Recording

0:00

S… Speaker 1 (Recording)

Oh Shay,

0:01

S… Speaker 2 (Recording)

what time do you normally come home?

0:03

S… Speaker 3 (Recording)

Yeah.

0:15

S… Speaker 3 (Recording)

Yeah.

0:26

S… Speaker 4 (Recording)

So

0:32

S… Speaker 2 (Recording)

it's like way later.

0:34

S… Speaker 2 (Recording)

Way later compared to how you used to come home.

0:37

S… Speaker 4 (Recording)

Yeah.

0:41

S… Speaker 4 (Recording)

Right.

0:44

S… Speaker 3 (Recording)

Okay,

0:46

S… Speaker 2 (Recording)

so I've got it to record,

0:49

S… Speaker 2 (Recording)

right? It's recording accordingly as it's supposed to.

0:52

S… Speaker 2 (Recording)

So, yeah,

0:53

S… Speaker 2 (Recording)

let's just go to that AI question quickly.

0:56

S… Speaker 5 (Recording)

Yeah.

0:58

S… Speaker 2 (Recording)

So I think we were last talking about AI when we stopped,

1:02

S… Speaker 2 (Recording)

right?

1:02

S… Speaker 2 (Recording)

So then I was asking you,

1:04

S… Speaker 2 (Recording)

how would you feel that if in your organization,

1:06

S… Speaker 2 (Recording)

they use that to optimize things for you guys,

1:09

S… Speaker 2 (Recording)

where they say to you,

1:10

S… Speaker 2 (Recording)

okay, we are using software,

1:12

S… Speaker 2 (Recording)

using processes,

1:13

S… Speaker 2 (Recording)

and AI can actually optimize these things.

1:16

S… Speaker 2 (Recording)

And I think you said to me that as much as you find it efficient,

1:19

S… Speaker 2 (Recording)

you do have the concern that it can actually replace your job and you would actually

1:23

S… Speaker 2 (Recording)

have that fear and anxiety.

1:25

S… Speaker 2 (Recording)

If your organization actually starts relying on it too much.

1:28

S… Speaker 2 (Recording)

So if you can just elaborate on that.

1:30

S… Speaker 4 (Recording)

Yeah.

1:48

S… Speaker 4 (Recording)

In terms of we have

1:52

S… Speaker 4 (Recording)

that we do.

1:54

S… Speaker 4 (Recording)

We do manual filing as well as filing.

1:57

S… Speaker 4 (Recording)

Yeah.

2:00

S… Speaker 4 (Recording)

If it

2:06

S… Speaker 4 (Recording)

will make things more.

2:07

S… Speaker 4 (Recording)

In terms of meetings and stuff like that.

2:10

S… Speaker 4 (Recording)

Yeah.

2:18

S… Speaker 4 (Recording)

And it does everything in a shorter space of time.

2:22

S… Speaker 4 (Recording)

If

2:28

S… Speaker 4 (Recording)

something takes 15 minutes to do.

2:30

S… Speaker 4 (Recording)

Yeah I can do.

2:32

S… Speaker 2 (Recording)

So you're saying it will actually be like a good thing if she does introduce it to help with the

2:36

S… Speaker 2 (Recording)

load. But then I think when we stopped talking the other day,

2:40

S… Speaker 2 (Recording)

then you said that if she had to use it too much,

2:44

S… Speaker 2 (Recording)

right, you actually did feel like it could be a bit of a risk to your job where you

2:48

S… Speaker 2 (Recording)

may feel like it can be replaced.

2:50

S… Speaker 2 (Recording)

There's a difference of using it to help with the job and then to actually use it to

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S… Speaker 2 (Recording)

do the job of a human.

2:56

S… Speaker 2 (Recording)

Like, for example,

2:57

S… Speaker 2 (Recording)

to do your payroll and your processing,

3:00

S… Speaker 2 (Recording)

your splitting.

3:01

S… Speaker 2 (Recording)

So I think your fears and anxieties,

3:03

S… Speaker 2 (Recording)

you said, I just want to second that this is true,

3:06

S… Speaker 2 (Recording)

that you did say that you would feel anxiety in

3:10

S… Speaker 2 (Recording)

terms of your wellness if there's too much of reliance on

3:14

S… Speaker 6 (Recording)

it. Yes.

3:40

S… Speaker 4 (Recording)

knowledgeable than you because they can retrieve information faster than you.

