Latest news with #FutureofJobsReport2025
Hans India
12 hours ago
- Business
- Hans India
Why AI can't replace you: Not anytime soon, anyway
Artificial Intelligence (AI) is transforming industries worldwide, but the fear that it will replace human jobs on a massive scale is overblown. The reality is more nuanced: AI will change how we work, create new job opportunities, and enhance human roles rather than eliminate them entirely. AI Creates More Jobs Than It Replaces According to the World Economic Forum's Future of Jobs Report 2025, AI may displace 85 million jobs globally. However, it is expected to generate 97 million new jobs that blend human skills with AI capabilities. These emerging roles often focus on data analysis, AI support, robotics maintenance, and designing human-centered technologies. This highlights that AI is not just taking jobs—it's also creating them. AI Has Clear Limits While AI excels at routine, repetitive tasks like sorting emails or processing numbers, it struggles with complex decision-making, emotional intelligence, and creativity. Research from Carnegie Mellon University revealed that AI-led companies in simulations often made poor judgments and failed to adapt to real-world challenges. This confirms AI's current inability to replace uniquely human qualities like empathy and common sense. AI as a Collaborative Tool, Not a Replacement In healthcare, AI assists doctors by organizing data, scheduling, and analyzing test results—freeing up time for patient care. Similarly, businesses use AI to improve customer service efficiency and reduce paperwork, but human intervention remains vital for handling complex issues and personal interactions. AI works best as a support system, augmenting rather than replacing people. New Work Models and Changing Roles Some companies are hiring freelancers to work alongside AI tools, creating hybrid jobs that leverage human strengths in areas like creativity, problem-solving, and emotional connection. Entry-level jobs involving simple coding or data checking may shrink, but employers increasingly seek adaptable workers who excel in teamwork and flexible thinking. The Importance of Reskilling To thrive in the AI-driven workplace, continuous learning is essential. Educational institutions are updating curricula to include AI literacy, critical thinking, and digital skills. Preparing workers to use AI tools effectively will open doors to the new jobs AI creates. AI Helps Address Workforce Shortages In sectors like healthcare and customer service, AI fills gaps caused by labor shortages. Chatbots handle routine inquiries, and management software streamlines data tasks, allowing human workers to focus on meaningful, complex work. Human Skills Remain Irreplaceable Jobs requiring empathy, leadership, creativity, and trust-building—such as teachers, nurses, managers, designers, and counselors—are safe from AI takeover. These roles depend on the human touch that AI cannot replicate. The Future: Humans and AI Working Together The future workplace will emphasize teamwork between humans and AI. While AI handles speed and routine tasks, humans bring emotion, judgment, and creativity. This partnership can improve business efficiency, service quality, and reduce worker stress, but it demands openness to new skills and ways of working. AI is not here to steal jobs—it's a powerful tool changing how work is done. Some jobs will disappear, but more new roles will arise. Staying flexible, learning continuously, and embracing AI as an ally will unlock future opportunities. The real risk is not technology itself, but being unprepared for the changes it brings. With the right mindset and skills, the evolving world of work holds great promise for both humans and machines.
Forbes
3 days ago
- Business
- Forbes
HR: The Hidden Accelerator Of AI Adoption
Scaling AI starts with people. Yet only half of companies involve HR in their strategy. Employee experimentation with generative AI is moving almost as fast as the evolution of the technology itself. But organizations? They're trailing behind. Most are stuck in pilot mode, hesitant to move beyond isolated tests. In Bain & Company's global survey of nearly 800 IT executives, 97% said they're testing generative AI, but fewer than 40% have scaled its use. Legacy technology systems, cultural inertia, and regulatory friction are real hurdles. Even as models like DeepSeek's R1 continue to push down costs and reshape strategies, widespread enterprise adoption is slow. The reason is simple: Generative AI isn't just a tech upgrade. It's a workforce transformation. Winning organizations aren't just updating their tech infrastructure. They're preparing their people with training and clear guidelines. According to the World Economic Forum's Future of Jobs Report 2025, 77% of employers plan to reskill and upskill their talent to work alongside AI by 2030. In addition, 69% plan to hire new employees who are skilled in AI tool design. Yet only half of companies are currently involving HR in their AI strategy. That's a critical miss. When HR is engaged, companies move faster: 62% of high-adoption organizations are investing in employee training. They are scaling the benefits of the technology and quickly pulling ahead. Luckily, it's not too late to catch up. According to Bain's survey, 77% of companies have seen meaningful time savings in day-to-day tasks through AI-powered processes, with 30% saving more than a fifth of their time in the first year alone. And 69% saw improved collaboration with generative AI. Just 10% said the technology replaced entire roles. One thing is clear: AI is about unleashing the power of people. That puts HR front and center. Forward-thinking organizations are involving HR