FUTURE OF WORK WITH SMART OPERATIONS

SUBJECT – OM501

SOMDEB KARMAKAR (22PGDM-BHU112)

SHIVANSH PATNAIK (22PGDM-BHU

SHRESTHA SAHA (22PGDM-BHU111)

SOUMYASHREE GARANAYAK (22PGDM-BHU

SOURAV SARKAR (22PGDM-BHU115)

SOUMYADEEP NATH (22PGDM-BHU113)

CONTENT
ABSTRACT
 FUTURE OF WORK WITH SMART OPERATIONS
Work's future is a mystery. Some predict robots will take over the workforce and eventually replace
all human jobs. When speculating about potential futures for an economy that is even more
technologically dependent, speculation continues. Business owners may need help planning for the
coming ten years amid such speculative circumstances.

In this article, we'll examine the underlying pattern anticipated to rule the future workplace:
Artificial intelligence (AI) development. Gartner released six forecasts about how businesses will
operate in 2028 (full content available to Gartner clients). These made us consider two crucial effects
AI will have on the workplace in the future, what these implications are for small and midsize
businesses, and how business owners and HR leaders can start preparing for these trends now.

1 AI will eliminate several jobs in middle management.

By the end of the decade, machine bosses will displace human ones. Work will be assigned
based on skill sets by algorithms that direct employees, also referred to as robot bosses.
Robo bosses will also choose whether or not to promote employees and how much their pay
raises will be.

The following are the main justifications for why businesses would be interested in
implementing robots are -
Data-driven decision-making: Robots can't feel or empathize, but they can perform better
than people in one area: data-driven decision-making. AI can analyze large datasets and
apply predictions to give business owners useful insights. A robot boss, for instance, can
choose team members for projects based on efficiency, skill, knowledge, and level of
motivation. This procedure will guarantee that team members are selected who have the
necessary skill set and work ethic, increasing the likelihood that the project will be finished
on schedule.

Cost Effectiveness: Most middle management duties will be handled by robobosses, so

there will be no need for additional middle management positions. In addition to reducing
the salary costs for middle managers, this will improve team management.

2 Our co-workers will be intelligent machines

Development of smart assistant: We anticipate seeing intelligent machines taking on the

role of personal assistants for employees as businesses explore newer AI methods in their
operations. The interactions between intelligent personal assistants and their human
counterparts for data analysis and communication management will yield enough
information for intelligent machines to be taught the specifics of employees' jobs.

The transition of co-workers: Once intelligent machines become proficient in their roles as
assistants, they can use the learned skills to start functioning as co-workers. By the decade’s
end, AI-based intelligent machines are expected to perform individual roles based on their
expertise.
Building the vital skills for future work in operations

To adapt to the changing nature of work, the workforce will need to undergo two different
types of changes: upskilling, in which employees acquire new skills to support their current
roles, and reskilling, in which employees develop skills to perform additional or entirely new
functions. According to our research, the reskilling challenge will be particularly severe in
industries with high operational demands, such as manufacturing, transportation, and retail,
as well as in jobs closely related to operations, like maintenance, claim to process, and
warehouse order picking. 1 These industries and professions will see a greater degree of
change than the average for all enterprises because they frequently employ large numbers
of people and because many operational tasks are predictable and repetitive, making them
particularly amenable to automation or digitization.
Our analysis indicates that using currently available, proven technologies, between 39 and
58 percent of work activities performed globally in operationally intensive sectors could be
automated. That is 1.3 times as much automation potential as other industries have.

Role of Reskilling
To fill skill gaps, businesses can take a variety of approaches. They can look outside the
company and hire new workers with the appropriate skills. They can internally develop
talent by retraining their current workforces to prepare people for new jobs. Alternatively,
they can adopt a hybrid strategy that uses a skilled contract workforce to meet immediate
needs while acquiring the necessary internal skills.

Most businesses are likely to use a combination of those models. To fill new frontline
positions like robot controllers and production-exception handlers from their current
workforces, they may look to the external market for specific specialized, highly technical
roles like data scientists. The expectation that businesses do more to retain and retrain their
current employees will likely rise due to ongoing changes in societal attitudes.

Preparing for the future of work

According to our analysis of businesses that have started making extensive, systematic
efforts to address future skill requirements, the most effective programs appear to have
some shared core components. They are crucial components of the overall digital strategies
of their organizations. Senior executives cite talent as the biggest obstacle to implementing
their digital strategy; these two elements must be closely intertwined to be successful in
both. Many businesses have discovered the hard way that a digital transformation involves
many moving parts and that various issues need to be resolved concurrently for new
strategies to be implemented, sustained, and able to deliver real value to the organization.
Second, the programs address every level of the organization. Successful companies
approach automation and digitization as a comprehensive transformation program driven by
top management and involving most organizations’ managerial workforces. Third, most
successful companies tailor and customize their training to match the organizations’
goals and the needs of individual learners, from CEOs to frontline operators. Training
content is made as specific as possible, covering the technologies, tools, and
business scenarios individuals will face in their new or changing roles.
Last but not least, content is delivered by adult learning principles using a
combination of in-person and online learning and practical, real-world experience. In
addition to utilizing technical content, effective reskilling programs are made to
assist learners in changing their mindsets. They educate staff members about new
working methods and emphasize personal and professional growth opportunities.

