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Clay Johnson\u66fe\u4f9b\u804c\u4e8e\u591a\u5bb6\u77e5\u540d\u4f01\u4e1a\uff0c\u8bf8\u5982FedEx\u3001\u6ce2\u97f3\u516c\u53f8\u548c\u901a\u7528\u7535\u6c14\u3002\u4e00\u5e74\u524d\uff0c\u4ed6\u52a0\u76df\u4e86\u6c83\u5c14\u739b\u65d7\u4e0b\u516c\u53f8\uff0c\u62c5\u4efb\u6c83\u5c14\u739bCIO\uff0c\u4e13\u653b\u6280\u672f\u9886\u57df\u3002CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n

\u25b2\u6c83\u5c14\u739b\u9996\u5e2d\u4fe1\u606f\u5b98 Clay Johnson<\/figcaption><\/figure>\n\n\n\n
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Johnson\u8ba4\u4e3a\uff0cIT\u90e8\u95e8\u5f53\u524d\u7684\u5de5\u4f5c\u91cd\u70b9\u662f\u501f\u52a9\u4eba\u5de5\u667a\u80fd\u4e3aIT\u5efa\u7acb\u4ea7\u54c1\u6a21\u578b\uff0c\u5b8c\u5584\u4e0d\u540c\u4ea7\u54c1\u9886\u57df\u7684\u7aef\u5230\u7aef\u670d\u52a1\uff0c\u5e76\u63d0\u5347\u4e00\u90e8\u5206\u4ea7\u54c1\u7684\u8fc7\u7a0b\u81ea\u52a8\u5316\u529f\u80fd\u3002CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n
$\"\"\/$ <\/figure>\n\n\n\n
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Peter High:\u662f\u5426\u53ef\u4ee5\u4ecb\u7ecd\u4e00\u4e0b\u60a8\u4f5c\u4e3a\u6c83\u5c14\u739bCIO\u548c\u5168\u7403\u4f01\u4e1a\u54a8\u8be2\u670d\u52a1\u90e8\uff08GBS\uff09\u526f\u603b\u88c1\u7684\u5de5\u4f5c\u5185\u5bb9\uff1f<\/h2>\n\n\n\n
Clay Johnson:\u5165\u804c\u4e4b\u540e\uff0c\u6211\u6574\u5408\u4e86\u5185\u90e8\u6280\u672f\u548c\u5171\u4eab\u670d\u52a1\u56e2\u961f\u3002\u6211\u4eec\u7684\u5de5\u4f5c\u6d89\u53ca\u5185\u90e8\u8fd0\u884c\u7684\u6240\u6709\u6280\u672f\uff0c\u5305\u62ec\u670d\u52a1\u5668\u5b89\u5168\u3001\u4f01\u4e1a\u7cfb\u7edf\u3001\u673a\u5668\u5b66\u4e60\uff08ML\uff09\u3001\u5206\u6790\u65b9\u6cd5\uff0c\u4ee5\u53ca\u4eba\u5de5\u667a\u80fd\uff08AI\uff09\u3002\u7535\u5b50\u5546\u52a1\u548c\u5ba2\u6237\u63a5\u6d3d\u4eba\u5458\u8f6c\u7531\u9996\u5e2d\u6280\u672f\u5b98Jeremy King\u63a5\u7ba1\u3002\u800c\u6211\u4e3b\u8981\u7ba1\u7406\u516c\u53f8\u5185\u90e8\u7684\u5176\u4ed6\u4e8b\u52a1\uff0c\u5927\u591a\u9762\u5411\u4f9b\u5e94\u5546\uff0c\u800c\u975e\u5ba2\u6237\u3002CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n
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High:\u90a3\u4e48\uff0c\u5728\u8fd9\u4e2a\u8fc7\u7a0b\u4e2d\u5982\u4f55\u66f4\u597d\u5730\u5229\u7528\u6570\u5b57\u6280\u672f\uff1f<\/h2>\n\n\n\n
Johnson:\u5173\u952e\u662f\u8981\u6301\u7eed\u5173\u6ce8\u5ba2\u6237\uff0c\u800c\u6211\u7684\u5ba2\u6237\u5176\u5b9e\u5c31\u662f\u516c\u53f8\u5185\u90e8\u5458\u5de5\u3002\u6c83\u5c14\u739b\u5458\u5de5\u591a\u8fbe200\u591a\u4e07\u540d\u3002\u57fa\u4e8e\u8fd9\u6837\u7684\u4eba\u6570\u57fa\u7840\uff0c\u6293\u4f4f\u63d0\u5347\u751f\u4ea7\u529b\u7684\u65f6\u673a\uff0c\u6216\u901a\u8fc7\u4e0d\u540c\u5de5\u5177\u548c\u670d\u52a1\u6539\u8fdb\u6c9f\u901a\uff0c\u90fd\u5c06\u5728\u5f88\u5927\u7a0b\u5ea6\u4e0a\u63d0\u5347\u6548\u7387\u3002CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n
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High:\u5728\u8fd9\u79cd\u60c5\u51b5\u4e0b\uff0c\u60a8\u7684\u56e2\u961f\u9700\u8981\u5728\u54ea\u4e9b\u65b9\u9762\u505a\u51fa\u6539\u53d8\u4ece\u800c\u63d0\u5347\u81ea\u5df1\u7684\u7efc\u5408\u6280\u80fd\u5462\uff1f\u60a8\u53c8\u662f\u5982\u4f55\u5e73\u8861\u65b0\u5458\u5de5\u62db\u8058\u3001\u8001\u5458\u5de5\u57f9\u8bad\u4ee5\u53ca\u4e0e\u5916\u90e8\u7684\u4f01\u4e1a\u5408\u4f5c\u7684\uff1f<\/h2>\n\n\n\n
Johnson:\u5458\u5de5\u662f\u6211\u4eec\u6700\u91cd\u8981\u7684\u8d22\u5bcc\u3002\u6ca1\u6709\u4eba\u624d,\u516c\u53f8\u5c06\u6b62\u6b65\u4e0d\u524d\u3002\u56e0\u6b64\uff0c\u9886\u5bfc\u5fc5\u987b\u8981\u505a\u7684\u4e00\u4ef6\u4e8b\u5c31\u662f\u63d0\u62d4\u6bd4\u4f60\u806a\u660e\u7684\u5458\u5de5\uff0c\u867d\u7136\u8fd9\u5bf9\u5f88\u591a\u4eba\u6765\u8bf4\u4e0d\u5bb9\u6613\uff0c\u4f46\u6211\u4e00\u76f4\u5728\u5c1d\u8bd5\u8fd9\u4e48\u505a\u3002<\/p>\n\n\n\n
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Johnson:\u5176\u5b9e\u5f88\u96be\u529e\u5230\u3002\u56e0\u6b64\u6211\u5728\u5165\u804c\u65f6\uff0c\u91cd\u70b9\u5173\u6ce8\u8fd9\u4e09\u4e2a\u65b9\u9762\uff1a\u63a5\u89e6\u516c\u53f8\u5458\u5de5\uff0c\u719f\u6089\u516c\u53f8\u4e1a\u52a1\uff0c\u4e86\u89e3\u516c\u53f8\u9879\u76ee\u3002<\/p>\n\n\n\n
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High\uff1a\u60a8\u63cf\u8ff0\u7684\u5f88\u591a\u5185\u5bb9\u90fd\u4f53\u73b0\u4e86\u6587\u5316\u89c2\u5ff5\u9769\u65b0\uff0c\u81f3\u5c11\u5728\u60a8\u9886\u5bfc\u7684\u56e2\u961f\u5185\u90e8\u662f\u8fd9\u6837\u7684\u3002\u6587\u5316\u89c2\u5ff5\u9769\u65b0\u6539\u53d8\u7684\u662f\u4eba\u4eec\u7684\u4e3a\u4eba\u5904\u4e8b\u65b9\u5f0f\uff0c\u56e0\u6b64\u6700\u4e3a\u56f0\u96be\u3002\u90a3\u4e48\u60a8\u5177\u4f53\u662f\u600e\u4e48\u505a\u7684\u5462\uff1f<\/h2>\n\n\n\n
Johnson\uff1a\u6211\u8ba4\u4e3a\uff0c\u6587\u5316\u662f\u516c\u53f8\u7684\u57fa\u672c\u8981\u7d20\uff0c\u5b83\u5e38\u5e38\u4e0e\u516c\u53f8\u7684\u4ef7\u503c\u89c2\u878d\u5408\u5728\u4e00\u8d77\u3002\u4ee5\u6c83\u5c14\u739b\u4e3a\u4f8b\uff0c\u4ef7\u503c\u89c2\u7531\u521b\u59cb\u4eba\u548c\u4ed6\u4eec\u6240\u505a\u7684\u5de5\u4f5c\u51b3\u5b9a\u3002\u53e6\u4e00\u65b9\u9762\uff0c\u6587\u5316\u5fc5\u987b\u4e0d\u65ad\u53d1\u5c55\uff0c\u5458\u5de5\u548c\u6f5c\u5728\u7684\u6587\u5316\u4ef7\u503c\u662f\u51b3\u5b9a\u516c\u53f8\u6210\u8d25\u7684\u4e24\u4e2a\u91cd\u8981\u56e0\u7d20\u3002<\/p>\n\n\n\n
\u5728\u6211\u770b\u6765\uff0c\u4f01\u4e1a\u6587\u5316\u4e2d\u6709\u56db\u4e2a\u5173\u952e\u8981\u7d20\u3002\u7b2c\u4e00\u662f\u900f\u660e\u5ea6\u3002\u4f60\u5fc5\u987b\u5bf9\u56e2\u961f\u6210\u5458\u5b8c\u5168\u900f\u660e\uff0c\u5b83\u5c06\u4f7f\u5f97\u56e2\u961f\u6210\u5458\u80fd\u591f\u4e86\u89e3\u4f60\u7684\u6784\u60f3\uff0c\u5e76\u9002\u5e94\u516c\u53f8\u7684\u53d1\u5c55\u65b9\u5411\u3002CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n
\u7b2c\u4e8c\uff0c\u5f00\u5c55\u516c\u5f00\u8fa9\u8bba\u3002\u4e3a\u5458\u5de5\u8425\u9020\u53ef\u4ee5\u76f8\u4e92\u8fa9\u8bba\u548c\u6311\u6218\u7684\u73af\u5883\u81f3\u5173\u91cd\u8981\u3002\u540c\u65f6\uff0c\u8fd8\u8981\u4fdd\u8bc1\u4ed6\u4eec\u56de\u5230\u5de5\u4f5c\u5c97\u4f4d\u540e\uff0c\u8fd8\u9700\u8981\u7ee7\u7eed\u5171\u4e8b\uff0c\u5171\u540c\u5408\u4f5c\u3002\u5982\u679c\u80fd\u591f\u8ba8\u8bba\u3001\u8fa9\u8bba\uff0c\u80fd\u591f\u4e92\u76f8\u6311\u6218\uff0c\u603b\u80fd\u5f97\u5230\u6b63\u786e\u7b54\u6848\u3002\u8fd9\u79cd\u8fa9\u8bba\u80fd\u529b\u662f\u6587\u5316\u7684\u91cd\u8981\u7ec4\u6210\u90e8\u5206\uff0c\u4f46\u8bb8\u591a\u516c\u53f8\u4e0d\u5177\u5907\u8fd9\u79cd\u80fd\u529b\u3002<\/p>\n\n\n\n
\u7b2c\u4e09\uff0c\u786e\u4fdd\u5458\u5de5\u80fd\u591f\u81ea\u7531\u5730\u8868\u8fbe\u60f3\u6cd5\u3002\u8fd9\u53c8\u4e0e\u900f\u660e\u5ea6\u548c\u516c\u5f00\u8fa9\u8bba\u6709\u6240\u5173\u8054\u3002\u4eba\u4eec\u662f\u5426\u89c9\u5f97\u81ea\u5df1\u53ef\u4ee5\u63d0\u51fa\u60f3\u6cd5\u548c\u95ee\u9898\u5462\uff1f\u4ed6\u4eec\u80fd\u5426\u81ea\u4fe1\u5730\u8868\u8fbe\u60f3\u6cd5\uff1f\u8fd9\u70b9\u80fd\u4fc3\u4f7f\u5458\u5de5\u63d0\u51fa\u66f4\u591a\u6709\u610f\u4e49\u7684\u60f3\u6cd5\u548c\u5efa\u8bae\uff0c\u5e76\u4e3b\u52a8\u901a\u8fc7\u5207\u5b9e\u7684\u65b9\u5f0f\u89e3\u51b3\u95ee\u9898\u3002CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n
\u7b2c\u56db\uff0c\u662f\u6211\u5728GE\u5b66\u5230\u7684\u2014\u2014\u5feb\u901f\u8bd5\u9519\u3002\u524d\u4e09\u70b9\u6211\u5df2\u7ecf\u5728\u4e4b\u524d\u5de5\u4f5c\u8fc7\u7684\u51e0\u4e2a\u516c\u53f8\u5b9e\u8df5\u8fc7\uff0c\u4f46\u8fd9\u4e00\u70b9\u662f\u6700\u65b0\u7684\u3002\u5b83\u5c06\u4f7f\u5458\u5de5\u5766\u7136\u9762\u5bf9\u5931\u8d25\uff0c\u8fd9\u662f\u975e\u5e38\u91cd\u8981\u7684\u3002\u5f88\u591a\u4eba\u5e76\u4e0d\u4e60\u60ef\u8fd9\u4e2a\u6a21\u5f0f\uff0c\u5305\u62ec\u6211\u81ea\u5df1\u3002\u4f46\u662f\u4f60\u5fc5\u987b\u5f97\u5766\u7136\u63a5\u53d7\uff1a\u4e0d\u662f\u6240\u6709\u4e8b\u90fd\u4f1a\u4e00\u5e06\u98ce\u987a\u3002\u4f60\u5fc5\u987b\u505a\u5230\u5931\u8d25\u540e\u4e0d\u65ad\u6539\u53d8\uff0c\u786e\u4fdd\u516c\u53f8\u6ee1\u610f\u3002\u6211\u4eec\u5e94\u8be5\u5e86\u795d\u5931\u8d25\u800c\u975e\u56e0\u6b64\u53d7\u5230\u60e9\u7f5a\uff0c\u5982\u679c\u6ca1\u6709\u5931\u8d25\uff0c\u5c31\u4e0d\u4f1a\u8fdb\u6b65\u3002<\/p>\n\n\n\n
\u4ee5\u4e0a\u5c31\u662f\u6211\u6240\u8ba4\u4e3a\u7684\u6587\u5316\u56db\u8981\u7d20\uff0c\u4f46\u6211\u8981\u91cd\u7533\uff0c\u900f\u660e\u662f\u4e00\u5207\u7684\u57fa\u7840\u3002<\/p>\n\n\n\n
High\uff1a\u60a8\u7684\u804c\u8d23\u5305\u62ec\u63d0\u9ad8IT\u6548\u7387\u548c\u6539\u8fdb\u4e1a\u52a1\u6d41\u7a0b\u3002\u60a8\u4e5f\u63d0\u5230\uff0c\u4f5c\u4e3aCIO\u9700\u8981\u6bd4\u4e1a\u52a1\u672c\u8eab\u66f4\u4e86\u89e3\u4e1a\u52a1\uff0c\u5305\u62ec\u6307\u5bfc\u4e1a\u52a1\u7684\u6d41\u7a0b\u3002\u80fd\u4ecb\u7ecd\u4e00\u4e0b\u60a8\u5728\u63d0\u9ad8IT\u6548\u7387\u3001\u6539\u8fdb\u4e1a\u52a1\u6d41\u7a0b\u65b9\u9762\u505a\u4e86\u54ea\u4e9b\u52aa\u529b\uff0c\u4ee5\u53ca\u662f\u5982\u4f55\u548c\u56e2\u961f\u4e00\u8d77\u5b9e\u73b0\u8fd9\u4e9b\u76ee\u6807\u7684\u5417\uff1f<\/h2>\n\n\n\n
