How Gen Z Is Changing Business and the Workplace

Microsoft to reinvent office apps with Artificial Intelligence toolsWashington [US], March 17 (ANI): Microsoft is reinventing its Power Platform’s software development, including Outlook, PowerPoint, Excel and Word, with AI-powered no-code development and adding new features like Copilot.

In an event on Thursday (Local Time), the company announced that Microsoft 365 users will soon be able to use what the company is calling an AI “Co-pilot,” Microsoft said in a statement.

“Makers now have a live in-studio copilot that helps them build solutions and provides suggestions for improvement. To build an app, flow, or bot, you can describe it using natural language and the copilot can build it in seconds. It is that easy,” the statement read.

“Copilot in Power Apps makes it easy to keep data at the centre of every application. Describe your application’s purpose and a data table is automatically generated for your app. Using Copilot, makers can then leverage natural language to refine the app to suit their needs. Now, everyone can build an app, and professional developers can also save more time, by focusing on more complex code, components, and integrations. Learn more about Copilot in Power Apps,” it added.

Power BI – Dynamics Solutions

Microsoft Power Platform said it has empowered all developers with AI-powered development experiences since 2021.

Power Apps was one of the first products to use GPT in a commercial capacity, and express design in Power Apps has enabled makers to automatically turn their drawings, images and Figma documents into app user interfaces (UIs). This union of AI and low code revolutionizes the way solutions are built and fundamentally transforms the way people work, collaborate, and create.

In addition to Copilot, and the recent create text with the GPT model feature in AI Builder and conversation boosters in Power Virtual Agents announcements, Microsoft is also announcing another set of AI-powered capabilities across the Microsoft Power Platform.

This includes streamlining the user experience with embedded GPT-enabled chatbots in Power Apps, that provide an in-app assistant. It also includes GPT-enabled data exploration in Power Apps, which enables end users to intelligently query their data for immediate and actionable insights.

Power BI - Data Visualization Microsoft Power Platform
Power BI – Data Visualization Microsoft Power Platform

Microsoft’s announcement comes a month after it brought similar AI-powered features to Bing and amid a renewed arms race in the tech industry to develop and deploy AI tools that can change how people work, shop and create. Earlier this week, rival Google announced it is also bringing AI to its productivity tools, including Gmail, Sheets and Docs, CNN reported.

The news also comes two days after OpenAI, the company behind Microsoft’s artificial intelligence technology and the creator of ChatGPT, unveiled its next-generation model, GPT-4. The update has stunned many users in early tests and a company demo with its ability to draft lawsuits, pass standardized exams and build a working website from a hand-drawn sketch, according to CNN. (ANI)

How Gen Z Is Changing Business and the Workplace

As the first true digital natives enter the workforce, employers face the challenge of understanding and meeting the unique psychological needs and expectations of Generation (Gen) Z. According to the Pew Research Center, Gen Z includes those born between 1997 and 2012, many of whom are entering the workforce today.

Power BI - Data Visualization Microsoft Power Platform
Power BI – Data Visualization Microsoft Power Platform

A greater understanding of the unique needs of Gen Z can help organizations develop strategies to attract, hire, retain, and engage this up-and-coming generation. For example, as I discuss in my latest book, Experiential Intelligence, engaging in diverse life experiences not only develops new skills but also fosters resilience and agility—traits crucial for future personal and business success. Gen Z intuitively understands this; 90% of Gen Z want to participate in internships, and 70% consider certification courses outside traditional college as a viable path for professional development.

These statistics and more come from a recent survey of over 10,000 students across all 50 U.S. states by the National Society of High School Scholars (NSHSS), which revealed that:

A majority (59%) of youth believe AI will negatively impact society over the next decade. More than half (55%) are highly concerned about AI’s impact on personal privacy, and 62% worry about job displacement. Student debt remains a significant concern, with one-quarter of students expecting to incur $10,000 to $50,000 in debt, but only 14% anticipate family financial assistance Preferred employers include Google, Amazon, and Apple, yet health care and STEM fields remain top job targets. Nearly half (48%) of Gen Z prioritize clear communication skills in an employer. Two-thirds (66%) plan to live at home when starting their first job, with 73% intending to stay for one to two years.

So, how can employers effectively engage this next-generation workforce?

