Workforce Automation: Insights into Abilities and Coaching Packages for Impacted Employees


What GAO Discovered

Though out there information don’t explicitly establish staff vulnerable to shedding their jobs to automation, they supply perception into the talents wanted for jobs projected to be in excessive demand over the following decade. For instance, Division of Labor (DOL) information present that in-demand jobs require a mixture of expertise, together with delicate expertise and course of expertise that assist an individual purchase information shortly, equivalent to lively studying and significant considering. Federal information additionally point out that in-demand jobs having a better variety of expertise deemed necessary additionally are inclined to require larger ranges of training. Additional, analysis signifies that sure jobs and expertise are much less more likely to be automated, together with these involving administration and social expertise. State and different information also can inform which expertise are most necessary for in-demand jobs in a given geographic space. DOL and the Division of Commerce are looking for extra information on expertise that the overall employee inhabitants will want for in-demand jobs in gentle of automation.

Abilities Deemed Necessary within the High 20 In-Demand Occupations, by Schooling Degree Required

Observe: These expertise mirror a rating of at the least 3 in O*NET’s 5-point scale of significance.

Officers in 4 case examine states and different stakeholders GAO interviewed supplied insights on how present workforce applications might higher serve displaced staff and people vulnerable to shedding their jobs to automation who face challenges acquiring in-demand jobs. For instance, a number of stakeholders urged that coaching applications generally didn’t give attention to offering expertise for in-demand jobs. Particularly, one state official stated that some applications give attention to interviewing and resume writing expertise, moderately than serving to staff purchase the precise expertise wanted to carry out the duties for his or her subsequent job. Different officers additionally famous that jobseekers confronted limitations to accessing coaching, equivalent to lack of childcare. Accordingly, stakeholders proposed methods together with (1) focusing coaching content material on in-demand expertise, (2) designing applications to maximise their accessibility, (3) growing funding in coaching, and (4) collaborating with different workforce stakeholders to raised serve staff displaced by automation.

Why GAO Did This Research

More and more, expertise is automating duties beforehand carried out by individuals. Automation has modified some jobs and eradicated others totally. Thus some staff have needed to retrain to be taught the talents wanted to maintain their jobs or get hold of new ones. Employees with decrease ranges of training who carry out extra routine duties have tended to expertise the best disruptions from automation, placing in danger jobs equivalent to cashiers or clerical staff. Home Report 116-450 included a provision for GAO to look at challenges and alternatives to supply coaching to staff vulnerable to shedding their jobs to automation.

GAO examined (1) what out there information point out about which staff are vulnerable to automation and the talents wanted for in-demand jobs; and (2) what insights stakeholders supply for workforce applications to raised serve displaced staff and people affected by automation.

GAO analyzed DOL information to establish occupations projected to develop over the following decade, in addition to the talents related to these rising occupations. GAO additionally carried out case research in 4 states, various throughout jobs and geography that have been additionally beneficial by nationwide workforce organizations and others as having promising workforce responses to automation. In these states, GAO collected info associated to each goals. Moreover, GAO interviewed stakeholders from businesses and 9 workforce, labor, enterprise, and different organizations. GAO additionally reviewed related federal legal guidelines and laws, prior GAO studies, and literature.

For extra info, contact Daybreak G. Locke at (202) 512-7215 or [email protected]


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