在 VUCA时代，人才已成为企业突破竞争壁垒、实现可持续发展的核心变量。然而，多数企业在人力 资源管理中仍面临多重困境，亟需专业咨询力量构建系统化解决方案。百思特人力资源管理咨询公司深 耕行业20余年，以战略落地为核心、数字化为驱动，为企业提供覆盖人才战略规划 - 组织效能提升 - 全 模块体系建设 - 领导力培养的全链路服务，助力企业实现从人力成本管控到人力资本增值的质变，成为 驱动企业人才战略升级的实战专家。 一、企业人力资源管理面临的五大核心挑战： 当前，中国企业在人力资源管理中常陷入系统性难题，直接制约组织活力与战略落地效率，具体可归纳 为五大核心挑战： 战略脱节：业务与人才供需失衡，业务目标与人才供给缺乏有效联动，关键岗位长期空缺、人才能力与 岗位需求不匹配。 组织僵化：部门壁垒高企，"各自为政" 现象普遍，跨部门协同效率低下，跨部门项目推进受阻。 效能瓶颈：绩效与薪酬体系脱节，考核指标偏离业务目标，激励方式单一。部分企业仍采用 "大锅饭" 式薪酬分配，核心员工与普通员工薪酬差距未体现价值差异，导致核心人才工作投入度不足，人均产出 低于行业平均水平 15%。 人才断层：核心岗位人才流失率高，部分行业 ...

据了解，中国年度最佳雇主评选活动由智联招聘联合北京大学社会调查研究中心、北京大学国家发展研 究院等多家专业机构共同发起和组织评审。活动评选出2025中国年度最佳雇主TOP30、最受大学生关注 雇主TOP10、最具社会责任雇主TOP10等奖项。 （来源：工人日报） 本报讯（记者刘小燕）"AI的深度融入实现效率质的提升，真正具备创造力的人才，已成为定义生产力 的核心要素。"12月19日，在海南三亚举行的"人机共生·智启未来"2025中国年度最佳雇主颁奖现场，智 联招聘集团CEO康雁表示，随着AI快速发展，人力资源管理的重点正从"成本管控"转向"投资于人"。 活动现场同步发布《2025中国年度最佳雇主评选报告》《2025雇佣关系趋势报告》等研究成果，讨论在 AI驱动下人力资源最新发展趋势，以及如何构建新型职场生态。《2025中国年度最佳雇主评选报告》 显示，目前，18%的企业已大规模使用AI，37%的企业在部分产品或服务中应用，26%的企业处于研究 探索阶段，采用人工智能与大数据已跃升至企业推动新质生产力发展的首要方式。《2025雇佣关系趋势 报告》显示，63.1%的职场人将"人类主导流程，AI辅助执行，实时响应" ...

下阶段，公司将持续深化员工绩效科学管理，持续跟踪青年员工培养，为公司高质量发展注入新动能。 （王唯嘉） 为助力新员工快速融入企业、提升综合能力，近日，国网滦南县供电公司启动新员工跟岗实习活动。此 次活动打破专业壁垒，为新员工搭建了跨专业学习的优质平台，有力推动他们实现全方位成长。 按照计划安排，新员工被安排在除本专业大类外的两个不同专业一线岗位进行实习，每个专业岗位的实 习时间为1.5个月。在实习过程中，新员工们深入生产、技术等各个关键环节，亲身体验不同专业的工 作流程和业务特点。 同时，为精准优化绩效管理工作，提升管理效能与员工满意度，该公司全面开展绩效管理工作调查问 卷。旨在深度挖掘员工对现行绩效管理体系的真实看法与建议，找出管理中存在的痛点与堵点。 调查问卷内容丰富，涵盖绩效指标设定合理性、考核流程公正性、结果应用有效性等多个关键维度。问 卷通过"问卷星"方式开展，确保覆盖公司各个部门、各个岗位的员工，广泛收集不同层级、不同岗位的 声音。问卷发放后，各岗位员工积极参与，认真填写，表达自己对绩效管理工作的见解。 ...

2025年11月7日，央国企人力资源管理案例论坛在北京成功举办。菜鸟无忧袁军受邀主持2025央国企人 力资源管理案例论坛。本次论坛以"实践为基，共探人力资源管理新生态"为主题，旨在为央国企等企业 群体提供可借鉴的人力资源管理策略与范式 。菜鸟无忧深耕大学生求职辅导服务多年，根据十年辅导 大学生央国企求职服务积累经验形成的《从HR到HRIP - 超越边界：How to build your IP》案例成功入 选"2024-2025年企业人力资源管理数字化建设优秀案例"殊荣，成为大学生央国企求职辅导机构的标杆 样本之一。 一、菜鸟无忧袁军受邀主持2025央国企人力资源管理案例论坛 菜鸟无忧的创始人兼首席执行官袁军先生，荣幸地受邀担任2025年央国企人力资源管理案例论坛的主持 人。在这一备受瞩目的行业盛会上，菜鸟无忧在袁军先生的卓越领导和精心指导下，凭借其在企业人力 资源管理领域的创新实践和显著成效，荣获了2024-2025年度企业人力资源管理典型经验类优秀案例的 殊荣。这不仅是对菜鸟无忧团队长期努力和不懈奋斗的充分肯定，更是对袁军先生个人在人力资源管理 领域深厚专业能力和卓越领导才能的高度认可。袁军先生创办的菜鸟 ...

