The future of artificial intelligence and human resources

The future of artificial intelligence and human resources

In the future of AI and HR, AI is not an enemy of HR, but a tool. Tools don't kill people, they only make people who can't use tools lose their jobs. So what do you know about the future of AI and HR? Come and have a look with me next!

The future of AI and HR 1 1. How far is the "non-human" era?

A few months ago, the rookie station in this area also followed the trend of self-service pick-up and self-delivery. The logistics staff just put the package on the shelf. As for how to take the 20 kg book sent by others away from the top floor, it is the customer's business. This makes me very nervous, anxious to find a first-line friend to inquire. Is this concept of no one "no one"? Or "not a person"? Front-end friends say that Teacher Ma is now promoting "nobody"-what! In my opinion, "nobody" is a quality problem, and "not a person" is a scientific and technological problem. The quality problem is vague, but the scientific and technological problems can be expected. When will the era of "not being human" be realized?

No, is it going to be AI soon?

AI is infinitely close to people's "not people". The young man asked, "What is the need to study human HR in the' non-human' era?

Artificial intelligence in the virtual world needs at least another leap in manufacturing if it wants to completely replace people in the real world. This leap is not a leap in efficiency and quantity 30 years ago, nor an industrial upgrade 10 years ago, but a high upgrade in the whole process of design, production and precision. Looking at the sorrow of the manufacturing industry now, we know that the era of "not being human" is still far away. In the last five or even ten years, HR has to manage people. Even if the future era of "not being human" comes, the world will still be crowded with people, but the work content is different. Just like the weaver in A Night Intoxicated by the Spring Breeze, in fact, she is no different from the artist who sits in front of the computer and paints. Nowadays, the modern pride of "I have a computer in my hand" is just an illusion given by scientific and technological tools.

Second, the relationship between artificial intelligence and human intelligence

Ke Jie and the alpha dog got into a fight. How did the computer defeat the human brain in the ancient game invented by human beings? After all, human beings have been playing Go for nearly a thousand years. Here comes the problem. Alpha dog has stored thousands of years of human chess manuals, and its huge brain has thousands of years of chess manual experience of countless players, but the chess manual that Ke Jie's brain can store is bound to be limited. Alpha Dog can also calculate the probability of the opponent's next move through the comparison of countless chess games, and quickly draw countermeasures, which Ke Jie can't do. But this is not the victory of AI, but its failure. If there is no big data accumulated by chess players for thousands of years, what will Alpha Dog measure? Alpha dog's victory in the competition is the victory of thousands of Kejie. Every acceleration and movement shines with the wisdom of human chess players. Therefore, without the continuous accumulation and indoctrination of human wisdom, alpha dogs can only play with the ancients. AI is not a scourge, but another great tool created by human beings for themselves. It is foolish for human beings to constantly create and use tools to make AI confront people.

Some people say that AI will learn and create itself one day, independent of the rapid development of human intelligence. Robert will rule the world. Problems in the real world must be solved with wisdom generated by experience in the real world. In the real world composed of Robert and human beings, Robert's data analysis speed may be faster than that of human beings, but human wisdom never wins by speed, but is diversified. Diversification not only means that human wisdom is inexhaustible due to cultural differences, but also means randomness and variability, that is, it is the normal state of human wisdom to play cards without common sense, while AI cannot. Even if there is a kind of wisdom infinitely close to human beings instead of human beings, it will change with human wisdom. The relationship between human beings and AI, like the two poles of numbers, originated from the origin and intersected at infinity. It seems that the south is opposite, but in fact it is complementary.

Third, AI is not a crisis but an opportunity for HR.

Socialized mass production is dismembered into smaller work units by scientific and technological tools and humanistic needs from the inside out, and even individuals can participate in production as independent work units. There are not many cases of outsourcing operation units participating in the process, ranging from mining investment to personal financial management. Firm and independent consultant are only different in shell, and there is no difference in business quality. Technology connects time and space, and the efficiency is even higher than that of assembly line operation. This kind of dismemberment not only exists in a single bottom layer, but runs through the whole social production process, and no industry is spared, including HR.