3:44

S… Speaker 4 (Recording)

Obviously,

3:44

S… Speaker 4 (Recording)

we can't be replaced.

3:46

S… Speaker 2 (Recording)

Yeah.

3:47

S… Speaker 2 (Recording)

Especially for your concerns with the admin job as

3:51

S… Speaker 4 (Recording)

well. Yes.

3:52

S… Speaker 4 (Recording)

And especially as being a female.

3:54

S… Speaker 4 (Recording)

Right.

4:07

S… Speaker 4 (Recording)

So,

4:14

S… Speaker 4 (Recording)

yeah.

4:14

S… Speaker 4 (Recording)

So,

4:15

S… Speaker 4 (Recording)

there's things like that when you think about it.

4:17

S… Speaker 4 (Recording)

Yeah.

4:22

S… Speaker 4 (Recording)

That's

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S… Speaker 2 (Recording)

a thing with companies.

4:38

S… Speaker 2 (Recording)

So, you're saying if they actually choose those benefits over having a human worker,

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S… Speaker 2 (Recording)

that can be scary.

4:43

S… Speaker 2 (Recording)

And it is happening as well.

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S… Speaker 2 (Recording)

With admin and with,

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S… Speaker 2 (Recording)

in fact, even with things like human resources as well,

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S… Speaker 2 (Recording)

like we do things like recruitment,

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S… Speaker 2 (Recording)

they're actually using AI to recruit the source.

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S… Speaker 2 (Recording)

It's really extending,

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S… Speaker 2 (Recording)

even with like jobs that are way more pronounced,

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S… Speaker 2 (Recording)

AI is actually.

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S… Speaker 2 (Recording)

at that level as well.

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S… Speaker 2 (Recording)

So that is scary.

5:01

S… Speaker 4 (Recording)

Yeah.

5:02

S… Speaker 4 (Recording)

Because you know what?

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S… Speaker 4 (Recording)

The supervisor does not need other people working if he can or she

5:08

S… Speaker 4 (Recording)

can do it themselves using AI.

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S… Speaker 2 (Recording)

Using AI.

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S… Speaker 2 (Recording)

And it cuts the cost as well of actually having a human,

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S… Speaker 2 (Recording)

having to be a human.

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S… Speaker 2 (Recording)

So those are scary things.

5:20

S… Speaker 2 (Recording)

And the other thing with AI is that some of these companies are

5:24

S… Speaker 2 (Recording)

actually using AI as a part of their wellness programs.

5:27

S… Speaker 7 (Recording)

So,

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S… Speaker 2 (Recording)

for example,

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S… Speaker 2 (Recording)

they can actually monitor an employee's physical and mental health.

5:33

S… Speaker 2 (Recording)

Say, for example,

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S… Speaker 2 (Recording)

if they give you something like a bracelet,

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S… Speaker 2 (Recording)

right, it's called wearable technologies.

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S… Speaker 2 (Recording)

If they give you these things,

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S… Speaker 2 (Recording)

then these things can actually read key metrics,

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S… Speaker 2 (Recording)

like whether it's your heart rate or your BP.

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S… Speaker 2 (Recording)

And they can basically trace the amount of steps that you're walking each day.

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S… Speaker 2 (Recording)

And key metrics,

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S… Speaker 2 (Recording)

whether it's your BP or any of those vital readings,

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S… Speaker 2 (Recording)

it can actually give you key accounts of these things.

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S… Speaker 2 (Recording)

And it can give you an idea as to how your physical and mental

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S… Speaker 2 (Recording)

health can be.

6:02

S… Speaker 2 (Recording)

So if your employer had to say to you that they are...

6:06

S… Speaker 2 (Recording)

starting to use these technologies,

6:08

S… Speaker 2 (Recording)

but it's in order to support you in terms of your wellness,

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S… Speaker 2 (Recording)

they would like for you to share that information with them so that they can

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S… Speaker 2 (Recording)

better support you in terms of your wellness.

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S… Speaker 2 (Recording)

How would you feel if an employer had to have information pertaining

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S… Speaker 2 (Recording)

to your physical and mental health?

6:23

S… Speaker 4 (Recording)

We

6:53

S… Speaker 4 (Recording)

try to hide it from us.