Core Insights - The article discusses the challenges and transformations in the global economy by 2025, emphasizing the need for management consulting to evolve from mere advisory roles to becoming strategic partners for businesses [1] - It highlights the importance of selecting management consulting firms that are capable of delivering actionable and replicable solutions, focusing on those with deep industry knowledge and practical experience [1] Group 1: Top Consulting Firms - Best Consulting is recognized as a leading comprehensive management consulting firm in China, specializing in practical change management and offering systematic transformation solutions from strategy to execution [2] - iResearch Consulting is identified as a pioneer in new economy insights and industrial digitalization, leveraging data-driven approaches to enhance decision-making for clients in various sectors [4] - Heart & Culture Consulting focuses on enhancing corporate culture and organizational vitality, being one of the first to introduce concepts like cultural gene identification and culture-driven organizations in China [5] Group 2: Industry Recognition and Capabilities - Best Consulting has received high market recognition, consistently ranking in the top ten of China's management consulting firms and earning various accolades, including national high-tech enterprise certification [3] - Mercer is noted for its expertise in human resources and talent management, emphasizing the strategic importance of talent as a core asset rather than a cost center [6] - Ogilvy Consulting specializes in emotional brand communication and customer journey design, aiming to transform customer experiences into measurable business outcomes [7] Group 3: Consulting Firm Specializations - AMT Consulting integrates management and IT services to support digital transformation, focusing on knowledge management and operational optimization [9] - Renda Fanglue serves as a think tank for group management and state-owned enterprise reform, providing strategic research and policy interpretation [10] - Lishih International combines capital, consulting, talent, and research to offer a comprehensive service model, facilitating access to industry policies and certifications [11] Group 4: Strategic Recommendations - The article provides a guide for businesses to select consulting partners based on their strategic needs, recommending firms like Best Consulting for management enhancement and iResearch for digital upgrades [15] - It emphasizes the importance of evaluating consulting firms based on their industry coverage, innovative methodologies, and ability to deliver measurable results [15][17]

Core Viewpoint - The article discusses the emotional and ethical challenges faced by HR professionals during large-scale layoffs, highlighting the conflict between corporate objectives and the personal impact on employees [4][6][19]. Group 1: Emotional Impact on HR - HR professionals often experience significant emotional strain when conducting layoffs, feeling guilt and empathy for the employees being let go [5][8][10]. - Many HR personnel report nightmares and anxiety related to the stress of having to terminate colleagues they have worked closely with [9][21]. - The emotional burden is compounded by the realization that layoffs affect not just individuals but entire families, leading to a deep sense of responsibility [14][22]. Group 2: Ethical Dilemmas - HR faces ethical dilemmas when executing layoffs, particularly when the decisions conflict with labor laws or when they perceive the unfairness of the situation [16][18]. - The article emphasizes that HR professionals often find themselves in a position where they must balance the interests of the company with the rights and needs of the employees [17][26]. - There is a recognition that many HR professionals strive to advocate for employees' rights, even when pressured by management to minimize severance packages [22][25]. Group 3: Changing Employment Landscape - The article notes a shift in the job market, where employees are becoming more aware of their rights and more assertive in negotiations during layoffs [24][25]. - HR professionals have observed that employees are now more likely to question the legality of severance packages and demand fair treatment [24][25]. - The changing landscape has led to a greater acceptance of job changes and a more nuanced understanding of employment stability among HR professionals [24]. Group 4: The Role of HR in Layoffs - HR is often seen as the executor of management decisions, leading to a perception of them as "bad guys" during layoffs, despite their efforts to mitigate the impact on employees [19][20]. - The article highlights that HR can play a crucial role in facilitating communication and providing support to affected employees, helping them navigate the transition [22][26]. - HR professionals often take on the responsibility of ensuring that employees receive fair treatment and compensation, even when company policies may not align with legal standards [16][22].