Johnson\uff1a\u6211\u4eec\u6b63\u5728\u505a\u4e24\u65b9\u9762\u7684\u52aa\u529b\u3002\u9996\u5148\uff0c\u6211\u4eec\u6b63\u5728\u628a\u5de5\u4f5c\u91cd\u5fc3\u8f6c\u5411\u4ea7\u54c1\u6a21\u578b\u548c\u7aef\u5230\u7aef\u7684\u670d\u52a1\u3002\u901a\u8fc7\u521b\u5efa\u4e00\u4e2a\u5355\u7ebf\u7a0b\u6240\u6709\u6743\u6a21\u578b\uff08single-threadedownershipmodel\uff09\uff0c\u6bcf\u4e2a\u4eba\u90fd\u80fd\u77e5\u9053\u6240\u6709\u4e0e\u4e4b\u76f8\u5173\u7684\u7ec4\u6210\u90e8\u5206\u7684\u4fe1\u606f\u3002\u5728\u5927\u90e8\u5206\u4f01\u4e1a\u7684\u4f20\u7edfIT\u67b6\u6784\u4e2d\uff0c\u5b58\u5728\u5f88\u591a\u7684\u4fe1\u606f\u5316\u5b64\u5c9b\uff0c\u4f1a\u4ea7\u751f\u8bf8\u591a\u788e\u7247\u5316\u95ee\u9898\u3002\u5f53\u7136\uff0c\u4e5f\u6ca1\u6709\u5fc5\u8981\u5c06\u6240\u6709\u4fe1\u606f\u90fd\u96c6\u4e2d\u5728\u4e00\u4e2a\u4eba\u624b\u4e2d\u3002\u8fd9\u5c06\u5bfc\u81f4\u5f88\u96be\u6539\u8fdb\u6d41\u7a0b\u3001\u5173\u95ed\u6216\u5347\u7ea7\u7cfb\u7edf\uff0c\u4e5f\u96be\u4ee5\u63d0\u9ad8\u6548\u7387\u3002<\/p>\n\n\n\n
\u8fc7\u53bb\u7684\u516d\u4e2a\u6708\u91cc\uff0c\u6211\u4eec\u4e00\u76f4\u5728\u7814\u7a76\u8fd9\u4e2a\u4ea7\u54c1\u6a21\u578b\uff0c\u5e76\u4e14\u5df2\u7ecf\u5f00\u59cb\u5728\u516c\u53f8\u5c0f\u8303\u56f4\u5185\u5b9e\u65bd\u3002\u4eca\u5e74\u4e8c\u6708\u521d\uff0c\u6211\u4eec\u5c06\u4f1a\u5168\u9762\u5730\u63a8\u51fa\u8fd9\u4e00\u6a21\u5f0f\uff0c\u5e76\u5c06\u57fa\u4e8e\u6b64\u5f00\u53d1\u5176\u4ed6\u76f8\u5173\u4ea7\u54c1\u3002\u6211\u4eec\u8ba1\u5212\u4ece\u8d22\u52a1\u90e8\u95e8\u5165\u624b\uff0c\u5c06\u8d22\u52a1\u4e2d\u7684\u6bcf\u4e2a\u6d41\u7a0b\u90fd\u5bf9\u5e94\u5230\u4e00\u4e2a\u8d1f\u8d23\u4eba\u8eab\u4e0a\uff0c\u800cIT\u90e8\u95e8\u5728\u5176\u4e2d\u7684\u89d2\u8272\u662f\u63d0\u4f9b\u6240\u6709\u7684\u652f\u6301\u548c\u670d\u52a1\u3002CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n
\u4e00\u65e6\u6211\u4eec\u80fd\u591f\u5168\u9762\u63d0\u4f9b\u7aef\u5230\u7aef\u7684\u670d\u52a1\uff0c\u63d0\u9ad8\u6d41\u7a0b\u6548\u7387\u5c31\u6210\u4e86\u5173\u952e\u95ee\u9898\u3002\u4e3a\u6b64\uff0c\u6211\u4eec\u5f00\u59cb\u4f7f\u7528\u4eba\u5de5\u667a\u80fd\u6765\u63d0\u5347\u8fc7\u7a0b\u81ea\u52a8\u5316\uff0c\u4ece\u800c\u89e3\u51b3\u8fd9\u4e2a\u95ee\u9898\u3002\u4eca\u5e74\uff0c\u6211\u4eec\u5728\u7cfb\u7edf\u5185\u90e8\u7f72\u4e86\u5927\u7ea6500\u4e2a\u4e0d\u540c\u7684\u81ea\u52a8\u7a0b\u5e8f\u3002\u5185\u90e8\u6280\u672f\u548c\u5171\u4eab\u670d\u52a1\u56e2\u961f\u7684\u6574\u5408\u8d4b\u4e88\u4e86\u6211\u4eec\u5927\u89c4\u6a21\u90e8\u7f72\u4eba\u5de5\u667a\u80fd\uff08AI\uff09\u89e3\u51b3\u65b9\u6848\u7684\u80fd\u529b\u3002<\/p>\n\n\n\n
High: \u60a8\u7684\u56e2\u961f\u5728\u5168\u7403\u5171\u670910000\u540d\u7684\u5458\u5de5\u3002\u60a8\u5982\u4f55\u7ba1\u7406\uff1f\u6bd4\u5982\uff0c\u4e4b\u524d\u60a8\u8c08\u8bba\u8fc7\u8f6c\u5411\u65b0\u7684\u4ea7\u54c1\u6a21\u5f0f\u4f1a\u5bf9\u4ed6\u4eec\u4ea7\u751f\u5f71\u54cd\uff0c\u4f60\u662f\u5982\u4f55\u8bbe\u7f6e\u4f18\u5148\u6743\u7684\u5462\uff1f\u60a8\u53c8\u5982\u4f55\u4fdd\u8bc1\u8fd910000\u4eba\u6bcf\u5929\u90fd\u6295\u5165\u5de5\u4f5c\u4e14\u6709\u6240\u4ea7\u51fa\u5462\uff1f<\/h2>\n\n\n\n
Johnson:\u5173\u952e\u5728\u4e8e\u4f18\u5148\u6b21\u5e8f\uff0c\u800c\u4f18\u5148\u6b21\u5e8f\u7684\u5173\u952e\u5728\u4e8e\u4e86\u89e3\u987e\u5ba2\u548c\u4e1a\u52a1\u3002\u9996\u5148\u8981\u4e86\u89e3\u4e00\u4e9b\u6709\u52a9\u4e8e\u8f6c\u53d8\u4e1a\u52a1\u7684\u91cd\u8981\u6760\u6746\u3002\u6bd4\u5982\uff0c\u548c\u9ad8\u7ea7\u4e3b\u7ba1\u4ea4\u6d41\uff0c\u53ef\u4ee5\u66f4\u597d\u5730\u7406\u89e3\u516c\u53f8\u5927\u65b9\u5411\uff0c\u4ece\u800c\u63d0\u9ad8\u6548\u7387\u3001\u589e\u52a0\u5229\u6da6\u4ee5\u53ca\u63d0\u9ad8\u751f\u4ea7\u3002\u6bd4\u5982\uff0c\u6211\u4eec\u7684\u5f53\u52a1\u4e4b\u6025\u662f\u5e94\u7528AI\u548c\u673a\u5668\u5b66\u4e60\u5b8c\u5584\u4e1a\u52a1\u8fdb\u7a0b\u3002<\/p>\n\n\n\n
\u4e94\u5230\u5341\u5e74\u524d\uff0c\u6280\u672f\u8fd8\u88ab\u770b\u4f5c\u662f\u8f85\u52a9\uff0c\u800c\u73b0\u5728\uff0c\u6280\u672f\u5df2\u7ecf\u6210\u4e3a\u5de5\u4f5c\u5fc5\u4e0d\u53ef\u5c11\u7684\u624b\u6bb5\u3002\u56e0\u6b64\uff0c\u53ef\u4ee5\u770b\u5230\u5927\u5bb6\u90fd\u5df2\u7ecf\u8d8a\u6765\u8d8a\u91cd\u89c6\u6280\u672f\u3002\u8fd9\u4e5f\u6b63\u662f\u6211\u4eec\u5c06\u5171\u4eab\u670d\u52a1\u4e0e\u5185\u90e8\u6280\u672f\u56e2\u961f\u7ed3\u5408\u7684\u539f\u56e0\u3002\u8fd9\u4f7f\u6211\u4eec\u53d1\u73b0\u4e86\u8bb8\u591a\u4e1a\u52a1\u548c\u5ba2\u6237\u5c42\u9762\u7684\u4ef7\u503c\u3002CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n
High:\u60a8\u5728\u7ebd\u7ea6\u548c\u7845\u8c37\u7b49\u5730\u4e5f\u6709\u5f88\u591a\u7684\u7814\u53d1\u56e2\u961f\u3002\u8fd9\u4e9b\u56e2\u961f\u5982\u4f55\u534f\u4f5c\uff1f\u60a8\u662f\u5982\u4f55\u51b3\u5b9a\u4ed6\u4eec\u7684\u7814\u7a76\u9886\u57df\u5462\uff1fCXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/h2>\n\n\n\n
Johnson:\u4f60\u5fc5\u987b\u77e5\u9053\u5728\u54ea\u91cc\u80fd\u5f97\u5230\u6700\u4f18\u79c0\u7684\u4eba\u624d\u3002\u5728\u672c\u987f\u7ef4\uff0c\u6211\u4eec\u62e5\u6709\u5927\u91cf\u4eba\u624d\uff0c\u80fd\u591f\u4e86\u89e3\u4e1a\u52a1\u548c\u6240\u6709\u76f8\u5173\u6d41\u7a0b\u3002\u6211\u4eec\u7684\u76ee\u6807\u662f\uff1a\u4e0e\u5177\u6709\u521b\u65b0\u529b\u7684\u4f01\u4e1a\u6216\u673a\u6784\u5f62\u6210\u4e92\u8865\u3002\u6bd4\u5982\u5728\u8fbe\u62c9\u65af\uff0c\u6211\u4eec\u548c\u4e00\u4e9b\u5b66\u672f\u673a\u6784\u5408\u4f5c\uff0c\u5411\u5df2\u7ecf\u6d89\u8db3\u8be5\u9886\u57df\u7684\u5927\u516c\u53f8\u5b66\u4e60\u7ecf\u9a8c\uff1b\u5728\u5965\u65af\u6c40\uff0c\u6211\u4eec\u5bfb\u6c42\u4e0e\u5f88\u591a\u521d\u521b\u4f01\u4e1a\u5408\u4f5c\uff1b\u5728\u672c\u987f\u7ef4\u603b\u90e8\uff0c\u6211\u4eec\u9f50\u5fc3\u534f\u529b\u521b\u9020\u9ad8\u6548\u673a\u5668\uff0c\u529b\u6c42\u5229\u7528\u673a\u5668\u5b66\u4e60\u548c\u4eba\u5de5\u667a\u80fd\u7814\u53d1\u6700\u65b0\u6700\u5c16\u7aef\u7684\u6280\u672f\u3002\u6211\u4eec\u5f00\u59cb\u5229\u7528\u7269\u8054\u7f51\u548c\u4f20\u611f\u5668\u6539\u5584\u4ed3\u5e93\u80fd\u6e90\u4f7f\u7528\uff0c\u5c24\u5176\u662f\u51b7\u85cf\u7ba1\u7406\u90e8\u5206\u3002<\/p>\n\n\n\n
\u5728\u901a\u7528\u7535\u6c14\uff0c\u6211\u5c31\u4e00\u53ea\u975e\u5e38\u5173\u6ce8\u7269\u8054\u7f51\u3002\u56e0\u6b64\uff0c\u4e00\u5230\u6c83\u5c14\u739b\uff0c\u6211\u5c31\u5e0c\u671b\u5c06\u7269\u8054\u7f51\u5e94\u7528\u4e8e\u6b64\u3002\u5355\u5355\u5728\u7f8e\u56fd\uff0c\u6c83\u5c14\u739b\u5c31\u67095000\u591a\u5bb6\u95e8\u5e97\uff0c\u7269\u8054\u7f51\u3001\u4eba\u5de5\u667a\u80fd\u548c\u5176\u4ed6\u7c7b\u4f3c\u6280\u672f\uff0c\u80fd\u591f\u8ba9\u6211\u4eec\u505a\u5f88\u591a\u6709\u8da3\u7684\u4e8b\u60c5\u3002\u4e0d\u4ec5\u80fd\u591f\u63d0\u5347\u6d88\u8d39\u8005\u7684\u4f53\u9a8c\uff0c\u4e5f\u80fd\u63d0\u5347\u6c83\u5c14\u739b\u7684\u6838\u5fc3\u8fd0\u4f5c\u6548\u7387\u3002<\/p>\n\n\n\n
High:\u5728\u4e4b\u524d\u4e00\u4e9b\u516c\u53f8\u7684\u4efb\u804c\u7ecf\u5386\u5e26\u7ed9\u60a8\u54ea\u4e9b\u6536\u83b7\u5462\uff1f<\/h2>\n\n\n\n
Johnson:\u4e0a\u5927\u5b66\u65f6\u4e0d\u77e5\u9053\u6211\u60f3\u8981\u505a\u4ec0\u4e48\u3002\u6211\u66fe\u5728\u6d77\u5cb8\u8b66\u536b\u961f\u5e72\u8fc7\u4e94\u5e74\u3002\u8fd9\u6bb5\u65f6\u95f4\u6211\u5b66\u5230\u4e86\u56e2\u961f\u534f\u4f5c\u7684\u91cd\u8981\u6027\u3002\u6210\u4e3a\u56e2\u961f\u4e2d\u7684\u4e00\u5206\u5b50\u7684\u8fd9\u4e00\u7406\u5ff5\uff0c\u5960\u5b9a\u4e86\u6211\u4e8b\u4e1a\u7684\u6839\u57fa\u3002<\/p>\n\n\n\n
\u5927\u5b66\u6bd5\u4e1a\u540e\uff0c\u6211\u53bb\u4e86FedEx\u3002\u5728\u90a3\u91cc\uff0c\u8ba9\u6211\u8ba4\u8bc6\u5230\u201cIT\u4eba\u5458\u5fc5\u987b\u4e0e\u4e1a\u52a1\u90e8\u95e8\u66f4\u4e86\u89e3\u4e1a\u52a1\u201d\u7684\u9053\u7406\u3002\u6211\u66fe\u7ecf\u53c2\u4e0e\u8fc7\u4e00\u4e2a\u9879\u76ee\uff0c\u4f46\u5374\u60e8\u8d25\u3002\u539f\u56e0\u5728\u4e8e\u6211\u4eec\u4e2d\u6ca1\u6709\u4e00\u4e2a\u4eba\u80af\u82b1\u65f6\u95f4\u53bb\u5b66\u4e60\u4e1a\u52a1\u3002\u6211\u4eec\u53ea\u662f\u5bf9\u5546\u4e1a\u8fd0\u4f5c\u505a\u51fa\u5047\u8bbe\uff0c\u4f46\u5b9e\u9645\u60c5\u51b5\u5374\u5927\u76f8\u5f84\u5ead\u3002\u6b64\u5916\uff0c\u6211\u5728\u90a3\u91cc\u5b66\u5230\u7684\u7b2c\u4e8c\u70b9\u662f\uff0c\u4ece\u5931\u8d25\u4e2d\u6c72\u53d6\u7ecf\u9a8c\u3002CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n
\u6ce2\u97f3\u662f\u4e00\u5bb6\u56fd\u9645\u516c\u53f8\uff0c\u4e1a\u52a1\u904d\u5e03\u4e16\u754c\u5404\u5730\u3002\u6211\u5b66\u5230\u7684\u4e0d\u4ec5\u662f\u5982\u4f55\u5728\u5168\u7403\u5316\u80cc\u666f\u4e0b\u5de5\u4f5c\uff0c\u4e5f\u66f4\u597d\u5730\u7406\u89e3\u4e86\u56e2\u961f\u534f\u4f5c\u3001\u5546\u4e1a\u548c\u5236\u9020\u4e1a\u8fd0\u8425\u7b49\u7b49\u3002CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n
\u800c\u5982\u4e4b\u524d\u6240\u8bf4\uff0c\u5728\u901a\u7528\u7535\u6c14\u7684\u7ecf\u5386\u6211\u5b66\u4f1a\u4e86\u5982\u4f55\u5feb\u901f\u8bd5\u9519\u3002\u8fd9\u662f\u6211\u4e8b\u4e1a\u7684\u8f6c\u6298\u70b9\uff0c\u56e0\u4e3a\u4e4b\u524d\u6211\u7edd\u5bf9\u4e0d\u4f1a\u628a\u5931\u8d25\u5f53\u4f5c\u662f\u673a\u9047\u3002\u800c\u5728\u901a\u7528\u7535\u6c14\u7684\u6570\u5b57\u5316\u8f6c\u578b\u8fc7\u7a0b\u4e2d\uff0c\u6211\u5b66\u4f1a\u4e86\u4ece\u5931\u8d25\u4e2d\u5438\u53d6\u7ecf\u9a8c\u3002<\/p>\n\n\n\n