in three ways: Working with HR, the most successful AI adopters are crafting a two-speed strategy that balances ambitious transformation with quick, practical wins. Big bets are large, strategic investments, such as fully automated supply chains or AI-powered customer service. Intuit, for example, has reduced contact with TurboTax product support by 20% through AI self-help and increased coders' productivity by up to 40% through AI assistance. Efforts that revolutionize how people work require cross-functional alignment, strong leadership commitment, and an emphasis on return on investment. Small wins, on the other hand, are often grassroots initiatives. Not waiting for top-down mandates, employees use AI to automate daily tasks, generate content, and make informed decisions. These efficiency gains build internal momentum and cultural buy-in. In September, Intuit shared that its generative AI trials boosted productivity by 15% on average, with certain tasks, such as marketing content creation, reporting even higher gains. Even companies that are all-in on AI integration will face challenges such as modernizing their platforms and balancing innovation with regulatory compliance. Cost of implementation is an issue, too. From upskilling employees to acquiring cutting-edge tools, leaders worry about spending money when return on investment remains unclear. To overcome these barriers, leaders will take three steps: Companies that hesitate now risk being left behind—not just by their competitors, but by their own employees. Scaling AI requires learning as an entire organization, through a balance of bold investments and daily improvements. And by elevating HR to a leading role, organizations establish the foundation required to evolve and win.
The Print
7 days ago
- Business
- The Print
Educational systems must catch up with AI. It is now key for developing human intelligence
Artificial intelligence is no longer just a frontier technology – it's a pervasive force reshaping how we live, work and learn. As the World Economic Forum's Future of Jobs Report 2025 outlines, AI is expected to disrupt nearly every industry, shifting the skillsets required across global labour markets. AI's most significant influence lies in how we access, process and apply information, fundamentally redefining education and the way we acquire knowledge. Show Full Article From this perspective, AI literacy isn't just a 'nice to have' for IT professionals; it's essential for developing human intelligence itself and has key implications for the education sector. Education is among the sectors most affected by AI-driven Future of Jobs Report Yet, while technological change races ahead, education systems are often left trying to catch up. This gap between innovation and education is exactly what the new AI Literacy Framework (AILit) aims to close. A joint initiative by the European Commission (EC) and the Organisation for Economic Co-operation and Development (OECD), with support from and international experts, the framework is a major step toward preparing young learners to engage with AI critically, creatively and ethically. As the OECD highlights, this effort isn't just about teaching coding or understanding algorithms. It's about building a foundation of competencies that empower learners to navigate an AI-integrated world with confidence and purpose. 6 principles to shape AI literacy in EC/OECD Why AI literacy – and why now? As generative AI tools become ubiquitous in schools, workplaces and daily digital life, it's crucial to instil responsible use from a young age. Learners are not only using AI – they are experimenting with it, often without formal guidance on its limitations and risks. Almost half of Gen Z scored poorly on 'evaluating and identifying critical shortfalls with AI technology', such as whether AI systems can make up facts, according to a 2024 report from TeachAI and EY. The Forum's Shaping Learning: The Role of AI in Education reinforces this trend. It notes that education systems must go beyond digital literacy and embrace AI literacy as a core educational priority. That includes equipping students with the critical thinking skills to evaluate outputs, the creativity to collaborate with AI in meaningful ways and the ethical grounding to question its role in society. What the AILit Framework delivers The AILit Framework, currently in draft form, defines AI literacy as a blend of knowledge, skills and attitudes that enable learners to engage with AI responsibly and effectively. It is organized around four practical domains: 1. Engaging with AI – Understanding when and how AI is present in everyday tools and critically evaluating its outputs. 2. Creating with AI – Collaborating with AI tools to support problem-solving and creativity, while considering ethical implications like ownership and bias. 3. Managing AI's actions – Delegating tasks to AI responsibly, setting guidelines and ensuring human oversight. 