The conversation around artificial intelligence (AI) has been everywhere the past several months. Headlines about AI’s rapid evolution with the introduction of GPT4 have dominated the news, while videos showcasing the remarkable capabilities of ChatGPT, the generative AI chatbot developed by OpenAI, have gone viral across social media, answering complex queries in just a matter of seconds with shocking quality and accuracy.
Behind the AI “buzz,” thousands of organizations in both the public and private sector are moving quickly to understand these technologies, their potential uses and how to integrate them into their operations. According to IBM, 77% of companies are either currently using AI in their operations or exploring its use for future implementation.
And while AI promises to enhance customer and constituent experience, streamline processes, and increase speed to service, among other benefits, it also poses its share of risks. Chief among them is the threat of displacing potentially hundreds of millions of jobs as its capabilities advance to be able to perform key tasks faster and often with higher quality than humans. In the US alone, experts predict approximately 46% of the current workforce to be affected by AI-related disruptions by 2030, according to Forbes.
The future of AI in the workforce isn’t grim, however. AI’s entrance in the workforce, particularly in the public sector, presents a tremendous opportunity for organizations to employ talent in ways they never have before – by tapping into the uniquely human capabilities of their civil servants and utilizing employees in high-value ways. For organizations looking to implement AI into their operations, striking the balance between leveraging AI’s tremendous benefits, managing its risks and capitalizing on the opportunities it provides will be critical to successfully navigating the AI era.
To navigate the age of AI, government agencies around the world are acting now to understand AI and its impact on the public workforce. By understanding and actively preparing for AI in the workforce in the coming years, government agencies can choose to champion their civil servants by taking action such as building new career pathways for at-risk employees, implementing tailored upskilling programs aimed at building AI-resistant skill sets, and changing the recruitment criteria for new candidates.