\u50cf\u6ce2\u97f3\u548c\u901a\u7528\u7535\u6c14\u8fd9\u6837\u7684\u516c\u53f8\u53ef\u4ee5\u4e0d\u65ad\u5f97\u5230\u53d1\u5c55\uff0c\u539f\u56e0\u662f\u4ed6\u4eec\u80fd\u5f7b\u5e95\u6539\u9020\u548c\u98a0\u8986\u81ea\u6211\uff0c\u5e76\u63a5\u53d7\u5931\u8d25\u3002\u800c\u5927\u591a\u6570\u516c\u53f8\u90fd\u4e0d\u4f1a\u4e00\u800c\u518d\u518d\u800c\u4e09\u5730\u53bb\u5c1d\u8bd5\u548c\u5b9e\u8df5\u3002<\/p>\n\n\n\n
\u73b0\u5728\u6c83\u5c14\u739b\u4e5f\u662f\u5982\u6b64\u3002\u6211\u4eec\u4ece\u5931\u8d25\u4e2d\u6c72\u53d6\u7ecf\u9a8c\u3001\u5f7b\u5e95\u98a0\u8986\u81ea\u6211\u4ee5\u6c42\u5728\u7535\u5b50\u5546\u52a1\u4e2d\u5360\u636e\u4e00\u5e2d\u4e4b\u5730\u3002\u6211\u4eec\u73b0\u5728\u505a\u7684\u4e8b\u60c5\uff0c\u5728\u4e94\u5e74\u6216\u8005\u5341\u5e74\u4e4b\u524d\u662f\u7edd\u5bf9\u60f3\u4e0d\u5230\u7684\u3002CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n
\u5f53\u7136\uff0c\u5728\u6c83\u5c14\u739b\u6570\u5b57\u5316\u8f6c\u578b\u7684\u8fc7\u7a0b\u4e2d\uff0c\u4e5f\u53ef\u4ee5\u770b\u5230\u5f88\u591a\u8bd5\u9519\u7684\u6a21\u578b\u88ab\u4ed8\u8bf8\u5b9e\u8df5\u3002\u56e0\u4e3a\u4e8b\u7269\u603b\u662f\u5728\u6539\u53d8\uff0c\u6240\u4ee5\u5931\u8d25\u5728\u6240\u96be\u514d\u3002\u5982\u679c\u65e0\u6cd5\u79ef\u6781\u9762\u5bf9\u5931\u8d25\uff0c\u5219\u9700\u53e6\u8c0b\u51fa\u8def\u3002\u8bb8\u591a\u516c\u53f8\u65e0\u6cd5\u63a5\u53d7\u5931\u8d25\uff0c\u4e5f\u5c31\u65e0\u6cd5\u5b8c\u6210\u6570\u5b57\u5316\u8f6c\u578b\u3002CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n
$\"\"\/$ <\/figure>\n\n\n\n
\u7ffb\u8bd1\uff1a<\/h2>\n\n\n\n
Clay Johnson has worked for several well-known companies such as FedEx, Boeing and General Electric. He joined the company a year ago as Wal-Mart’s CIO, specializing in technology.CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n
Clay Johnson, Chief Information Officer of Walmart<\/p>\n\n\n\n
According to him, Walmart has 2.3 million employees and 5,000 stores in the United States alone. So in his early days, Johnson focused on meeting as many employees as possible, familiarizing himself with the business and learning about the projects at hand.<\/p>\n\n\n\n
In addition, he set out to change the atmosphere of the IT department based on four working principles: ensuring transparency, supporting open debate, allowing everyone to express their ideas, and being good at learning from failure.<\/p>\n\n\n\n
Johnson believes that the current focus of the IT department is to use artificial intelligence to build product models for IT, improve end-to-end services in different product areas, and improve the process automation capabilities of some products.CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n
To that end, Forbes columnist Peter High, president of IT consulting firm Metis Strategy, sat down with Johnson to dig deeper into these topics:<\/p>\n\n\n\n
Peter High: Can you tell us about your role as CIO and Vice President of Global Corporate Advisory Services (GBS) at Walmart?<\/h3>\n\n\n\n
Clay Johnson: When I came on board, I integrated the internal technology and shared services teams. Our work touches on all the technologies that run internally, including server security, enterprise systems, machine learning (ML), analytical methods, and artificial intelligence (AI). The e-commerce and customer engagement staff was transferred to Chief Technology Officer Jeremy King. I mainly manage other things within the company, mostly for suppliers, not customers.<\/p>\n\n\n\n
The Shared Services department is responsible for all of the company’s transactional work. We currently have eight different shared service locations around the world, in Mexico, Costa Rica, Brazil, the United Kingdom and the United States (more than one location). The goal is to work together to develop more efficient machines.<\/p>\n\n\n\n
We believe the combined capabilities of these two teams are immeasurable, enabling us to drive end-to-end services with technology. I think more and more companies will start to do that.CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n
High: So, how do you make better use of digital technology in this process?<\/h3>\n\n\n\n
Johnson: The key is to stay focused on the customer, and my customers are actually internal employees. Walmart employs more than 2 million people. Based on this number of people, seizing opportunities to increase productivity, or improving communication through different tools and services, will greatly increase efficiency.<\/p>\n\n\n\n
Ten years ago, businesstechnology was superior to customertechnology. But now it’s the opposite. Many of the technologies that employees are exposed to in their lives are smarter than they are at work. They are beginning to expect that the technology they use at work will be as easy to use as social media and smartphones, and that mobile working and touch screen technology will become more common. So, our internal technology and shared services teams are also trying to give employees the tools and data they need, anytime, anywhere.<\/p>\n\n\n\n
High: In this situation, what does your team need to change to improve their overall skills? How do you balance hiring new employees, training old employees, and working with external companies?CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/h3>\n\n\n\n
Johnson: Our employees are our most important asset. Without talent, the company will stop moving forward. So one of the things leaders have to do is promote people who are smarter than you, and while that’s not easy for a lot of people, I’ve been trying to do that.<\/p>\n\n\n\n
We have always been committed to technological innovation as the principle of employment, and continue to introduce technical talents to bring innovation to the company. In recent decades, the influence of technology on enterprises has been increasing, and the development of technology has also continuously pushed enterprises to change. Once the decision is wrong, the business will be difficult to grow.<\/p>\n\n\n\n
Among them, mobile applications, big data analytics and artificial intelligence have completely disrupted the way companies manage, operate and interact with customers. Therefore, it is very important to know how to use people. In this regard, my specific measures include reasonable appointment and removal, upgrading staff skills and attracting external talents.CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n
Walmart is very lucky to have so much talent. Our innovation programs cover the whole country, and we also place great emphasis on talent, which will help us to keep improving.<\/p>\n\n\n\n
High: You mentioned that your customers are more than 2 million employees across the company, so how do you meet the needs of so many people?<\/h3>\n\n\n\n
Johnson: It’s really hard to do. Therefore, when I joined the company, I focused on the following three aspects: getting in touch with the company’s employees, getting familiar with the company’s business and understanding the company’s projects.<\/p>\n\n\n\n
Being familiar with the business helps us optimize our work. For the first six months, I visited many of the teams to learn about their daily work. This gives us a better understanding of how people work and the various tools they use. In addition, I also visited a lot of offline stores to understand their operations and distribution centers. Every time I sit down with these teams, I learn something new.<\/p>\n\n\n\n
I have always believed that IT must know more about the business than the business itself. Only with a deep understanding of how things work and customers can you make a difference and make an impact. This is something that all leaders should pay attention to, but are often overlooked.CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n
High: A lot of what you describe reflects a cultural change, at least within the team you lead. Cultural change is the most difficult because it changes the way people behave. So what exactly do you do?<\/h3>\n\n\n\n
Johnson: I think culture is a fundamental element of a company, and it’s often intertwined with the company’s values. In the case of Walmart, values are determined by the founders and the work they do. On the other hand, culture must evolve, and employees and underlying cultural values are two important factors that determine the success or failure of a company.CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n
In my opinion, there are four key elements of corporate culture. <\/p>\n\n\n\n
The first is transparency. <\/h4>\n\n\n\n
You must be completely transparent with your team members, which will enable them to understand your vision and adapt to the direction of the company.<\/p>\n\n\n\n
Second, open debate. CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/h4>\n\n\n\n
Creating an environment where employees can debate and challenge each other is crucial. At the same time, make sure that when they return to work, they need to continue to work together. If you can discuss, debate and challenge each other, you will always get the right answer. This ability to debate is an important part of the culture, but many companies don’t have it.<\/p>\n\n\n\n
Third, ensure that employees are free to express their ideas. <\/h4>\n\n\n\n