4. Designing AI solutions – Exploring how AI works and how to build or adapt systems to solve real-world problems. Each domain is supported by 23 competencies and classroom-ready learning scenarios, making the framework both aspirational and actionable. It's designed not just for computer science classes but across disciplines – from language and arts to social studies – reinforcing AI as a cross-cutting theme in education. The AILit Framework reflects relevant knowledge, skills and attitudes found across multiple academic EC/OECD Global insight for the classroom One of the framework's strengths is its foundation in global expertise. Drawing on research from AI4K12, UNESCO, and the EU's DigComp frameworks, AILit incorporates the best of what's already known and adapts it for practical use in primary and secondary education. The framework also aligns with Article 4 of the EU AI Act, which mandates that those deploying AI systems must ensure users – including students and educator – have a sufficient level of AI literacy. It complements the Digital Education Action Plan 2021–2027 and reinforces the idea that building a digitally skilled, AI-ready society must start in schools. A call to action for the education sector The Forum's Future of Jobs Report 2025 projects that nearly 40% of the skills required by the global workforce will change within five years. Preparing students for that future means going beyond traditional curricula to include AI-specific skills such as algorithmic thinking, prompt engineering and understanding bias in data systems. But more than technical know-how, learners will need the human skills that AI can't replicate – empathy, judgment, ethical reasoning and collaboration. The AILit Framework weaves these values into its structure, promoting a skills-first, ethics-centered approach to learning in the AI era. The core skills include human skills that AI can't Future of Jobs Report How to get involved The draft AILit Framework is open for public consultation until late 2025, and the final version will be released in early 2026. Educators, policymakers, curriculum designers and education leaders are encouraged to explore the framework and share their feedback here. By contributing to this global dialogue, you can help shape the competencies that will define the next generation of learners – not just as consumers of AI, but as its ethical stewards and creative shapers. A shared responsibility As the pace of AI innovation accelerates, the responsibility to prepare young people doesn't rest solely on technology companies or policymakers – it lies with all of us. The AILit Framework provides a roadmap to do just that: to empower learners with the tools, mindsets and confidence to thrive in an AI-powered world. Let's ensure that the future of AI in education is not just reactive, but intentional, inclusive and transformative. This article first appeared in the World Economic Forum. Read the original piece here.
Mid East Info
19-05-2025
- Business
- Mid East Info
Shortage of Project Talent Endangers Global Growth According to Global Project Management Talent Gap Report
The ten-year outlook highlights where demand will soar, which regions have a greater need, and why project talent is now imperative for sustained global growth UAE – May, 2025 – Up to 30 million new project professionals are needed to meet global demand by 2035, with up to 1.8 million professionals needed specifically in the Middle East according to the new Global Project Management Talent Gap report from Project Management Institute (PMI). As the world accelerates into an era defined by economic uncertainty, disruption, and digital transformation, it is clear that project professionals are more essential than ever. As of now, there are currently 1.3 million project professionals in MENA, thereby, the increase in demand opens a gap of up to 629,000 project professionals. There are almost 40 million project professionals in the global workforce today. To put this in perspective, the global workforce includes approximately 25 million software developers and around 30 million nurses underscoring the scale and significance of the project management profession. But projected demand is rising sharply – particularly in fast-growing regions like South Asia, Sub-Saharan Africa, and China, where major infrastructure projects, industrial expansion, and digital transformation are creating unprecedented needs for skilled talent. 'Our world is in flux: economically, politically, environmentally', stated Pierre Le Manh, PMP, President and CEO of PMI. 'The need for change is everywhere. And change only happens through successful projects. That makes this a defining moment for project professionals. We don't just need millions more of them, we need them ready to lead, to deliver, to turn bold ideas into real and sustainable outcomes. The talent gap in our profession isn't just a workforce issue. It's a barrier to progress for business and for the future of the world.' This projection aligns with the World Economic Forum's Future of Jobs Report 2025, which identifies project managers as a key role driving net employment growth through 2030 and ranked it as the 12th fastest-growing job role globally. As an essential role in business transformation across regions and industries, project managers are critical to navigating the rapidly evolving future of work. 'The MENA region is on the cusp of a historic transformation, powered by visionary national agendas, and some of the world's most ambitious megaprojects.' stated Hanny Alshazly, Managing Director for the Middle East and North Africa at PMI. 'Up to 1.8 million project professionals will be needed across the region by 2035. At PMI, we're committed to equipping individuals and organizations with the skills to deliver impactful, future-focused projects by fostering local talent, embracing innovation, and enabling long-term strategic success. Through this, we aim to help the region not only meet its ambitious goals but also set a global benchmark for sustainable development and excellence.' Key Takeaways from the Report: Up to 30 million more project professionals will be needed by 2035 to meet global demand. Up to 1.8 million will be needed specifically in the Middle East and North Africa region, with up to 148,000 estimated in the United Arab Emirates alone. Fastest growth regions include South Asia, Sub-Saharan Africa, and China—fueled by infrastructure investment and digital innovation. The region is also fueled by a