IBM 逆势扩大初级岗位招聘：重塑人才成长路径，赋能 AI 时代人机协同彭博社报道IBM宣布计划在2026年将美国入门级员工招聘规模扩大三倍，并根据人工智能时代调整岗位职责。尽管人工智能似乎正在抑制对初级职业人才的整体需求，但IBM仍计划在2026年将美国入门级员工的招聘规模扩大三倍。该公司拒绝透露具体的招聘数字，但表示此次扩张将“全面进行”，涉及众多部门。
纽约 — 2026 年 2 月 12 日 —— 在 AI 技术迅速普及、行业普遍预计 AI 将替代大量基础性岗位的背景下，IBM（International Business Machines Corporation） 正采取完全不同的策略——宣布将在 2026 年将其在美国的 entry-level（初级）岗位招聘规模扩大 3 倍，并同时重新设计这些岗位的核心职责，使其更契合“人类优势”而非重复性任务。
此计划由 IBM 首席人力资源官 Nickle LaMoreaux 在「Charter’s Leading with AI Summit」上首次披露。据 LaMoreaux 表示，公司对这些初级岗位的职位描述进行了重大调整，减少了传统上容易被自动化工具替代的任务，例如机械式编程，将重点放在“人本能力”上，比如客户互动、问题解构与协作沟通。
IBM 并未具体披露最终的招聘人数，但从官方职业页面来看，该公司的 entry-level 招聘包括一系列面向毕业生和早期职业者的 项目与计划，例如咨询类 IBM Associate Program、Sales Accelerator Program、Apprenticeship Program（学徒项目）等，覆盖咨询、销售、技术、数据与业务支持等方向。
岗位重塑：聚焦人类不可替代技能
IBM 这一战略背后的核心逻辑是：即使 AI 能自动执行某些技术性任务，人类在“人机协同”环境下仍具备独特价值。LaMoreaux 强调，这些初级岗位不再只是传统意义上的“入门级数据处理或编码”，而是更强调与客户沟通、跨团队合作、将技术转化为业务价值的能力。
多位评论者认为，这种岗位转型恰好呼应了目前业内人才结构的变化——企业需要“能将 AI 结果转译成实际业务成果的人才”，而不只是执行性任务的操作员。
AI 时代背景下的招聘悖论与机会
这一宣布正值 AI 技术在劳动力市场影响日益凸显之时。此前研究与报道显示，AI 已显著改变了 entry-level 工作的定义——传统的数据清理、重复性程序开发等任务正在迅速被自动化工具取代，部分企业已开始削减此类岗位。
更早之前，IBM 内部高管就曾指出，未来岗位更强调“critical thinking（批判性思维）”和“power skills（人本强技能）”，并认为不能再简单雇佣新人去完成诸如创建电子表格等容易被自动化的任务。
将招聘重心转向具备这些能力的初级人才，实际上代表着一种人才培养战略——企业持续投资基础人才、为中层和高级岗位建立内部人才管道。这在 AI 时代尤其重要，因为如果企业放弃 entry-level 人才培养，将来可能在高级岗位人才储备上面临断层。
技能重塑与 HR 战略启示
专家指出，目前最需要招聘的人才类型包括：
客户成功与销售技术岗位：强调人机协同沟通与业务理解；
咨询与解决方案交付岗位：围绕业务挑战提供创新思路；
数据分析与业务洞察岗位：结合数据、AI 输出与行业背景提出可执行结论；
技术支持与跨团队协作岗位：不仅懂技术，更能协调解决复杂问题。
这些岗位本质上要求新人具备沟通协调、业务敏感性、跨功能协作能力以及持续学习心态——即目前 AI 尚无法替代的“人类核心竞争力”。
结语
在 AI 改写劳动力结构的过程中，IBM 的战略选择提供了一个重要参考：企业若想在未来竞争中胜出，不仅要拥抱 AI 技术，更要重新定义人才增长路径，以“人本技能 + AI 工具协作能力”培养下一代业务与技术领导者。这不仅有助于公司长期竞争力，也为 HR 在人才策略设计、招聘与培养体系规划上提出了新的方向。
Data Analytics
2026年02月12日
Data Analytics
利用组织网络分析（ONA） - 衡量员工绩效并优化战略作者: Maya Bodan, Don Miller, Sue Cantrell, Gary Parilis, 和 Carissa Kilgour
在快速变化的工作环境中，传统的办公室、工作时间和组织结构已逐渐失效，组织需要新的洞察力来理解、衡量和评估员工的绩效。特别是现在，了解人们如何互动、互动模式如何影响业务结果以及如何调整行为以改善这些结果变得更加重要。数据分析和人工智能 (AI) 的创新使这一切成为可能。
组织网络分析利用网络科学和特定指标来分析和可视化组织内部的沟通和信息流动。通过收集和分析调查和工作应用中的数据，组织可以利用数据、分析和 AI 的力量。组织网络分析揭示了传统组织结构图中没有的洞察力，例如人们如何协作、谁在决策中起到关键作用或者独立工作，以及关于信任和影响的情感。组织网络分析可以帮助领导者理解人际关系、可视化关系并找出成功的潜在障碍（图1）。
图1: 组织网络分析可以帮助发现组织内部的协作
衡量员工绩效
业务结果可以通过多种方式衡量。有时具体的定量指标是适用的；例如，一个专注于生产力的网络营销团队可能会强调点击次数、下载次数或发布的社交媒体帖子数量。改进指标，如“将网络流量增加X％”，使团队能够创新实现这一目标的方法。其他业务结果包括质量率和客户保留率的衡量。
