A recent South China Morning Post article highlights a measured view of AI adoption across Asia Pacific: while concerns about job displacement remain, the general consensus is that most organisations are using AI to reshape tasks rather than remove roles outright.
Citing an Aon study of 504 companies across the region, the article reports that 74 per cent of firms have either deployed or piloted AI programmes. While a quarter expect some job displacement, 84 per cent said they are using AI to perform specific tasks without fully replacing jobs.
This distinction is important. AI is increasingly being applied to repetitive, data-heavy, or process-driven work, allowing organisations to improve efficiency while rethinking how roles are structured. In sectors such as financial services, the conversation has moved beyond simple cost reduction towards governance, risk controls, and responsible deployment. The Monetary Authority of Singapore has also introduced principles and frameworks to support the responsible use of AI in financial institutions.
Sherry Zerh, Senior Director in Kerry Consulting’s Technology recruitment practice, contributed a talent market perspective to the discussion. She noted that professionals who can demonstrate problem-solving through AI-enabled work will stand out, particularly where they can connect technology use to practical business outcomes. As Sherry explained, “The winning edge is the ability to combine domain expertise with AI-enabled productivity.”
For employers, the key implication is that workforce strategy should focus on capability, not just headcount. AI adoption will require clearer role design, stronger governance, and a sharper understanding of where human judgement remains essential. For professionals, the message is equally clear: technical awareness alone is not enough. The strongest candidates will be those who can pair industry knowledge, commercial judgement, and practical AI fluency to deliver better outcomes.
For organisations reviewing how AI adoption may affect workforce planning, role design, or technology hiring priorities, contact Sherry Zerh at sz@kerryconsulting.com for a confidential discussion.