demand in modernized infrastructure, economic diversification and megaprojects with a growth rate of 42%. Growth in UAE specifically is projected to be up to 41.6%. Sectors under pressure include construction, manufacturing, IT services, and healthcare—with projected demand for project professionals increasing by as high as 66%. The Middle East has also seen a strategic focus on national development plans, local capacity building and collaboration with the private sector. Mature economies, including North America and Europe, face stalled supply of project professionals due to aging populations and shifting labor force trends. The opportunity: Reskilling, upskilling, and opening new career pathways can help close the gap and elevate the profession globally. The report finds that in high-growth markets, transformation is being driven by urgent needs, ranging from infrastructure expansion to rapid digitalization. Project talent is what makes that transformation possible, enabling organizations to turn complex ambitions into tangible outcomes. In contrast, mature economies face growing challenges as experienced project professionals retire, and delivery models can't keep pace with evolving business needs. Those who invest in modern project talent today will have a competitive edge tomorrow. The future is built on projects, but the world faces a critical shortage: skilled project professionals. With demand accelerating across all regions and sectors, project professionals who take ownership beyond delivery, connecting projects to business value and long-term impact, will be indispensable partners to the C-suite and central to the world's most critical transformations. About Project Management Institute (PMI) PMI is the leading authority in project management, dedicated to guiding the way to project success. Since 1969, PMI has shone a light on the power of project management and the people behind the projects. With a global community, gold-standard professional certifications, and career-long learning opportunities, PMI empowers current and aspiring project professionals, as well as organizations, with knowledge and resources to lead effectively and create an impact in the communities they serve. Join PMI in elevating our world – one project at a time.
Time of India
19-05-2025
- Business
- Time of India
An Executive MBA is worth the investment – Transition to leadership roles with SPJIMR's PGPGM programme
When Prisha, a mid-level operations manager in Mumbai, first began her career, she imagined climbing the corporate ladder through hard work and deep domain expertise. Five years in, she had achieved both, but felt something was missing. Her decisions increasingly required strategic thinking, her team looked to her for vision, and she found herself navigating cross-functional challenges with limited formal training in business leadership. This is a story many professionals in their 30s and 40s tend to encounter. The leap from execution to leadership demands a shift not just in role, but in mindset, skillset, and perspective. That is where Bharatiya Vidya Bhavan's S P Jain Institute of Management and Research (SPJIMR), steps in with its , a powerful weekend Executive MBA alternative that equips mid-career professionals like Prisha with the tools, frameworks, and confidence to lead at the next level, without pausing their careers. This 2-year AICTE approved programme, offered by SPJIMR, one of the top 5 B-schools in India, offers on-campus sessions conducted on alternate weekends across both Mumbai and Delhi campuses, facilitating working executives to study without taking a career break. Rewire your thinking and reinvent your career with PGPGM In today's rapidly evolving business landscape, upskilling has become a strategic imperative for professionals aiming to advance in their careers. According to the Future of Jobs Report 2025 , 39% of workers' core skills are expected to change by 2030, underscoring the urgency for continuous skill development. Moreover, McKinsey's recent insights highlight that organisations are increasingly prioritising large-scale upskilling initiatives to meet the demands of the future workplace. These findings highlight the urgency for mid-career professionals to upskill while continuing their careers, an opportunity that SPJIMR's (PGPGM) is uniquely designed to provide. PGPGM combines practical, industry-focused learning with unique frameworks that enable immediate application in the workplace. With an optional international immersion with partner schools like INSEAD, and a curriculum grounded in real-world challenges, PGPGM empowers executives to accelerate their career trajectory, while learning alongside a diverse cohort of experienced peers, making it one of India's most sought-after executive education programmes. Successful completion of the programme leads to award of PGDM (Executive Management Programme). Here are some highlights of the PGPGM programme for working executives: Cutting-edge curriculum: Covers essential concepts and contemporary topics like Digital Transformation, AI applications, Business Analytics , Design Thinking & Innovation, Leadership Labs , Science of Spirituality, and ESG & Sustainability. Covers essential concepts and contemporary topics like Digital Transformation, AI applications, , Design Thinking & Innovation, , Science of Spirituality, and ESG & Sustainability. TLAP framework (Teaching, Learning, Application, Project): Unlike typical executive programmes that stop at theory, PGPGM integrates classroom learning with real-world application and projects, ensuring immediate impact on the participant's workplace. Unlike typical executive programmes that stop at theory, PGPGM integrates classroom learning with