Living with bots in the workplace: What does that really mean?

Matt Campbell reveals why and how organizations can retool their talent management strategies to allow robots and human employees to co-exist in the workplace.

The headlines have trumpeted for several years that robotic process automation and more advanced intelligent automation will critically impact jobs. KPMG estimates around 130 million white collar workers could be impacted in the next 10 years. Despite this and similar sobering forecasts, few organizations have sufficiently retooled their talent and change management strategies to address disruptions these technologies will bring.

Indeed, many enterprises are just now realizing how unprepared they are for extensive automation efforts. For example, they haven’t yet effectively defined what they mean by “higher-value” work to be taken on by that employees will be able to perform in the future or that they may be up to five years behind in filling their pipelines for the talent they need for the new nature of work.

It is becoming more evident that many organizations do not have the plans and methods to retrain and “upskill” employees whose work is automated nor the vision for creating an environment that attracts and retains the needed talent.

In this podcast, Matt Campbell, a managing director in KPMG’s Talent and Organization Advisory group, sat down to discuss:

  • ways enterprises should think about retooling their talent strategy in a digital age
  • the new talent profile and how organizations should position themselves differently to attract and retain candidates
  • establishing a culture of agility and attracting the ideal candidates in today’s modern era.
Matt Campbell

Matt Campbell

Managing Director, Human Capital Advisory, KPMG US