This, in turn, has to do with transparency and open debate. Do people feel they can come up with ideas and questions? Can they express their ideas with confidence? This encourages employees to come up with more meaningful ideas and suggestions, and to take the initiative to solve problems in practical ways.<\/p>\n\n\n\n
Fourth, I learned at GE – fast trial and error. <\/h4>\n\n\n\n
I’ve practiced the first three at several companies I’ve worked for before, but this one is the latest. It will make employees comfortable with failure, which is very important. Many people are not used to this model, myself included. But you have to accept that not everything will go smoothly. You have to be able to fail and keep changing to make sure the company is happy. We should celebrate failure rather than be punished for it. Without failure, there would be no progress.<\/p>\n\n\n\n
Those are what I consider the four elements of culture, but again, transparency is the foundation of everything.<\/p>\n\n\n\n
High: Your responsibilities include increasing IT efficiency and improving business processes. You also mentioned that being a CIO requires knowing more about the business than the business itself, including the processes that guide the business.<\/p>\n\n\n\n
Can you describe your efforts to improve IT efficiency and business processes, and how you worked with your team to achieve these goals?CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/h3>\n\n\n\n
Johnson: We’re working on two fronts. First, we are shifting our focus to product models and end-to-end services. By creating a single-threadedownershipmodel, everyone can know all the information about the components involved. In the traditional IT architecture of most enterprises, there are many information islands, which will cause many fragmentation problems. Of course, there is no need to centralize all the information in the hands of one person. This makes it difficult to improve processes, shut down or upgrade systems, and to improve efficiency.<\/p>\n\n\n\n
We’ve been working on this product model for the past six months and have started implementing it on a small scale within the company. In early February this year, we will fully launch this model, and will develop other related products based on it. We plan to start with the finance department, where each process in finance corresponds to a person in charge, and the role of the IT department is to provide all support and services.<\/p>\n\n\n\n
Once we were able to provide a full end-to-end service, improving process efficiency became a key issue. To that end, we started using artificial intelligence to improve process automation to solve this problem. This year, we deployed about 500 different automated programs within the system. The integration of our in-house technology and shared services teams gives us the ability to deploy artificial intelligence (AI) solutions at scale.CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n
High: Your team has 10,000 employees worldwide. How do you manage? For example, earlier you talked about how moving to a new product model would affect them, how do you set priorities? How do you keep those 10,000 people engaged and productive every day?<\/h3>\n\n\n\n
Johnson: The key is prioritization, and the key to prioritization is understanding the customer and the business. Start by understanding some important levers that can help transform your business. For example, talking to senior executives can lead to a better understanding of the company’s overall direction, which can lead to increased efficiency, increased profits, and increased production. For example, our priority is to apply AI and machine learning to improve business processes.<\/p>\n\n\n\n
Five to ten years ago, technology was seen as an aid, and now it is an essential means of work. Therefore, we can see that everyone has paid more and more attention to technology. That’s why we combine shared services with our in-house technical team. This allowed us to discover a lot of value at the business and customer level.<\/p>\n\n\n\n
High: You also have a lot of R&D teams in places like New York and Silicon Valley. How do these teams work together? How did you decide on their field of study?<\/h3>\n\n\n\n
Johnson: You have to know where to get the best talent. At Bentonville, we have a lot of talent that understands the business and all the processes involved. Our goal is to complement innovative companies or institutions. In Dallas, for example, we work with academic institutions to learn from big companies that are already in the field. In Austin, we seek to work with a lot of startups; At Bentonville Headquarters, we work together to create efficient machines and develop the latest and most cutting-edge technologies using machine learning and artificial intelligence. We started using iot and sensors to improve warehouse energy use, especially in the cold storage management part.CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n
At GE, I’m very focused on the Internet of Things. So once I got to Walmart, I wanted to apply iot to that. Walmart has more than 5,000 stores in the US alone, and the Internet of Things, artificial intelligence and other similar technologies allow us to do a lot of interesting things. Not only will it improve the customer experience, but it will also improve Walmart’s core operational efficiency.<\/p>\n\n\n\n
High: What have you learned from your experience in previous companies?<\/h3>\n\n\n\n
Johnson: I didn’t know what I wanted to do when I went to college. I was in the Coast Guard for five years. During this time, I learned the importance of teamwork. The idea of being part of a team has been the foundation of my career.<\/p>\n\n\n\n
After college, I went to FedEx. There, I realized the truth that “IT people must understand the business better with the business department.” I once worked on a project that failed miserably. The reason is that none of us take the time to learn the business. We make assumptions about how business works, but the reality is quite different. Also, the second thing I learned there was to learn from failure.<\/p>\n\n\n\n
Boeing is an international company with operations all over the world. I learned not only how to work in a global context, but also a better understanding of teamwork, business and manufacturing operations, and more.<\/p>\n\n\n\n
And as I said before, at GE I learned how to trial and error quickly. <\/h4>\n\n\n\n
It was a turning point in my career, because I would never have seen failure as an opportunity. During GE’s digital transformation, I learned to learn from my failures.CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n
Companies like Boeing and GE continue to grow because they reinvent and disrupt themselves and accept failure. And most companies don’t try and do it over and over again.<\/p>\n\n\n\n
Now Walmart is doing the same. We learn from our failures and reinvent ourselves to gain a place in e-commerce. We are doing things that would have been unthinkable five or ten years ago.<\/p>\n\n\n\n
Of course, in the process of Walmart’s digital transformation, you can also see a lot of trial and error models being put into practice. Because things are always changing, failure is inevitable. If you can’t face failure positively, you need to find another way. Many companies are unable to accept failure and are unable to complete their digital transformation.CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n
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\u5982\u9700\u52a0\u5165 CXO UNION\uff08CXO\u8054\u76df\uff09<\/a>\u9ad8\u7ba1\u793e\u7fa4\uff0c\u8bf7\u8054\u7cfb\u793e\u7fa4\u5c0f\u4f19\u4f34\u54e6~<\/p>\n\n\n\n
$\"\"\/$ <\/figure>\n\n\n\n
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\u25b2\u6c83\u5c14\u739b\u9996\u5e2d\u4fe1\u606f\u5b98 Clay Johnson<\/figcaption><\/figure>\n\n\n\n
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Johnson\u8ba4\u4e3a\uff0cIT\u90e8\u95e8\u5f53\u524d\u7684\u5de5\u4f5c\u91cd\u70b9\u662f\u501f\u52a9\u4eba\u5de5\u667a\u80fd\u4e3aIT\u5efa\u7acb\u4ea7\u54c1\u6a21\u578b\uff0c\u5b8c\u5584\u4e0d\u540c\u4ea7\u54c1\u9886\u57df\u7684\u7aef\u5230\u7aef\u670d\u52a1\uff0c\u5e76\u63d0\u5347\u4e00\u90e8\u5206\u4ea7\u54c1\u7684\u8fc7\u7a0b\u81ea\u52a8\u5316\u529f\u80fd\u3002CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n
$\"\"\/$ <\/figure>\n\n\n\n
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Peter High:\u662f\u5426\u53ef\u4ee5\u4ecb\u7ecd\u4e00\u4e0b\u60a8\u4f5c\u4e3a\u6c83\u5c14\u739bCIO\u548c\u5168\u7403\u4f01\u4e1a\u54a8\u8be2\u670d\u52a1\u90e8\uff08GBS\uff09\u526f\u603b\u88c1\u7684\u5de5\u4f5c\u5185\u5bb9\uff1f<\/h2>\n\n\n\n
