KWAME NKRUMAH UNIVERSITY OF SCIENCE AND TECHNOLOGY

(TAKORADI LEARNING CENTER)

PROGRAMME: MASTER OF SCIENCE IN MANAGEMENT AND HUMAN

COURSE: HUMAN RESOURCE MANAGEMENT

As an HR Manager, state and discuss the measures you will put in place to ensure
that your employees remain relevant in this age of growing technological
advancement where AI and robots are taking over human jobs.

GROUP 1

GROUP MEMBERS
NAME INDEX NUMBER

1. BATULE KINGSLEY 21172545

2. GIFY AGYEIWAA BOADU 21147708

3. BLESSED ARABA QUAYSON 21169657

4. ISAAC GYIMAH 21107514

5. CINDY EGYIRWA KOOMSON 21127634

AND ROBOTS

In this current generation, the world as seen or experienced an overwhelming or rapid increase in

the advancement of Artificial Intelligence (AI) and robots. In view of that, a lot of traditional

occupations are being rendered obsolete. As a Human Resource (HR) Manager, it will be very

important to put measures in place to help employees to stay relevant in their various fields in the

workforce.

Below are some important measures that can be deployed to ensure the relevance of employees

in their various fields of work;

 Continuous Learning and Up skilling:

The investments made by institutions in workshops and seminars for their employees

plays a very crucial role in keeping the employees relevant in the midst of the growing

technology, most especially in the field of Artificial Intelligence and Robots. Workshop

and Seminar programs can include giving employees hands-on training on how new

technologies and digital tools operates as well as industries best practices.

 Organizing Training Programs: organizing in-house workshop programs,

assisting employees to enroll on an external certification programs and assisting

employees to gain access to e-learning platforms such as Coursera, LinkedIn and

Udemy can help employees upgrade their knowledge in their line of work,

(Bughin et al., 2018).

 Paying Attention to Emerging Technologies: motivating employees to learning

more about the advancement of technology such as AI, Data Analytics and Cyber
 security is also important to keep employees abreast with how these

technological advancements can help them in their various line of duty.

 Provision of New Skills for New Roles: due to the advancement of technologies, most

jobs are being automated and in order to help employees transition to be effective and

swift into roles which will require the expertise of a human, there is a need for reskilling.

 Finding Roles At-Risk: with the help of a workforce assessment, the Human

Resource (HR) Manager can identify job roles which are susceptible to

automation and prepare a reskilling mechanism to help affecting employees to

stay relevant, (Chui et al., 2016).

 Provision of different Career Paths: employees who are affected by the

advancement in technologies should be allowed to convert to new job positions.

For example, employees can move from the continuous or repetitive

administrative work to either data analysis or project management.

 Encouraging the employees to acquire an experience in the use of Artificial

Intelligence (AI) tools, software automation and digital transformation tools by

investing in the employees is also a good way making sure that employees stay

relevant in their fields of work.

 Fostering Innovation and Adaptability: encouraging an attitude of innovation within the

employees will be a good idea which can ensure competitiveness and forward thinking.

 Supporting a Growth Mindset: motivating an employee to be trained on the

advancement of technology is also a way of changing the mindset of employees.

This enable them to see the advancement of technology as an opportunity and not

a threat to eliminate them from the workforce.

cross-functional projects such as collaboration between departments is a way of

helping employees to gain a problem solving skill.

 Using Artificial Intelligence as a Tool and Not as a Replacement: with the growing

emergence of Artificial Intelligence, the employing Institution, through the Human

Resource (HR) Manager must train the employees to use AI to enhance their

productivity.

 Educate employees on AI integration: AI-operated equipment can streamline the

daily operations, operate the workshops on.

 Provide experience on hands: Encourage employees to use AI-Enhanced

platforms such as chatbott, robot process automation (RPA), and predictive

analytics tools.

The effectiveness of an AI Tool is always seen in when it is complimented with a Human

Intelligence rather than replacing it, (Brynjolfsson, E., & McAfee, A., 2014).

 Easy Working Models and Job Redesigning: the roles of all workforce must be

redesigned to enable the integration of Artificial Intelligence (AI) collaboration.

 Hybrid Job Roles: there are a lot of future jobs that will require the both technical

and soft skill intelligence, such as understanding the use of digital analytics and

AI-driven content Optimization in the field of Professional Marketing, (Manyika

et al., 2017).

 Remote Work and AI Assistance: with the help of AI Tools, employees can work

remotely if they are trained to use these AI Tools effectively to enable them work

on the virtual environment.

Resource (HR) Managers as a way of helping employees to progress with their career

plans in alignment with technological trends.

 Creation of Personal Development Plans: provision must be made to enable

employees get access to mentorship programs and career coaching.

 Recognize and Motivate Learning: employees must be provided with incentives to

help complete AI and automation training.

In conclusion, AI and automation are changing the workplace, but employees can remain

relevant by constantly learning, adopting and technology as an environment rather than an

interruption. HR should play an active role in facilitating the atmosphere of apsculing, racing and

innovation-operating environment. By implementing these strategies, businesses can give their

workforce evidence of future and ensure long-term success in the AI-managed world.
References:

Brynjolfsson, E., & McAfee, A. (2014). The second machine age: Work, progress, and

prosperity in a time of brilliant technologies. WW Norton & company. Retrieved from:

https://www.as.utexas.edu/astronomy/education/fall15/wheeler/secure/ExponentialGrowth.pdf

Bughin, J., Hazan, E., Lund, S., Dahlström, P., Wiesinger, A., & Subramaniam, A. (2018). Skill

shift: Automation and the future of the workforce. McKinsey & Company. Retrieved February

2022.

Chui, M., Manyika, J., & Miremadi, M. (2015). Four fundamentals of workplace automation.

McKinsey Quarterly, 29(3), 1-9. Retrieved from: https://roubler.com/wp-

content/uploads/sites/60/2016/11/Four-fundamentals-of-workplace-automation.pdf

Dweck, C. S. (2006). Mindset: The new psychology of success. Random house. Retrieved from:

https://static1.squarespace.com/static/5df3bc9a62ff3e45ae9d2b06/t/5e88b620d7a6d83f2fe39765/

1586017925197/EBS+Mindset-+The+New+Psychology+of+Success.pdf

Harney, B., & Gubbins, C. (2024). Human Resource Development (HRD) Meets Human

Resource Management (HRM): A Skills Based Agenda for a FRAGILE World Order. Advances

in Developing Human Resources, 26(4), 160-178. Retrieved from:

https://journals.sagepub.com/doi/pdf/10.1177/15234223241267922

Manyika, J., Lund, S., Chui, M., Bughin, J., Woetzel, J., Batra, P., ... & Sanghvi, S. (2017). Jobs

Lost, Jobs Gained: Workforce Transitions in a Time of Automation. McKinsey Global Institute.

December, 2017.