【访谈】AIGC时代构建HR未来场景

最近接受了一次访谈，访谈内容已经在2023年9月的《人力资源》杂志中刊登发表了。为了能与更多读者分享我的一些思考观点，我也从杂志社拿到了原稿与大家分享。

可以说，AIGC是2023年最热的关键词之一，也是AI领域最热的技术话题之一，它在全球范围内掀起了一股讨论热潮，有望引领内容产业的新一轮“技术革命”。本期对话《人力资源数字化转型行动指南》作者徐刚先生，聚焦AIGC时代HR领域的未来趋势，让我们对AIGC时代的工具、应用场景、机遇与挑战有进一步了解。CXO UNION-CXO联盟（cxounion.cn）

AIGC时代：构建HR未来场景

——专访《人力资源数字化转型行动指南》作者 徐刚

文/刘福平

一、什么是AIGC

问:

您能先简单介绍一下，什么是AIGC，有哪些相关工具吗？CXO UNION-CXO联盟（cxounion.cn）

徐刚:

AIGC：AI是指Artificial Intelligence，即人工智能，GC是指Generated Content，AIGC是指通过人工智能生成内容。它包含文章和图像，以及IT领域用到的程序。只要与各种内容相关，都可以通过AIGC来生成。随着人工智能的发展，可应用的范围也越来越广，有些AIGC可以作曲，有些还可以制作短视频。

AIGC与大家之前所理解的人工智能相比，带来了革命性的变化。原来的人工智能主要是ToB，应用于商业环境。但AIGC能够成为每个人的助理，使得个人的生产力得到极大提升。每个人都能逐步成为超级个体。原来需要一个小团队多人配合才能完成的一件事，以后甚至是现在很有可能一个人就可以完成了。

了解这个概念之后，再来探讨工具——最有代表性的AIGC是2022年11月面世的ChatGPT，它主要以文字方式互动。你可以问它任何问题，它通过语言大模型的学习生成答案。除了ChatGPT，还有作图的人工智能工具Midjourney，它的主要作用是生成图片。还有就是百度的“文心一言”和讯飞的“星火模型”。CXO UNION-CXO联盟（cxounion.cn）

除了文字和作图的AIGC，还有很多其他软件。比如Notion公司出的Notion AI，它能帮你更方便地做笔记；微软出的Windows/Office Copilot，把人工智能嵌入到了微软的应用中，假如你在Word里选中一段文章，可以让它帮忙检查错误和总结观点。未来的AIGC工具会越来越多，最重要的是尝试，了解它们的优缺点，才能预判它们对不同行业可能会产生的影响。HR也要经常关注新闻，访问专业网站，了解最新技术和未来的发展趋势。

二、AIGC的应用场景

问:

在HR领域，都有哪些应用场景可以用到AIGC，是否可以简单介绍一下？

徐刚:

先纠正一点，“AIGC生成的内容都是对的”——这个结论是错的，有时候AIGC的回答并不正确。

我之前做过尝试，向ChatGPT提问关于人力资源的问题，比如个税怎么算，而它算出来的结果却是错的。ChatGPT是通过海量数据的输入来学习的，但是网上的很多信息本身就是错的，比如很多法律条款是过时的和错误的。因此，AIGC的内容还有两个维度需要校验，一个是准确性，另一个是内容质量和深度。CXO UNION-CXO联盟（cxounion.cn）

关于AIGC在HR领域的应用场景，可以举几个之前尝试过的例子。

第一，翻译。我经常会分享节假日的邮件通知模板，很多公司想把它们翻译成其他语言。这时，我们可以在AIGC中输入：请你把下面这封邮件翻译成英语。我试过，它翻译得很快，准确率很高，后续也不用做太多修改，可以帮我们节省大量时间。

第二，岗位描述。比如我让ChatGPT写过一个“人力资源总监”的岗位描述，它写得比大多数人都要好。又比如我对某个岗位不了解，但是公司要招聘该岗位的员工，需要一份岗位说明用于招聘。这两种场景下就可以让ChatGPT 来完成，它能把岗位描述很清晰地列出来。

第三，规章制度。我们可以让ChatGPT帮忙写休假、管理或轮岗制度。HR原先的操作可能是问其他公司的同行要参考资料，但是很多公司的政策中规定了不能把这些资料分享给其他人员。这时，ChatGPT的优势就体现出来了，它可以通过大数据的学习，帮你整合成相关的规章制度，改完就能用。CXO UNION-CXO联盟（cxounion.cn）

