来源：吴晓波频道 "人生在世，如果在朋友或敌人心目能够成为张和平这样的人，其实是最狗娘养的了不起。" 张和平是大年初四下午三点心梗突发走的，五点半，宗燕打电话告诉我。我跟和平最后一次见面，便是 前年秋天我去温州拍一个美食节目，在宗燕的瓯江南餐馆吃了顿饭。 和平是我的前同事，新华社温州记者站站长。在我的一众媒体兄弟中，他是最像英雄的那个，这个人好 像是直接从史书读本中走出来的，如此的古典，不知道以后的中国会不会有了。 2024年，张和平与吴老师相会温州 和平是1955年生人，比我大十多岁，却晚两年进入新华社。之前，他在《浙江日报》温州站已干了七八 年。 我们第一次扯淡，我还住在集体宿舍，他来杭州述职开会，顺便看看我这个新兵蛋子。那次聊天，他讲 的两段话迄今印象深刻。 说到如何当好一个记者时，和平说，你要做到"脚上沾泥，手上沾血"，也就是要深入基层，一竿子扎到 田地里，同时要不怕得罪人，不惜得罪人。 第二段话是跟官员打交道的小技巧。他对我说，"你们这些大学刚毕业的下去做采访，县长乡长村长个 个老奸巨猾，想要让他们不轻看你，要不要我教你一招？" 我连忙点头说要。他很得意的把屁股挪正了一下，然后狡黠地一边笑着一边说： ...

如今不少行业引入了人工智能(AI)。韩国新闻行业性机构韩国言论财团一项最新调查显示，AI虽能帮助 记者高效产出结构严谨的新闻稿件，但在提供原创性内容和新颖视角方面仍显不足，显示记者洞察力仍 具有核心优势。 2月11日，游人在首尔欣赏彩灯。新华社发（全休相摄） 据《韩国商业电讯》16日报道，韩国言论财团 招募98名韩国新闻机构的记者，要求他们基于有限背景资料，使用AI聊天机器人撰写报道。写稿任务 聚焦于根据世界卫生组织附属机构的研究成果，报道气候变化对母婴健康的影响。结果显示，AI辅助 撰写的稿件整体质量相对较高，以满分100分计，平均得分62.5分；多数稿件在结构和逻辑方面的平均 得分约67分。 不过，AI技术在新闻报道原创性方面存在明显局限。对于稿件创造性和独特性的评分仅有50分左右， 表明AI虽能助力记者组织信息和优化语言表达，却没能显著提升报道的新颖性。 研究人员还发现，记者与AI的互动往往有限。平均而言，记者围绕每项任务提出的问题不足5个，后续 追问仅占总询问量的三分之一出头。事实核查类问题相对较少，表明多数记者将AI主要视为快速收集 信息的工具，而非互动式报道伙伴。 《韩国商业电讯》说，随着全球各地 ...

【新华社微特稿】如今不少行业引入了人工智能(AI)。韩国新闻行业性机构韩国言论财团一项最新调查 显示，AI虽能帮助记者高效产出结构严谨的新闻稿件，但在提供原创性内容和新颖视角方面仍显不 足，显示记者洞察力仍具有核心优势。 据《韩国商业电讯》16日报道，韩国言论财团招募98名韩国新闻机构的记者，要求他们基于有限背景资 料，使用AI聊天机器人撰写报道。写稿任务聚焦于根据世界卫生组织附属机构的研究成果，报道气候 变化对母婴健康的影响。结果显示，AI辅助撰写的稿件整体质量相对较高，以满分100分计，平均得分 62.5分；多数稿件在结构和逻辑方面的平均得分约67分。 不过，AI技术在新闻报道原创性方面存在明显局限。对于稿件创造性和独特性的评分仅有50分左右， 表明AI虽能助力记者组织信息和优化语言表达，却没能显著提升报道的新颖性。 研究人员还发现，记者与AI的互动往往有限。平均而言，记者围绕每项任务提出的问题不足5个，后续 追问仅占总询问量的三分之一出头。事实核查类问题相对较少，表明多数记者将AI主要视为快速收集 信息的工具，而非互动式报道伙伴。 研究结果显示出记者判断力在新闻业中的持续重要性，尤其体现在原创分析与观点 ...

Core Viewpoint - The article highlights the recognition of seven individuals and groups with the "New Era New Lei Feng" title, showcasing their contributions to various fields and embodying the spirit of dedication and service in contemporary society [1][2]. Group 1: Recognized Individuals and Their Contributions - The Digital Innovation Team of Hunan Museum has made significant breakthroughs in the application of digital technology for cultural heritage, enhancing the transformation of the cultural sector and promoting the sharing of cultural resources [2]. - Zuo Guofeng, a senior engineer at Hunan Steel Group, has led over ten major technological innovations in seamless pipe research, achieving key technology localization and breaking foreign monopolies [2]. - Wen Xiaoyan, an athlete from the Hunan Disabled Athletics Team, has won nine gold medals across three Paralympic Games, exemplifying resilience and determination in sports [3]. - Zhang Di, the director of the Children's Medical Center at Hunan University of Traditional Chinese Medicine, has dedicated over 30 years to pediatric care using traditional Chinese medicine, emphasizing effective treatment and community service [3]. - Mo Bocheng, a postdoctoral researcher and founder of Hunan Orange Friend Biotechnology Co., has focused on agricultural innovation, winning multiple national awards and contributing to rural revitalization [4]. - Ma Shiguang, a courier at YTO Express, has maintained a service record of over one million packages with zero complaints, actively engaging in community service and social responsibility [4]. - Huang Hua, a former editor and chief reporter at Chenzhou Daily, dedicated 33 years to journalism, producing impactful stories and demonstrating professional integrity until her passing [5].