6:54

S… Speaker 4 (Recording)

So

7:20

S… Speaker 4 (Recording)

when my

7:27

S… Speaker 4 (Recording)

pressure is given,

7:28

S… Speaker 4 (Recording)

it

7:38

S… Speaker 4 (Recording)

just does not come down.

7:39

S… Speaker 4 (Recording)

But when I come home,

7:44

S… Speaker 2 (Recording)

So it's like that anxiety you're saying that,

7:46

S… Speaker 2 (Recording)

you know, actually causes that spike and that's not something you would want your employer to actually pick

7:50

S… Speaker 2 (Recording)

up on because you don't know what the perception of you could be.

7:53

S… Speaker 4 (Recording)

Yeah.

7:58

S… Speaker 4 (Recording)

And years

8:03

S… Speaker 4 (Recording)

ago, and

8:08

S… Speaker 4 (Recording)

you know what?

8:09

S… Speaker 4 (Recording)

That's

8:23

S… Speaker 4 (Recording)

how I felt it.

8:23

S… Speaker 4 (Recording)

It's like pinching me.

8:24

S… Speaker 2 (Recording)

Oh.

8:25

S… Speaker 4 (Recording)

And so that's why I'm saying more

8:38

S… Speaker 4 (Recording)

nervous because you don't want other people.

8:42

S… Speaker 4 (Recording)

Exactly.

8:45

S… Speaker 2 (Recording)

That is true.

8:46

S… Speaker 2 (Recording)

And then I also did read with the literature as well that those devices,

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S… Speaker 2 (Recording)

as you said, it is uncomfortable.

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S… Speaker 2 (Recording)

to use as well.

8:53

S… Speaker 2 (Recording)

So that's also something that can interfere with your job.

8:56

S… Speaker 2 (Recording)

You know, like you said,

8:57

S… Speaker 2 (Recording)

you can feel anxious.

8:58

S… Speaker 2 (Recording)

So in terms of psychological discomfort and physical

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S… Speaker 2 (Recording)

discomfort as well,

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S… Speaker 2 (Recording)

we can be this comfortable to use and that can impact the way you

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S… Speaker 2 (Recording)

do your job and your overall wellness as well.

9:11

S… Speaker 2 (Recording)

And would you also feel like,

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S… Speaker 2 (Recording)

I know we discussed the thing with age and,

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S… Speaker 2 (Recording)

you know, keeping up with technology and all of that.

9:17

S… Speaker 2 (Recording)

So some of these things,

9:19

S… Speaker 2 (Recording)

as much as they optimize the job specs and the kind of work

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S… Speaker 2 (Recording)

that we do, would you think it would be like more keeping up for you to do in terms

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S… Speaker 2 (Recording)

of your resilience?

9:28

S… Speaker 2 (Recording)

If they are to say to you,

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S… Speaker 2 (Recording)

OK, learn how to use these AI softwares and these AI processes,

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S… Speaker 2 (Recording)

do you think it will actually add to the work that you have to do?

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S… Speaker 2 (Recording)

You have to keep on,

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S… Speaker 2 (Recording)

you know, keeping up with these kind of things.

10:05

S… Speaker 4 (Recording)

I do want to learn more because

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S… Speaker 4 (Recording)

my job is numbered.

10:21

S… Speaker 4 (Recording)

So

10:31

S… Speaker 2 (Recording)

you feel like you've actually become more comfortable with it.

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S… Speaker 2 (Recording)

So if it is incorporated,

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S… Speaker 2 (Recording)

you won't actually have so much of an issue with that.

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S… Speaker 2 (Recording)

Your issue lies with things like privacy,

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S… Speaker 2 (Recording)

safety, those kind of things.

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S… Speaker 2 (Recording)

Because, you know,

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S… Speaker 2 (Recording)

at the end of the day,

11:03

S… Speaker 2 (Recording)

the thing

11:07

S… Speaker 2 (Recording)

is, you know,

11:08

S… Speaker 2 (Recording)

you can have a however close relationship with your supervisor,

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S… Speaker 2 (Recording)

but it may be somewhere in the back of your mind that,

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S… Speaker 2 (Recording)

you know,

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S… Speaker 2 (Recording)

you don't know how your employee would use that information,

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S… Speaker 2 (Recording)

especially when it comes to,

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S… Speaker 2 (Recording)

for example,

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S… Speaker 2 (Recording)

decisions like pertaining to your development,

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S… Speaker 2 (Recording)

your promotions and your attainment.