Clay Johnson:\u5165\u804c\u4e4b\u540e\uff0c\u6211\u6574\u5408\u4e86\u5185\u90e8\u6280\u672f\u548c\u5171\u4eab\u670d\u52a1\u56e2\u961f\u3002\u6211\u4eec\u7684\u5de5\u4f5c\u6d89\u53ca\u5185\u90e8\u8fd0\u884c\u7684\u6240\u6709\u6280\u672f\uff0c\u5305\u62ec\u670d\u52a1\u5668\u5b89\u5168\u3001\u4f01\u4e1a\u7cfb\u7edf\u3001\u673a\u5668\u5b66\u4e60\uff08ML\uff09\u3001\u5206\u6790\u65b9\u6cd5\uff0c\u4ee5\u53ca\u4eba\u5de5\u667a\u80fd\uff08AI\uff09\u3002\u7535\u5b50\u5546\u52a1\u548c\u5ba2\u6237\u63a5\u6d3d\u4eba\u5458\u8f6c\u7531\u9996\u5e2d\u6280\u672f\u5b98Jeremy King\u63a5\u7ba1\u3002\u800c\u6211\u4e3b\u8981\u7ba1\u7406\u516c\u53f8\u5185\u90e8\u7684\u5176\u4ed6\u4e8b\u52a1\uff0c\u5927\u591a\u9762\u5411\u4f9b\u5e94\u5546\uff0c\u800c\u975e\u5ba2\u6237\u3002CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n
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High:\u90a3\u4e48\uff0c\u5728\u8fd9\u4e2a\u8fc7\u7a0b\u4e2d\u5982\u4f55\u66f4\u597d\u5730\u5229\u7528\u6570\u5b57\u6280\u672f\uff1f<\/h2>\n\n\n\n
Johnson:\u5173\u952e\u662f\u8981\u6301\u7eed\u5173\u6ce8\u5ba2\u6237\uff0c\u800c\u6211\u7684\u5ba2\u6237\u5176\u5b9e\u5c31\u662f\u516c\u53f8\u5185\u90e8\u5458\u5de5\u3002\u6c83\u5c14\u739b\u5458\u5de5\u591a\u8fbe200\u591a\u4e07\u540d\u3002\u57fa\u4e8e\u8fd9\u6837\u7684\u4eba\u6570\u57fa\u7840\uff0c\u6293\u4f4f\u63d0\u5347\u751f\u4ea7\u529b\u7684\u65f6\u673a\uff0c\u6216\u901a\u8fc7\u4e0d\u540c\u5de5\u5177\u548c\u670d\u52a1\u6539\u8fdb\u6c9f\u901a\uff0c\u90fd\u5c06\u5728\u5f88\u5927\u7a0b\u5ea6\u4e0a\u63d0\u5347\u6548\u7387\u3002CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n
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High:\u5728\u8fd9\u79cd\u60c5\u51b5\u4e0b\uff0c\u60a8\u7684\u56e2\u961f\u9700\u8981\u5728\u54ea\u4e9b\u65b9\u9762\u505a\u51fa\u6539\u53d8\u4ece\u800c\u63d0\u5347\u81ea\u5df1\u7684\u7efc\u5408\u6280\u80fd\u5462\uff1f\u60a8\u53c8\u662f\u5982\u4f55\u5e73\u8861\u65b0\u5458\u5de5\u62db\u8058\u3001\u8001\u5458\u5de5\u57f9\u8bad\u4ee5\u53ca\u4e0e\u5916\u90e8\u7684\u4f01\u4e1a\u5408\u4f5c\u7684\uff1f<\/h2>\n\n\n\n
Johnson:\u5458\u5de5\u662f\u6211\u4eec\u6700\u91cd\u8981\u7684\u8d22\u5bcc\u3002\u6ca1\u6709\u4eba\u624d,\u516c\u53f8\u5c06\u6b62\u6b65\u4e0d\u524d\u3002\u56e0\u6b64\uff0c\u9886\u5bfc\u5fc5\u987b\u8981\u505a\u7684\u4e00\u4ef6\u4e8b\u5c31\u662f\u63d0\u62d4\u6bd4\u4f60\u806a\u660e\u7684\u5458\u5de5\uff0c\u867d\u7136\u8fd9\u5bf9\u5f88\u591a\u4eba\u6765\u8bf4\u4e0d\u5bb9\u6613\uff0c\u4f46\u6211\u4e00\u76f4\u5728\u5c1d\u8bd5\u8fd9\u4e48\u505a\u3002<\/p>\n\n\n\n
\u6211\u4eec\u59cb\u7ec8\u628a\u81f4\u529b\u4e8e\u6280\u672f\u9769\u65b0\u4f5c\u4e3a\u7528\u4eba\u539f\u5219\uff0c\u5e76\u4e0d\u65ad\u5f15\u8fdb\u6280\u672f\u578b\u4eba\u624d\u4ece\u800c\u4e3a\u516c\u53f8\u5e26\u6765\u521b\u65b0\u3002\u8fd1\u51e0\u5341\u5e74\u6765\uff0c\u6280\u672f\u5bf9\u4f01\u4e1a\u7684\u5f71\u54cd\u8d8a\u6765\u8d8a\u5927\uff0c\u6280\u672f\u7684\u53d1\u5c55\u4e5f\u5728\u4e0d\u65ad\u63a8\u52a8\u4f01\u4e1a\u53d8\u9769\u3002\u4e00\u65e6\u51b3\u7b56\u9519\u8bef\uff0c\u4f01\u4e1a\u5c06\u96be\u4ee5\u53d1\u5c55\u3002CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n
\u5176\u4e2d\uff0c\u79fb\u52a8\u5e94\u7528\u3001\u5927\u6570\u636e\u5206\u6790\u548c\u4eba\u5de5\u667a\u80fd\u5f7b\u5e95\u98a0\u8986\u4e86\u4f01\u4e1a\u7684\u7ba1\u7406\u601d\u8def\u3001\u8fd0\u8425\u65b9\u5f0f\u4ee5\u53ca\u4e0e\u5ba2\u6237\u4ea4\u4e92\u7684\u6a21\u5f0f\u3002\u6240\u4ee5\uff0c\u77e5\u4eba\u5584\u7528\u975e\u5e38\u91cd\u8981\u3002\u8fd9\u65b9\u9762\uff0c\u6211\u7684\u5177\u4f53\u505a\u6cd5\u5305\u62ec\u5408\u7406\u4efb\u514d\u3001\u63d0\u5347\u5458\u5de5\u6280\u80fd\u3001\u5438\u7eb3\u5916\u90e8\u4eba\u624d\u3002CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n
\u6c83\u5c14\u739b\u975e\u5e38\u5e78\u8fd0\uff0c\u80fd\u62e5\u6709\u8fd9\u4e48\u591a\u4eba\u624d\u3002\u6211\u4eec\u7684\u521b\u65b0\u9879\u76ee\u8986\u76d6\u4e86\u5168\u56fd\uff0c\u540c\u65f6\u6211\u4eec\u4e5f\u975e\u5e38\u91cd\u89c6\u4eba\u624d\uff0c\u8fd9\u5c06\u5e2e\u52a9\u6211\u4eec\u4e0d\u65ad\u8fdb\u6b65\u3002<\/p>\n\n\n\n
High:\u60a8\u8c08\u5230\uff0c\u60a8\u7684\u5ba2\u6237\u662f\u5168\u516c\u53f8\u7684200\u591a\u4e07\u5458\u5de5\uff0c\u90a3\u4e48\uff0c\u60a8\u662f\u5982\u4f55\u6ee1\u8db3\u8fd9\u4e48\u591a\u4eba\u7684\u9700\u6c42\u7684\u5462\uff1f<\/h2>\n\n\n\n
Johnson:\u5176\u5b9e\u5f88\u96be\u529e\u5230\u3002\u56e0\u6b64\u6211\u5728\u5165\u804c\u65f6\uff0c\u91cd\u70b9\u5173\u6ce8\u8fd9\u4e09\u4e2a\u65b9\u9762\uff1a\u63a5\u89e6\u516c\u53f8\u5458\u5de5\uff0c\u719f\u6089\u516c\u53f8\u4e1a\u52a1\uff0c\u4e86\u89e3\u516c\u53f8\u9879\u76ee\u3002<\/p>\n\n\n\n
\u719f\u6089\u4e1a\u52a1\u80fd\u591f\u5e2e\u52a9\u6211\u4eec\u4f18\u5316\u5de5\u4f5c\u3002\u6700\u521d\u516d\u4e2a\u6708\uff0c\u6211\u62dc\u8bbf\u4e86\u5f88\u591a\u56e2\u961f\uff0c\u4e86\u89e3\u4ed6\u4eec\u7684\u65e5\u5e38\u5de5\u4f5c\u3002\u8fd9\u4f7f\u5f97\u6211\u4eec\u8fdb\u4e00\u6b65\u4e86\u89e3\u4e86\u5927\u5bb6\u7684\u5de5\u4f5c\u65b9\u5f0f\u548c\u4f7f\u7528\u7684\u5404\u79cd\u5de5\u5177\u3002\u6b64\u5916\uff0c\u6211\u8fd8\u8003\u5bdf\u4e86\u5f88\u591a\u7ebf\u4e0b\u95e8\u5e97\uff0c\u4e86\u89e3\u5b83\u4eec\u548c\u914d\u9001\u4e2d\u5fc3\u7684\u8fd0\u8425\u60c5\u51b5\u3002\u6bcf\u6b21\u548c\u8fd9\u4e9b\u56e2\u961f\u5750\u5728\u4e00\u8d77\uff0c\u6211\u90fd\u80fd\u5b66\u5230\u65b0\u4e1c\u897f\u3002<\/p>\n\n\n\n
\u6211\u4e00\u76f4\u8ba4\u4e3a\uff0cIT\u90e8\u95e8\u5fc5\u987b\u6bd4\u4e1a\u52a1\u90e8\u95e8\u81ea\u8eab\u66f4\u4e86\u89e3\u4e1a\u52a1\u3002\u53ea\u6709\u5bf9\u4e8b\u7269\u8fd0\u4f5c\u548c\u5ba2\u6237\u6709\u4e86\u6df1\u5165\u4e86\u89e3\uff0c\u624d\u80fd\u4f5c\u51fa\u6539\u53d8\u3001\u4ea7\u751f\u5f71\u54cd\u3002\u8fd9\u662f\u6240\u6709\u9886\u5bfc\u90fd\u5e94\u8be5\u91cd\u89c6\uff0c\u5374\u5e38\u5e38\u88ab\u5ffd\u7565\u7684\u3002<\/p>\n\n\n\n
High\uff1a\u60a8\u63cf\u8ff0\u7684\u5f88\u591a\u5185\u5bb9\u90fd\u4f53\u73b0\u4e86\u6587\u5316\u89c2\u5ff5\u9769\u65b0\uff0c\u81f3\u5c11\u5728\u60a8\u9886\u5bfc\u7684\u56e2\u961f\u5185\u90e8\u662f\u8fd9\u6837\u7684\u3002\u6587\u5316\u89c2\u5ff5\u9769\u65b0\u6539\u53d8\u7684\u662f\u4eba\u4eec\u7684\u4e3a\u4eba\u5904\u4e8b\u65b9\u5f0f\uff0c\u56e0\u6b64\u6700\u4e3a\u56f0\u96be\u3002\u90a3\u4e48\u60a8\u5177\u4f53\u662f\u600e\u4e48\u505a\u7684\u5462\uff1f<\/h2>\n\n\n\n
Johnson\uff1a\u6211\u8ba4\u4e3a\uff0c\u6587\u5316\u662f\u516c\u53f8\u7684\u57fa\u672c\u8981\u7d20\uff0c\u5b83\u5e38\u5e38\u4e0e\u516c\u53f8\u7684\u4ef7\u503c\u89c2\u878d\u5408\u5728\u4e00\u8d77\u3002\u4ee5\u6c83\u5c14\u739b\u4e3a\u4f8b\uff0c\u4ef7\u503c\u89c2\u7531\u521b\u59cb\u4eba\u548c\u4ed6\u4eec\u6240\u505a\u7684\u5de5\u4f5c\u51b3\u5b9a\u3002\u53e6\u4e00\u65b9\u9762\uff0c\u6587\u5316\u5fc5\u987b\u4e0d\u65ad\u53d1\u5c55\uff0c\u5458\u5de5\u548c\u6f5c\u5728\u7684\u6587\u5316\u4ef7\u503c\u662f\u51b3\u5b9a\u516c\u53f8\u6210\u8d25\u7684\u4e24\u4e2a\u91cd\u8981\u56e0\u7d20\u3002<\/p>\n\n\n\n
\u5728\u6211\u770b\u6765\uff0c\u4f01\u4e1a\u6587\u5316\u4e2d\u6709\u56db\u4e2a\u5173\u952e\u8981\u7d20\u3002\u7b2c\u4e00\u662f\u900f\u660e\u5ea6\u3002\u4f60\u5fc5\u987b\u5bf9\u56e2\u961f\u6210\u5458\u5b8c\u5168\u900f\u660e\uff0c\u5b83\u5c06\u4f7f\u5f97\u56e2\u961f\u6210\u5458\u80fd\u591f\u4e86\u89e3\u4f60\u7684\u6784\u60f3\uff0c\u5e76\u9002\u5e94\u516c\u53f8\u7684\u53d1\u5c55\u65b9\u5411\u3002CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n
\u7b2c\u4e8c\uff0c\u5f00\u5c55\u516c\u5f00\u8fa9\u8bba\u3002\u4e3a\u5458\u5de5\u8425\u9020\u53ef\u4ee5\u76f8\u4e92\u8fa9\u8bba\u548c\u6311\u6218\u7684\u73af\u5883\u81f3\u5173\u91cd\u8981\u3002\u540c\u65f6\uff0c\u8fd8\u8981\u4fdd\u8bc1\u4ed6\u4eec\u56de\u5230\u5de5\u4f5c\u5c97\u4f4d\u540e\uff0c\u8fd8\u9700\u8981\u7ee7\u7eed\u5171\u4e8b\uff0c\u5171\u540c\u5408\u4f5c\u3002\u5982\u679c\u80fd\u591f\u8ba8\u8bba\u3001\u8fa9\u8bba\uff0c\u80fd\u591f\u4e92\u76f8\u6311\u6218\uff0c\u603b\u80fd\u5f97\u5230\u6b63\u786e\u7b54\u6848\u3002\u8fd9\u79cd\u8fa9\u8bba\u80fd\u529b\u662f\u6587\u5316\u7684\u91cd\u8981\u7ec4\u6210\u90e8\u5206\uff0c\u4f46\u8bb8\u591a\u516c\u53f8\u4e0d\u5177\u5907\u8fd9\u79cd\u80fd\u529b\u3002<\/p>\n\n\n\n
\u7b2c\u4e09\uff0c\u786e\u4fdd\u5458\u5de5\u80fd\u591f\u81ea\u7531\u5730\u8868\u8fbe\u60f3\u6cd5\u3002\u8fd9\u53c8\u4e0e\u900f\u660e\u5ea6\u548c\u516c\u5f00\u8fa9\u8bba\u6709\u6240\u5173\u8054\u3002\u4eba\u4eec\u662f\u5426\u89c9\u5f97\u81ea\u5df1\u53ef\u4ee5\u63d0\u51fa\u60f3\u6cd5\u548c\u95ee\u9898\u5462\uff1f\u4ed6\u4eec\u80fd\u5426\u81ea\u4fe1\u5730\u8868\u8fbe\u60f3\u6cd5\uff1f\u8fd9\u70b9\u80fd\u4fc3\u4f7f\u5458\u5de5\u63d0\u51fa\u66f4\u591a\u6709\u610f\u4e49\u7684\u60f3\u6cd5\u548c\u5efa\u8bae\uff0c\u5e76\u4e3b\u52a8\u901a\u8fc7\u5207\u5b9e\u7684\u65b9\u5f0f\u89e3\u51b3\u95ee\u9898\u3002CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n
\u7b2c\u56db\uff0c\u662f\u6211\u5728GE\u5b66\u5230\u7684\u2014\u2014\u5feb\u901f\u8bd5\u9519\u3002\u524d\u4e09\u70b9\u6211\u5df2\u7ecf\u5728\u4e4b\u524d\u5de5\u4f5c\u8fc7\u7684\u51e0\u4e2a\u516c\u53f8\u5b9e\u8df5\u8fc7\uff0c\u4f46\u8fd9\u4e00\u70b9\u662f\u6700\u65b0\u7684\u3002\u5b83\u5c06\u4f7f\u5458\u5de5\u5766\u7136\u9762\u5bf9\u5931\u8d25\uff0c\u8fd9\u662f\u975e\u5e38\u91cd\u8981\u7684\u3002\u5f88\u591a\u4eba\u5e76\u4e0d\u4e60\u60ef\u8fd9\u4e2a\u6a21\u5f0f\uff0c\u5305\u62ec\u6211\u81ea\u5df1\u3002\u4f46\u662f\u4f60\u5fc5\u987b\u5f97\u5766\u7136\u63a5\u53d7\uff1a\u4e0d\u662f\u6240\u6709\u4e8b\u90fd\u4f1a\u4e00\u5e06\u98ce\u987a\u3002\u4f60\u5fc5\u987b\u505a\u5230\u5931\u8d25\u540e\u4e0d\u65ad\u6539\u53d8\uff0c\u786e\u4fdd\u516c\u53f8\u6ee1\u610f\u3002\u6211\u4eec\u5e94\u8be5\u5e86\u795d\u5931\u8d25\u800c\u975e\u56e0\u6b64\u53d7\u5230\u60e9\u7f5a\uff0c\u5982\u679c\u6ca1\u6709\u5931\u8d25\uff0c\u5c31\u4e0d\u4f1a\u8fdb\u6b65\u3002<\/p>\n\n\n\n