然而，仅靠容易衡量的关键绩效指标并不能完整地呈现员工的生产力和业务影响。推动关系、发展和其他非量化人类结果的软性目标的结果对业务至关重要，尽管难以衡量。
雇主需要创造员工重视的工作场所。德勤研究显示，79%的领导者认识到他们有责任为员工创造价值，但只有27%的员工认为他们的雇主正在取得有意义的进展。在当前质疑面对面工作价值的环境中，量化人类结果带来了挑战。组织网络分析为领导者提供了分析洞察，优先考虑以人为本的指标，优化工作场所策略以提升整体员工体验。
理解个人员工绩效
组织网络分析 (ONA) 的洞察力在结合评估个人和团队绩效时尤其有用，这些绩效衡量会影响业务结果或生产力。
组织网络分析通过衡量与生产力相关的行为模式来评估生产力（需要对不同团队、职能和业务的生产力进行客观定义）。这些定义可以通过专家判断、焦点小组和访谈确定，或者通过数据分析进行量化。哪种模式是最优的取决于业务情况和需求。例如，有时，广泛的网络互动（与团队外部合作）是必要的，而在其他情况下，这可能会分散注意力——与直接同事合作是最好的（孤立的团队也可以是好的）。
非正式影响者通常不同于组织的正式领导者，他们可以提供关于如何独立于正式层级结构高效工作的宝贵视角。这些洞察力展示了员工人口在整个网络中的分布，以及职能、业务单元或地理位置等因素如何影响团队动态和生产力。在一个无边界的组织中，员工绩效超越了传统指标，突出了对非正式协作可见性的重要性。组织网络分析可以揭示隐藏的洞察力，展示信息在组织内部的真实流动方式，给领导者提供做出明智决策和优化员工绩效的洞察。
利用 ONA 优化工作场所策略
组织在平衡面对面和虚拟互动方面面临挑战。尽管许多组织鼓励员工返回办公室，期望面对面的互动能提升员工绩效和创新，但需要对人们如何实际工作的细致理解。高管希望办公室工作能激发创造力和联系，但往往面临昂贵的长期房地产承诺未得到充分利用的压力，这增加了定义办公室目的和价值的难度。通勤也会增加环境足迹，员工可能不愿失去灵活性。
通过组织网络分析，领导者可以回答一些关键问题：
有多少团队成员是共址的？
在什么情况下以及为什么需要共址？
什么工作可以或最好独立完成？
哪些工具和应用程序最能支持不同地点的工作？
一个重要因素是现场密度，它衡量一个人在办公室内近距离合作者网络的比例。更高的现场密度与更高的面对面工作的认可度相关。领导者可以利用组织网络分析的洞察来了解谁应该在一起工作以及何时在一起工作。理解这些非正式网络和影响范围可以为领导者解锁巨大的价值，以确定哪些团队应该共址以及共址时如何组织空间。通过虚拟方式沟通的独立工作者可能在办公室工作中看到的收益有限。有趣的是，新的数据显示“在松散联系网络中更可能产生创意”，这意味着与自己的直接网络外的合作可以促进创新。
结论
组织应负责任地使用数据、分析和 AI，以实时洞察员工在当今工作环境中的操作、协作和战略。这种改进的理解可以在多个组织层面支持价值创造和决策。组织网络分析提供了有关员工如何在混合工作模式和远程工作模式中跨职能和地理“边界”协作的绩效洞察，可以帮助领导层制定工作场所策略和政策。
作者
Maya Bodan
Don Miller
Sue Cantrell
Gary Parilis
Carissa Kilgour
贡献者
Yuki Iwase
Shruti Kalaiselvan
Ramyasri T M
Brennan Conway
Katherine Arriola
尾注
1 Deloitte, “Using network analysis to build an agile organization: Create organizational collaboration in a remote workplace,” 2020年10月27日。 2 Stephen Lancaster-Hall 等人, Humanizing productivity and performance: Productivity and performance in times of disruption, Deloitte, 2020; Deloitte, Beyond productivity: The journey to the quantified organization, 2023年5月。 3 Deloitte, Beyond Productivity: The journey to the quantified organization, 2023年5月。 4 Sue Cantrell 和 Corrie Commisso, “Outcomes over outputs: Why productivity is no longer the metric that matters most,” Deloitte Insights, 2023年7月19日。 5 Steve Hatfield, “Rethinking the ways we look at productivity in a Work from Anywhere world: How to evaluate remote worker productivity post-pandemic,” Deloitte’s Capital H blog, 2021年8月24日。 6 Worklytics, “12 metrics for more effective meetings,” 访问时间 2024年1月4日。 7 Deloitte Insights, New fundamentals for a boundaryless world: 2023 Global Human Capital Trends Report, 2023, 第80页。