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S… Speaker 2 (Recording)

Do you think that will be scary for you?

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S… Speaker 2 (Recording)

Like you don't know how that information will be used?

11:47

S… Speaker 4 (Recording)

This is the leading I'm getting from the devices so much.

11:57

S… Speaker 4 (Recording)

That

12:07

S… Speaker 2 (Recording)

can happen, yeah.

12:08

S… Speaker 2 (Recording)

And if you were the administrator of that information,

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S… Speaker 2 (Recording)

let's say it's a part of this wellness program,

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S… Speaker 2 (Recording)

but you don't have to give the information to us.

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S… Speaker 2 (Recording)

If you give the information to us,

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S… Speaker 2 (Recording)

it's totally optional,

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S… Speaker 2 (Recording)

but you can handle this information as part of your wellness.

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S… Speaker 2 (Recording)

How would you feel then if you don't have to give it information and if it's helping you to...

12:27

S… Speaker 2 (Recording)

like get an idea of the health would you be okay with it then like to track your own

12:31

S… Speaker 2 (Recording)

development but you have you don't have to give them that information i

12:36

S… Speaker 4 (Recording)

think i would yeah

12:47

S… Speaker 4 (Recording)

and use that machine

13:05

S… Speaker 4 (Recording)

that i

13:09

S… Speaker 4 (Recording)

don't even know okay and that

13:16

S… Speaker 4 (Recording)

was actually informative for you so to basically

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S… Speaker 4 (Recording)

monitor me on a you know

13:45

S… Speaker 2 (Recording)

that's understandable and anxious

13:47

S… Speaker 2 (Recording)

But the thing is,

13:48

S… Speaker 2 (Recording)

you know, what some of these people with AI are doing as well.

13:50

S… Speaker 2 (Recording)

Like, for example,

13:51

S… Speaker 2 (Recording)

in psychology, we know that,

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S… Speaker 2 (Recording)

for example, not just any machine should be out there giving somebody advice

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S… Speaker 2 (Recording)

on mental health.

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S… Speaker 2 (Recording)

So the fact that it's still a machine,

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S… Speaker 2 (Recording)

it's a mental machine model,

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S… Speaker 2 (Recording)

right?

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S… Speaker 2 (Recording)

How would you trust the information that you are getting

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S… Speaker 2 (Recording)

in terms of your physical and mental health?

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S… Speaker 2 (Recording)

Would you take it at face value?

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S… Speaker 2 (Recording)

Or would you actually prefer that if the company wants to invest in your

14:17

S… Speaker 2 (Recording)

wellness, that they actually let you guys consult with real practitioners?

14:21

S… Speaker 2 (Recording)

Because how would you feel about the credibility of information regarding

14:26

S… Speaker 2 (Recording)

your mental and physical health if it's coming from AI?

14:29

S… Speaker 2 (Recording)

I know it can be helpful for some chemo tricks,

14:31

S… Speaker 2 (Recording)

but how would you feel in terms of trusting it in

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S… Speaker 2 (Recording)

terms of your physical and mental health?

15:00

S… Speaker 4 (Recording)

connection you get empathy and you get sympathy and obviously

15:05

S… Speaker 4 (Recording)

the person that you're speaking to will be

15:09

S… Speaker 4 (Recording)

able to relate to you because they are human.

15:12

S… Speaker 4 (Recording)

It's

15:26

S… Speaker 2 (Recording)

too mechanical.

15:27

S… Speaker 2 (Recording)

Yes,

15:28

S… Speaker 4 (Recording)

exactly.

15:30

S… Speaker 4 (Recording)

So you're going to get everything.

15:31

S… Speaker 4 (Recording)

They want you to digest information.

15:40

S… Speaker 2 (Recording)

exactly so like you talked to me about like that subject or part of it as well and

15:45

S… Speaker 2 (Recording)

like in terms of the medical information as well would you really trust everything that

15:49

S… Speaker 4 (Recording)

he says to you about your health yeah

16:09

S… Speaker 4 (Recording)

yeah but then

16:13

S… Speaker 2 (Recording)

that is also combined with um you know it's combined with

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S… Speaker 2 (Recording)

the expertise of the doctor now if there's no doctor involved it's just and remember