第四，创意部分。我们在需要招聘文案或公司宣传文案的场景下可以用到AIGC。我之前尝试过向ChatGPT提问：“请你帮我写一份校招文案，我希望到复旦大学计算机系去招聘IT相关的毕业生。”ChatGPT立刻就能明白你的意思。在生成的招聘文案中，首先会包含合适的称呼——“亲爱的复旦大学IT学院的毕业生们”，其次也会描述复旦大学和招聘公司双方的背景，此外还包含该岗位对相关人才的要求，最后再加上能吸引学生的话术。原先我们需要很长时间来思考文案，ChatGPT却能在一分钟内帮你搭出框架，再由Midjourney进行配图，加上人工修改润色的时间，半个小时之内就能搞定，非常方便。

第五，培训大纲。做培训的HR不用从零开始设计，可以让AIGC生成大纲。你可以向ChatGPT提问：“我希望做一个针对非人力资源经理的人力资源培训课程的大纲，请帮我生成。”马上就能得到非常完整的内容，基于此，你可以跟外部供应商或者内部讲师一同探讨并完善大纲内容。

第六，绩效管理。每家公司都有绩效KPI，HR可能不了解某些岗位的工作，不清楚哪些场景需要用到KPI，这时就可以让AIGC帮忙生成。比如，HR希望看到IT行业的研发部门通常会设置哪些KPI，通过向AIGC提问，就能够马上获取到。

第七，数据分析。有时候HR需要做数据的相关性分析，比如要了解员工满意度和员工绩效是否存在正相关，这时你只要把数据写在AIGC中，向它提问两组数据的相关性，它就能生成代码和计算结果。我测试发现，有时候结果错误，但它写的代码正确。我们只要把这段代码复制到python编辑器，点击运行就能计算出正确结果。我之前不建议HR学python，因为我做过很长时间的IT，了解学习编程很难。但有了AIGC之后，一切就简单了。它能够生成程序，在了解大致架构跟工具的前提下，几分钟之内就能生成代码运行出结果。CXO UNION-CXO联盟（cxounion.cn）

第八，海报设计和处理。以前我们需要一些节日海报时，简单的处理方式是网上找图，如果上面有其他品牌的logo，就想办法把它抠掉。在AIGC时代，我们可以按照自己的想法，让人工智能帮你生成图片，稍加润色，就能很快出来一张海报。除此以外，我们还可以让它设计logo。

三、机遇与挑战

问:

您刚刚讲的这些应用场景，包括AIGC对人力资源行业的影响，一方面是机遇，另一方面也是挑战。能不能具体介绍一下，随着这项技术的发展，未来对于HR的工作会有哪些机遇与挑战？CXO UNION-CXO联盟（cxounion.cn）

徐刚:

如果HR能把AIGC当成助手，在未来可以更快、更好地完成工作，成为超级个体，这是对于HR来说的机遇。但同时，HR也应该尽可能去关注AIGC未来对组织管理和人力资源管理带来的挑战。

首先，绩效管理。在AIGC时代，大家都在用技术工具辅助工作，导致人力资源管理的模式会发生天翻地覆的变化。原先听上去很复杂的工种，比如设计师、高级架构师、咨询顾问，现在都在用AIGC生成初步架构，使得生产力得到极度提升。这时，HR是否要调整他们的KPI？如果不调整，用了新技术后，原来制定的KPI可能瞬间就能完成，如何让绩效KPI设定更合理，并随着技术的发展而变化就是一个很大的挑战。

其次，岗位评估。在公司里，有些传统“老法师”的工资很高，可是在AIGC时代，情况变了，HR需要主动去思考在评估岗位时，有些岗位因为技术的应用，重要级别是否应该下降，而另一些需要增加数字化技能的岗位，重要程度是否应该提升。但是很少有HR敢于挑战对岗位的评估，其中涉及很多利益因素。技术发展非常快，如果没有创新的方式不断地调整和变革，组织活力、员工动力、敬业度会发生很多变化，这对HR来说也是非常大的挑战。

