智联测评研究院 2025 ————现状、应用与未来 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究院 智联测评研究 ...

Economic Growth and Digital Transformation - China's digital economy has maintained a compound annual growth rate of 14.2% from 2016 to 2022, which is 1.6 times the average growth rate of the US, Germany, Japan, and South Korea during the same period[5] - The digital economy is transitioning towards deeper applications and inclusive development, driven by technologies like AI, digital twins, and industrial interconnectivity[5] Labor Market Dynamics - The rapid development of the digital economy has created numerous new job opportunities, particularly in emerging sectors such as new manufacturing, new energy, and new consumption[5] - There is a growing demand for high-quality digital talent, with a noticeable increase in the skill requirements for the labor force due to digital transformation[5] Corporate Adaptation to Digitalization - Over 90% of companies have adopted office automation systems, with 72% using human resource management systems, reflecting a significant shift towards digital infrastructure[13] - 74% of companies have implemented big data technologies, up from 69% the previous year, indicating a strong focus on data-driven decision-making[15] Job Market Trends - The proportion of digital job recruitment in the manufacturing sector increased from 12.6% in 2022 to 17% in the first half of 2023, signaling a shift in industry capabilities[29] - New first-tier and second-tier cities are seeing a rise in digital job demand, with new first-tier cities at 37% and second-tier cities at 19.7%[30] Attitudes Towards AI and Employment - 53.5% of respondents believe that the risks and opportunities presented by AI are balanced, while 26.1% view AI as a career opportunity[34] - 62.2% of respondents expressed an increased willingness to learn new skills due to the arrival of AI, driven by both the desire to enhance their capabilities and the fear of being replaced[59] Learning and Development in the Workplace - 50.1% of companies provide effective resources and rewards for learning generative AI tools, while 62.1% support both AI learning and innovation[71][77] - The demand for soft skills, such as social and cognitive abilities, is increasing as companies adapt to the digital landscape, with the need for cognitive skills rising from 24% in 2020 to 27% in 2023[62]

Industry Investment Rating - The report does not explicitly provide an investment rating for the industry [1] Core Viewpoints - The report highlights the transformation of workplace dynamics driven by new productive forces, emphasizing flexibility, pragmatism, and digital intelligence as key trends shaping the future of employment [7][8] - Organizations are increasingly adopting task-oriented hybrid employment models, with 37 9% of companies expanding their hybrid workforce, particularly among profitable firms [12][16] - Workplace pragmatism is gaining traction, with companies focusing on eliminating inefficiencies such as unnecessary meetings and bureaucratic processes, which consume significant employee time [53][63] - Digital and AI skills are becoming critical for future workplace competitiveness, with 54 5% of respondents believing AI tool proficiency will be essential in the next five years [87][119] Flexible Employment Trends - Hybrid employment models are on the rise, with 35 2% of employees participating in hybrid teams, particularly in HR and design roles [19][24] - Flexible employment is increasingly attractive, with 74 1% of respondents expressing interest or already engaged in flexible work arrangements, especially in new first-tier cities [33][37] - Key motivations for flexible employment include flexibility in time and location (63 6%), equal pay for equal work (39 2%), and reduced work pressure (36 9%) [41][43] - However, flexible employment is not without challenges, with income instability (54 1%) and lack of social security (41 7%) being major concerns [47] Pragmatic Workplace Culture - Workplace formalism, such as excessive meetings and bureaucratic processes, is a significant issue, with 51 4% of respondents citing unnecessary meetings as a major problem [53][54] - Industries like transportation, logistics, and manufacturing exhibit less workplace formalism, with 20 9% of transportation/logistics employees reporting no formalism in their workplaces [59][61] - Younger generations are more likely to consider job-hopping due to workplace formalism, with 64 5% of post-95s and 63 6% of post-00s indicating it affects their job decisions [66][67] Digital and AI Skills Development - Companies are increasingly prioritizing digital and AI skills in recruitment, with 41 3% valuing data processing and analysis skills and 30 7% emphasizing online office system proficiency [80][82] - Employees are actively pursuing skill upgrades, with 83 3% of respondents planning or already learning new skills, particularly in R&D and marketing roles [110][112] - AI adoption is widespread, with 53 3% of employees using or learning AI tools, and younger generations leading the charge in AI adoption [119][120] - However, 48 8% of employees report a lack of corporate support for AI learning and application, highlighting a gap in resource allocation [128][129]

