Content**: 2024 Yangtze River Delta Digital Talent Development Conference and "AI + Human Resource Management" Innovation Forum.Organizational managementNote-kun said:Speaker:He Wei, an expert in digital talents, is the general manager of Daren Think Tank and the author of "Transparent Business".
Notesman.
The ** based on SORA generated by Open AI has made it difficult to distinguish the difference between reality and virtuality, and has also become the hottest technology topic at the moment.
Although the most affected is the traditional film and television and advertising industries, when the waves of the times fall, no speck of dust can be spared.
In order to survive and thrive in the digital era, talents who do not master digitalization cannot be called talents, and enterprises without digitalization are also in danger.
The shortage of digital talent has reached 25 million, and the number of new digital occupations has reached 93, which is inevitable. However, in order for digital talents to truly contribute to the enterprise, they must master the methods of digital employment.
1. The development and evolution trend of talent digitalization
1.The digitalization of talent is the trend of the times
In 2013, China's digital economy development index was 1,000 points, and in 2021, it increased to 5,611 points, with a compound annual growth rate of 2406%；During the same period, the digital talent index increased by 6,440 points from 1,000 points, with a compound annual growth rate of 2622%。Both of them are showing a continuous upward trend, and the growth rate of the digital talent index exceeds the growth rate of the China Digital Economy Development Index.
Renrui Talent Technology Group, Deloitte China, and Social Sciences Academic Press released the "Industrial Digital Talent Research and Development Report (2023)", which shows that China's current digital talent gap is 25 million to 30 million.
On September 28, 2022, the Ministry of Human Resources and Social Security held a press conference on the revision of the Occupational Classification Dictionary of the People's Republic of China (2022 Edition). After this revision, the "Canon" has a net increase of 158 new occupations, bringing the number of occupations to 1,639.
In addition, in order to meet the needs of the development of the digital economy, the identification of digital occupations was added to the "Dictionary" for the first time, and a total of 97 digital occupations were marked this time, accounting for 6% of the total number of occupations.
And some professional institutions are showing new digital careers that are much more than that, but this is already very indicative of the trend of digital talent development.
2.Talent standards, keep pace with the times
In the long process of digitalization, the standard of talent is keeping pace with the times.
Whether it is HR with practical experience in the enterprise, or a professor of cutting-edge talent research, they all have a deep feeling about this: although the professional methods and professional skills in the past are effective, but at every stage and every era of the market, its supporting talent model, core capabilities and employment models will progress with the progress of the times.
In the era of mechanization and electrification, the core competence of talents is standardization and process;In the information age, the core competence of talents has become procedural and systematic;
In the era of networking, the core competence of talents has become first-class and platform-based;
Now we are in the process of transforming from networking to intelligence, and the requirements for talents have become model-based and scenario-based;
In the future metaverse era, the core competencies are experiential and ecological.
Second, the new standard of digital talent
1.The new "four haves" of digital talents
What qualities should digital talents possess in order to meet the current employment requirements and growth requirements?
I think that in order to become a new type of digital talent, we must be a newcomer with "four haves".The first is to "have a new digital thinking"; the second is to "have new digital knowledge"; the third is to "have new digital skills"; Fourth, on the basis of new thinking, new knowledge and new skills, we should accumulate and transform to achieve "new digital wealth".
New digital thinking, including three shallow thinking and three deep thinking; New digital knowledge, including informatization knowledge, networked knowledge, intelligent knowledge and metaverse knowledge; Digital new wealth, including digital space, digital assets, and digital wealth.
2.Survival in the Digital Age: New Digital Skills
Today I'm going to focus on new digital skills. Cheetah CEO Fu Sheng recently released a speech, which mentioned a statement: At present, there are three levels of enterprise use of AI, bronze, ** and king.
Enterprises in the bronze rank use open public data and open general models, and internal employees can learn prompts to transfer some promotional copywriting and design work to AI to assist, which is a job that most enterprises are doing.
*Segment enterprises already have some private data for specialized positions, combined with RAG (Enhanced Search Generation) and Agent Suite (intelligent combination of plug-in integration), some positions will be replaced by digital employees, improving efficiency and greatly reducing costs.
While there were digital employees in previous years, but only in terms of automation, now AI-enabled digital employees can handle some more complex and customized events.
The king stage is the dream of AI for every enterprise. At this stage, enterprises establish their own exclusive large models, customize related applications, and use their own business data (including talent data capabilities, status tags, and management models, etc.), which are automatically generated, and constantly iterated, and finally assist decision-making at all levels.
