The work of tomorrow is likely to be significantly different from what we know today. This is mainly due to the development of artificial intelligence and automation.

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These tools have already begun to become part of our daily lives. According to an IFOP study, 16% of French people use AI tools. Similarly, in February 2023, ChatGPT surpassed 100 million users in just two months.

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At work, like any new technological development, artificial intelligence generates both curiosity and concern for companies and employees alike.

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According to an OpinionWay study conducted in April 2024, 93% of decision-makers surveyed consider IAG to be a real revolution for businesses. However, 33% of companies do not plan to integrate it before 2025.

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Artificial intelligence, automation: why should you care?

Taking an interest in the future of work allows us to anticipate change. This makes it easier for companies to make the right choices in response to uncertainty. It also allows them to anticipate their needs in terms of recruitment, training, and internal mobility.

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Anticipating change also means preventing risks. When faced with transformation, it is particularly important to maintain quality of life at work and the well-being of teams.

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Finally, strategic workforce planning (GPEC) is becoming essential for adaptation.

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Artificial intelligence, automation: what are we talking about?

The line between artificial intelligence and automation may seem blurred. However, they are two different concepts. According to the CNIL, artificial intelligence is a logical, automated process generally based on an algorithm and capable of performing well-defined tasks.

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Automation is the replacement of manual tasks with a program that performs various actions. Minimal human intervention is required.

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Automation and artificial intelligence can be combined to complement each other. Together, they offer numerous advantages by bringing their respective strengths to the table.

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The development of artificial intelligence in business

Transformed jobs

Artificial intelligence and automation have already begun to change our professional environment.

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A 2013 study by Oxford researchers said that 47% of jobs would disappear due to automation in about 10 years. We can see that this projection has not come true.

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Today's research, such as a study by the International Labor Organization, shows that automation and AI will not entirely eliminate jobs but rather transform them.

Using artificial intelligence in business

• Less than 10% of companies have adopted AI. Large organizations are the most represented. (OECD)
• 19% of executives had already used AI tools in a professional context by May 2023. By May 2024, this figure had risen to 41%. (APEC)
• 15% of microbusinesses and SMEs use AI regularly or occasionally. (BPI France/Le Lab)
• 14% of executives do not use AI by choice or prohibit its use. (BPI France/Le Lab)

Impact of artificial intelligence on work

When used effectively, AI offers numerous benefits for businesses. It can be used to improve customer relations, generate content, automate reports, and optimize project management and decision-making processes.

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On the other hand, it can be a lever for improving quality of life at work. For example, it frees teams from low-value-added, repetitive, and tedious tasks. This gives them more time for more creative tasks.

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The OECD conducted a survey of workers and employers in the financial and manufacturing sectors, revealing certain findings.

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Firstly, workers using AI are four times more likely to observe that AI has improved working conditions. Furthermore, companies report that AI has automated certain tasks but has also led to new tasks being created. Employees also say that the pace of work has accelerated and that they are concerned about job security and wages.

The challenges of artificial intelligence

Employment and the labor market

AI is changing the nature of jobs. In OECD countries, it is estimated that 27% of jobs are associated with occupations that are highly exposed to the risk of automation. This means that over 70% of tasks can be automated.

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A few years ago, the most vulnerable jobs were those requiring few qualifications. Today, with advances in artificial intelligence, skilled jobs are also affected. Lawyers, professionals in the social and cultural sectors, administrative and commercial staff, managers, and others are also impacted.

Finally, the question of wages also arises for workers. Can AI lead to a decrease or an increase in wages?

Security and cybersecurity

First and foremost, data is at the heart of AI. Robust, high-quality data is essential.

In addition, there is a risk of hacking and cyberattacks. Furthermore, there is still a lack of transparency regarding the process and the handling of data. This makes it difficult to prevent such incidents.

Ethics

Artificial intelligence raises many questions. Copyright issues, for example, are being examined. Similarly, we may wonder how data is being used. In France, the CNIL (French Data Protection Authority) is concerned with these issues. At the European level, there isthe AI Act. This law aims to support the development of the tool while regulating its use. The question of responsibility also arises. For example, in the event of an imminent road accident, what choice will the AI-driven car make?

Social

Artificial intelligence challenges social ties. It will enable us to solve problems that, until now, have been tackled collectively within companies. It also raises the issue of psychosocial risks, as we know that social support is a protective factor.

Environmentally friendly

AI consumes a lot of energy to process data and operate. This results in a significant carbon footprint and water consumption.

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Forward-looking management of jobs and skills

Workforce planning (GPEC) is a strategic approach that helps companies anticipate future skills needs. The goal is to identify new skills that will be required and those that will become obsolete. Companies need to identify these skills because changes are happening very quickly.

Team training

Companies will need to support the evolution of different professions and train employees in the new skills required by AI. As with any new technological tool, the use of artificial intelligence requires practice and knowledge. It is also important that it is not only the teams that are trained. Training for managers and senior management is necessary to encourage teams to accept these changes. It also enables them to make the most of AI's potential to ensure the organization's competitiveness.

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In addition, the development of AI will also impact recruitment. Companies will be looking for candidates with these new skills who can support these transformations. 27% of companies have already recruited new talent to integrate AI into their operations, and 55% plan to do so.

Flexibility

Organizations will need to demonstrate flexibility and adaptability. They will have to rethink work processes, organization, and management to facilitate the integration of AI.

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The potential psychosocial risks generated by artificial intelligence

Laetitia Parrenne, a psychologist in our network, highlights the potential psychosocial risks posed by AI, based on her field experience and discussions with her peers:

• Intensity of working time
• Loss of independence
• Evolution of the customer/patient/user relationship
• Decline in social ties
• Loss of meaning at work
• Decline in recognition
• Value conflicts
• Job insecurity
• Changes in positions

Mitigation strategies to protect employee health

When it comes to psychosocial risks, she offers her advice on how to protect employees:

• Train teams in the new skills required by AI
• Supporting individuals and groups through change: impact assessment, individual support for employees
• Establish spaces for discussion and debate around work
• Ensuring ethics
• Maintaining social ties, preserving a sense of purpose and independence

The work of tomorrow will be particularly influenced by artificial intelligence and automation. These changes will significantly alter the way we work and the skills required.

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These changes are currently a source of uncertainty, concern, or curiosity. But let's keep in mind that, if managed properly, they are effective tools for increasing productivity, promoting innovation, and improving customer relations.

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For companies, forward-looking job management is crucial to keeping pace with this transition. GPEC will enable them to use these tools in the best possible way to prosper.

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Finally, it will be necessary to pay particular attention to the psychosocial risks caused by these changes. Indeed, the pursuit of efficiency must not be at the expense of mental health at work and the well-being of teams. Companies must therefore anticipate risks in this area too, in order to put effective preventive measures in place.