\u4ee5\u4e0a\u5c31\u662f\u6211\u6240\u8ba4\u4e3a\u7684\u6587\u5316\u56db\u8981\u7d20\uff0c\u4f46\u6211\u8981\u91cd\u7533\uff0c\u900f\u660e\u662f\u4e00\u5207\u7684\u57fa\u7840\u3002<\/p>\n\n\n\n
High\uff1a\u60a8\u7684\u804c\u8d23\u5305\u62ec\u63d0\u9ad8IT\u6548\u7387\u548c\u6539\u8fdb\u4e1a\u52a1\u6d41\u7a0b\u3002\u60a8\u4e5f\u63d0\u5230\uff0c\u4f5c\u4e3aCIO\u9700\u8981\u6bd4\u4e1a\u52a1\u672c\u8eab\u66f4\u4e86\u89e3\u4e1a\u52a1\uff0c\u5305\u62ec\u6307\u5bfc\u4e1a\u52a1\u7684\u6d41\u7a0b\u3002\u80fd\u4ecb\u7ecd\u4e00\u4e0b\u60a8\u5728\u63d0\u9ad8IT\u6548\u7387\u3001\u6539\u8fdb\u4e1a\u52a1\u6d41\u7a0b\u65b9\u9762\u505a\u4e86\u54ea\u4e9b\u52aa\u529b\uff0c\u4ee5\u53ca\u662f\u5982\u4f55\u548c\u56e2\u961f\u4e00\u8d77\u5b9e\u73b0\u8fd9\u4e9b\u76ee\u6807\u7684\u5417\uff1f<\/h2>\n\n\n\n
Johnson\uff1a\u6211\u4eec\u6b63\u5728\u505a\u4e24\u65b9\u9762\u7684\u52aa\u529b\u3002\u9996\u5148\uff0c\u6211\u4eec\u6b63\u5728\u628a\u5de5\u4f5c\u91cd\u5fc3\u8f6c\u5411\u4ea7\u54c1\u6a21\u578b\u548c\u7aef\u5230\u7aef\u7684\u670d\u52a1\u3002\u901a\u8fc7\u521b\u5efa\u4e00\u4e2a\u5355\u7ebf\u7a0b\u6240\u6709\u6743\u6a21\u578b\uff08single-threadedownershipmodel\uff09\uff0c\u6bcf\u4e2a\u4eba\u90fd\u80fd\u77e5\u9053\u6240\u6709\u4e0e\u4e4b\u76f8\u5173\u7684\u7ec4\u6210\u90e8\u5206\u7684\u4fe1\u606f\u3002\u5728\u5927\u90e8\u5206\u4f01\u4e1a\u7684\u4f20\u7edfIT\u67b6\u6784\u4e2d\uff0c\u5b58\u5728\u5f88\u591a\u7684\u4fe1\u606f\u5316\u5b64\u5c9b\uff0c\u4f1a\u4ea7\u751f\u8bf8\u591a\u788e\u7247\u5316\u95ee\u9898\u3002\u5f53\u7136\uff0c\u4e5f\u6ca1\u6709\u5fc5\u8981\u5c06\u6240\u6709\u4fe1\u606f\u90fd\u96c6\u4e2d\u5728\u4e00\u4e2a\u4eba\u624b\u4e2d\u3002\u8fd9\u5c06\u5bfc\u81f4\u5f88\u96be\u6539\u8fdb\u6d41\u7a0b\u3001\u5173\u95ed\u6216\u5347\u7ea7\u7cfb\u7edf\uff0c\u4e5f\u96be\u4ee5\u63d0\u9ad8\u6548\u7387\u3002<\/p>\n\n\n\n
\u8fc7\u53bb\u7684\u516d\u4e2a\u6708\u91cc\uff0c\u6211\u4eec\u4e00\u76f4\u5728\u7814\u7a76\u8fd9\u4e2a\u4ea7\u54c1\u6a21\u578b\uff0c\u5e76\u4e14\u5df2\u7ecf\u5f00\u59cb\u5728\u516c\u53f8\u5c0f\u8303\u56f4\u5185\u5b9e\u65bd\u3002\u4eca\u5e74\u4e8c\u6708\u521d\uff0c\u6211\u4eec\u5c06\u4f1a\u5168\u9762\u5730\u63a8\u51fa\u8fd9\u4e00\u6a21\u5f0f\uff0c\u5e76\u5c06\u57fa\u4e8e\u6b64\u5f00\u53d1\u5176\u4ed6\u76f8\u5173\u4ea7\u54c1\u3002\u6211\u4eec\u8ba1\u5212\u4ece\u8d22\u52a1\u90e8\u95e8\u5165\u624b\uff0c\u5c06\u8d22\u52a1\u4e2d\u7684\u6bcf\u4e2a\u6d41\u7a0b\u90fd\u5bf9\u5e94\u5230\u4e00\u4e2a\u8d1f\u8d23\u4eba\u8eab\u4e0a\uff0c\u800cIT\u90e8\u95e8\u5728\u5176\u4e2d\u7684\u89d2\u8272\u662f\u63d0\u4f9b\u6240\u6709\u7684\u652f\u6301\u548c\u670d\u52a1\u3002CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n
\u4e00\u65e6\u6211\u4eec\u80fd\u591f\u5168\u9762\u63d0\u4f9b\u7aef\u5230\u7aef\u7684\u670d\u52a1\uff0c\u63d0\u9ad8\u6d41\u7a0b\u6548\u7387\u5c31\u6210\u4e86\u5173\u952e\u95ee\u9898\u3002\u4e3a\u6b64\uff0c\u6211\u4eec\u5f00\u59cb\u4f7f\u7528\u4eba\u5de5\u667a\u80fd\u6765\u63d0\u5347\u8fc7\u7a0b\u81ea\u52a8\u5316\uff0c\u4ece\u800c\u89e3\u51b3\u8fd9\u4e2a\u95ee\u9898\u3002\u4eca\u5e74\uff0c\u6211\u4eec\u5728\u7cfb\u7edf\u5185\u90e8\u7f72\u4e86\u5927\u7ea6500\u4e2a\u4e0d\u540c\u7684\u81ea\u52a8\u7a0b\u5e8f\u3002\u5185\u90e8\u6280\u672f\u548c\u5171\u4eab\u670d\u52a1\u56e2\u961f\u7684\u6574\u5408\u8d4b\u4e88\u4e86\u6211\u4eec\u5927\u89c4\u6a21\u90e8\u7f72\u4eba\u5de5\u667a\u80fd\uff08AI\uff09\u89e3\u51b3\u65b9\u6848\u7684\u80fd\u529b\u3002<\/p>\n\n\n\n
High: \u60a8\u7684\u56e2\u961f\u5728\u5168\u7403\u5171\u670910000\u540d\u7684\u5458\u5de5\u3002\u60a8\u5982\u4f55\u7ba1\u7406\uff1f\u6bd4\u5982\uff0c\u4e4b\u524d\u60a8\u8c08\u8bba\u8fc7\u8f6c\u5411\u65b0\u7684\u4ea7\u54c1\u6a21\u5f0f\u4f1a\u5bf9\u4ed6\u4eec\u4ea7\u751f\u5f71\u54cd\uff0c\u4f60\u662f\u5982\u4f55\u8bbe\u7f6e\u4f18\u5148\u6743\u7684\u5462\uff1f\u60a8\u53c8\u5982\u4f55\u4fdd\u8bc1\u8fd910000\u4eba\u6bcf\u5929\u90fd\u6295\u5165\u5de5\u4f5c\u4e14\u6709\u6240\u4ea7\u51fa\u5462\uff1f<\/h2>\n\n\n\n
Johnson:\u5173\u952e\u5728\u4e8e\u4f18\u5148\u6b21\u5e8f\uff0c\u800c\u4f18\u5148\u6b21\u5e8f\u7684\u5173\u952e\u5728\u4e8e\u4e86\u89e3\u987e\u5ba2\u548c\u4e1a\u52a1\u3002\u9996\u5148\u8981\u4e86\u89e3\u4e00\u4e9b\u6709\u52a9\u4e8e\u8f6c\u53d8\u4e1a\u52a1\u7684\u91cd\u8981\u6760\u6746\u3002\u6bd4\u5982\uff0c\u548c\u9ad8\u7ea7\u4e3b\u7ba1\u4ea4\u6d41\uff0c\u53ef\u4ee5\u66f4\u597d\u5730\u7406\u89e3\u516c\u53f8\u5927\u65b9\u5411\uff0c\u4ece\u800c\u63d0\u9ad8\u6548\u7387\u3001\u589e\u52a0\u5229\u6da6\u4ee5\u53ca\u63d0\u9ad8\u751f\u4ea7\u3002\u6bd4\u5982\uff0c\u6211\u4eec\u7684\u5f53\u52a1\u4e4b\u6025\u662f\u5e94\u7528AI\u548c\u673a\u5668\u5b66\u4e60\u5b8c\u5584\u4e1a\u52a1\u8fdb\u7a0b\u3002<\/p>\n\n\n\n
\u4e94\u5230\u5341\u5e74\u524d\uff0c\u6280\u672f\u8fd8\u88ab\u770b\u4f5c\u662f\u8f85\u52a9\uff0c\u800c\u73b0\u5728\uff0c\u6280\u672f\u5df2\u7ecf\u6210\u4e3a\u5de5\u4f5c\u5fc5\u4e0d\u53ef\u5c11\u7684\u624b\u6bb5\u3002\u56e0\u6b64\uff0c\u53ef\u4ee5\u770b\u5230\u5927\u5bb6\u90fd\u5df2\u7ecf\u8d8a\u6765\u8d8a\u91cd\u89c6\u6280\u672f\u3002\u8fd9\u4e5f\u6b63\u662f\u6211\u4eec\u5c06\u5171\u4eab\u670d\u52a1\u4e0e\u5185\u90e8\u6280\u672f\u56e2\u961f\u7ed3\u5408\u7684\u539f\u56e0\u3002\u8fd9\u4f7f\u6211\u4eec\u53d1\u73b0\u4e86\u8bb8\u591a\u4e1a\u52a1\u548c\u5ba2\u6237\u5c42\u9762\u7684\u4ef7\u503c\u3002CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n
High:\u60a8\u5728\u7ebd\u7ea6\u548c\u7845\u8c37\u7b49\u5730\u4e5f\u6709\u5f88\u591a\u7684\u7814\u53d1\u56e2\u961f\u3002\u8fd9\u4e9b\u56e2\u961f\u5982\u4f55\u534f\u4f5c\uff1f\u60a8\u662f\u5982\u4f55\u51b3\u5b9a\u4ed6\u4eec\u7684\u7814\u7a76\u9886\u57df\u5462\uff1fCXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/h2>\n\n\n\n
Johnson:\u4f60\u5fc5\u987b\u77e5\u9053\u5728\u54ea\u91cc\u80fd\u5f97\u5230\u6700\u4f18\u79c0\u7684\u4eba\u624d\u3002\u5728\u672c\u987f\u7ef4\uff0c\u6211\u4eec\u62e5\u6709\u5927\u91cf\u4eba\u624d\uff0c\u80fd\u591f\u4e86\u89e3\u4e1a\u52a1\u548c\u6240\u6709\u76f8\u5173\u6d41\u7a0b\u3002\u6211\u4eec\u7684\u76ee\u6807\u662f\uff1a\u4e0e\u5177\u6709\u521b\u65b0\u529b\u7684\u4f01\u4e1a\u6216\u673a\u6784\u5f62\u6210\u4e92\u8865\u3002\u6bd4\u5982\u5728\u8fbe\u62c9\u65af\uff0c\u6211\u4eec\u548c\u4e00\u4e9b\u5b66\u672f\u673a\u6784\u5408\u4f5c\uff0c\u5411\u5df2\u7ecf\u6d89\u8db3\u8be5\u9886\u57df\u7684\u5927\u516c\u53f8\u5b66\u4e60\u7ecf\u9a8c\uff1b\u5728\u5965\u65af\u6c40\uff0c\u6211\u4eec\u5bfb\u6c42\u4e0e\u5f88\u591a\u521d\u521b\u4f01\u4e1a\u5408\u4f5c\uff1b\u5728\u672c\u987f\u7ef4\u603b\u90e8\uff0c\u6211\u4eec\u9f50\u5fc3\u534f\u529b\u521b\u9020\u9ad8\u6548\u673a\u5668\uff0c\u529b\u6c42\u5229\u7528\u673a\u5668\u5b66\u4e60\u548c\u4eba\u5de5\u667a\u80fd\u7814\u53d1\u6700\u65b0\u6700\u5c16\u7aef\u7684\u6280\u672f\u3002\u6211\u4eec\u5f00\u59cb\u5229\u7528\u7269\u8054\u7f51\u548c\u4f20\u611f\u5668\u6539\u5584\u4ed3\u5e93\u80fd\u6e90\u4f7f\u7528\uff0c\u5c24\u5176\u662f\u51b7\u85cf\u7ba1\u7406\u90e8\u5206\u3002<\/p>\n\n\n\n
\u5728\u901a\u7528\u7535\u6c14\uff0c\u6211\u5c31\u4e00\u53ea\u975e\u5e38\u5173\u6ce8\u7269\u8054\u7f51\u3002\u56e0\u6b64\uff0c\u4e00\u5230\u6c83\u5c14\u739b\uff0c\u6211\u5c31\u5e0c\u671b\u5c06\u7269\u8054\u7f51\u5e94\u7528\u4e8e\u6b64\u3002\u5355\u5355\u5728\u7f8e\u56fd\uff0c\u6c83\u5c14\u739b\u5c31\u67095000\u591a\u5bb6\u95e8\u5e97\uff0c\u7269\u8054\u7f51\u3001\u4eba\u5de5\u667a\u80fd\u548c\u5176\u4ed6\u7c7b\u4f3c\u6280\u672f\uff0c\u80fd\u591f\u8ba9\u6211\u4eec\u505a\u5f88\u591a\u6709\u8da3\u7684\u4e8b\u60c5\u3002\u4e0d\u4ec5\u80fd\u591f\u63d0\u5347\u6d88\u8d39\u8005\u7684\u4f53\u9a8c\uff0c\u4e5f\u80fd\u63d0\u5347\u6c83\u5c14\u739b\u7684\u6838\u5fc3\u8fd0\u4f5c\u6548\u7387\u3002<\/p>\n\n\n\n
High:\u5728\u4e4b\u524d\u4e00\u4e9b\u516c\u53f8\u7684\u4efb\u804c\u7ecf\u5386\u5e26\u7ed9\u60a8\u54ea\u4e9b\u6536\u83b7\u5462\uff1f<\/h2>\n\n\n\n
Johnson:\u4e0a\u5927\u5b66\u65f6\u4e0d\u77e5\u9053\u6211\u60f3\u8981\u505a\u4ec0\u4e48\u3002\u6211\u66fe\u5728\u6d77\u5cb8\u8b66\u536b\u961f\u5e72\u8fc7\u4e94\u5e74\u3002\u8fd9\u6bb5\u65f6\u95f4\u6211\u5b66\u5230\u4e86\u56e2\u961f\u534f\u4f5c\u7684\u91cd\u8981\u6027\u3002\u6210\u4e3a\u56e2\u961f\u4e2d\u7684\u4e00\u5206\u5b50\u7684\u8fd9\u4e00\u7406\u5ff5\uff0c\u5960\u5b9a\u4e86\u6211\u4e8b\u4e1a\u7684\u6839\u57fa\u3002<\/p>\n\n\n\n
\u5927\u5b66\u6bd5\u4e1a\u540e\uff0c\u6211\u53bb\u4e86FedEx\u3002\u5728\u90a3\u91cc\uff0c\u8ba9\u6211\u8ba4\u8bc6\u5230\u201cIT\u4eba\u5458\u5fc5\u987b\u4e0e\u4e1a\u52a1\u90e8\u95e8\u66f4\u4e86\u89e3\u4e1a\u52a1\u201d\u7684\u9053\u7406\u3002\u6211\u66fe\u7ecf\u53c2\u4e0e\u8fc7\u4e00\u4e2a\u9879\u76ee\uff0c\u4f46\u5374\u60e8\u8d25\u3002\u539f\u56e0\u5728\u4e8e\u6211\u4eec\u4e2d\u6ca1\u6709\u4e00\u4e2a\u4eba\u80af\u82b1\u65f6\u95f4\u53bb\u5b66\u4e60\u4e1a\u52a1\u3002\u6211\u4eec\u53ea\u662f\u5bf9\u5546\u4e1a\u8fd0\u4f5c\u505a\u51fa\u5047\u8bbe\uff0c\u4f46\u5b9e\u9645\u60c5\u51b5\u5374\u5927\u76f8\u5f84\u5ead\u3002\u6b64\u5916\uff0c\u6211\u5728\u90a3\u91cc\u5b66\u5230\u7684\u7b2c\u4e8c\u70b9\u662f\uff0c\u4ece\u5931\u8d25\u4e2d\u6c72\u53d6\u7ecf\u9a8c\u3002CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n
