected by personal medical challenges? Do I have any support to fight or receive compensation? :: Powela
I’m so sorry to hear about your situation. The Family and Medical Holiday Act, in fact, is designed to protect employees facing personal or family medical challenges, which can provide for up to 12 weeks without compensation, employment leave. However, it is important to understand that when the FMLA offers employment protection, it does not guarantee immunity from the holiday.
Under the FMLA rules, the employee on vacation has no right to restore or protect him if he works permanently. This means that if your employer can show that his holidays were part of a wider, legitimate business decision and is not affected by your holiday, he may be in their legal rights. For example, if your position was terminated across the company or because of your medical holiday organization, the employer may have the basis for this action.
Here are some steps you can take:
â—¾ â—¾ Review the documents. Carefully examine any leaves provided, notices, separation offers, or exit paperwork. Find details about the reasons for the reasons and what it has affected by other employees.
â—¾ â—¾ Contact HR. Remote to your former employer’s HR department to explain the quality used for the quality. Ask for transparency when you were on vacation about how to finish your position.
â—¾ â—¾ Get legal guidance. If you suspect that your FMLA holiday has affected the decision, consultation with a job lawyer may be valuable. A lawyer can estimate whether the employer has violated your rights and advised the possible facility, such as lodging a complaint with the US Department of Labor or pursuing legal proceedings.
â—¾ â—¾ Discover additional compensation. Some employers offer a separated package as part of the section. A close review of any separation agreement and consult a legal professional before signing, especially if you are uncertain about its terms.
Although it is undoubtedly difficult to lose jobs during difficult times, understanding your rights and powers can help you to make the situation more efficiently. I hope you can help and help solve this matter and your health is improving.
The views and opinions expressed in this column are the author and it is not necessary to reflect the people of the United States today.