How the workplace will change in the next ten years

Middle management will have different responsibilities.
Managers today must face new realities. Social and political upheaval, work-life
fusion, and hybrid work have added a new layer of complexity (and pressure) to their
roles. Many employees work in a hybrid world where they have more options for
where, when, and how much they work.
Managers' responsibilities have increased, as has the number of employees
reporting to them, making it more difficult to provide hands-on assistance.

Traditional managerial success was based on the ability to manage and evaluate
employee performance. This has shifted. HR executives will hire and develop
managers ready to be great coaches and teachers and operate with empathy.
Upskilling and digital dexterity will outweigh tenure and experience.
His most valuable work will be cognitive in nature in the future. Employees must use
creativity, critical thinking, and digital upskilling to solve complex problems. The
digital economy necessitates continued expansion, combination, and shift into new
ventures of new ideas, information, and business models. To meet these demands,
employees must constantly improve their digital dexterity.

HR will need to establish and promote a continuous learning environment, which

means that knowledge acquisition and transparency must become part of day-to-day
operations across the organization.
Employee data collection will be expanded.
Monitoring workplace productivity and employee wellness have become more
popular due to hybrid work. According to Gartner research, 16% of employers are
increasingly using technology to monitor their employees, such as virtual clocking in
and out, tracking work on computer usage, and monitoring employee emails or
internal communications/chats. While some companies track productivity, others
focus on employee engagement and well-being to better understand the employee
experience.

Technology will detect when people have worked too hard and need to rest by
monitoring their biorhythms, nutritional needs, and exercise requirements. Leaders
will use technology and information to foster a hybrid workplace that embraces the
work styles of all employees, not just those who are permanently employed or have
strong digital skills.
Intelligent machines will work alongside us.
Mart machines are becoming more innovative and familiar, performing tasks
previously reserved for humans and once thought impossible for machines.
Companies will begin to enhance the capabilities of intelligent devices, software,
apps, and avatars. Employees will create personal toolkits of virtual doppelgangers
— virtual counterparts — with the help of artificial intelligence (AI) software and
devices that are more accessible to their individual or team-based activities.
Furthermore, they will be able to carry their private workplaces with them by
utilizing cloud communities, open applications, and personal virtual assistants.
Extreme digital dexterity will eventually be the norm for how employees work.
Increasing demand for a more automated workplace has sparked the killer
combination of people and technology.
We will work for a cause and not just for money.
Employees want to make a positive social impact and will do so sooner rather than
later. People will actively seek opportunities to connect the result and value of their
work to their mission, purpose, and passions. Viewing others' social media posts will
inspire them to become more involved and contribute to social innovation and
equity. Create initiatives for employees to come forward with personal stories,
experiences, and successes in various social causes to create a message that
resonates and drives engagement.
Remote work-life balance will present difficulties.
Employees who work independently or in remote locations will face a dilemma: to
fuel upskilling and manage better projects; they will take on more assignments,
potentially to the point where they will feel like they are working around the clock.
As a result, achieving a work-life balance will no longer be sufficient; employees will
strive to prioritize life over work.
However, there are some murky aspects of future work-life balance. As technology
bridges the geographic divide between people, it creates cracks in relationships and
cultures. Because of the remote distribution of work, many employees will not
develop the same social relationships at work, leading to disengagement and
loneliness.
CEOs and HR executives must collaborate to ensure that work-life balance is
restored.
The Age of Intelligent Machines and Artificial Intelligence: The Future of Work
Work's future is uncertain. Some predict that robots will eventually replace humans
in the workforce. The speculation continues in imagining possible futures of an even
more technologically driven economy. With so much uncertainty, it's natural for
business owners to be unsure about how to plan for the next decade.
The Future of Artificial Intelligence in the Service Industry
Artificial intelligence has grown into a full-fledged ecosystem. As automation is brought to nearly
every aspect of our lives, creeping into devices connected to mobile phones, IoT, and websites,
artificial intelligence has become a way of life. The big breakthrough of our generation is in the
service industry, where chatbots have replaced chat workers. This is just the tip of the iceberg.
The customer service industry is very excited to take advantage of AI-powered solutions. This not
only reduces human effort but also brings accuracy and precision to the service powered by an
ecosystem powered by innovative mobile app developers. The work of many customer service agents
is repetitive and mundane, and some patterns make it easy for AI scientists to create algorithms that fit
well into the space.