Bronze is a necessary basic rank for enterprises, which requires everyone in the enterprise to have new digital skills, at least the primary ability of basic AI prompt words, combined with different job requirements, the primary ability includes the following aspects:
AI Writing, AI automatically generates all kinds of text creation. For example, marketing copywriting, speeches, topics**, emails, meeting minutes, etc.;
AI mapping, AI automatically generates all kinds of ** creations. For example, marketing posters, invitations, forum backgrounds, corporate logos, game screens, etc.;
AI programmingAI automatically generates all kinds of program creations. For example, the development of underlying technologies such as generation ** and generation of small programs;
ai**, AI automatically generates all kinds of ** creations. For example, the generation of digital human news broadcasts, the generation of corporate promotional videos, the generation of lectures**, etc.
Next, it is required to put the prompt word ability into the actual management and operation of the enterprise
In terms of business operations, AI automatically generates various entrepreneurial plans, business plans, and customer marketing strategies.
In terms of customer service, AI can automatically generate customer service plans, be responsible for chat docking of customer service, and 24-hour customer marketing;
In terms of R&D and design, AI can automatically generate various R&D alternatives, product research and analysis, and design solutions. In production and operation, AI can automatically generate various operation plans and provide alternative suppliers and procurement suggestions through plug-in applications.
There are also three levels of AI prompt word capability.
At the elementary level, understand the basic concepts of prompt words; Understand the six test recordings in the official documentation of Open AI; Use simple dialog generation; Replace 1-2 prompt word templates; Generate generic text. With this in hand, you can generate a promotional story or a meeting summary using a simple conversation.
The intermediate level is more difficultFor example, if you can't write a deep and professional prompt, you won't get the material you want.
Therefore, we need to understand the meta-abilities (systems thinking, framework thinking, empathy) of prompt word writing; Establish the habit of framing the writing prompts; Able to combine and apply prompt words from different frameworks to construct prompt words in your own domain.
Prompt word engineer at the senior levelto understand the prompt tuning method and framework; Familiar with the deployment and construction of small models; Familiar with the customer service model, grasp the needs of users, and expand the ability to write prompts into products and services.
3. Digital employment, integration of industry and people
Why do you use the words "industry and people are one"?
For a long time, HR's ability requirements have changed from the earliest six modules to the three pillars of HR, and the most complained about by HR is that it does not have the ability to think about business, has no strategic thinking, and cannot keep up with the development direction of business.
In the digital era, how to closely integrate human resources and business?
The integration of industry and people can be carried out from four aspects.
1.Planning as one
First of all, according to the development plan, formulate a talent plan.
In the previous human resource planning, we should first do the existing talent inventory, that is, the combination of business and organizational structure for planning, and the number of talents, talent structure, etc.
In the digital era, we can use big data to advance the organization, combine the forward-looking organization with the business to understand the organization, and rebuild the horizontal and vertical layout.
Secondly, optimize the talent map according to the business layout.
When we have taken stock of the human resources strategy and formulated a plan for the implementation of the strategy, then for who is assigned to each position, what are the ability requirements, and even the job training cycle (for example, grassroots managers need 3 years of incubation; Middle-level managers need 5-year planning, and senior managers need 7-year planning), both of which can be intelligently configured.
Finally, define talent capabilities based on business operations.
At present, the definition of talent is still universal, such as resume. Although there are various assessment tools and assessment systems, there are still many difficulties in defining talent capabilities.
In the digital era, it is much easier to define talent. First of all, the talents are labeled and digitized, and the label database is established to accurately profile the talents; Secondly, for the labeled people, algorithm analysis, recommendation, **
2.The division of labor is integrated
It is particularly difficult to achieve the integration of the division of labor, especially in state-owned enterprises, and the most difficult thing for them to coordinate is how to redistribute and divide the labor of people under the existing establishment, so that everyone can face the tasks under the greatest possible possibility, rather than facing responsibilities.
Task-oriented projects, form teams to collaborate
Organizations in the Internet era require a flat structure and de-intermediation. In the digital era, the large model of independent business entity plus platform is a stronger trend.
If the enterprise is large in scale and has a lot of data, it may be necessary to establish a data middle platform, and when it is more flat, it is necessary to superimpose the middle office and the back office, and the strongest is the front-end department.