Power BI - Data Visualization Microsoft Power Platform
Power BI – Data Visualization Microsoft Power Platform

Communicate Clearly. Transparency and straightforward communication are crucial for Gen Z. Nearly half of respondents ranked clear communication as the top employer quality. Organizations should ensure job descriptions, role expectations, and growth opportunities are transparent. Provide Financial Guidance. Gen Z faces unprecedented financial pressures, with many expecting significant student debt and limited family assistance. Employers can differentiate themselves by offering robust financial benefits. Forty-four percent of Gen Z expect employers to help with student loan repayment. Financial wellness programs, tuition reimbursement, and clear career advancement paths can make an organization more appealing to debt-burdened graduates. Promote Social Responsibility. Social responsibility and fairness are paramount to Gen Z. Organizations must cultivate inclusive cultures where everyone’s contributions are recognized and valued. Engaging in corporate social responsibility (CSR) initiatives and providing volunteer opportunities can enhance employer attractiveness. Ensuring workplace policies reflect a commitment to fairness and social responsibility can resonate deeply with Gen Z values. Offer Hybrid Work. While Gen Z values flexibility, they also seek in-person interactions. Despite the rise of remote work, only 23% consider remote work options very important. Offering a hybrid work environment that balances remote flexibility with opportunities for in-person collaboration and community building is essential. Investing in modern office spaces that foster collaboration and innovation can also be beneficial. Foster Development and Recognition. Continuous learning and development are critical for Gen Z retention. They value in-person training and opportunities to develop skills. Implementing structured development programs with mentoring, workshops, and clear career pathways can keep Gen Z employees engaged. Recognition programs, such as employee awards, can also boost morale and retention. Support Mental Health and Well-Being. Gen Z is highly aware of mental health issues, partly due to their experiences during the pandemic. Offering mental health resources, promoting work-life balance, and creating supportive environments can significantly impact retention and engagement. Leverage Technology. Gen Z grew up with and relies heavily on technology. Employers should use technology to enhance engagement, streamline processes, and personalize work experiences. AI-driven onboarding, personalized learning platforms, and digital collaboration tools can make the work environment more appealing to tech-savvy employees.

High performance and solid results come from organizational cultures that foster inclusion, engagement, and collaboration. By understanding and addressing Gen Z’s nuanced preferences and concerns, employers can create a workplace environment that not only attracts but also retains and engages Gen Z employees. In a very real sense, Gen Z is the future of work.

Microsoft to reinvent office apps with Artificial Intelligence toolsWashington [US], March 17 (ANI): Microsoft is reinventing its Power Platform’s software development, including Outlook, PowerPoint, Excel and Word, with AI-powered no-code development and adding new features like Copilot.

In an event on Thursday (Local Time), the company announced that Microsoft 365 users will soon be able to use what the company is calling an AI “Co-pilot,” Microsoft said in a statement.

Power BI - Data Visualization Microsoft Power Platform
Power BI – Data Visualization Microsoft Power Platform

“Makers now have a live in-studio copilot that helps them build solutions and provides suggestions for improvement. To build an app, flow, or bot, you can describe it using natural language and the copilot can build it in seconds. It is that easy,” the statement read.

“Copilot in Power Apps makes it easy to keep data at the centre of every application. Describe your application’s purpose and a data table is automatically generated for your app. Using Copilot, makers can then leverage natural language to refine the app to suit their needs. Now, everyone can build an app, and professional developers can also save more time, by focusing on more complex code, components, and integrations. Learn more about Copilot in Power Apps,” it added.

Microsoft Power Platform said it has empowered all developers with AI-powered development experiences since 2021.

Power Apps was one of the first products to use GPT in a commercial capacity, and express design in Power Apps has enabled makers to automatically turn their drawings, images and Figma documents into app user interfaces (UIs). This union of AI and low code revolutionizes the way solutions are built and fundamentally transforms the way people work, collaborate, and create.

In addition to Copilot, and the recent create text with the GPT model feature in AI Builder and conversation boosters in Power Virtual Agents announcements, Microsoft is also announcing another set of AI-powered capabilities across the Microsoft Power Platform.

