The impact of robots and AI/ML on skills and work organization

Abstract: The chapter focuses on how new automation technologies are affecting the skills of employees and their form of work organisation. The analysis makes use of unique data from the 2019 Danish TASK Survey carried out at the employee level which measures work organisation, skills gaps and forms of training for employees using robots, artificial intelligence and machine learning (AI/ML) in their daily work activity. The analysis goes deeper into the effects of robotics and AI/ML for individual workers than previous studies and has policy implications for the performance of the Danish national system of innovation by identifying sectors and occupations that could potentially benefit from increased investments in training for skills development

Ready, but challenged:: Diffusion and use of artificial intelligence and robotics in Danish firms

This working paper explores the diffusion and effects of artificial intelligence and robotics on work organization and skills formation in Danish private and public companies. The main focus is on how humans and technology interact, the extent to which employees have the skills to engage in this interaction, and the interplay between job content and technology. The main findings are the following: Artificial intelligence is more diffused and diffuses more rapidly than robotics, and this diffusion is uneven across Danish regions; Danish employees are very confident in using artificial intelligence and robotics, but half of the employees lack the necessary skills; skills are to an important extent acquired through on-the-job learning, which are insufficient in the long run; artificial intelligence involves a larger variety of learning than robotics and has a greater impact on tasks and work organization. The working paper con-cludes with recommendations for policy and management. Important recommendations are that there is a need for policy makers to focus on developing new formal education and training and to innovate existing education in order to ready current and future em-ployees for technological change, and that management needs to focus more on continuous development of their human capital. Lifelong learning and strategic human resource management become increasingly important

Capabilities for Innovation: The Nordic Model and Employee Participation

Technological developments combined with increasing levels of competition related to the ongoing globalization imply that firms find themselves in dynamic, changing environments that call for dynamic capabilities. This challenges the internal human and organizational resources of firms in general and in particular their ability to develop firm-specific innovative capabilities through employee participation and creation of innovative workplaces. In this article, we argue that national institutional conditions can play an enhancing or hampering role in this. Especially the norms and values governing relations between employers and employees are expected to be of vital importance. This article will follow a resource-based perspective on developing dynamic capabilities in order to test the importance of enhancing human and organizational capabilities for innovation in firms. In particular, the article will focus on some of the important institutional conditions in Danish firms derived from the Nordic model, such as the formal and informal relations of cooperation between employers and employees in firms and their function in building capabilities for innovation. The foundation of the empirical analysis is a survey that collected information from 601 firms belonging to the private urban sector in Denmark. The survey was carried out in late 2010

Capabilities for Innovation: The Nordic Model and Employee Participation

Technological developments combined with increasing levels of competition related to the ongoing globalization imply that firms find themselves in dynamic, changing environments that call for dynamic capabilities. This challenges the internal human and organizational resources of firms in general and in particular their ability to develop firm-specific innovative capabilities through employee participation and creation of innovative workplaces. In this article, we argue that national institutional conditions can play an enhancing or hampering role in this. Especially the norms and values governing relations between employers and employees are expected to be of vital importance. This article will follow a resource-based perspective on developing dynamic capabilities in order to test the importance of enhancing human and organizational capabilities for innovation in firms. In particular, the article will focus on some of the important institutional conditions in Danish firms derived from the Nordic model, such as the formal and informal relations of cooperation between employers and employees in firms and their function in building capabilities for innovation. The foundation of the empirical analysis is a survey that collected information from 601 firms belonging to the private urban sector in Denmark. The survey was carried out in late 2010