16:21

S… Speaker 2 (Recording)

it's not even a medical

16:23

S… Speaker 2 (Recording)

machine yeah no that's that's a thing so yeah so how

16:27

S… Speaker 4 (Recording)

how would you think of it in terms of your physical health yeah

16:44

S… Speaker 4 (Recording)

that's a

16:52

S… Speaker 2 (Recording)

thing so you always need you know it's always safe

16:56

S… Speaker 2 (Recording)

to have the professional and not have a machine just override a professional

17:00

S… Speaker 2 (Recording)

when irrespective of how advanced everything does get

17:06

S… Speaker 2 (Recording)

So you think it maybe should be balanced in the sense,

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S… Speaker 2 (Recording)

do you think that maybe it should be able to give general kind of information,

17:14

S… Speaker 2 (Recording)

whether it's like basic readings,

17:16

S… Speaker 2 (Recording)

but it should have boundaries,

17:18

S… Speaker 2 (Recording)

do you feel that should happen?

17:19

S… Speaker 4 (Recording)

Yes, yes.

17:21

S… Speaker 4 (Recording)

I don't feel that we solely do need

17:36

S… Speaker 4 (Recording)

a human touch anymore.

17:41

S… Speaker 2 (Recording)

So if they implement this,

17:43

S… Speaker 2 (Recording)

yeah, most definitely.

17:44

S… Speaker 2 (Recording)

If they implement this wellness program,

17:47

S… Speaker 2 (Recording)

then I think what you were saying is that you're not somebody

17:51

S… Speaker 2 (Recording)

that's showing off AI,

17:52

S… Speaker 2 (Recording)

but what you are saying is that maybe it should have boundaries and that you

17:56

S… Speaker 2 (Recording)

would also maybe prefer if they also introduce professionals

18:01

S… Speaker 2 (Recording)

like maybe a psychologist and a doctor.

18:03

S… Speaker 2 (Recording)

So that you can actually have credibility with your information.

18:07

S… Speaker 2 (Recording)

You won't want your organization to just rely on AI.

18:11

S… Speaker 2 (Recording)

Is that what you have been saying?

18:12

S… Speaker 3 (Recording)

Yes.

18:13

S… Speaker 1 (Recording)

Okay.

18:15

S… Speaker 2 (Recording)

And then the last question is about,

18:17

S… Speaker 2 (Recording)

you know, we spoke about the thing about the digital load and resilience and

18:22

S… Speaker 2 (Recording)

supporting workers in order to make them more resilient and

18:26

S… Speaker 2 (Recording)

to help their wellness as well.

18:30

S… Speaker 2 (Recording)

What we found in the research is that there's very limited literature as

18:34

S… Speaker 2 (Recording)

to what we know about how South African organizations are

18:38

S… Speaker 2 (Recording)

actually supporting their employees in this digital era.

18:42

S… Speaker 2 (Recording)

So we know about other things like how they're trying to optimize performance.

18:46

S… Speaker 2 (Recording)

We have information on wellness and resilience,

18:49

S… Speaker 2 (Recording)

but we don't have enough information as to what they are actually doing

18:53

S… Speaker 2 (Recording)

in order to support their employees in terms of their wellness and resilience.

18:57

S… Speaker 2 (Recording)

So what do you think South African organizations could do

19:01

S… Speaker 2 (Recording)

to support their employees in terms of their wellness and resilience and

19:06

S… Speaker 8 (Recording)

to help them to cope with this digital load?

19:08

S… Speaker 4 (Recording)

Yeah.

19:39

S… Speaker 2 (Recording)

I know.

19:39

S… Speaker 4 (Recording)

But

19:47

S… Speaker 4 (Recording)

being afraid

19:55

S… Speaker 4 (Recording)

to try something

20:02

S… Speaker 2 (Recording)

Sorry, ma 'am,

20:03

S… Speaker 2 (Recording)

you broke off there?

20:04

S… Speaker 4 (Recording)

Yeah.

20:12

S… Speaker 4 (Recording)

Yeah,

20:20

S… Speaker 7 (Recording)

that is true.

20:22

S… Speaker 7 (Recording)

Yeah.

20:23

S… Speaker 4 (Recording)

And the thing is,

20:31

S… Speaker 4 (Recording)

they're not

20:42

S… Speaker 4 (Recording)

telling you.

20:42

S… Speaker 4 (Recording)

They tell you you mustn't tear the toe.

20:44

S… Speaker 4 (Recording)

You must use the machine to order your food.