来源：https://www2.deloitte.com/us/en/blog/human-capital-blog/2024/harnessing-organization-network-analysis.html
Data Analytics
2024年06月19日
Data Analytics
Exploring the Top 10 HR Tech Trends of 2024The HR field is undergoing significant changes in 2024, with technology playing a pivotal role. Key trends include the use of AI and ML in talent acquisition, a shift to skills-based hiring, and the integration of remote and hybrid work models. Emphasis on diversity, equity, and inclusion (DEI) is growing, alongside the exploration of the Metaverse for virtual HR practices. Data analytics is crucial for informed decision-making, and there's a focus on optimizing user experience and supporting employee well-being and mental health. Enhancing the candidate experience and ensuring data security and compliance are also critical.
2024年人力资源领域正在经历重大变革，技术发挥着关键作用。主要趋势包括在人才招聘中使用人工智能和机器学习，向基于技能的招聘模式转变，以及远程和混合工作模式的整合。多元化、平等和包容性（DEI）的重视日益增加，同时探索元宇宙在虚拟人力资源实践中的应用。数据分析对于做出明智的决策至关重要，优化用户体验和支持员工福祉和心理健康也同样重要。加强候选人体验和确保数据安全与合规性也是关键。
Human Resources is continuously evolving, and in 2024, it is set to undergo a remarkable transformation. With the integration of cutting-edge technology and innovative approaches, HR departments are better equipped than ever to attract, retain, and manage talent effectively. In this blog, we'll delve into the top 10 HR tech trends of 2024, offering a glimpse of how these trends shape the future of HR.
Artificial Intelligence and Machine Learning
Artificial Intelligence (AI) and Machine Learning (ML) are at the forefront of HR tech trends in 2024. These technologies are revolutionizing talent acquisition by streamlining the recruitment process. AI-driven algorithms can assess resumes, conduct initial candidate screenings, and predict a candidate's suitability based on historical data. ML algorithms analyze patterns within employee data to provide insights into performance, helping HR departments make more informed decisions about promotions and job placements.