\u6ce2\u97f3\u662f\u4e00\u5bb6\u56fd\u9645\u516c\u53f8\uff0c\u4e1a\u52a1\u904d\u5e03\u4e16\u754c\u5404\u5730\u3002\u6211\u5b66\u5230\u7684\u4e0d\u4ec5\u662f\u5982\u4f55\u5728\u5168\u7403\u5316\u80cc\u666f\u4e0b\u5de5\u4f5c\uff0c\u4e5f\u66f4\u597d\u5730\u7406\u89e3\u4e86\u56e2\u961f\u534f\u4f5c\u3001\u5546\u4e1a\u548c\u5236\u9020\u4e1a\u8fd0\u8425\u7b49\u7b49\u3002CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n
\u800c\u5982\u4e4b\u524d\u6240\u8bf4\uff0c\u5728\u901a\u7528\u7535\u6c14\u7684\u7ecf\u5386\u6211\u5b66\u4f1a\u4e86\u5982\u4f55\u5feb\u901f\u8bd5\u9519\u3002\u8fd9\u662f\u6211\u4e8b\u4e1a\u7684\u8f6c\u6298\u70b9\uff0c\u56e0\u4e3a\u4e4b\u524d\u6211\u7edd\u5bf9\u4e0d\u4f1a\u628a\u5931\u8d25\u5f53\u4f5c\u662f\u673a\u9047\u3002\u800c\u5728\u901a\u7528\u7535\u6c14\u7684\u6570\u5b57\u5316\u8f6c\u578b\u8fc7\u7a0b\u4e2d\uff0c\u6211\u5b66\u4f1a\u4e86\u4ece\u5931\u8d25\u4e2d\u5438\u53d6\u7ecf\u9a8c\u3002<\/p>\n\n\n\n
\u50cf\u6ce2\u97f3\u548c\u901a\u7528\u7535\u6c14\u8fd9\u6837\u7684\u516c\u53f8\u53ef\u4ee5\u4e0d\u65ad\u5f97\u5230\u53d1\u5c55\uff0c\u539f\u56e0\u662f\u4ed6\u4eec\u80fd\u5f7b\u5e95\u6539\u9020\u548c\u98a0\u8986\u81ea\u6211\uff0c\u5e76\u63a5\u53d7\u5931\u8d25\u3002\u800c\u5927\u591a\u6570\u516c\u53f8\u90fd\u4e0d\u4f1a\u4e00\u800c\u518d\u518d\u800c\u4e09\u5730\u53bb\u5c1d\u8bd5\u548c\u5b9e\u8df5\u3002<\/p>\n\n\n\n
\u73b0\u5728\u6c83\u5c14\u739b\u4e5f\u662f\u5982\u6b64\u3002\u6211\u4eec\u4ece\u5931\u8d25\u4e2d\u6c72\u53d6\u7ecf\u9a8c\u3001\u5f7b\u5e95\u98a0\u8986\u81ea\u6211\u4ee5\u6c42\u5728\u7535\u5b50\u5546\u52a1\u4e2d\u5360\u636e\u4e00\u5e2d\u4e4b\u5730\u3002\u6211\u4eec\u73b0\u5728\u505a\u7684\u4e8b\u60c5\uff0c\u5728\u4e94\u5e74\u6216\u8005\u5341\u5e74\u4e4b\u524d\u662f\u7edd\u5bf9\u60f3\u4e0d\u5230\u7684\u3002CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n
\u5f53\u7136\uff0c\u5728\u6c83\u5c14\u739b\u6570\u5b57\u5316\u8f6c\u578b\u7684\u8fc7\u7a0b\u4e2d\uff0c\u4e5f\u53ef\u4ee5\u770b\u5230\u5f88\u591a\u8bd5\u9519\u7684\u6a21\u578b\u88ab\u4ed8\u8bf8\u5b9e\u8df5\u3002\u56e0\u4e3a\u4e8b\u7269\u603b\u662f\u5728\u6539\u53d8\uff0c\u6240\u4ee5\u5931\u8d25\u5728\u6240\u96be\u514d\u3002\u5982\u679c\u65e0\u6cd5\u79ef\u6781\u9762\u5bf9\u5931\u8d25\uff0c\u5219\u9700\u53e6\u8c0b\u51fa\u8def\u3002\u8bb8\u591a\u516c\u53f8\u65e0\u6cd5\u63a5\u53d7\u5931\u8d25\uff0c\u4e5f\u5c31\u65e0\u6cd5\u5b8c\u6210\u6570\u5b57\u5316\u8f6c\u578b\u3002CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n
$\"\"\/$ <\/figure>\n\n\n\n
\u7ffb\u8bd1\uff1a<\/h2>\n\n\n\n
Clay Johnson has worked for several well-known companies such as FedEx, Boeing and General Electric. He joined the company a year ago as Wal-Mart’s CIO, specializing in technology.CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n
Clay Johnson, Chief Information Officer of Walmart<\/p>\n\n\n\n
According to him, Walmart has 2.3 million employees and 5,000 stores in the United States alone. So in his early days, Johnson focused on meeting as many employees as possible, familiarizing himself with the business and learning about the projects at hand.<\/p>\n\n\n\n
In addition, he set out to change the atmosphere of the IT department based on four working principles: ensuring transparency, supporting open debate, allowing everyone to express their ideas, and being good at learning from failure.<\/p>\n\n\n\n
Johnson believes that the current focus of the IT department is to use artificial intelligence to build product models for IT, improve end-to-end services in different product areas, and improve the process automation capabilities of some products.CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n
To that end, Forbes columnist Peter High, president of IT consulting firm Metis Strategy, sat down with Johnson to dig deeper into these topics:<\/p>\n\n\n\n
Peter High: Can you tell us about your role as CIO and Vice President of Global Corporate Advisory Services (GBS) at Walmart?<\/h3>\n\n\n\n
Clay Johnson: When I came on board, I integrated the internal technology and shared services teams. Our work touches on all the technologies that run internally, including server security, enterprise systems, machine learning (ML), analytical methods, and artificial intelligence (AI). The e-commerce and customer engagement staff was transferred to Chief Technology Officer Jeremy King. I mainly manage other things within the company, mostly for suppliers, not customers.<\/p>\n\n\n\n
The Shared Services department is responsible for all of the company’s transactional work. We currently have eight different shared service locations around the world, in Mexico, Costa Rica, Brazil, the United Kingdom and the United States (more than one location). The goal is to work together to develop more efficient machines.<\/p>\n\n\n\n
We believe the combined capabilities of these two teams are immeasurable, enabling us to drive end-to-end services with technology. I think more and more companies will start to do that.CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n
High: So, how do you make better use of digital technology in this process?<\/h3>\n\n\n\n
Johnson: The key is to stay focused on the customer, and my customers are actually internal employees. Walmart employs more than 2 million people. Based on this number of people, seizing opportunities to increase productivity, or improving communication through different tools and services, will greatly increase efficiency.<\/p>\n\n\n\n
Ten years ago, businesstechnology was superior to customertechnology. But now it’s the opposite. Many of the technologies that employees are exposed to in their lives are smarter than they are at work. They are beginning to expect that the technology they use at work will be as easy to use as social media and smartphones, and that mobile working and touch screen technology will become more common. So, our internal technology and shared services teams are also trying to give employees the tools and data they need, anytime, anywhere.<\/p>\n\n\n\n
High: In this situation, what does your team need to change to improve their overall skills? How do you balance hiring new employees, training old employees, and working with external companies?CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/h3>\n\n\n\n
Johnson: Our employees are our most important asset. Without talent, the company will stop moving forward. So one of the things leaders have to do is promote people who are smarter than you, and while that’s not easy for a lot of people, I’ve been trying to do that.<\/p>\n\n\n\n
We have always been committed to technological innovation as the principle of employment, and continue to introduce technical talents to bring innovation to the company. In recent decades, the influence of technology on enterprises has been increasing, and the development of technology has also continuously pushed enterprises to change. Once the decision is wrong, the business will be difficult to grow.<\/p>\n\n\n\n
Among them, mobile applications, big data analytics and artificial intelligence have completely disrupted the way companies manage, operate and interact with customers. Therefore, it is very important to know how to use people. In this regard, my specific measures include reasonable appointment and removal, upgrading staff skills and attracting external talents.CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n
Walmart is very lucky to have so much talent. Our innovation programs cover the whole country, and we also place great emphasis on talent, which will help us to keep improving.<\/p>\n\n\n\n
High: You mentioned that your customers are more than 2 million employees across the company, so how do you meet the needs of so many people?<\/h3>\n\n\n\n
Johnson: It’s really hard to do. Therefore, when I joined the company, I focused on the following three aspects: getting in touch with the company’s employees, getting familiar with the company’s business and understanding the company’s projects.<\/p>\n\n\n\n
Being familiar with the business helps us optimize our work. For the first six months, I visited many of the teams to learn about their daily work. This gives us a better understanding of how people work and the various tools they use. In addition, I also visited a lot of offline stores to understand their operations and distribution centers. Every time I sit down with these teams, I learn something new.<\/p>\n\n\n\n
I have always believed that IT must know more about the business than the business itself. Only with a deep understanding of how things work and customers can you make a difference and make an impact. This is something that all leaders should pay attention to, but are often overlooked.CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n
High: A lot of what you describe reflects a cultural change, at least within the team you lead. Cultural change is the most difficult because it changes the way people behave. So what exactly do you do?<\/h3>\n\n\n\n