This includes streamlining the user experience with embedded GPT-enabled chatbots in Power Apps, that provide an in-app assistant. It also includes GPT-enabled data exploration in Power Apps, which enables end users to intelligently query their data for immediate and actionable insights.

Microsoft’s announcement comes a month after it brought similar AI-powered features to Bing and amid a renewed arms race in the tech industry to develop and deploy AI tools that can change how people work, shop and create. Earlier this week, rival Google announced it is also bringing AI to its productivity tools, including Gmail, Sheets and Docs, CNN reported.

The news also comes two days after OpenAI, the company behind Microsoft’s artificial intelligence technology and the creator of ChatGPT, unveiled its next-generation model, GPT-4. The update has stunned many users in early tests and a company demo with its ability to draft lawsuits, pass standardized exams and build a working website from a hand-drawn sketch, according to CNN. (ANI)

You Won’t Need to Pay for Apple Intelligence Anytime Soon

Despite several analyst reports that Apple will eventually charge for access to Apple Intelligence features, it’s unlikely it plans to do so anytime soon.

While many, including Mark Gurman, believe that Apple’s focus on growing its services business makes a paid Apple Intelligence tier inevitable, the Bloomberg analyst is also convinced this won’t be coming in the near future — and that it’s unlikely to encompass any of the Apple Intelligence features that are slated to arrive in iOS 18 over the next year.

In late June, Gurman suggested an “Apple Intelligence+” tier could eventually arrive with a monthly fee, but it would most likely consist of extra new features rather than putting things like Siri personal context, Image Playground, and Genmoji behind a paywall.

More analysts chimed in last week to suggest a $20 monthly price tag, although it seems like they’re pulling that number out of thin air based on what they feel the market will bear. For example, OpenAI charges $20 per month for its ChatGPT Plus subscription, but that’s not a fair comparison to what Apple is likely to do since OpenAI’s paid plans are about providing higher usage limits more than additional features.

However, amidst all this speculation, Gurman has offered an important point of clarification. While he maintains in his latest Power On newsletter that a paid Apple Intelligence tier will eventually arrive, he also emphasizes that it will be years before Apple is ready to go there.

That’s because Gurman doesn’t expect Apple Intelligence to be a mature product that people will be willing to pay for before 2027 — and he calls that a “best-case scenario.”

Apple isn’t foolish enough to try to charge high fees for something that’s not ready for prime time. Say what you will about Apple TV+ when it first launched in 2019, but even though it had a limited catalog of content, and what was there may not have been everyone’s cup of tea, it still had some big-name talent on board. It also launched at a much lower price than any other streaming service — a price it later admitted was deliberately set low to reflect the smaller amount of content available at launch.

Apple Intelligence is arguably launching early in response to the AI hype, but it will be well into 2025 before it offers everything that Apple showed us during its Worldwide Developers Conference (WWDC).

The second iOS 18.1 beta came out earlier this week with preliminary Apple Intelligence features, which still excludes the really fun stuff like Genmoji and Image Playground. Those might be ready by the time iOS 18.1 gets released in October, but ChatGPT integration probably won’t show up until iOS 18.2, and we already know that the more powerful Siri and personal context features aren’t likely to appear until iOS 18.4.

Then there’s the wrinkle that Apple Intelligence is only available in the US English and is restricted in the European Union and China due to regulatory issues. Apple has promised to add more languages over the next year, but there’s no word on when those will show up, and while it’s also working on the regulatory hurdles, that could take even longer.

As it stands now, Apple Intelligence may not be fully baked until iOS 19 arrives next year, and even then, it’s hard to imagine Apple being ready to add even more features that will be worth charging for.

Lastly, it’s important to remember that everything that’s been said about Apple charging for Apple Intelligence is educated speculation, at best. Apple has not even hinted that it will try to monetize any of these features directly from end users. It’s likely getting a cut from ChatGPT subscriptions made through Apple Intelligence, but that’s a typical arrangement for every in-app subscription.

That’s in contrast to Emergency SOS via satellite. When Apple launched that in 2022 with the iPhone 14 lineup, it made it clear that it could eventually start charging for satellite access, promising iPhone 14 owners only two years of free access. It has yet to say what will happen when that time is up, but it’s already extended that into late 2025, matching the two years that new iPhone 15 buyers would have received at launch. Only Apple knows when or if it will charge for satellite access, but it’s left the door open to do so. That’s not the case with Apple Intelligence.

