Automation is a rapidly growing trend, and with technology constantly evolving, we need to stay up to date in order to offer the best possible service to our clients and employees. According to a LinkedIn article written by Chaz Perea, “The long-term advantages come from the partnership between AI and humans. AI tools, like bots, are simply altering how work gets done and who does it. When used correctly, the larger impact of AI is that it is complementing and augmenting human skills, not replacing them.”
We spoke with experts in our company, and this is what they had to say:
Ben Marsh, Account Executive at TABi Connect powered by Hubtek shared that one of things you can do to prepare your workforce is to explain how it will improve their daily routine and make their jobs easier. “Automation frees up the worker to do more engaging tasks, spend time in front of customers and with people. Finding ways to answer questions and discuss any doubts the workforce has will set up a smoother adoption process and experience.”
Brian Pilkinton, Sales Team Leader – Automation at TABi Connect powered by Hubtek stated, “I want to provide a quick recap of the article regarding the future of AI in the workplace and how CIOs can prepare. AI and machine learning are part of every industry in one form or another, whether it’s being used behind the scenes or making its way to the front of corporations in the hands of both sales and marketing.”
“The article discusses the growing impact of automation on the workplace and emphasizes the important role of the CIOs in preparing their organization for these technological changes. Although the article lists out six key factors, I want to focus on three of them that stick out to me.”
“The first is, assessment of AI at your current organization, then strategy and development, and thirdly, training. First things first, CIOs should evaluate the current state of AI in their organizations, identifying areas for improvement and potential opportunities for further implementation. Next, the CIOs need to create a comprehensive plan in outlining the organization’s goals for AI and adoption, looking at both short-term and long-term objectives. Lastly, they need to ensure employees can work effectively with AI. CIOs should invest in training and development programs to equip them with the necessary skills and knowledge.”
“In my experience, the key to successful rollout and adoption of any new technology comes down to training. If the employees that will be using this new technology lose faith in the product and they don’t see it as a tool that will help them succeed, but as more of a headache, they will eventually revert to their old manual ways.”
Finally, we heard from Geronimo Rodriguez, Process Manager at Talentek powered by Hubtek. He argued that preparing the workforce for the future of automation in logistics is essential for ensuring a smooth transition and maximizing the benefits of technological advancements.
“There are several steps that logistics companies can take to prepare their workforce. The most important one is skill assessment. We need to do an analysis of the current skills of our workforce and identify the gaps that need to be filled to adapt to automation. Moreover, we need to understand which positions are likely going to be automated first, so that we can focus our resources on other positions that need to be developed, that are going to support automation and that can really bring profitability in the future. For this, we need to create upskilling and reskilling programs that are going to equip the employees with the skills needed for roles that will complement and support automation.”
“Automation is going to happen whether we like it or not, and it’s not a matter of making a plan to replace your current workforce for automation, it’s more about creating a workforce that is capable of working hand in hand with automation, to create something different, something that is going to be much more efficient for your company. So, training can cover a range of topics including analysis, programming, and soft skills like problem-solving, communication, and adaptability.”
“We should also carry out cross-training, internally, between positions. For example, if we train track and trace in the carrier sales process, at the end of the day we’re going to have a person that is much more flexible and prepared, and that person, if their position gets automated, can work in another position and right away have a high quality of work.”
“From a leadership standpoint, we also need to have a change management culture, one with clear and transparent communication, making sure that people understand where we’re going and what we are trying to accomplish with automation. As leaders, it’s important to be adaptive and able to train other leaders and managers to guide their teams through the transition. So, we need to become well-versed in automation. Even if it’s not something that we’re going to be using in the day to day, we should still understand what the value of automation is, how it is going to be good for our team, and a little bit about how it works.”
“Lastly, I would say that it’s very important that change is gradual and that instead of implementing automation all at once, we start with pilot projects. This allows employees to gradually adjust to the changes and in no time, they’re going to develop an understanding that automation is coming and how they fit within the new landscape. By following these steps, logistics companies can ensure that their workforce is well prepared for the future and can thrive in the changing landscape of logistics.”
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