What are the benefits of using AI in the Service industry?

 AI is helping to keep track of what customers want and need

 AI helps companies with workforce management
 AI helps improve customer service
 AI is used to create a more personalized experience for each customer
 AI makes recommendations about better ways for companies to operate
 AI collects valuable data from customers
 AI handles repetitive tasks
 AI is a scalable solution as businesses grow
 AI helps in handling multiple requests at once
The experimental phases of customer service where we will interact with AI shortly:

 Social Media Messenger Bots

 Smartwatches in healthcare management
 Manufacturing robots
 Robot assistance in various places like airports, hospitals
 Boeing uses virtual reality to train pilots for their airplanes

We are going to take Lenskart as an example here:

There’s a 3D AI technology on the app that allows customers to try on different frames virtually and
see which one suits them best. This has provided convenience to customers; they no longer have to
visit physical stores if they don't want to. They can choose the correct frame from the comfort of
their couch. Another unique service provided by Lenskart is mobile vision correction technology. It’s
an eye exam that customers can conduct at home. It’s no wonder that the app has 20 million+
downloads.

Lenskart fostered a partnership with Tango Eye, an AI video analytics solution. This technology
calculates and analyses customer footfall in the many physical stores that Lenskart has all over the
country. Customer centricity is a revered brand value at Lenskart, so it constantly innovates and
upgrades its technology to benefit the customer. In this case, the video data is converted to
information and insight that will help improve sales, efficiency, and security.
 FUTURE OF WORK USING AI
Artificial intelligence (AI) is currently transforming manufacturing. AI has a range of potential
applications in the manufacturing process, from real-time device maintenance to virtual
design enabling new, enhanced, and customized products, intelligent supply chains, and
creating new business models. It can be expanded. Artificial intelligence (AI) in
manufacturing is used in various use cases. It improves defect detection by sophisticated
image processing algorithms, which can automatically classify detected industrial object
defects.
By 2035, AI technology is projected to increase production by more than 40%1. This will
boost economic growth in all sectors by an average of 1.7%. Industrial automation results
from AI's impact on manufacturing, not to mention the significant impact AI has and will
continue to have on manufacturing. AI is creating new ways to automate tasks, reshaping
how people and machines live, interact and work together, and enabling a more resilient
digital economy.
By 2025, intelligent factories are expected to contribute $3.7 trillion2. New-age technologies
such as advanced analytics, robotics, and automation will dominate manufacturing. The
scale of AI adoption in manufacturing is nothing short of revolutionary. You need AI and ML
experts to get the most out of human-machine collaboration. From natural language
processing (NLP) to speech recognition, prediction, optimization, and deep learning
solutions, our AI and machine learning services enable you to get consistent value from
artificial intelligence.

Let’s have a glance at how AI is helping the manufacturing industry to accomplish:

Targeted automation:
The use of AI and robots is especially seen in industrial manufacturing to revolutionize mass
production. Robots can perform repetitive activities, design production models, increase
capacity, develop automated solutions, eliminate human error and provide the highest
quality assurance.

24/7 Production:
While humans are forced to work three shifts to ensure continuous production, the robot
allows them to work 24/7 on the production line. We see companies expanding their
production capacity to meet the high demand from customers worldwide.

A safer operating environment:

With multiple failures in production plants, the move to AI means fewer human resources
needing to perform dangerous and overly tedious tasks. As robots replace humans and
perform routinely hazardous activities, the number of work-related injuries will decrease
overall.

New opportunities for people:

AI can take over production equipment and automate tedious, routine human tasks while
freeing workers to focus on complex and innovative schemes. AI can take care of unskilled
workers, while humans can focus on driving innovation and taking the business to the next
level. Summarized operating costs:
Introducing AI into the manufacturing industry requires considerable capital investment, but
the ROI is very high. As intelligent machines begin to handle routine tasks, businesses can
expect significant reductions in operating costs.

Other Benefits of AI
AI and industrial automation have come a long way in recent years. The development of
machine learning techniques, advances in sensors, and the accompanying increase in
computing power has given rise to a whole new generation of robots. Through machine
intelligence, learning, and speech recognition, AI helps machines collect and extract data,
recognize patterns, and learn and adapt to new things and environments. With the help of
AI, manufacturers can:
Make data-driven decisions faster.
Enables improved production results
Increased process efficiency
Minimize operating costs
Achieve excellent scalability
Accelerate product development

In addition, AI is good at understanding and translating natural language, proving

that employees and managers can easily communicate with the software. For
example, software users often prefer searching for things to navigating complex
menus. AI makes software understand user intent, making systems more
spontaneous, resulting in better output and fewer errors.