最后，激励机制。AIGC时代，我们需要员工更加创新、更有想法、更主动地推进工作，但传统的激励机制已经没办法满足要求。从一些调研报告中可知，简单的劳动，用钱去奖励能得到非常直接的效果，因为产出多，就能多拿钱。一旦涉及知识性、创新性、研发性的工作，钱就不再是最主要激励员工的因素。达到基本要求后，我们再加钱，员工只会觉得这是应得的，无法达到激励的目的。这个时候，我们如何让员工感受到工作的意义，让员工更有自驱力，让组织更有活力，同时实现领导力的变革……这些都是HR面临的问题。但如果HR能够做好这些，就是机遇，能够让他们在企业中起到举足轻重的作用。CXO UNION-CXO联盟（cxounion.cn）

问:

您觉得AIGC时代，HR的哪些岗位是最容易被替代的？

徐刚:

不管哪个行业，被数字化替代的都是那些重复且有规律性的工作。如果你发觉每天做的事是重复的，有规律可循，这样的工作就很容易被替代。但我相信现在的HR，也极少每天都做重复性工作，总是需要一些创意，更需要跟员工互动。

AIGC完全替代HR工作的可能性，将来可能有，但目前还是以提升工作效率为主。写文案也好，设计海报也罢，AIGC一次成型的可能性不高，需要我们融入一些关键想法。不管哪个部门和岗位，通过AIGC的协助都会增效，但是目前AIGC不至于完全替代某个岗位。CXO UNION-CXO联盟（cxounion.cn）

我认为，未来更多的是工种的整合，现在的几个岗位未来可能会合并成一个更全、更大的岗位，一个人要做很多不同的事，技能也需要升级。这也要求HR必须打开格局，去掌握整个行业领域的知识，甚至是跨界的知识。如果我们还停留在某一个知识领域，将来就无法适应。我跟不少HR沟通的时候，发觉大家的边界意识特别强，会犹豫要不要去做超出自己负责的范围的工作，或者有些人觉得，拿这份钱做这份工，其他事不该管。但是环境在变化，如果思维不变，未来被淘汰的可能性只会越来越大。

四、最后的寄语：应对新时代的准备

问:

未来，AIGC可能对生活的方方面面都有很大影响。对于HR来说，您觉得应该做哪些准备来迎接AIGC对我们工作造成的影响？CXO UNION-CXO联盟（cxounion.cn）

徐刚:

第一， HR要去体验，因为再怎么听概念，没有直观体验还是徒劳。一有机会就要去尝试各种软件和工具。

第二，HR要提升自己的顾问技巧。人力资源部门一般叫支持部门，不直接参加业务，但又跟业务有紧密联系，在公司当中的定位有点类似第三方顾问。赋能业务、人才发展、人才招聘、绩效管理都是HR的职责。在未来的工作中，HR一定要抓住“业务”这个抓手，只有更懂业务场景，用AIGC解决问题时才能事半功倍。HR需要了解：业务当前遇到什么问题？如何去调整战略？战略会影响到哪些部门？需要哪些关键岗位？需要哪些关键人才达成战略？如何在合适的时间点帮助业务去招到人或者培养人？但是从战略到人才的这个过程，目前没有任何AIGC能做到。所以HR需要有顾问技巧，把工具和业务场景整合到一起。在这个场景思维的基础上，HR才可能去思考哪些可以用AIGC来提效，才能最终赋能业务、解决问题、达成目标。这一点在AI时代非常重要，如果本末倒置，只是研究和使用工具，很快会迷失方向。

第三，从HR角度来讲，思维的转变特别重要。AIGC对于整个行业、公司、部门都有影响。HR如果仅仅了解自己的几个模块，甚至只在一个模块中长时间周旋，极其危险。首先，越简单的工作越容易被替代；其次，你无法了解AIGC给其他部门带来的影响，无法跨界了解更多信息就很难去整合，很难达到前面说的“用顾问视角给出核心建议”，更无法找到问题的关键所在。

第四，HR传统的东西不能丢。HR传统的强项是，HR有共情力，了解人性。在AIGC时代，HR要推动整个组织继续向前，员工的赋能显得格外重要。这个时候，我们如何站在员工角度思考，如何设计更好的员工体验，让员工更自驱地创新，这也是HR需要持续探索的，这是HR的强项。不能因为研究技术，强项反而丢了。HR要利用现有强项，让它在AIGC时代发挥得更好。CXO UNION-CXO联盟（cxounion.cn）

第五，HR也要更加关注外部，建立外部人脉。未来是生态合作的社会。HR在公司内部要经常跟各个部门打交道，在外部要跟律师、HR供应商打交道。HR必须建立各种人脉，资源够多，才能在需要的时候得到最快速的响应。

翻译：

A recent interview was published in the September 2023 issue of Human Resources magazine. In order to share some of my thoughts with more readers, I also got the original manuscript from the magazine to share with you.