Hello大家好我是投报研究院综合组合研究分析师陈潇雨欢迎收看投报带你读研报栏本期我们将一起来讨论一下分布式云的行业研究首先来认识一下分布式云那分布式云的定义就是想通过多个资源分布在多个不同的地理位置节点上然后为企业去提供低延迟高可用性和高弹性的云服务去显著提升用户的一个体验和启动性的 那么分布数据它本身也是一种比较新的云计算架构主要的目的也是为了将计算存储网络资源能够去分布在多个地点的位置然后以最靠近用户的一个方式去提供服务那么这种架构是利用多个互联的一个云节点然后通过统一管理跟其他的方式然后最终可以实现第十页矮胞可行性的弹性云服务 那么分布仪的架构它主要就是包括一个中央的管理节点然后多个一些边缘节点那么中央管理节点的话主要负责资源的调度整体的管理负责均衡一些等等然后边缘节点的话则更靠近位于靠近用户的位置然后去给他们提供计算还有存储服务这种架构也是通过分布式处理的一个本地化服务去整体提升了用户的体验和性能 那么分布至云的话目前来说也是有一些比较常见的一些应用然后至于分类的话主要也是目前比较显著的行业六个分别是工厂交通 电子设备 无人驾驶 医疗设备以及智能家居那么分布视频它主要也是通过靠近用户附近的一个位置提 ...

Investment Rating - The report does not explicitly provide an investment rating for the industry Core Insights - The report highlights the importance of talent development in China's modernization strategy, emphasizing that talent is the primary resource for building a modern socialist country by 2050 [2][19] - The "China Talent Development Modernization Index 2024" is introduced, which includes a comprehensive framework to assess talent development across various dimensions [3][5] - The report identifies key cities in China based on their talent development scores, categorizing them into three tiers: first-tier cities, second-tier cities, and third-tier cities [5][10] Summary by Relevant Sections Talent Development Index - The index consists of four primary indicators: talent workforce, talent platform, talent services, and urban ecology, with a total of 14 secondary indicators and 33 tertiary indicators [3] City Rankings - The top five cities in the first tier (≥80 points) are Beijing, Shenzhen, Shanghai, Hangzhou, and Suzhou, indicating a strong economic foundation for talent development [5][10] - The second tier (70-79 points) includes cities like Guangzhou, Nanjing, and Wuhan, which have notable strengths in innovation or industrial manufacturing [5] - The third tier (<70 points) consists of cities such as Shaoxing and Xi'an, which also provide platforms for talent development [5] Talent Workforce - In terms of talent workforce, Shenzhen, Beijing, Shanghai, Guangzhou, and Hangzhou rank highest, with Beijing leading in talent structure and attractiveness [6][12] Talent Platform - The top cities for talent platforms are Shenzhen, Beijing, Suzhou, Shanghai, and Hangzhou, with Shenzhen excelling in the number of large-scale industrial enterprises [7][14] Talent Services - The ranking for talent services shows Beijing, Hangzhou, Nanjing, Shanghai, and Weifang as the top cities, with Beijing having rich medical and educational resources [8][16] Urban Ecology - The urban ecology ranking highlights Shanghai, Guangzhou, Beijing, Shenzhen, and Hangzhou as the top cities, with first-tier cities leading in cultural and entertainment resources [9][17] Recommendations - The report suggests three key recommendations for enhancing urban talent development: supporting enterprise growth and research platforms, increasing investment in education and talent attraction, and improving urban infrastructure for better living conditions [19]

Investment Rating - The report does not explicitly provide an investment rating for the industry Core Insights - The integration of talent and industry in the Guangdong-Hong Kong-Macao Greater Bay Area is crucial for enhancing international competitiveness and achieving high-quality economic development [7] - The report identifies a high level of integration in key industries compared to general industries, with significant demand for high-quality talent [17][19] - The analysis is based on a comprehensive indicator system consisting of 17 metrics to evaluate the integration of talent and industry [12][13] Summary by Sections Introduction - The integration of talent and industry is defined as a development model where skilled talent drives industrial upgrades while industry attracts talent [6] - The report emphasizes the importance of mutual interaction between talent and industry for regional economic development [6] Overall Analysis of the Integration Index - The Greater Bay Area ranks third nationally in terms of talent demand and supply, with a balanced supply-demand relationship [23][28] - Key industries such as energy/environment/mining, internet/IT/electronics/communication, and biomedicine/healthcare show high integration levels [31][32] Key Findings 1. **Overall Conclusions** - Key industries have a higher integration level than general industries, with energy/environment/mining leading the index [17] - Talent supply and demand are concentrated in specific industries, particularly in internet/IT/electronics/communication [18] - Job competition has intensified, with a 20% decrease in job supply despite a 2% increase in talent supply [19] - There is a strong demand for high-quality talent, reflected in rising average job salaries despite a decrease in expected salaries [19] - There is a mismatch in educational qualifications and experience levels between talent supply and job requirements [19] 2. **Industry-Specific Conclusions** - The internet/IT/electronics/communication industry is experiencing a slowdown in expansion, with significant declines in talent and job supply [20] - The energy/environment/mining industry has the highest average expected salary, indicating strong demand [20] - The automotive industry shows robust growth, particularly in the new energy vehicle sector [20] - The biomedicine/healthcare industry has high average job salaries, reflecting strong demand for quality talent [21] - The manufacturing sector has seen significant salary increases, although it still ranks lower in absolute salary levels [21] - The professional services sector has shown resilience in talent supply and demand despite economic challenges [22] - The financial industry has the highest average job salaries, indicating a strong demand for high-quality talent [22] - Other service industries show lower salary growth and demand, highlighting a need for modernization [22]

