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Future artificial intelligence may subvert the business model
Future artificial intelligence may subvert the business model
Think of the world we live in today:
"65% young people will choose to have not been clearly defined; 40% of employers still lack of skilled workers; by 2025, millennials will account for 75% of the global workforce; 2/3 of the world's population are connected through the Internet; intelligent machines and artificial intelligence are redefining people's work......"
In this era of unprecedented change, it is time to tear away the old script and write a new script - to tap the potential of the people. Learning, working, and more learning and career development are normal and encouraging. In order for the new script to work, we need to rethink how the work is done and what the labor force actually means.
This is the core of the labor market trend in 2017 Accenture Technology Vision Project, in this project, between employees, contractors, population ecology and their system of flexible labor model and digital platform can help leaders to attract talents and technical personnel of the difference, in order to maintain contact with the company.
| update the traditional mode in a century
Allow companies to seamlessly integrate people with temporary teams to form specific goals, then scatter and re mix, and move on until the next challenge is achieved.
For example, WordPress parent company Automattic has removed the traditional organizational hierarchy. They have 450 employees in 45 countries, and their daily work is completed by a team of 2 to 12 employees without a traditional project manager. In this experiment, people were encouraged to try new ways of working together, so far, the experiment has been a great success. Automattic, valued at over $1 billion, has become a ubiquitous leader in Internet content management, with 25% of Web sites using Automattic platforms.
| leader and assume responsibility?
The labor revolution is not just about HR. It takes radical leadership at the top of an organization to maintain relevance and attractiveness to future employees. Top management leaders must participate in the workforce transition and create new scripts for the work of the digital age.
In order to maximize the interests of businesses and people, leaders must strive to find answers to some difficult questions.
What is the new social contract? Who provides benefits for casual workers? Should companies invest in the development of employees and freelancers? How to redefine the concept of unemployment? In this new working environment, companies that work closely with governments and associations must sign new contracts with workers.
In the boundless talent and the rise of digital circumstances, how can we put safety in the first place? Leaders and online talent brokers must take steps to properly review employees to protect companies and individuals.
How can we protect and develop our culture in a borderless talent market? Leaders need to reflect on how their culture should develop and how different types of employees go beyond traditional employees.
"65% young people will choose to have not been clearly defined; 40% of employers still lack of skilled workers; by 2025, millennials will account for 75% of the global workforce; 2/3 of the world's population are connected through the Internet; intelligent machines and artificial intelligence are redefining people's work......"
In this era of unprecedented change, it is time to tear away the old script and write a new script - to tap the potential of the people. Learning, working, and more learning and career development are normal and encouraging. In order for the new script to work, we need to rethink how the work is done and what the labor force actually means.
This is the core of the labor market trend in 2017 Accenture Technology Vision Project, in this project, between employees, contractors, population ecology and their system of flexible labor model and digital platform can help leaders to attract talents and technical personnel of the difference, in order to maintain contact with the company.
| update the traditional mode in a century
Allow companies to seamlessly integrate people with temporary teams to form specific goals, then scatter and re mix, and move on until the next challenge is achieved.
For example, WordPress parent company Automattic has removed the traditional organizational hierarchy. They have 450 employees in 45 countries, and their daily work is completed by a team of 2 to 12 employees without a traditional project manager. In this experiment, people were encouraged to try new ways of working together, so far, the experiment has been a great success. Automattic, valued at over $1 billion, has become a ubiquitous leader in Internet content management, with 25% of Web sites using Automattic platforms.
Artificial intelligence
| leader and assume responsibility?
The labor revolution is not just about HR. It takes radical leadership at the top of an organization to maintain relevance and attractiveness to future employees. Top management leaders must participate in the workforce transition and create new scripts for the work of the digital age.
In order to maximize the interests of businesses and people, leaders must strive to find answers to some difficult questions.
What is the new social contract? Who provides benefits for casual workers? Should companies invest in the development of employees and freelancers? How to redefine the concept of unemployment? In this new working environment, companies that work closely with governments and associations must sign new contracts with workers.
In the boundless talent and the rise of digital circumstances, how can we put safety in the first place? Leaders and online talent brokers must take steps to properly review employees to protect companies and individuals.
How can we protect and develop our culture in a borderless talent market? Leaders need to reflect on how their culture should develop and how different types of employees go beyond traditional employees.