It can be said that AIGC is one of the hottest keywords in 2023 and one of the hottest technical topics in the field of AI, which has set off a wave of discussion around the world and is expected to lead a new round of “technological revolution” in the content industry. This conversation, “Human Resources Digital Transformation Action Guide” author Mr. Xu Gang, focuses on the future trend of the HR field in the AIGC era, so that we can further understand the tools, application scenarios, opportunities and challenges in the AIGC era.CXO UNION-CXO联盟（cxounion.cn）

AIGC Era: Building HR future scenarios

— Interview with Xu Gang, author of the Human Resources Digital Transformation Action Guide

By Liu Fuping

What is AIGC

Question:

Can you give us a brief introduction of what AIGC is and what tools are available?

Xu Gang:

AIGC: AI refers to Artificial Intelligence, i.e., artificial intelligence, GC refers to Generated Content, and AIGC refers to content generated by artificial intelligence. IT contains articles and images, as well as programs used in the IT field. As long as it is related to various content, it can be generated through AIGC. With the development of artificial intelligence, the range of applications is becoming wider and wider, some AIGCs can compose music, and some can also make short videos.

AIGC is a revolutionary change from what we previously understood as artificial intelligence. The original AI was primarily ToB, applied to business environments. But the AIGC can become everyone’s assistant, making the individual’s productivity greatly improved. Everyone can gradually become a super individual. The original need for a small team of people to complete a thing, later or even now it is very likely that a person can be completed.CXO UNION-CXO联盟（cxounion.cn）

Once you understand this concept, let’s talk about tools – the most representative AIGC is ChatGPT, which launched in November 2022 and is primarily text-based.

You can ask it any question, and it generates an answer by learning from a large model of language. In addition to ChatGPT, there is Midjourney, an AI tool for mapping, whose main role is to generate images. There is Baidu’s “Wenxin word” and Xun Fei’s “spark model”.

In addition to AIGC for text and graphics, there are many other software. For example, Notion AI from Notion, which can help you take notes more easily; Microsoft’s Windows/Office Copilot, which builds artificial intelligence into Microsoft apps, lets you check for errors and summarize ideas if you select a paragraph in Word. There will be more and more AIGC tools in the future, and the most important thing is to try and understand their advantages and disadvantages in order to predict the impact they may have on different industries. HR should also always pay attention to the news, visit professional websites, and learn about the latest technologies and future trends.CXO UNION-CXO联盟（cxounion.cn）

Application scenarios of AIGC

Question:

In the field of HR, what are the application scenarios that can use AIGC? Can you briefly introduce them?

Xu Gang:

First correction, “Everything AIGC produces is right” – this conclusion is wrong, and sometimes AIGC answers incorrectly.

I tried to ask ChatGPT a question about human resources, such as how to calculate personal income tax, and it got the result wrong. ChatGPT learns through the input of massive amounts of data, but much of the information on the web is inherently wrong, such as many legal provisions that are outdated and wrong. Therefore, the content of AIGC still has two dimensions to check, one is accuracy, and the other is content quality and depth.CXO UNION-CXO联盟（cxounion.cn）

About the application scenarios of AIGC in the field of HR, you can give a few examples of previous attempts.

First, translation.

I often share holiday email notification templates that companies want to translate into other languages. At this point, we can type in AIGC: Please translate the following email into English. I’ve tried it, and it translates quickly, with high accuracy, and without too many revisions, which saves us a lot of time.

Second, the job description.

For example, I asked ChatGPT to write a “Director of Human resources” job description, and it was better than most. Another example is that I don’t know about a certain position, but the company wants to recruit employees for this position, and needs a job description for recruitment. In both cases, you can let ChatGPT do the job, which can clearly list the job description.CXO UNION-CXO联盟（cxounion.cn）

Third, rules and regulations.

We can ask ChatGPT to help write the leave, management or rotation system. The original operation of HR may be to ask peers in other companies for reference materials, but many companies’ policies stipulate that such materials cannot be shared with other personnel. At this time, the advantages of ChatGPT are reflected, it can learn through big data, help you integrate into the relevant rules and regulations, and change it can be used.