HR itself has the invisible stratification of affairs and experts, and the three-pillar theory is the realization of this stratification within the enterprise. Under the above market conditions, the three-pillar theory can be further socialized. The implementation of BP is left in the enterprise, SSC is handed over to professional process companies, and COE is completed by external experts. Transactional HR accounts for a very large proportion of existing employees, and a lot of HR knowledge is still educating people to solve the underlying transactional problems. Once powerful AI can replace these jobs, these people and knowledge will be eliminated, which makes people feel extremely scared. In fact, knowledge is constantly being eliminated. If you don't keep studying, you will become illiterate in the new era in five years, which has nothing to do with whether AI comes into being or not. Does ERP make managers unemployed? Did the accounting software kill the accountant? Did EHR kill HR? AI is not an enemy of HR, but a tool. Tools don't kill people, they only make people who can't use tools lose their jobs.

Looking to the future, AI can help BP to complete grassroots affairs or consultation. Professional process companies use powerful processors to analyze and summarize big data, design the most cost-effective path, and handle similar affairs of many companies at the same time. Provide data and personnel services to COE external experts.

The corresponding `, HR will produce more obvious business branches.

1. HR, who is engaged in basic affairs within the enterprise, is mainly committed to three points: mastering processes, legal affairs and tools, responding to emergencies on the spot, and communicating and coordinating skills.

If AI enters mass production, general rules and processes must be pre-installed according to national conditions. Finance, law, finance, auditing and other laws and regulations are relatively perfect, and industries related to national interests bear the brunt. We can learn a thing or two from the design idea of Golden Tax Phase III. The HR industry keen on new concepts is naturally unwilling to lag behind. The basic business management of enterprise HR will change from extensive to standardized and refined, and the proficiency in theoretical knowledge, efficient tools and standard processes determines whether HR can pass the exam in the new stage.

The difference between AI and people is that AI uses big data trends to make decisions, and people can adapt to the situation on the spot. Of course, AI will include every human emergency scenario in the database as a reference for the next decision. This is the so-called learning ability of AI. HR has a different realistic experience from machines in its micro-environment. Therefore, only HR who is rational and sensitive to human characteristics can play a role in the future environment. This requires HR to strengthen the study and practice of psychology.

HR in an enterprise is a post that burns emotional intelligence. It has both service and management functions. In the face of conflicts of interest and personal emotions, think twice about every word you say. It's a professional instinct to observe words and feelings, which is forced by the situation. This is something that AI can't do. AI has a strong knowledge reserve, and cooperation with a strong partner requires a strong knowledge and ability reserve.

2. There are two ways for HR of professional modules. One is to go to a professional SSC enterprise and engage in process design and trading agency. The second is to further upgrade to become an HR expert and go to an external COE consulting company.

In the past, the internal SSC center was like the housekeeping department, filling out forms, running processes and sending and receiving materials. In the era of personnel management, it occupies the biggest workload of the personnel department. At present, many enterprises still regard the completion of process affairs as the biggest assessment index of HR department. The process benefit of an enterprise determines the efficiency of management cost. The outsourcing of SSC work can greatly improve the efficiency of enterprise processes and avoid risks.

At present, the most humanized outsourcing business is recruitment outsourcing. I think recruitment outsourcing is a kind of pseudo-outsourcing. Now the flattening of information dissemination and the simplification of channels seem to be contradictory, but in fact they are unified. Just as an enterprise's survival lies in its professional cultivation in a certain field, human resources, as an important means of production, must exist in a certain field, and the depth of the enterprise itself in this field determines the effectiveness of recruitment. The deep cultivation of outsourcing companies in the industry can not greatly improve the effectiveness of recruitment-finding people does not mean that people will come. Recruitment efficiency is directly proportional to the quality of the enterprise itself and its competitiveness in the market, rather than to the mining ability of the outsourcing company.