While Apple is undoubtedly looking at ways it can grow its services business, it’s not trying to turn everything into a subscription service, and rumors of a paid Apple Intelligence+ tier could end up carrying as much weight as earlier rumors of things like Apple Mail+ and Apple Health+.

[The information provided in this article has NOT been confirmed by Apple and may be speculation. Provided details may not be factual. Take all rumors, tech or otherwise, with a grain of salt.]

How Gen Z Is Changing Business and the Workplace

As the first true digital natives enter the workforce, employers face the challenge of understanding and meeting the unique psychological needs and expectations of Generation (Gen) Z. According to the Pew Research Center, Gen Z includes those born between 1997 and 2012, many of whom are entering the workforce today.

A greater understanding of the unique needs of Gen Z can help organizations develop strategies to attract, hire, retain, and engage this up-and-coming generation. For example, as I discuss in my latest book, Experiential Intelligence, engaging in diverse life experiences not only develops new skills but also fosters resilience and agility—traits crucial for future personal and business success. Gen Z intuitively understands this; 90% of Gen Z want to participate in internships, and 70% consider certification courses outside traditional college as a viable path for professional development.

These statistics and more come from a recent survey of over 10,000 students across all 50 U.S. states by the National Society of High School Scholars (NSHSS), which revealed that:

A majority (59%) of youth believe AI will negatively impact society over the next decade. More than half (55%) are highly concerned about AI’s impact on personal privacy, and 62% worry about job displacement. Student debt remains a significant concern, with one-quarter of students expecting to incur $10,000 to $50,000 in debt, but only 14% anticipate family financial assistance Preferred employers include Google, Amazon, and Apple, yet health care and STEM fields remain top job targets. Nearly half (48%) of Gen Z prioritize clear communication skills in an employer. Two-thirds (66%) plan to live at home when starting their first job, with 73% intending to stay for one to two years.

So, how can employers effectively engage this next-generation workforce?

Communicate Clearly. Transparency and straightforward communication are crucial for Gen Z. Nearly half of respondents ranked clear communication as the top employer quality. Organizations should ensure job descriptions, role expectations, and growth opportunities are transparent. Provide Financial Guidance. Gen Z faces unprecedented financial pressures, with many expecting significant student debt and limited family assistance. Employers can differentiate themselves by offering robust financial benefits. Forty-four percent of Gen Z expect employers to help with student loan repayment. Financial wellness programs, tuition reimbursement, and clear career advancement paths can make an organization more appealing to debt-burdened graduates. Promote Social Responsibility. Social responsibility and fairness are paramount to Gen Z. Organizations must cultivate inclusive cultures where everyone’s contributions are recognized and valued. Engaging in corporate social responsibility (CSR) initiatives and providing volunteer opportunities can enhance employer attractiveness. Ensuring workplace policies reflect a commitment to fairness and social responsibility can resonate deeply with Gen Z values. Offer Hybrid Work. While Gen Z values flexibility, they also seek in-person interactions. Despite the rise of remote work, only 23% consider remote work options very important. Offering a hybrid work environment that balances remote flexibility with opportunities for in-person collaboration and community building is essential. Investing in modern office spaces that foster collaboration and innovation can also be beneficial. Foster Development and Recognition. Continuous learning and development are critical for Gen Z retention. They value in-person training and opportunities to develop skills. Implementing structured development programs with mentoring, workshops, and clear career pathways can keep Gen Z employees engaged. Recognition programs, such as employee awards, can also boost morale and retention. Support Mental Health and Well-Being. Gen Z is highly aware of mental health issues, partly due to their experiences during the pandemic. Offering mental health resources, promoting work-life balance, and creating supportive environments can significantly impact retention and engagement. Leverage Technology. Gen Z grew up with and relies heavily on technology. Employers should use technology to enhance engagement, streamline processes, and personalize work experiences. AI-driven onboarding, personalized learning platforms, and digital collaboration tools can make the work environment more appealing to tech-savvy employees.

High performance and solid results come from organizational cultures that foster inclusion, engagement, and collaboration. By understanding and addressing Gen Z’s nuanced preferences and concerns, employers can create a workplace environment that not only attracts but also retains and engages Gen Z employees. In a very real sense, Gen Z is the future of work.