Fourth, the creative part.

We can use AIGC in situations where we need a recruitment copy or company publicity copy. I tried to ask ChatGPT: “Please help me to write a college recruitment document, I hope to Fudan University computer department to recruit IT related graduates.” ChatGPT immediately understood what you meant. In the generated recruitment copy, IT will first include the appropriate title – “Dear graduates of the IT School of Fudan University”, then it will describe the background of Fudan University and the recruitment company, in addition, it will also include the requirements of the relevant talents, and finally add the words that can attract students. In the past, we needed a long time to think about the copy, but ChatGPT can help you build a framework in a minute, and then Midjourney to design, plus manual modification time, you can finish in half an hour, very convenient.CXO UNION-CXO联盟（cxounion.cn）

Fifth, the training syllabus.

Instead of designing from scratch, the HR doing the training can have the AIGC generate an outline. You can ask ChatGPT, “I would like to create an outline of an HR training course for non-HR managers, please help me generate it.” You get very complete content right away, from which you can discuss and refine the outline with external vendors or internal lecturers.

Sixth, performance management.

Every company has performance KPIs, HR may not understand the work of some positions, do not know which scenarios need to use KPIs, then AIGC can help generate. For example, HR wants to see which KPIs are typically set by R&D departments in the IT industry, and can get them immediately by asking the AIGC.

Seventh, data analysis.

Sometimes HR needs to do correlation analysis of data, for example, to understand whether there is a positive correlation between employee satisfaction and employee performance, you just need to write the data in AIGC, ask it the correlation between the two sets of data, and it can generate code and calculation results. My testing found that sometimes the results were wrong, but the code was written correctly. All we have to do is copy this code into the python editor and hit Run to calculate the correct result. I didn’t recommend that HR learn python before because I’ve been in IT for a long time and know how hard it is to learn programming. But with AIGC, it’s easy. It can generate programs, and with a general understanding of the architecture and tools, it can generate code and run the results in minutes.CXO UNION-CXO联盟（cxounion.cn）

Eighth, poster design and processing.

In the past, when we needed some holiday posters, the simple way to deal with it was to look for pictures online, and if there was another brand’s logo on it, find a way to remove it. In the era of AIGC, we can follow our own ideas, let artificial intelligence help you generate pictures, a little touch up, you can quickly come out with a poster. In addition, we can also let it design the logo.

Opportunities and challenges

Question:

The application scenarios you just mentioned, including the impact of AIGC on the HR industry, are both opportunities and challenges on the one hand. With the development of this technology, what are the opportunities and challenges for HR work in the future?

Xu Gang:

If HR can treat AIGC as an assistant, it can complete the work faster and better in the future, and become a super individual, which is an opportunity for HR. But at the same time, HR should also pay as much attention as possible to the challenges AIGC will bring to organizational management and human resource management in the future.CXO UNION-CXO联盟（cxounion.cn）

First, performance management.

In the era of AIGC, everyone is using technical tools to assist their work, resulting in a dramatic change in the mode of human resource management. Jobs that once sounded complex, such as designers, senior architects, and consultants, are now generating initial architectures with AIGC, resulting in extreme productivity gains. Should HR adjust their KPIs at this point? Without adjustment, the original KPI may be completed in an instant after the use of new technology, and how to make the KPI setting more reasonable and change with the development of technology is a big challenge.

Second, job evaluation.

In the company, some traditional “old masters” have high salaries, but in the era of AIGC, the situation has changed, and HR needs to actively consider whether some positions should be reduced in importance because of the application of technology, while others need to increase the importance of digital skills should be increased. But few HR personnel dare to challenge the evaluation of the position, there are many interests involved. Technology is developing very fast, and if there is no innovative way to constantly adjust and change, organizational vitality, employee motivation and engagement will change a lot, which is also a very big challenge for HR.CXO UNION-CXO联盟（cxounion.cn）

Finally, incentive mechanism.

In the AIGC era, we need employees to be more innovative, more innovative, and more proactive, but the traditional incentive mechanism can no longer meet the requirements. From some research reports, we know that simple labor, money to reward can get a very direct effect, because the output is more, you can get more money. When it comes to knowledge, innovation, research and development work, money is no longer the primary motivator for employees.

