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style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO 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style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO 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style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p>\u7b2c\u4e94\uff0cHR\u4e5f\u8981\u66f4\u52a0\u5173\u6ce8\u5916\u90e8\uff0c\u5efa\u7acb\u5916\u90e8\u4eba\u8109\u3002\u672a\u6765\u662f\u751f\u6001\u5408\u4f5c\u7684\u793e\u4f1a\u3002HR\u5728\u516c\u53f8\u5185\u90e8\u8981\u7ecf\u5e38\u8ddf\u5404\u4e2a\u90e8\u95e8\u6253\u4ea4\u9053\uff0c\u5728\u5916\u90e8\u8981\u8ddf\u5f8b\u5e08\u3001HR\u4f9b\u5e94\u5546\u6253\u4ea4\u9053\u3002HR\u5fc5\u987b\u5efa\u7acb\u5404\u79cd\u4eba\u8109\uff0c\u8d44\u6e90\u591f\u591a\uff0c\u624d\u80fd\u5728\u9700\u8981\u7684\u65f6\u5019\u5f97\u5230\u6700\u5feb\u901f\u7684\u54cd\u5e94\u3002<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">\u7ffb\u8bd1\uff1a<\/h2>\n\n\n\n<p>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.<\/p>\n\n\n\n<p>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 &#8220;technological revolution&#8221; in the content industry. This conversation, &#8220;Human Resources Digital Transformation Action Guide&#8221; 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.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p class=\"has-text-align-center\">AIGC Era: Building HR future scenarios<\/p>\n\n\n\n<p>&#8212; Interview with Xu Gang, author of the Human Resources Digital Transformation Action Guide<\/p>\n\n\n\n<p>By Liu Fuping<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">What is AIGC<\/h3>\n\n\n\n<p>Question:<\/p>\n\n\n\n<p>Can you give us a brief introduction of what AIGC is and what tools are available?<\/p>\n\n\n\n<p>Xu Gang:<\/p>\n\n\n\n<p>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.<\/p>\n\n\n\n<p>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&#8217;s assistant, making the individual&#8217;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.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Once you understand this concept, let&#8217;s talk about tools &#8211; the most representative AIGC is ChatGPT, which launched in November 2022 and is primarily text-based. <\/h4>\n\n\n\n<p>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&#8217;s &#8220;Wenxin word&#8221; and Xun Fei&#8217;s &#8220;spark model&#8221;.<\/p>\n\n\n\n<p>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&#8217;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.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Application scenarios of AIGC<\/h3>\n\n\n\n<p>Question:<\/p>\n\n\n\n<p>In the field of HR, what are the application scenarios that can use AIGC? Can you briefly introduce them?<\/p>\n\n\n\n<p>Xu Gang:<\/p>\n\n\n\n<p>First correction, &#8220;Everything AIGC produces is right&#8221; &#8211; this conclusion is wrong, and sometimes AIGC answers incorrectly.<\/p>\n\n\n\n<p>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.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p>About the application scenarios of AIGC in the field of HR, you can give a few examples of previous attempts.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">First, translation. <\/h4>\n\n\n\n<p>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&#8217;ve tried it, and it translates quickly, with high accuracy, and without too many revisions, which saves us a lot of time.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Second, the job description. <\/h4>\n\n\n\n<p>For example, I asked ChatGPT to write a &#8220;Director of Human resources&#8221; job description, and it was better than most. Another example is that I don&#8217;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.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Third, rules and regulations. <\/h4>\n\n\n\n<p>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&#8217; 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.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Fourth, the creative part. <\/h4>\n\n\n\n<p>We can use AIGC in situations where we need a recruitment copy or company publicity copy. I tried to ask ChatGPT: &#8220;Please help me to write a college recruitment document, I hope to Fudan University computer department to recruit IT related graduates.&#8221; ChatGPT immediately understood what you meant. In the generated recruitment copy, IT will first include the appropriate title &#8211; &#8220;Dear graduates of the IT School of Fudan University&#8221;, 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.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Fifth, the training syllabus. <\/h4>\n\n\n\n<p>Instead of designing from scratch, the HR doing the training can have the AIGC generate an outline. You can ask ChatGPT, &#8220;I would like to create an outline of an HR training course for non-HR managers, please help me generate it.&#8221; You get very complete content right away, from which you can discuss and refine the outline with external vendors or internal lecturers.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Sixth, performance management. <\/h4>\n\n\n\n<p>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&amp;D departments in the IT industry, and can get them immediately by asking the AIGC.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Seventh, data analysis. <\/h4>\n\n\n\n<p>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&#8217;t recommend that HR learn python before because I&#8217;ve been in IT for a long time and know how hard it is to learn programming. But with AIGC, it&#8217;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.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Eighth, poster design and processing. <\/h4>\n\n\n\n<p>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&#8217;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.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Opportunities and challenges<\/h3>\n\n\n\n<p>Question:<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">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?<\/h4>\n\n\n\n<p>Xu Gang:<\/p>\n\n\n\n<p>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.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<h5 class=\"wp-block-heading\">First, performance management. <\/h5>\n\n\n\n<p>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.<\/p>\n\n\n\n<h5 class=\"wp-block-heading\">Second, job evaluation. <\/h5>\n\n\n\n<p>In the company, some traditional &#8220;old masters&#8221; 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.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<h5 class=\"wp-block-heading\">Finally, incentive mechanism. <\/h5>\n\n\n\n<p>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. <\/p>\n\n\n\n<p>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.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p>Question:<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">In your opinion, which HR positions are most easily replaced in the AIGC era?<\/h4>\n\n\n\n<p>Xu Gang:<\/p>\n\n\n\n<p>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&#8217;s HR rarely does repetitive work every day, and it always needs some creativity and interaction with employees.<\/p>\n\n\n\n<p>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.<\/p>\n\n\n\n<p>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. <mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p>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.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">The final message: Prepare for the new era<\/h3>\n\n\n\n<p>Question:<\/p>\n\n\n\n<p>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?<\/p>\n\n\n\n<p>Xu Gang:<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">First, HR has to experience<\/h4>\n\n\n\n<p>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.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Second, HR should improve their consulting skills. <\/h4>\n\n\n\n<p>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 &#8220;business&#8221; this grasping hand, only better understand the business scenario. With AIGC to solve the problem can get twice the result with half the effort. <\/p>\n\n\n\n<p>HR needs to know: What&#8217;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.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Third, from the perspective of HR, the change of thinking is particularly important. <\/h4>\n\n\n\n<p>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 &#8220;core advice from a consultant perspective&#8221; mentioned above. Let alone find the key to the problem.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Fourth, HR traditions should not be lost. <\/h4>\n\n\n\n<p>HR&#8217;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&#8217;t lose our strengths because we&#8217;re studying technology. HR should use its existing strengths to make it play better in the AIGC era.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Fifth, HR should also pay more attention to the outside world and establish external contacts. <\/h4>\n\n\n\n<p>The future is a society of ecological cooperation. HR has to deal with various departments internally and lawyers and HR suppliers externally. 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