How Gen Z Is Changing Business and the Workplace

As the first true digital natives enter the workforce, employers face the challenge of understanding and meeting the unique psychological needs and expectations of Generation (Gen) Z. According to the Pew Research Center, Gen Z includes those born between 1997 and 2012, many of whom are entering the workforce today.

A greater understanding of the unique needs of Gen Z can help organizations develop strategies to attract, hire, retain, and engage this up-and-coming generation. For example, as I discuss in my latest book, Experiential Intelligence, engaging in diverse life experiences not only develops new skills but also fosters resilience and agility—traits crucial for future personal and business success. Gen Z intuitively understands this; 90% of Gen Z want to participate in internships, and 70% consider certification courses outside traditional college as a viable path for professional development.

These statistics and more come from a recent survey of over 10,000 students across all 50 U.S. states by the National Society of High School Scholars (NSHSS), which revealed that:

A majority (59%) of youth believe AI will negatively impact society over the next decade. More than half (55%) are highly concerned about AI’s impact on personal privacy, and 62% worry about job displacement. Student debt remains a significant concern, with one-quarter of students expecting to incur $10,000 to $50,000 in debt, but only 14% anticipate family financial assistance Preferred employers include Google, Amazon, and Apple, yet health care and STEM fields remain top job targets. Nearly half (48%) of Gen Z prioritize clear communication skills in an employer. Two-thirds (66%) plan to live at home when starting their first job, with 73% intending to stay for one to two years.

So, how can employers effectively engage this next-generation workforce?

Communicate Clearly. Transparency and straightforward communication are crucial for Gen Z. Nearly half of respondents ranked clear communication as the top employer quality. Organizations should ensure job descriptions, role expectations, and growth opportunities are transparent. Provide Financial Guidance. Gen Z faces unprecedented financial pressures, with many expecting significant student debt and limited family assistance. Employers can differentiate themselves by offering robust financial benefits. Forty-four percent of Gen Z expect employers to help with student loan repayment. Financial wellness programs, tuition reimbursement, and clear career advancement paths can make an organization more appealing to debt-burdened graduates. Promote Social Responsibility. Social responsibility and fairness are paramount to Gen Z. Organizations must cultivate inclusive cultures where everyone’s contributions are recognized and valued. Engaging in corporate social responsibility (CSR) initiatives and providing volunteer opportunities can enhance employer attractiveness. Ensuring workplace policies reflect a commitment to fairness and social responsibility can resonate deeply with Gen Z values. Offer Hybrid Work. While Gen Z values flexibility, they also seek in-person interactions. Despite the rise of remote work, only 23% consider remote work options very important. Offering a hybrid work environment that balances remote flexibility with opportunities for in-person collaboration and community building is essential. Investing in modern office spaces that foster collaboration and innovation can also be beneficial. Foster Development and Recognition. Continuous learning and development are critical for Gen Z retention. They value in-person training and opportunities to develop skills. Implementing structured development programs with mentoring, workshops, and clear career pathways can keep Gen Z employees engaged. Recognition programs, such as employee awards, can also boost morale and retention. Support Mental Health and Well-Being. Gen Z is highly aware of mental health issues, partly due to their experiences during the pandemic. Offering mental health resources, promoting work-life balance, and creating supportive environments can significantly impact retention and engagement. Leverage Technology. Gen Z grew up with and relies heavily on technology. Employers should use technology to enhance engagement, streamline processes, and personalize work experiences. AI-driven onboarding, personalized learning platforms, and digital collaboration tools can make the work environment more appealing to tech-savvy employees.

High performance and solid results come from organizational cultures that foster inclusion, engagement, and collaboration. By understanding and addressing Gen Z’s nuanced preferences and concerns, employers can create a workplace environment that not only attracts but also retains and engages Gen Z employees. In a very real sense, Gen Z is the future of work.

How Gen Z Is Changing Business and the Workplace

As the first true digital natives enter the workforce, employers face the challenge of understanding and meeting the unique psychological needs and expectations of Generation (Gen) Z. According to the Pew Research Center, Gen Z includes those born between 1997 and 2012, many of whom are entering the workforce today.