real-world application and projects, ensuring immediate impact on the participant's workplace. Capstone project: The journey concludes with a high-impact capstone on a live business issue in the participant's own organisation/industry, designed to drive measurable business outcomes and demonstrate strategic leadership. The journey concludes with a high-impact capstone on a live business issue in the participant's own organisation/industry, designed to drive measurable business outcomes and demonstrate strategic leadership. Alternate weekend format: Flexible weekend classes allow participants to upskill without interrupting their career momentum. Flexible weekend classes allow participants to upskill without interrupting their career momentum. Dual campus flexibility: Participants can choose to attend sessions either at the Mumbai or Delhi campus, based on convenience. Participants can choose to attend sessions either at the Mumbai or Delhi campus, based on convenience. Immersive and practical pedagogy: The curriculum includes simulations, case studies, hands-on workshops, and peer learning to foster an engaging and application-driven experience. The curriculum includes simulations, case studies, hands-on workshops, and peer learning to foster an engaging and application-driven experience. Designed for experienced professionals: Tailored for high-performing mid-senior level executives, the programme equips participants to build strategic thinking, enhance problem-solving skills, gain visibility across business functions, and prepare confidently for leadership roles. Average batch work experience is 9+ years, while minimum work experience requirement is 4 years. Tailored for high-performing mid-senior level executives, the programme equips participants to build strategic thinking, enhance problem-solving skills, gain visibility across business functions, and prepare confidently for leadership roles. Average batch work experience is 9+ years, while minimum work experience requirement is 4 years. Electives across domains: Options include courses in Finance, Marketing, and Information Management. Options include courses in Finance, Marketing, and Information Management. Optional International immersion: PGPGM offers an optional 1-2 week international immersion designed to broaden perspectives, deepen global business insights, and build an international network, preparing leaders to excel in diverse cultural and business environments. The SPJIMR edge: A legacy of excellence S. P. Jain Institute of Management and Research (SPJIMR), stands as one of India's most respected business schools, combining unmatched credibility, industry relevance, and global recognition. It is one of only four Indian B-Schools to hold the prestigious Triple Crown Accreditation—AMBA, AACSB, and EQUIS—and ranks #1 in India and #35 globally in the Financial Times Masters in Management (MiM) rankings. Additionally, it is ranked #3 all-India and #1 private B-School by Business Today MDRA 2024, and #4 all-India and #1 private B-School by MBAUniverse 2025. With faculty from leading global institutions and industry backgrounds, and a strong emphasis on values and leadership, SPJIMR prepares professionals not just to lead, but to lead responsibly. PGPGM programme: crafted for professionals aspiring for C-suite roles SPJIMR's PGPGM is tailored for ambitious professionals aged 24 to 45 with at least four years of post-graduate work experience, who are ready to step into leadership roles without interrupting their career momentum. With a choice between Mumbai and Delhi campuses—both led by the same esteemed SPJIMR faculty—the programme is designed for working executives seeking high-impact learning. Participants represent a cross-section of industries and roles, from automotive, FMCG and manufacturing, to consulting, BFSI, IT/ITES, etc, bringing 4 to 17 years of experience into the classroom. This diversity creates a vibrant, collaborative environment where peer learning is as powerful as faculty instruction. Many alumni call PGPGM a defining milestone, highlighting how the programme has transformed their thinking, providing a significant impetus to their careers. PGPGM Batch 6 Participant Testimonial | Mr. Amardeep Singh, Vice President - Maruti Suzuki India Ltd Debojit Hore, Director at PWC India, on how SPJIMR's PGPGM programme enhanced his leadership skills. Join SPJIMR's PGPGM: Eligibility and admission process To be eligible for the PGPGM programme, candidates must hold a bachelor's degree in any discipline with a minimum of 50% marks and have at least four years of work experience after graduation. The admission process includes an Admission Test, Case Analysis, and a Personal Interview ensuring a comprehensive evaluation to select the most promising professionals. Key details Format: On-campus programme with sessions on alternate weekends On-campus programme with sessions on alternate weekends Applications Submission (Phase-3): May 31, 2025 May 31, 2025 Campuses: Mumbai & Delhi Mumbai & Delhi Start Date: September 6, 2025 September 6, 2025 Fees: Rs 9.5 lakhs payable in instalments over 2 years Step confidently into your leadership journey with SPJIMR PGPGM programme for working professionals Advancing to leadership roles requires more than experience, it demands new skills and perspectives. SPJIMR's empowers mid-career professionals to upskill and lead without pausing their careers. Working professionals looking for a high impact, on-campus, weekend Executive MBA option, can apply now for the 2025 PGPGM intake and step confidently into their leadership journey. References - Disclaimer: This article has been produced on behalf of Bharatiya Vidya Bhavan's SPJIMR by Times Internet's Spotlight Team.