After meeting the basic requirements, we will add more money, and employees will only feel that this is deserved, and it will not achieve the purpose of incentive. At this time, how can we make employees feel the meaning of work, make employees more self-driven, make the organization more dynamic, and achieve leadership change? These are the problems HR faces. But if HR can do these things well, it is an opportunity to make them play a pivotal role in the enterprise.CXO UNION-CXO联盟（cxounion.cn）

Question:

In your opinion, which HR positions are most easily replaced in the AIGC era?

Xu Gang:

In any industry, it is the repetitive and regular work that is being replaced by digitization. If you find that what you do every day is repetitive and regular, it will be easy to replace it. However, I believe that today’s HR rarely does repetitive work every day, and it always needs some creativity and interaction with employees.

The possibility of AIGC completely replacing HR work may exist in the future, but at present it is mainly to improve work efficiency. Whether it is writing copy or designing posters, the possibility of AIGC forming at one time is not high, and we need to incorporate some key ideas. Regardless of the department and position, through the assistance of AIGC will be more efficient, but at present AIGC will not completely replace a position.

In my opinion, the future is more about the integration of types of work, several positions now may be merged into a more comprehensive and larger position in the future, a person has to do many different things, and skills need to be upgraded. This also requires HR to open the pattern to master the knowledge of the entire industry field, and even cross-border knowledge. If we remain in one area of knowledge, we will not be able to adapt in the future. CXO UNION-CXO联盟（cxounion.cn）

When I communicate with a lot of HR personnel, I find that people have a strong sense of boundaries, and they will hesitate to do more work than they are responsible for, or some people think that they should take this money to do this job, and other things should not be managed. But the environment is changing, and if thinking remains the same, the possibility of future obsolescence will only increase.

The final message: Prepare for the new era

Question:

In the future, AIGC could have a big impact on all aspects of life. For HR, what do you think should be done to prepare for the impact of AIGC on our work?

Xu Gang:

First, HR has to experience

HR has to experience, because no matter how to listen to the concept, no intuitive experience is futile. Try out software and tools every chance you get.CXO UNION-CXO联盟（cxounion.cn）

Second, HR should improve their consulting skills.

The human resources department is generally called the support department, which does not directly participate in the business, but is closely related to the business, and its positioning in the company is somewhat similar to that of a third-party consultant. Business enablement, talent development, talent recruitment, performance management are the responsibilities of HR. In the future work, HR must grasp the “business” this grasping hand, only better understand the business scenario. With AIGC to solve the problem can get twice the result with half the effort.

HR needs to know: What’s wrong with the business right now? How to adjust the strategy? Which sectors will be affected by the strategy? What key roles are needed? What key people are needed to achieve the strategy? How can you help your business recruit or develop people at the right time? But from strategy to talent, no AIGC can do that right now. So HR needs to have consulting skills to put tools and business scenarios together. On the basis of this scenario thinking. HR can think about what can be improved by AIGC, and finally empower the business, solve problems, and achieve goals. This is very important in the age of AI. If you put the cart before the horse, just research and use tools, you will quickly lose your way.CXO UNION-CXO联盟（cxounion.cn）

Third, from the perspective of HR, the change of thinking is particularly important.

AIGC has an impact on entire industries, companies and departments. It is extremely dangerous for HR to know only a few of their modules.Or even to play in only one module for a long time. First, the simpler the job, the easier it is to replace. Secondly, you cannot understand the impact of AIGC on other departments. And it is difficult to integrate without cross-border understanding of more information. And it is difficult to achieve the “core advice from a consultant perspective” mentioned above. Let alone find the key to the problem.

Fourth, HR traditions should not be lost.

HR’s traditional strengths are empathy and understanding of human nature. In the era of AIGC, employee empowerment is particularly important for HR to drive the entire organization forward. At this time, how to think from the perspective of employees, how to design a better employee experience. So that employees more self-driven innovation, this is also HR needs to continue to explore, which is the strength of HR. We can’t lose our strengths because we’re studying technology. HR should use its existing strengths to make it play better in the AIGC era.CXO UNION-CXO联盟（cxounion.cn）

Fifth, HR should also pay more attention to the outside world and establish external contacts.

The future is a society of ecological cooperation. HR has to deal with various departments internally and lawyers and HR suppliers externally. HR must build a variety of contacts and resources to get the fastest response when needed.

本文由CXO UNION-CXO联盟（cxounion.cn）转载而成，来源于深蓝信息；编辑/翻译：CXO UNIONCXO联盟小宁檬。

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