20:46

S… Speaker 4 (Recording)

Yeah.

20:46

S… Speaker 4 (Recording)

And then,

20:49

S… Speaker 4 (Recording)

for some people,

20:50

S… Speaker 4 (Recording)

they find it difficult.

20:51

S… Speaker 2 (Recording)

Especially older people as well.

20:53

S… Speaker 4 (Recording)

Yeah.

20:55

S… Speaker 4 (Recording)

Because you can just go to the...

20:59

S… Speaker 4 (Recording)

is still standing there and you can just say,

21:01

S… Speaker 4 (Recording)

okay, I need this,

21:02

S… Speaker 4 (Recording)

this, that, that.

21:03

S… Speaker 4 (Recording)

But now you're using it and then turning it into a campus.

21:06

S… Speaker 4 (Recording)

No,

21:16

S… Speaker 4 (Recording)

totally.

21:17

S… Speaker 4 (Recording)

People need to be educated.

21:19

S… Speaker 2 (Recording)

They do.

21:20

S… Speaker 2 (Recording)

So you were saying the basic game,

21:23

S… Speaker 2 (Recording)

both organizations,

21:24

S… Speaker 2 (Recording)

and are you saying that maybe it should have implications for the government to actually support

21:29

S… Speaker 2 (Recording)

people?

21:30

S… Speaker 2 (Recording)

So both organizations and the state should actually support?

21:34

S… Speaker 2 (Recording)

employees in terms of navigating this era so maybe are

21:38

S… Speaker 2 (Recording)

you probably alluding to like training like prioritizing training yeah

21:43

S… Speaker 4 (Recording)

okay okay and

21:47

S… Speaker 4 (Recording)

yeah and

21:51

S… Speaker 4 (Recording)

that

21:56

S… Speaker 2 (Recording)

does happen in organizations as well where you know it's not they're

22:00

S… Speaker 2 (Recording)

not they don't give too much of consideration as to what

22:04

S… Speaker 2 (Recording)

you what you know it's like if you don't know then get it done on your own so

22:08

S… Speaker 2 (Recording)

you are saying that it's imperative that they prioritize training hello okay

22:17

S… Speaker 4 (Recording)

you

22:22

S… Speaker 2 (Recording)

can can you hear me okay

22:26

S… Speaker 2 (Recording)

okay no that's fine so we spoke about the training thing in terms of

22:30

S… Speaker 2 (Recording)

the state so what we actually notice with the state is that we have these laws

22:34

S… Speaker 2 (Recording)

like for example we have

22:37

S… Speaker 2 (Recording)

We have the WEE Act,

22:41

S… Speaker 2 (Recording)

right? We have that.

22:41

S… Speaker 2 (Recording)

We have the Employee Equity Act.

22:44

S… Speaker 2 (Recording)

We have the Basic Conditions of Employment Act.

22:47

S… Speaker 2 (Recording)

We have all of these acts and they promote things like

22:51

S… Speaker 2 (Recording)

preventing discrimination and they talk about health and safety and

22:55

S… Speaker 2 (Recording)

all of these things.

22:56

S… Speaker 2 (Recording)

But the problem with these acts is that they are not specific in the

23:00

S… Speaker 2 (Recording)

sense that they don't say specific things like prioritized training.

23:04

S… Speaker 2 (Recording)

Don't overload your employees with work.

23:07

S… Speaker 2 (Recording)

Prioritize work -life balance.

23:08

S… Speaker 2 (Recording)

Those kind of things are not legalized.

23:11

S… Speaker 2 (Recording)

So which is why organizations also overlook it,

23:13

S… Speaker 2 (Recording)

it's because it's not legalized.

23:15

S… Speaker 2 (Recording)

It's not specifically stated by the state in terms of the law.

23:19

S… Speaker 2 (Recording)

So do you think if the law was a bit more specific in terms of clearly

23:23

S… Speaker 2 (Recording)

outlining,

23:24

S… Speaker 2 (Recording)

for example,

23:25

S… Speaker 2 (Recording)

prioritize work -life balance,

23:26

S… Speaker 2 (Recording)

prioritize growth and training,

23:29

S… Speaker 2 (Recording)

But even if it's a small business,

23:30

S… Speaker 2 (Recording)

you know, try and prioritize training however best you can.