Johnson: I think culture is a fundamental element of a company, and it’s often intertwined with the company’s values. In the case of Walmart, values are determined by the founders and the work they do. On the other hand, culture must evolve, and employees and underlying cultural values are two important factors that determine the success or failure of a company.CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n
In my opinion, there are four key elements of corporate culture. <\/p>\n\n\n\n
The first is transparency. <\/h4>\n\n\n\n
You must be completely transparent with your team members, which will enable them to understand your vision and adapt to the direction of the company.<\/p>\n\n\n\n
Second, open debate. CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/h4>\n\n\n\n
Creating an environment where employees can debate and challenge each other is crucial. At the same time, make sure that when they return to work, they need to continue to work together. If you can discuss, debate and challenge each other, you will always get the right answer. This ability to debate is an important part of the culture, but many companies don’t have it.<\/p>\n\n\n\n
Third, ensure that employees are free to express their ideas. <\/h4>\n\n\n\n
This, in turn, has to do with transparency and open debate. Do people feel they can come up with ideas and questions? Can they express their ideas with confidence? This encourages employees to come up with more meaningful ideas and suggestions, and to take the initiative to solve problems in practical ways.<\/p>\n\n\n\n
Fourth, I learned at GE – fast trial and error. <\/h4>\n\n\n\n
I’ve practiced the first three at several companies I’ve worked for before, but this one is the latest. It will make employees comfortable with failure, which is very important. Many people are not used to this model, myself included. But you have to accept that not everything will go smoothly. You have to be able to fail and keep changing to make sure the company is happy. We should celebrate failure rather than be punished for it. Without failure, there would be no progress.<\/p>\n\n\n\n
Those are what I consider the four elements of culture, but again, transparency is the foundation of everything.<\/p>\n\n\n\n
High: Your responsibilities include increasing IT efficiency and improving business processes. You also mentioned that being a CIO requires knowing more about the business than the business itself, including the processes that guide the business.<\/p>\n\n\n\n
Can you describe your efforts to improve IT efficiency and business processes, and how you worked with your team to achieve these goals?CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/h3>\n\n\n\n
Johnson: We’re working on two fronts. First, we are shifting our focus to product models and end-to-end services. By creating a single-threadedownershipmodel, everyone can know all the information about the components involved. In the traditional IT architecture of most enterprises, there are many information islands, which will cause many fragmentation problems. Of course, there is no need to centralize all the information in the hands of one person. This makes it difficult to improve processes, shut down or upgrade systems, and to improve efficiency.<\/p>\n\n\n\n
We’ve been working on this product model for the past six months and have started implementing it on a small scale within the company. In early February this year, we will fully launch this model, and will develop other related products based on it. We plan to start with the finance department, where each process in finance corresponds to a person in charge, and the role of the IT department is to provide all support and services.<\/p>\n\n\n\n
Once we were able to provide a full end-to-end service, improving process efficiency became a key issue. To that end, we started using artificial intelligence to improve process automation to solve this problem. This year, we deployed about 500 different automated programs within the system. The integration of our in-house technology and shared services teams gives us the ability to deploy artificial intelligence (AI) solutions at scale.CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n
High: Your team has 10,000 employees worldwide. How do you manage? For example, earlier you talked about how moving to a new product model would affect them, how do you set priorities? How do you keep those 10,000 people engaged and productive every day?<\/h3>\n\n\n\n
Johnson: The key is prioritization, and the key to prioritization is understanding the customer and the business. Start by understanding some important levers that can help transform your business. For example, talking to senior executives can lead to a better understanding of the company’s overall direction, which can lead to increased efficiency, increased profits, and increased production. For example, our priority is to apply AI and machine learning to improve business processes.<\/p>\n\n\n\n
Five to ten years ago, technology was seen as an aid, and now it is an essential means of work. Therefore, we can see that everyone has paid more and more attention to technology. That’s why we combine shared services with our in-house technical team. This allowed us to discover a lot of value at the business and customer level.<\/p>\n\n\n\n
High: You also have a lot of R&D teams in places like New York and Silicon Valley. How do these teams work together? How did you decide on their field of study?<\/h3>\n\n\n\n
Johnson: You have to know where to get the best talent. At Bentonville, we have a lot of talent that understands the business and all the processes involved. Our goal is to complement innovative companies or institutions. In Dallas, for example, we work with academic institutions to learn from big companies that are already in the field. In Austin, we seek to work with a lot of startups; At Bentonville Headquarters, we work together to create efficient machines and develop the latest and most cutting-edge technologies using machine learning and artificial intelligence. We started using iot and sensors to improve warehouse energy use, especially in the cold storage management part.CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n
At GE, I’m very focused on the Internet of Things. So once I got to Walmart, I wanted to apply iot to that. Walmart has more than 5,000 stores in the US alone, and the Internet of Things, artificial intelligence and other similar technologies allow us to do a lot of interesting things. Not only will it improve the customer experience, but it will also improve Walmart’s core operational efficiency.<\/p>\n\n\n\n
High: What have you learned from your experience in previous companies?<\/h3>\n\n\n\n
Johnson: I didn’t know what I wanted to do when I went to college. I was in the Coast Guard for five years. During this time, I learned the importance of teamwork. The idea of being part of a team has been the foundation of my career.<\/p>\n\n\n\n
After college, I went to FedEx. There, I realized the truth that “IT people must understand the business better with the business department.” I once worked on a project that failed miserably. The reason is that none of us take the time to learn the business. We make assumptions about how business works, but the reality is quite different. Also, the second thing I learned there was to learn from failure.<\/p>\n\n\n\n
Boeing is an international company with operations all over the world. I learned not only how to work in a global context, but also a better understanding of teamwork, business and manufacturing operations, and more.<\/p>\n\n\n\n
And as I said before, at GE I learned how to trial and error quickly. <\/h4>\n\n\n\n
It was a turning point in my career, because I would never have seen failure as an opportunity. During GE’s digital transformation, I learned to learn from my failures.CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n
Companies like Boeing and GE continue to grow because they reinvent and disrupt themselves and accept failure. And most companies don’t try and do it over and over again.<\/p>\n\n\n\n
Now Walmart is doing the same. We learn from our failures and reinvent ourselves to gain a place in e-commerce. We are doing things that would have been unthinkable five or ten years ago.<\/p>\n\n\n\n
Of course, in the process of Walmart’s digital transformation, you can also see a lot of trial and error models being put into practice. Because things are always changing, failure is inevitable. If you can’t face failure positively, you need to find another way. Many companies are unable to accept failure and are unable to complete their digital transformation.CXO UNION CXO\u8054\u76df cxounion.cn<\/mark><\/p>\n\n\n\n
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The first is transparency. <\/h4>\n\n\n\nYou must be completely transparent with your team members, which will enable them to understand your vision and adapt to the direction of the company.<\/p>\n\n\n\n

The first is transparency. <\/h4>\n\n\n\n
You must be completely transparent with your team members, which will enable them to understand your vision and adapt to the direction of the company.<\/p>\n\n\n\n