Skills-based Hiring
Skills-based hiring, which prioritizes a candidate's specific skills and abilities, will significantly impact companies in 2024. This approach will help companies swiftly adapt to the changing job landscape and technological advancements. In 2024, skills-based hiring will:
Improve Recruitment Efficiency: Companies will find it easier to match candidates directly to job requirements, reducing time and resources spent sifting through resumes and interviews.
Reduce Skill Gaps: With skills-based hiring, companies can address skill gaps more effectively and invest in training and upskilling for existing employees to meet the organization's needs.
Increase Employee Productivity: Hiring individuals with the right skills results in quicker onboarding and increased employee productivity, driving business performance.
Remote and Hybrid Work:
Remote work has swiftly transformed the modern workplace and is set to become a permanent fixture in 2024. HR professionals are tasked with managing the challenges of overseeing remote teams, encouraging collaboration, and maintaining employee engagement within virtual environments. Moreover, the growing prominence of hybrid work models demands strategic initiatives to enhance productivity and work-life balance for employees, regardless of their location within or outside the office.
Diversity, Equity, and Inclusion (DEI):
Inclusion and diversity will remain at the forefront of HR agendas in 2024. Organizations will strive to create inclusive cultures where employees from all backgrounds feel valued, respected, and empowered. HR professionals will focus on building diverse talent pipelines, implementing unconscious bias training, and developing inclusive leadership practices. Addressing pay equity and ensuring equal opportunities at all levels will also be prioritized.
Focus on Metaverse in HR
The Metaverse is poised to redefine HR practices. This revolutionary technology seamlessly integrates virtual meetings, interviews, onboarding, and learning experiences. By creating lifelike virtual environments, HR professionals can host dynamic meetings, conduct immersive interviews, and foster engaging discussions among remote teams.
Recognizing its vast potential, organizations embrace the Metaverse to reshape traditional HR processes and enhance collaboration across distributed teams. The Metaverse empowers HR to transcend geographical boundaries, ushering in a new era of impactful virtual interactions that elevate employee experiences and boost organizational productivity.
Harnessing Data for Informed Decision-Making
This trend revolves around leveraging advanced data analytics tools to collect, process, and interpret vast amounts of data within the HR domain. By doing so, HR professionals can gain valuable insights into various aspects of workforce management, including employee engagement, performance metrics, talent acquisition, and workforce planning.
This trend is driven by the recognition that data is critical to making strategic and informed decisions. HR departments increasingly adopt predictive analytics to foresee trends, identify potential challenges, and devise proactive solutions. Through data-driven decision-making, organizations can optimize their HR strategies, streamline operations, and enhance overall workforce effectiveness.
Optimize the User Experience
As HR tech evolves, the user experience is optimized for HR professionals and employees. This trend is about making the technology more user-friendly and intuitive. User-friendly interfaces, simplified navigation, and customized dashboards make it easier for HR personnel to access and utilize HR tools, ultimately improving efficiency and reducing the learning curve.
Employee Well-being and Mental Health Support
HR technology trends are placing a spotlight on employee well-being and mental health. Innovative tools and applications are designed to monitor and support employee well-being, offering resources to help individuals manage stress and achieve a healthy work-life balance. This emerging trend underscores the recognition of the significance of comprehensive employee care.
Emphasizing Candidate Experience Enhancement
Even with resource limitations in 2024, CHROs are committed to maintaining their teams' focus on essential tasks. Companies recognize the imperative need to continually enhance the candidate experience, fortify their employment brand, and expedite their recruitment processes to remain competitive in attracting top talent. Among the myriad HR trends discussed, refining the candidate experience remains an enduring challenge for TA teams.
Data Security and Compliance
Data security and compliance are paramount with the growing use of HR tech. HR departments are increasingly implementing data protection measures to safeguard sensitive employee information and adhere to the ever-evolving global data protection regulations.
Conclusion
As we step into 2024, HR tech trends are shaping the future of human resources management. These trends, from artificial intelligence and machine learning to a strong focus on employee experience, enhance how organizations attract, retain, and manage talent. By staying abreast of these top 10 HR tech trends, businesses can position themselves to succeed in an ever-changing world of work. Embracing these technologies will streamline HR processes and create a more engaged, diverse, and resilient workforce.
by Navjot Kaur
Data Analytics
Data Analytics
Data Analytics
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