招聘中歧视年轻白人男性已成公开秘密 招聘会现场。 12 月 10 日，纽约一场 媒体、学术界和娱乐行业的所有人都心知肚明，有这样一件事正在发生。不少人对此心怀疑虑，却几乎 没人敢直言不讳。如今终于有人站出来发声，许多人却又假装自己从未亲眼目睹。无论从何种角度来 看，这都令人难以置信。 我所说的，是多年来众多机构在招聘时形成的一种倾向 ——优先录用除白人异性恋男性之外的所有群 体。正如雅各布・萨维奇在为《Compact》杂志撰写的近期文章中，以极具说服力的观点指出的那样， 这种倾向对一个群体的冲击最为严重：年轻白人男性。他们尚且没有足够时间积累专业技能与工作经 验，而这些本可以弥补他们 "肤色上的劣势"。 萨维奇援引相关数据指出，部分精英机构的入门级岗位中，白人男性的录用比例出现断崖式下跌：初级 编剧岗位的白人男性占比从 48% 降至 12%；哈佛大学人文学科终身教职预备岗位的白人男性占比，则 从 39% 下滑至 18%。这些变化都发生在过去十年间。 影响至今仍在这些机构中延续。但即便抛开这一背景不谈，新闻编辑部、编剧团队和高校课堂的白人占 比原本就会很高，因为在 20 世纪 60 至 80 年代出生的美国人中 ...

Core Insights - In October, U.S. employers announced layoffs of 153,074, a 175% increase from the same month in 2024 and an 183% increase from the previous month [1][3] - Cumulatively, layoffs for the year reached 1,099,500, a 65% increase compared to the same period in 2024, marking the highest level since 2020 [1][3] Layoff Trends - Nearly 450 independent layoff plans were tracked in October, up from just below 400 in September [3] - October's layoffs were the highest for the month since 2003, with a record of 171,874 layoffs at that time [3] - The trend of announcing layoffs in the fourth quarter has changed, with companies now more willing to disclose layoffs in October, contrary to past practices [3] Industry-Specific Layoffs - The technology sector led private sector layoffs with 33,281 announced in October, a significant increase from 5,639 in September [4] - The retail sector announced 2,431 layoffs in October, a slight decrease from 2,577 in September, but still facing significant challenges [4] - The warehousing industry saw the highest number of layoffs in October, with 47,878, reflecting ongoing restructuring due to overcapacity and automation [4] Reasons for Layoffs - Cost-cutting was the primary reason for layoffs in October, affecting 50,437 individuals, followed by layoffs due to artificial intelligence integration, impacting 31,039 individuals [9] - Market and economic conditions led to 21,104 layoffs in October, with cumulative layoffs for the year reaching 229,331 [9] Recruitment Plans - Employers announced plans to hire 488,077 individuals by October, a 35% decrease from the same period in 2024, marking the lowest level since 2011 [10] - The average monthly recruitment announcement was 48,808, also the lowest since 2011 [10]

Core Argument - The article argues against the short-sighted and dangerous approach of significantly cutting entry-level jobs solely for cost reduction, emphasizing that these positions are essential for future leadership, innovation, culture, and society itself [1][16]. Group 1: Importance of Entry-Level Jobs - Entry-level jobs are crucial for developing future mid-level professionals and leaders, as they provide foundational skills and perspectives necessary for effective decision-making [4][5]. - Eliminating entry-level positions would sever the talent development pipeline, leading to management that lacks practical experience and understanding of core business operations [4][5]. - Entry-level roles serve two primary functions: task completion and the cultivation of capable individuals within the organization and society [5]. Group 2: Innovation and Organizational Culture - Innovation often originates from those closest to the work, as entry-level employees can identify inefficiencies and propose creative solutions without being constrained by traditional thinking [6]. - A diverse workforce, including younger employees, enriches organizational culture and fosters creativity, while the absence of entry-level workers can lead to a stagnant and homogeneous environment [7]. Group 3: Societal Impact - Work provides individuals with purpose, structure, and a sense of belonging; the absence of entry-level jobs could lead to social issues such as alienation and unrest among millions of young people [8]. Group 4: Redesigning Entry-Level Work - To protect entry-level jobs, organizations must rethink their design to ensure they remain valuable in an AI-driven workplace, focusing on understanding the rationale behind tasks rather than merely performing repetitive ones [10][11]. - Emphasizing skill enhancement is vital, as critical thinking combined with AI can lead to better outcomes; training should include exercises that encourage questioning AI outputs [12]. - The redesign of work should prioritize human involvement in defining problems and building relationships, rather than allowing AI to replace all human tasks [13]. - Entry-level jobs should not only focus on task completion but also on talent development, allowing individuals to experience pressure and uncertainty, which are essential for building resilience and judgment [14][15]. Group 5: Future Considerations - The article suggests that organizations should redefine value beyond mere output, considering contributions to culture and innovation, and that entry-level jobs are foundational to this transformation [16]. - The future of work should be shaped proactively, ensuring that entry-level positions remain a vital part of a more intelligent, equitable, and satisfying work environment in the age of AI [17].