TECHNOLOGY


regarding mobility had increased. But 57 per cent indicated they did not have sufficient access to data that allowed them to gain the insight they needed. “Some of these technological and AI


developments are obviously dependent on infrastructure, which can be patchy. But these changes are directional. They really point to possibilities of how we can be more closely connected and spend our time doing more valuable work,” said Ms Dillon.


Redefining lifelong learning? For AI to develop in this positive way requires a culture change around lifelong learning. “It frustrates me sometimes that the


discussion around AI is focused solely on the technology and there’s not enough outreach into the verticals about the implications,” Ms Dillon explained. “We need to discuss what a world moving towards automation and AI looks like – and what it should look like. “There is a definite change in what we


need in terms of the personal accountability of individuals to stay informed in this respect. I don’t think you can make companies solely accountable for this. “The impact and development of AI will


that helps people to engage with digital content and interact with holograms. “Technology has made advances in these areas that might


help remote workers feel much more connected to people. The promise of that was there from video conferencing a long way back, Ms Dillon explains. “Now, with some of the demonstrations we’ve seen at HoloLens,


when you think about how you can collaborate around 3D objects and feel like you are in the same room, that is absolutely amazing. I think these types of technologies will help people to redefine their sense of space and how they collaborate. “Already, we are starting to see people very easily adopting


AI solutions that might augment their work. You just have to look at Google Maps and how we all cottoned on to that pretty quickly, so I think there will be services for HR professionals and office workers that will help and add value to their working lives.” When described in this way, the future looks bright for


more well connected, happier, more productive globally mobile employees. But as with the first wave of the internet, this positive vision needs equal access to the Internet of Things (IoT) and AI, as well as upskilling.


Upskilling for the future A survey by Mercer found that HR is still some way behind in adopting technology. This finding is echoed in a survey by recruiter Alexander Mann Solutions, which found that only 23 per cent of HR professionals believed they, and future professionals, were being prepared for a world with AI. The latest research by BGRS (formerly Brookfield Global


Relocation Services) into global mobility supports these findings. Two-thirds of respondents said in the last three years the amount of data, analytics and benchmarks requested by top management


largely be down to people’s roles and what they do. But I do think it’s down to people to think about how they are going to build the skills necessary in the new world as they evolve. “You see a lot of individuals in organisations who relinquish


the responsibility for their learning to whoever they work for. Then for organisations to feel that offering a couple of e-learning sessions a month means they are doing OK. I’m not sure that’s enough for where we are moving to.”


Individuals taking the lead So what is the solution? “It is going to require individuals to take it upon themselves to learn,” said Ms Dillon.


16 | Re:locate | January 2018


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