Will the day come when coders feel tempted to smash their computers, sabotage their own programs, and fight to save their jobs from being done by the very software and machines that they created? Or will human oversight always be necessary?
Will the future of work be a utopia or a dystopia? Will technology augment or replace us? Will the workplace be transformed? In this series, find sketches and short fictions to explore the subject with a different angle.
What does it mean to be a freelancer today? Often operating as small business owners and working with little to no protection, freelancers lack a clear understanding of the legal and administrative policies of the country they work in, and what distinguishes them from the traditional labor market.
What to do about data privacy in the age of analytics? How should companies balance their desire to track their employees’ activities and productivity with employee demands (and potentially, even the right?) to privacy at work, and autonomy of action? Tracking and data gathering may provide valuable insights to employers and incentivize greater productivity, but might also lead to self-censorship at work by employees that ultimately stifles creative thinking and problem-solving.
Do gamification, making connections, and the algorithms that power finding matches hold the same potential to change the way we find and accept jobs that they did for finding and accepting dates?
Technology was supposed to usher in a leisure-filled utopia for workers. But that hasn’t happened. Instead, many workers find themselves increasingly caught up in and connected to their work when they leave the office and go home, or even on vacation.
In 2013, Frey & Osborne came to a startling conclusion about the impact of automation, the process of substituting human labour with robotics or artificial intelligence: 47% of current US occupations are at high risk of being replaced by machines. This revived a timeless debate that has pervaded recent history.
Find out what GPDR that means in your HR practices. From recruitment to data management, the new challenges are numerous.
Accelerate fundamental HR processes, secure payroll, verify candidate’s informations … what blockchain brings to HR.
This study highlights a global reflection on the new challenges of the entrepreneurial culture in France and the ecosystem that accompanies it.
AI and algorithms coupled with recruitment techniques allow now the acquisition of high quality talent. The tailor-made sometimes question … we open the debate.