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1. Many firms are automating. What kinds of functions are being automated today? Which kinds of employees are being displaced by machines?
2. What do most firms do about employees being displaced by automation? What has Accenture chosen to do?
3. What has Accenture learned about retraining employees? What are the keys to making such retraining work?
4. Can other firms learn from what Accenture has done? Do other firms have the same scope to do what Accenture has chosen to do? Why or why not?
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1. Automation is being used in many industries today to reduce labor costs, increase efficiency, and produce higher quality goods and services with greater speed. Common functions that are being automated include manufacturing processes such as assembling components or operating equipment; administrative tasks such as tracking inventory or employee records; customer service tasks such as responding to inquiries; and financial processes such as generating invoices or verifying payments. Employees who are most likely to be replaced by machines include those performing routine manual labor tasks that can easily be automated, as well as certain positions in the administration, customer service, and finance sectors where a machine may be able to provide more accurate results than a human worker.
2. In response to employees being displaced by automation, many firms choose to either lay off affected workers or retrain them for other roles within the company. Accenture has chosen the latter approach by investing heavily in its Retraining Program for Automation (RPA). The program provides targeted training opportunities for impacted employees based on their skillset and current job role so they can transition into other areas of the business with less disruption. This includes providing courses related to new technologies like artificial intelligence (AI) and machine learning (ML), which are both integral parts of automation technology today. By doing this, Accenture aims not only to help existing employees remain employed but also make them more competitive in an increasingly automated world of work.
3. Through its RPA program, Accenture has found two main keys to making successful retraining efforts: First is strong commitment from senior management – without their buy-in it’s difficult for any retraining effort at any level within an organization to succeed long-term Second is creating tailored learning plans – these should target specific skills required for new roles rather than providing generic knowledge across multiple disciplines which may not prove useful when seeking employment elsewhere outside of the organization after retraining period ends.. Properly supporting these initiatives requires resources both time-wise and financially stimulating diversified career paths so people do not feel stuck taking same type of jobs over again after completion coursework requirements have been fulfilled .
4 Other firms can learn from what Accenture has done by considering implementing similar programs within their organizations if situation allows it . Many companies , though , may find themselves unable scope out sufficient resources needed support this type initiative due financial constraints , difficulty obtaining necessary skillsets among available staff , etc . To maximize success while minimizing strain on budget organizations should look closely at what kind existing infrastructure they have place implement RPA alongside other methods reducing labor costs while still keeping workers employed through investments education furthering professional development goals set forth by corporation itself .