Employment Effects and Changes in Work Organisation Arising from AI

The study by Frey and Osborne (2013) and similar ones have determined large substitution potentials for certain activities and occupations due to digitalisation. However, deriving labour market effects from this is not directly possible, because the specific design of new technologies is shaped by ethical, legal, social, cultural, institutional and economic factors. To avoid negative impacts, employees take advantage of the opportunities for further education offered to them with the support of companies. In addition, AI must also be understood as a technology potential, whose specific social effectiveness in companies depends on different evaluations and forms of implementation in work organisation (see, among others, Hirsch-Kreinsen et al., 2018). In the second part, organisational design alternatives will be presented, which in turn have an impact on employment development and opportunities for further education.