SummarizeThere's huge number of onboarding tools and they do very different things. Business leaders need to first start with the problem and be very specific about the problem.  AI may not solve the problem if people don't know where to look for the tools. HR is aware of bias and discrimination in artificial intelligence tools and they are rightly concerned about it. But what to do about it is a whole other question.Good businesses spend a lot of time in problem identification, and understanding they delve deep and are quite happy to get dirty in talking about problems. The more we don't talk about the problem, the less we understand the problem. If anyone wanna be that truly successful 1%, then that person must understand the problem or the opportunity. Both of those don't just require insight into the problem and the opportunity.It requires a good, deep understanding into the solution. VR and extended reality assume going to overtake and artificial intelligence is gonna be almost a bad boy. Pip sees AI as one of the tools in a toolkit for digital transformation. Csuite has agreed to skill its people, figure out the problem, be brave, and start implementing AI. There are a couple of concerns about artificial intelligence. Pip’s main concern is in the tools that we are choosing they are designed or chosen to serve companies, at the expense of the people. People are only doing what the technology can't do, not what the there's not a decision about what should be left to people. We are servicing them rather than the other way around. The future of work will only look grim if HR doesn't get involved. People hate being told what to do by an algorithm and are rejecting the idea of working for an app, The key issue under attack is autonomy, task significance and job complexity. Some people see AI as a way to replace what they love to do. There is some sort of substitution. But also on the other hand, there is also augmentation. Hosted on Acast. See acast.com/privacy for more information.

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