23:33

S… Speaker 2 (Recording)

Do you think if the law was more specific in terms of regulating these

23:37

S… Speaker 2 (Recording)

things, it would actually help the load that's placed on employees in terms

23:41

S… Speaker 2 (Recording)

of digitization?

23:42

S… Speaker 3 (Recording)

Yeah.

23:44

S… Speaker 3 (Recording)

So

23:49

S… Speaker 2 (Recording)

with your intervention,

23:51

S… Speaker 2 (Recording)

like, you know, you were talking about the state and organizations,

23:53

S… Speaker 2 (Recording)

that is definitely something that you would want to be prioritized.

23:57

S… Speaker 2 (Recording)

So you are saying that,

23:58

S… Speaker 2 (Recording)

are you saying also that maybe,

24:00

S… Speaker 2 (Recording)

do you think these interventions should be tailored according to?

24:04

S… Speaker 2 (Recording)

the employees personal needs like if somebody needs specific help

24:08

S… Speaker 2 (Recording)

or something do you think they should take the time to actually teach each

24:12

S… Speaker 2 (Recording)

individual to ensure that the entire workforce is competent yes

24:16

S… Speaker 4 (Recording)

like for

24:21

S… Speaker 4 (Recording)

instance you're somebody yeah

24:27

S… Speaker 4 (Recording)

so yeah

24:32

S… Speaker 4 (Recording)

that's

24:44

S… Speaker 2 (Recording)

like also alluding to group training right and then i know like you said you have a very close

24:48

S… Speaker 2 (Recording)

-knit environment at work as well where you learn from the young people and

24:52

S… Speaker 2 (Recording)

they learn from you

24:54

S… Speaker 2 (Recording)

So do you think that group training will also be effective where employees

24:58

S… Speaker 2 (Recording)

can, like you said,

24:59

S… Speaker 2 (Recording)

they can learn from each other?

25:01

S… Speaker 2 (Recording)

Is that something that you were saying they should also prioritize?

25:03

S… Speaker 3 (Recording)

Okay,

25:07

S… Speaker 2 (Recording)

so you're basically saying also take both that individual and

25:11

S… Speaker 2 (Recording)

group effect to training.

25:13

S… Speaker 2 (Recording)

That's something that both the state and organization should actually promote.

25:17

S… Speaker 4 (Recording)

Okay,

25:20

S… Speaker 2 (Recording)

no, that's perfect.

25:21

S… Speaker 4 (Recording)

For instance,

25:23

S… Speaker 4 (Recording)

if you say a new ad,

25:27

S… Speaker 4 (Recording)

this

25:46

S… Speaker 4 (Recording)

is what we can do.

25:48

S… Speaker 4 (Recording)

you have a training program,

25:49

S… Speaker 4 (Recording)

you can participate in it,

25:52

S… Speaker 4 (Recording)

send a few from

25:56

S… Speaker 4 (Recording)

different companies.

25:58

S… Speaker 4 (Recording)

You learn about the thing,

26:00

S… Speaker 4 (Recording)

you become knowledgeable,

26:01

S… Speaker 4 (Recording)

and you take it back.

26:02

S… Speaker 4 (Recording)

So,

26:06

S… Speaker 2 (Recording)

yeah, okay, that's perfect.

26:07

S… Speaker 2 (Recording)

Yeah, that makes perfect sense.

26:09

S… Speaker 2 (Recording)

So, okay,

26:10

S… Speaker 2 (Recording)

Pam, I think we've come to the end where you have answered all of the questions.

26:13

S… Speaker 2 (Recording)

Thank you so much for your time.

26:14

S… Speaker 2 (Recording)

I got very knowledgeable data from you.

26:22

S… Speaker 2 (Recording)

It is.

26:22

S… Speaker 2 (Recording)

It has been very in -depth and that's what I need for this project.

26:25

S… Speaker 2 (Recording)

So thank you so much for your time.

26:27

S… Speaker 2 (Recording)

Even though we had so many technological issues,

26:30

S… Speaker 2 (Recording)

thank you for pushing through with me.

26:32

S… Speaker 4 (Recording)

Thank you so much.

26:37

S… Speaker 4 (Recording)

I'm glad I could help.

26:37

S… Speaker 4 (Recording)

Okay.

26:38

S… Speaker 2 (Recording)

Have a nice day on your side.

26:40

S… Speaker 3 (Recording)

Bye.

26:40

S… Speaker 4 (Recording)

Bye.

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