translated from Spanish: Work automation: the challenge of retaining the strength of capital human

the advancement of technology is not a surprise, in recent decades the world has witnessed many innovations that have changed the way we live. This we see it constantly in different aspects such as: communications, transport, cities and the world of work. It is in this last area in which we will put special interest.
When he speaks of work automation, be it should not be understood exclusively as the incorporation of new technologies in production processes, but also of training the workforce so that there is a suitable human capital that can develop and operate these innovations.
This is one of the greatest challenges today presenting the work automation, demonstrated the latest Total Remuneration Survey of Mercer (TRS 2018); which revealed the change that is suffering the ecosystem of the work being the industries of manufacturing, mining and retail the first to confront them.
In 2018, the results of the study “Two threats of aging” revealed that the population aged 50 to 64 are the most vulnerable to be replaced. In the case of Chile, 63% of workers within this age range are liable to be replacement by technological development. This replacement occurs, largely because this segment is performing tasks that can be automated or be replaced by machines.
That’s the challenge in this line points to companies and authorities to keep this segment of the active labor force, and that these jobs not only must be supplemented by new generations, but also for those who already have an ex experience and at the same time will need tools to face this new scenario.
The companies then have a predominant role in the development and training of all generations and profile of workers with an impact at the nation level and not just at the organizational level. In this order, human resources will be a business key partner in accompanying businesses in this transformation which is largely cultural. Leaders will have to confront the flexible work by changing the rules of the game of “supervision”, workers will have to get to work in more isolated and lonely sharing their day to day with less “human” and more machines. In this order then, HR will have to develop employee skills and competencies.
In summary we have witnessed how production processes are faster and more efficient, however this does not reside only in the operation of a machine, but it has to do with the human capital itself and how organizations are prepared and trained to their partners to live with technological development. With a special focus on the generations that need this type of training to meet the new labour scenario.

Poured in this op-ed content is the sole responsibility of the author and do not necessarily reflect the editorial line nor the counter position.

Original source in Spanish