It is an important goal of SSC enterprises to make complex things simple and simple things excellent. The combination of SSC and AI greatly improves the efficiency of process transaction processing. What professional SSC HR needs to do is to design and modify the process according to big data and its own experience, and provide guidance and support for improving the efficiency and accurate service of AI. This requires HR working in SSC to have concrete and abstract experience in grass-roots affairs, be highly sensitive to process efficiency and cost, and be able to propose professional solutions, which requires a group of professionals who can do things.

3.COE is the management brain of HR, which requires HR to have grassroots work experience, strong data analysis ability and innovative research and development ability. The key to choose COE lies in data abstract analysis, sensitivity to macro labor market and the ability to make effective solutions to real enterprise problems.

Many HR want to reach this level in one step, and a COE expert needs at least ten years of professional work experience and has the ability to deepen in one or more modules. With the participation of AI, can this time be shortened? Not necessarily. AI will raise the threshold of the whole industry, streamline personnel and put forward higher requirements for COE. Many people may stay in BP or SSC forever. It is very different from the COE in the past. Professional COE consultants have a larger span, deeper vertical and farther vision in data research, paying attention to industries and starting from enterprises.

Will we face the robot HR? I don't think it will be too soon. But the combination of AI and HR, how far this day will go, it is hard to say. All industries are trying to share and integrate data. One day, HR data will be uploaded to the cloud and the six modules will be subverted. Basic accounting is expected to be replaced by AI, and the stratification of HR business will also occur in the last three years.

In fact, many first-tier cities and individual consultants have provided enterprises with external human resources departments as pilots. Many entrepreneurs have a clear understanding of money for efficiency. Instead of groping for years, it is better to outsource to a professional company or firm to build a framework and then fill it internally. For innovative enterprises that can't recruit high-end HR experts, it is more cost-effective to go to an outsourcing company to raise an efficient SSC and a COE expert group that will never go offline.

Rome wasn't built in a day, and AI won't wipe out all jobs in one fell swoop. People are here, and HR is there. If we don't want science and technology tools to become our enemies, we should fully understand the significance of science and technology tools to HR, find our own position, master it, cooperate with it and integrate it.

The future of AI and HR 2 Oxford University predicts that in 2025, 47% of jobs will be replaced by robots, that is, half of the 500 HR in this conference room will be replaced by robots.

In California, Google gave a set of data: when humans drive, the accident rate reaches 4.2 parts per million, while robots only have 3.2. Obviously, robots are safer to drive than people.

Driverless, what do our human resources do?

In the western United States, in the Houston Theological Hospital of IBM, Watson robots can see X-rays 30 times faster than doctors, with an accuracy rate of 99%, while doctors' error rate is 20%, especially breast adenocarcinoma, which sends patients to the operating table in vain.

Without a doctor, what about our human resources?

In new york, in the eastern United States, there is a company that has just been established for two years, focusing on intelligent investment, only doing robot management, providing 24*7 services, and serving the society all the time without blinking an eye. This company was founded in 15, with only 1. 1 billion dollars in the first year, 500 million dollars in the second year and 50 billion dollars now. By 20xx, the asset management scale will reach 250 billion yuan, all managed by robots.

Robots make more money than people, so what do our human resources do?

In the future, 50% of jobs will be replaced by robots.

What should our human resources do?

The above is the in-depth analysis and thinking of "subverted human resources" by Yunguhui Business School and Tai Hongwei, the founder of HR Super Brain in China, at the People's Expo, which left a deep impression on Beibei.

From the perspectives of trend, path, strategy and organization, he put forward the growth path of HR in the new era of artificial intelligence and the reform plan of AI triangle organization.

There are three paths in the era of artificial intelligence: automation, digitization and intelligent enhancement. In the future, 70% of decisions will be made by robots, and people need to do the approval work. HR needs to jump out of human resources, use organizational innovation and use the resources of the whole society for its own use.