The "cell body team" of the Daren think tank won the first prize of the National Management Innovation Award, and this research reveals how to build the most flexible and agile front-line combat organization. These include specific requirements such as goal consensus, skill progress, rule sharing, cultural symbiosis, and resource sharing, and finally form a self-organizing, self-learning, and self-innovative cell body team.
Position allocation is carried out for functional setting
If the trend of the organization as a whole is flattening, then the trend of posts is the large post system. How to understand the big post system?
In the past, the human resources department was often divided into recruitment posts, training posts, performance posts, etc., which required at least three people, but now the three posts are required to be integrated into a comprehensive affairs post, and there are several employees under the human resources comprehensive affairs post.
Why change from the original subdivision model to the current big post system?
First, we have to face the overall work task, not the job responsibility; The second is that the work itself is integrated, an action under a complete goal, and there is no way to cut it into pieces.
Work order-oriented, enabling individual responses
We are all familiar with order-based response, and online car-hailing and takeaway are typical representatives of order-based response. Why can't the enterprise try to use this mode of sending orders, receiving orders or dispatching orders?
Some people may think that enterprises are not suitable for this model, but if we think about it carefully, there are really some positions within the enterprise that are suitable for this model:
First of all, some highly routine work is not only routine in the department, but also across departments, such as project managers;
secondly, additional innovative work, such as some periodic evaluation work;
Finally, innovative work, as long as the standardized process is sorted out, the work-oriented label and the person-oriented label are sorted out, and the order can be dispatched and grabbed together.
3.Nurturing one
Every enterprise attaches great importance to training and hopes to improve the business ability of employees through training. However, there are still many problems encountered in the training, and there are new requirements and new methods in the digital age.
Combined with business assessment, organizational ability assessment
The purpose of talent inventory is to understand the ability level of talents, as well as the strengths and weaknesses of talents.
The conventional practice is to use assessment tools to generate assessment reports, but now it is completely possible to use some digital ability tags to reorganize and record each static and dynamic result, make a personal portrait of talents, and then conduct big data assessment, which forms the integration of ability assessment.
Prepare a training plan based on performance
The purpose of the training is to improve work performance and improve work performance. Therefore, it is necessary to prepare a personal training plan according to the performance of individual employees.
Combined with the improvement of problems, advocate tackling key problems
Within the enterprise, the training is to solve some operational and management problems in the enterprise. The research topic of the training is based on the problems of enterprise practice, sort out different topics, form a study group internally, and finally produce the results of the program.
We summarize the seven-step method of tackling key problems: analyze the background, reveal the current situation, set goals, analyze the causes, determine countermeasures, implement verification, and finally promote application.
Combined with knowledge maps, create a learning platform
Although many enterprises have first-class learning platforms internally, at present, these learning platforms are still somewhat out of touch with the actual needs of enterprises.
How to create an effective learning platform? First, a knowledge graph based on business strategy should be tagged. Then, according to the employee's own ability, match and push the content he should learn accurately.
Combined with course recommendations, match development plans
Based on the AI recommendation algorithm, combined with employee data and content tags, personalized course content is recommended for employees, and the recommendation effect is continuously optimized with the continuous update of employees' browsing records, project experience, performance, social footprint and other data.
In addition, it can also intelligently analyze the training performance of employees to assist in the formulation of personalized talent development plans.
4.Motivation as one
Motivation is the hardest part of HR work. In the process of motivation, some employees give money and feelings, but he still doesn't give strength, or even lie flat.
How can we motivate effectively?
First of all, it is necessary to convert the performance data based on the full-dimensional data.
But this point is particularly difficult, we can observe the operation of a company, we can start from the three tables of finance, but to observe the performance of an employee, there is no way to start.
In this case, Daren Think Tank has put forward a fourth report, covering the company's products, the company's channels and the capabilities of individuals. In this way, the data wall between departments can be opened, and the actual performance level of each department and individual can be seen. The employee's own performance data is transparent, and the feedback of others is also transparent.
Then, based on the performance data, the benefit distribution is calculated. It's like a Didi driver knows how many orders he has received and how many rewards he has given, which is clear at a glance.
Finally, based on the performance score, the honor commendation is carried out. In performance incentives, in addition to material incentives, it is also necessary to give spiritual incentives. In the digital age, the form of conference recognition in the past is no longer necessary, but it is more effective to give realistic encouragement and feedback directly in the data system.
That's all for my sharing, thank you!
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