The Guardian published an article that caught our attention and it made us reflect on the role that HR plays in the world of AI and digital transformation. AI is transforming industries at an unprecedented pace, but for many workers, it’s creating anxiety, uncertainty, and job insecurity. A recent report from the Institute for the Future of Work (IFOW) warns that without intervention, automation could widen inequality, intensify workloads, and create skills shortages that leave businesses struggling to adapt.
For HR managers in manufacturing and engineering, this isn’t just another workplace shift—it’s a fundamental transformation in how jobs are structured, skills are developed, and talent is retained. The question is: will AI create better jobs or eliminate them? The answer depends on how HR leads this transition.
Automation: A Threat or an Opportunity?
From food manufacturing to aerospace, automation is already deeply embedded in production lines. Machines are solving labour shortages and increasing efficiency, but without a strategic HR approach, this shift could lead to:
- Job losses and rising inequality, especially in lower-skilled roles.
- Work intensification, as employees take on more demanding tasks with fewer colleagues.
- A growing skills gap, with businesses struggling to find talent who can manage AI-powered systems.
Larger companies are investing in AI readiness, but smaller businesses often lack the resources to navigate this transition. HR leaders must bridge the gap, ensuring that automation enhances work rather than making it more stressful or precarious.
HR’s Role: Making AI Work for People, Not Against Them
HR managers can and must take the lead in shaping a fair and productive AI-driven workplace and we’ve got some ideas to get going:
1. Invest in Upskilling and Reskilling
AI doesn’t just replace jobs, it changes them. HR leadership should prepare employees for higher-value tasks by investing in AI literacy, robotics maintenance, and digital skills. The future workforce will require a blend of human expertise and technological adaptability.
2. Reframe Automation as a Productivity Tool, Not a Threat
Workers fear AI because they see it as job-stealing technology. HR must reshape this narrative, demonstrating how AI can remove repetitive tasks, reduce physical strain, and open new career pathways.
3. Rethink Workforce Planning
AI changes team structures, job roles, and career development. HR must redesign job functions to ensure automation supports productivity without degrading job quality. This means balancing efficiency with meaningful work.
4. Champion Ethical AI Implementation
AI must be implemented responsibly. HR should collaborate with leadership and unions to ensure fairness in AI-driven decisions, protect worker rights, and maintain transparency in automation processes.
5. Prioritise Employee Wellbeing
If AI creates more pressure, longer hours, or job insecurity, HR must step in. AI-driven efficiency should improve work-life balance—not erode it. A strong workplace culture will be essential to managing these changes.
Lead the Change or Get Left Behind
The future of AI in manufacturing and engineering isn’t just about technology—it’s about how businesses choose to implement it. HR professionals hold the key to ensuring AI drives growth and opportunity, rather than job losses and workforce instability.
HR leaders need to act, adapt, and lead—there is no time to waste.
By the way:
If you have the time, take a look at the Institute for the Future of Work.
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