Group 1 - The core message highlights that the company, 卡游动漫, has been awarded the "2025 Human Resource Management Excellence Award," reflecting its long-term commitment to human resource management [1][3] - The award signifies industry recognition of 卡游's talent strategy, emphasizing the importance of effective human resource management in driving team cohesion and creativity [3][6] - The company has established a mature system for talent recruitment, development, and retention, aligning with its development needs and respecting employee growth [3][6] Group 2 - The company's recruitment efforts are evident through its recent job postings, showcasing its vibrant development and urgent need for new talent [5][6] - The recognition from the award serves as a strong signal to the market that 卡游 values and nurtures talent, enhancing its employer brand attractiveness [6] - The award not only summarizes past efforts but also acts as motivation for future growth, indicating a commitment to mutual development between the company and its employees [6]

Core Viewpoint - Human resources are one of the most critical resources for companies, directly impacting innovation, efficiency, and customer reputation [1][2] Group 1: Importance of Human Resources - Companies that prioritize human resources can achieve competitive advantages through innovative products and strong market positions [1] - Neglecting human resource management can lead to high employee turnover, low efficiency, and weak team cohesion [1] Group 2: Strategies for Improvement - Management should recognize the strategic importance of human resources and integrate it into corporate planning [2] - Companies need to invest in human resource management by hiring skilled HR professionals and establishing comprehensive management systems [2] - Creating a positive corporate culture enhances employee loyalty and belonging, which is essential for sustainable development [2]

Group 1 - The forum titled "Globalization Changes and Corporate Competitiveness Reconstruction" was held by the School of Business at Renmin University of China, featuring a mix of academic and practical insights from industry leaders [1][3] - Nearly 500 senior management personnel, including CHOs and HR leaders from various companies, participated in discussions about new trends in global human resource management [1][3] - The forum included eight keynote speeches, a roundtable discussion, and a closing keynote address, emphasizing the importance of collaboration between academia and industry [1][3] Group 2 - Zhang Jin, the Vice Dean of the School of Business, highlighted the unique human resource challenges faced by different types of enterprises in the context of globalization, which are crucial for corporate success [3] - Professor Zhou Yu outlined four key strategies for companies to drive innovation and achieve breakthroughs in organizational and talent mechanisms [5] - The strategies include focusing on user-centric innovation, solidifying professional expertise, reconstructing innovation management logic, and embracing digital intelligence [5] Group 3 - The roundtable discussion focused on the theme of "Globalization Changes and Corporate Competitiveness Reconstruction," moderated by Wang Deyue, the Executive President of the CHO Society [7] - Professor Ge Jianhua delivered the closing remarks, analyzing the challenges in organizational management due to rapid technological advancements and emphasizing the importance of humanistic values in management [7] - The forum was co-hosted by Kingdee Software (China) Co., Ltd., and supported by various alumni associations and project centers from Renmin University [9]

Core Insights - The article discusses the transformative impact of artificial intelligence (AI) on human resource management, emphasizing its role in automating processes, enhancing decision-making, and improving employee engagement [1][25][53] Group 1: AI in Recruitment and Talent Selection - AI significantly reduces the time and errors associated with resume screening and candidate interviews, leading to more accurate talent selection [4][6] - Companies like Google utilize AI to analyze historical hiring data, identifying characteristics of successful employees to better predict candidate success [6][25] - AI-driven platforms, such as those from Pymetrics and Vervoe, automate resume screening and generate tailored interview questions, enhancing the recruitment process [8][10][11] Group 2: Personalized Learning and Employee Development - AI enhances employee training by providing personalized learning paths based on individual performance and career goals, resulting in increased learning efficiency [13][17] - Real-time feedback mechanisms, as seen in platforms like Accenture's, improve learning outcomes and employee satisfaction [15][16] - Companies like Amazon leverage AI to ensure continuous skill updates for employees, keeping them aligned with industry trends [17][36] Group 3: Performance Management and Employee Collaboration - AI transforms performance evaluation by enabling real-time feedback and continuous assessment, moving away from traditional annual reviews [20][18] - Tools like Adobe's "Check-in" method have led to reduced employee turnover and increased satisfaction through ongoing performance discussions [20][28] - AI facilitates deeper data analysis of employee feedback, enhancing understanding of employee needs and improving overall satisfaction [20][30] Group 4: Employee Relations Management - AI technologies improve employee relations by providing timely communication and feedback, fostering a stronger connection between employees and the organization [22][24] - Companies like IBM and Alibaba utilize AI for matching employee capabilities with business needs, enhancing job satisfaction and efficiency [24][22] - AI tools can identify potential conflicts within teams by analyzing communication patterns, allowing for proactive conflict resolution [22][24] Group 5: Data-Driven Decision Making - AI and big data are central to modern HR management, enabling companies to make informed decisions based on comprehensive data analysis [25][27] - Walmart's analysis of employee turnover rates led to targeted adjustments in promotion and compensation structures, improving retention [26][27] - IBM's use of AI to evaluate recruitment channel effectiveness has optimized their hiring strategies, increasing candidate quality [26][27] Group 6: The Shift to Intelligent Management - The evolution from traditional HR practices to intelligent management emphasizes the integration of AI to enhance decision-making and operational efficiency [49][53] - Companies are adopting data-driven strategies for talent selection, development, and management, ensuring alignment between employee and organizational goals [51][53] - The focus on intelligent management highlights the importance of combining human skills with advanced technology to drive long-term value creation [45][49]