So, what industry will be replaced?

Will human resources be replaced?

case sharing

I stayed in Haier for three years to help Haier make strategic transformation. Later, I received a very smart washing machine. Every step I take, the robot will remind me of a sentence, such as:

"Your wife's red shirt can't be washed with your white dress."

"Your wife likes this dress very much."

It turned out that my wife washed this dress 14 times in two weeks on the screen of the mobile phone and wore it every day.

"This year's new model comes out, with a 30% discount. Do you want it? "

I bought three pieces at a time, and my wife can still praise me hard when she comes back.

Robots know my wife better than I do.

Also because of artificial intelligence, sales are replaced by robots. JD.COM and Taobao are always replaced by such robots.

To sum up, Haier's transformation is a year or two of exploration, and the workflow is from modularization to unmanned production, black light factory and finally interconnected factory.

What is an interconnected factory?

User interaction, crowdsourcing customization, order customization, production visualization, delivery visualization, trial experience, etc.

In other words, only when the washing machine is bought back, its value begins to appear; For the company, the real profit model has just begun.

This is the future. I call it M2C.

Artificial intelligence is so important, what does this mean?

1, automation: unmanned factory, black light production.

2. Digitization: The washing machine collects data.

3, intelligence: washing machine helps shopping

This is a redefinition of robots in human history: reducing our mental work and doing more meaningful work.

Challenge of Innovation and Change in "Intelligent Age"

Haier's problem at that time was that it didn't develop a subversive product within one year, and the leader asked me to design the organizational structure. Through investigation, I found that no matter how much time I spent on organizational structure, I could not solve this problem. On the contrary, I helped Haier build a platform similar to hope-Haier's development cooperation ecosystem.

Anyone can go to this platform, submit your creative plan and interact with Haier. Once the plan is determined, Haier will immediately invest 75% to let you be the boss, cooperate and transform, and share the profits. This platform can incubate more than 200 products every year.

This is also what every human resource needs to do, jump out of human resources and solve the most fundamental problems of the company. This platform, organizational innovation, will turn the world into Haier's human resources department and turn the world into a research and development department.

AI triangle

Summing up my five-year working experience in Haier, combined with the arrival of the era of artificial intelligence, I came up with an "AI Triangle" theory. In the future, HR will learn the "AI Triangle".

What is the AI Triangle?

First, you need to consider the relationship between products and platforms.

Red collar has not only made an intelligent production line, but also entered smart homes and smart lamps, and may enter the field of personal tailoring in the future. This will turn a product company into a platform company, which is something that future managers and HR should consider.

The second is human thinking and equipment thinking. In the future, 70% of decisions will be made by robots, not people. Robots make decisions faster and see more. People only do the examination and approval work, liberate people, make decisions, and robots obey. At this time, you need to think about a question, in your organization, whether people make decisions or machines slowly replace people or help people make decisions.

Finally, the most important thing to be solved is the core and the public. Human resources has recruited so many people, spent a lot of energy and time on training, and cultivated a number of core strengths. Unfortunately, these core forces are basically biased. Prejudice is that past success has hindered the development of this company. So, where is the real multi-perspective person?

In society! So in this case, Haier solved the problems of the core and the public.

Then the future development of the enterprise lies in these three aspects, which are almost all things that HR needs to do.

First of all, do you want to consider whether your company is an organizational structure of products or a platform? The two are completely different. In the future, all companies that make products will gradually belong to a platform company. Do you want to create a platform or join other platforms?

Furthermore, human thinking and equipment thinking. What is the decision-making mechanism? This is a process that HR needs to comb.

But what needs to be solved most is how to balance the core strength and social strength, which is the biggest problem that human resources need to solve beyond human work.

So I discussed with Teacher Yang (author of Yang Triangle of Organizational Ability) that Yang Triangle of Organizational Ability should be transformed into AI Triangle.