A greater understanding of the unique needs of Gen Z can help organizations develop strategies to attract, hire, retain, and engage this up-and-coming generation. For example, as I discuss in my latest book, Experiential Intelligence, engaging in diverse life experiences not only develops new skills but also fosters resilience and agility—traits crucial for future personal and business success. Gen Z intuitively understands this; 90% of Gen Z want to participate in internships, and 70% consider certification courses outside traditional college as a viable path for professional development.

These statistics and more come from a recent survey of over 10,000 students across all 50 U.S. states by the National Society of High School Scholars (NSHSS), which revealed that:

A majority (59%) of youth believe AI will negatively impact society over the next decade. More than half (55%) are highly concerned about AI’s impact on personal privacy, and 62% worry about job displacement. Student debt remains a significant concern, with one-quarter of students expecting to incur $10,000 to $50,000 in debt, but only 14% anticipate family financial assistance Preferred employers include Google, Amazon, and Apple, yet health care and STEM fields remain top job targets. Nearly half (48%) of Gen Z prioritize clear communication skills in an employer. Two-thirds (66%) plan to live at home when starting their first job, with 73% intending to stay for one to two years.

So, how can employers effectively engage this next-generation workforce?

Communicate Clearly. Transparency and straightforward communication are crucial for Gen Z. Nearly half of respondents ranked clear communication as the top employer quality. Organizations should ensure job descriptions, role expectations, and growth opportunities are transparent. Provide Financial Guidance. Gen Z faces unprecedented financial pressures, with many expecting significant student debt and limited family assistance. Employers can differentiate themselves by offering robust financial benefits. Forty-four percent of Gen Z expect employers to help with student loan repayment. Financial wellness programs, tuition reimbursement, and clear career advancement paths can make an organization more appealing to debt-burdened graduates. Promote Social Responsibility. Social responsibility and fairness are paramount to Gen Z. Organizations must cultivate inclusive cultures where everyone’s contributions are recognized and valued. Engaging in corporate social responsibility (CSR) initiatives and providing volunteer opportunities can enhance employer attractiveness. Ensuring workplace policies reflect a commitment to fairness and social responsibility can resonate deeply with Gen Z values. Offer Hybrid Work. While Gen Z values flexibility, they also seek in-person interactions. Despite the rise of remote work, only 23% consider remote work options very important. Offering a hybrid work environment that balances remote flexibility with opportunities for in-person collaboration and community building is essential. Investing in modern office spaces that foster collaboration and innovation can also be beneficial. Foster Development and Recognition. Continuous learning and development are critical for Gen Z retention. They value in-person training and opportunities to develop skills. Implementing structured development programs with mentoring, workshops, and clear career pathways can keep Gen Z employees engaged. Recognition programs, such as employee awards, can also boost morale and retention. Support Mental Health and Well-Being. Gen Z is highly aware of mental health issues, partly due to their experiences during the pandemic. Offering mental health resources, promoting work-life balance, and creating supportive environments can significantly impact retention and engagement. Leverage Technology. Gen Z grew up with and relies heavily on technology. Employers should use technology to enhance engagement, streamline processes, and personalize work experiences. AI-driven onboarding, personalized learning platforms, and digital collaboration tools can make the work environment more appealing to tech-savvy employees.

High performance and solid results come from organizational cultures that foster inclusion, engagement, and collaboration. By understanding and addressing Gen Z’s nuanced preferences and concerns, employers can create a workplace environment that not only attracts but also retains and engages Gen Z employees. In a very real sense, Gen Z is the future of work.

Artificial intelligence in nuclear: How computer and data scientists are enhancing the industry

Artificial intelligence (AI) and machine learning (ML) feature prominently in advancing technological development across many industries. Data is used to train algorithms, which are a set of digital rules, so tools can perform tasks that can imitate human behavior or enhance tasks generally performed by them: Think ChatGPT and how it can help plan a vacation or outline an essay.

“Generative AI tools are impressive in what they can do and are really fun to experiment with,” said Idaho National Laboratory (INL) human factors scientist Katya Le Blanc. “But what gets me excited about AI is the possibilities for using it to improve our science and business processes. You can use AI to automate tasks that are time consuming or boring, while the humans focus on the more fulfilling tasks that require more flexibility or creativity.”