报志愿选对专业更重要,非双一流计算机碾压双一流"天坑"专业 新能源科学与工程位列专业薪酬榜 TOP3,软件工程名次下滑 文科生都在做服务业?智联招聘平台数据"回应" 《2024 年大学生就业前景研判及高考志愿填报攻略》 2024 年,全国普通高校毕业生规模预计达 1179 万人,数量再创新高,就业竞争更 加激烈。同时,随着今年高考落下帷幕,新一批考生即将奔赴理想大学,什么专业好就业、 什么专业有前途等问题也成为了高考生和家长们关注的话题。基于丰富的大学生求职大数 据,智联招聘发布《2024 年大学生就业前景研判及高考志愿填报攻略》,从市场需求、 就业趋势、薪酬等维度进行分析建议,为考生和家长提供参考。 课题组成员: 智联招聘:李强、王一新、黄蕴文、李小丽、李玉昭 北京大学国家发展研究院:胡佳胤、贾优正 【核心发现】 一、互联网、电子半导体等行业人才需求大,电子信息工程等可以"对口就业" 二、新能源汽车、人工智能等行业/职业受关注,车辆工程等专业迎新一轮发展机遇 三、头部名校对薪酬加持效果明显,电子科学技术、新能源专业"钱景"好 "天坑" 四、好学校普通专业 VS 好专业普通学校:选对专业更重要,非双一流计算机 ...

国内很多领域就缺少相关的仪器仪表那么所以说我们这方面还在努力做好那么但是它那个产品呢有一定的技术含量所以说相对它的产品毛利率也比较高达到50%左右因为我们每年的第一第二营利情况都有分别的那个 表格都有分析大家也可以去关心一下那么基本上杨林总我基本上介绍这些情况大家看看有什么需要问的那么如果我可以回答的那么我可以说一下好吧好的谢谢张总这个非常全面跟透彻给我们做的一个分享 那么我再提示一下就是大家对于刚刚张总讲内容的第一个自己听就可以就是请务必呢把这个录音或机要发到公开的自媒体上面去或者是一些财经平台这个是不合适的作为我们机构投资者而言那也是保护大家自己其实也是保护我们上市公司当然也是在保护我 那非常感谢那下面我们进入这个提问环节那辉明书先播放一下提示音然后等会我们也有几个问题然后一起提一下大家好如需提问电话端的参会者请先按话机上的信号键再按数字1网络端的参会者您可以在直播间互动区域内文字提问或点击旁边的举手按钮申请语音提问谢谢 大家好如需提问电话端的参会者请先按话机上的信号键再按数字1网络端的参会者您可以在直播间互动区域内文字提问或点击旁边的举手按钮申请语音提问谢谢更多深度行业研究资料请关注微信公众号或同名知识 ...

Industry Investment Rating - The report highlights a strong demand for blue-collar workers, with a significant increase in job postings and salaries, indicating a positive outlook for the industry [2][4][6] Core Findings Blue-Collar Talent Supply and Demand Trends - Blue-collar job demand in Q1 2024 surged to 3.8 times the level of Q1 2019 [4] - Delivery and stocking job demand increased 8 times compared to 5 years ago, driven by e-commerce growth [5] - Blue-collar salaries rose by 35.8% over the past 5 years, outpacing the national average [6] - Skilled workers, such as CNC operators, saw a 49.2% salary increase and a 4-fold rise in job postings [9] - Job competition for blue-collar roles is lower than the national average, with a significant talent gap [11] - Attraction of blue-collar jobs to young people increased, with a 165% rise in applications from those under 25 [13] Blue-Collar Job Distribution and Requirements - Service-oriented blue-collar jobs are concentrated in tier-1 and new tier-1 cities, while manufacturing jobs are more decentralized [15] - 85.8% of blue-collar jobs have no educational requirements, and 83.9% require no prior experience [16] - Delivery and stocking jobs have the lowest entry barriers, while health/beauty and driver roles prioritize experience [18] Blue-Collar Worker Demographics and Mobility - Gender distribution varies significantly across roles, with over 98% of drivers being male and 84% of domestic workers being female [20] - Younger workers are drawn to food service roles, while older workers are more likely to work in domestic services and driving [21] - 87.4% of blue-collar workers prefer to stay in their current city when job hunting, showing strong regional loyalty [22] - 69.2% of blue-collar workers prefer to continue in their current profession, indicating strong job loyalty [23] Blue-Collar Work Experience and Aspirations - Blue-collar workers value flexible work hours and simple interpersonal relationships [26] - 68.7% of blue-collar workers have received training, with 84.8% of it provided by employers [27] - 63.4% of blue-collar workers plan to obtain certifications or qualifications to enhance their skills [28] - 49.9% of blue-collar workers are optimistic about their career prospects, with 81.5% hoping for improved benefits and welfare [29][31]