This potential is the inspiration behind many AI projects at INL. Researchers are investigating how computational science can revolutionize efficiency and safety practices in the nuclear industry.

INL’s AI/ML contributions

A recent artificial intelligence and machine learning expo at INL showcased several AI and ML projects under development by INL researchers. “We’re developing technologies that can eventually be deployed by the nuclear industry and be used by nuclear utilities,” said Le Blanc, an event organizer.

One project focused on using machine learning for screening reports and data generated at a nuclear power plant. The project was created to automate nuclear power plant condition report analysis, but it has expanded to automate other work decisions in a plant. “At a nuclear plant, there is a lot of data generated, which eventually needs to be reviewed by someone,” said INL data scientist Brian Wilcken. “When people do a walkdown of a plant they could find a leaking valve somewhere, write down what they saw, then it flows through the official review process, which can take a lot of time and money.”

Brian Wilcken’s presentation on machine learning for screening nuclear plant text used actual utility data (anonymized) to show how the program can accurately read, interpret and organize reports.

Wilcken demonstrated a data portal that is designed to simplify and automate some of that process. Wilcken showed how a spill, for example, would reflect to the program user. “The system has automatically read the text and communicated that this is something to be addressed urgently. Then the hundreds of thousands of reports that flow through the portal can be used to create trends in reported events within identified timeframes and topic areas.”

Still under the nuclear power plant AI/ML umbrella, another demonstration linked 1960s nuclear power plant infrastructure to modern technology. “Most of the instruments on their control panels or in the field are analog, so there’s a need to convert that data into a digital form so that we can use that data to monitor the plant condition or, even on our own nuclear reactor simulators, train new operators,” said machine learning Ph.D. student and INL intern Roger Boza.

The demonstration included an analog gauge, a camera and the AI technology, which could accurately read the gauge at various angles up to 45 degrees. Depending on the camera resolution and zooming capability, the program is also capable of reading the gauge at distances of approximately 18 feet and can read up to 20 gauges at a time.

Roger Boza’s interactive presentation showed how machines can be more reliable and accurate at reading precise measurements on a gauge.

Another project called Image Anomaly Detection can monitor the area within a camera frame, determining whether items have been added, removed or adjusted. To demonstrate this, computing and data science Ph.D. student and INL intern Tianjie Zhang focused a camera on a video of someone adjusting a valve. “The system can manage a variety of changes in a video stream in real time. It can notify you immediately that someone forgot to turn a valve off, for example, and you need to get someone to fix it,” Zhang said.

Other AI/ML systems presented at the expo include tools designed for electric vehicle review analysis, image resolution enhancement, fire detection and more.

INL capabilities and collaborations

The Department of Energy Office of Nuclear Energy’s (DOE-NE) Light Water Reactor Sustainability Program, Nuclear Energy Enabling Technologies Advanced Sensors and Instrumentation Program, and several other DOE-NE programs have AI experts and a large pool of data scientists who are working to customize solutions to meet the demand of the nuclear power industry. Using the supercomputers at INL’s Collaborative Computing Center, staff members have started using generative AI methods to automate what used to be difficult and labor-intensive tasks. Some of these codes are available for industry licensing and are already being used by utilities.

AI/ML project presenters came prepared with demonstrations and examples of how their technologies can provide value.

“We started this event in 2023 and had a lot of success,” said expo planning committee member and INL senior research and development scientist Ahmad Al Rashdan. “It has provided a lot of exposure for INL staff and allowed them to show off what they’ve been doing. Having a hands-on event makes it much more fun and practical to connect with the public and find new applications for our technologies beyond their original design.”

The organizing committee is already looking forward to next year’s event with hopes of garnering more attendance from the public.

“Though we initially intended for this event to connect researchers and industry, we realized this would be a great opportunity to showcase to the public and educational groups how our scientists are using this cool technology to solve real-world problems,” said Le Blanc. “We’re really hoping to capture those audiences more as we do these expos in the future.”

About Idaho National Laboratory

Battelle Energy Alliance manages INL for the U.S. Department of Energy’s Office of Nuclear Energy. INL is the nation’s center for nuclear energy research and development, celebrating 75 years of scientific innovations in 2024. The laboratory performs research in each of DOE’s strategic goal areas: energy, national security, science and the environment.

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