你以为大家都懂 AI？其实他们都在装懂——Pluralsight《2025 AI 技能报告》深度解读
“我其实不太懂，但又不好意思说。”——这是许多技术人员和高管面对 AI 时的真实心声。
在我们谈论 AI 如何颠覆行业、重塑岗位的时候，也许我们忽略了一个关键问题：究竟有多少人真的懂 AI？
Pluralsight 最新发布的《2025 AI 技能报告》给出了一个惊人的答案：大多数人其实都在“演戏”。
是的，你没有听错。报告调查了来自美国和英国的 1,200 位技术高管和从业者，发现整整 79% 的人承认夸大了自己对 AI 的理解，而站在组织最前线的高管，居然有 91%“装懂”。这不仅是一场职场里的集体错觉，也是一面照见现实的镜子：AI 正在迅速成为新的职场“裸泳”试炼。
“会不会用 AI”变成了一种表演
在很多公司，使用 ChatGPT 或 Copilot 本应是一种提升效率的手段，但却被悄悄贴上了“偷懒”的标签。报告显示，61% 的人觉得在工作中用生成式 AI 会被认为不够敬业。
于是，人们开始偷偷摸摸地用 AI —— 不打招呼、不留痕迹，生怕别人知道自己依赖了工具。这种“影子 AI”现象，让整个职场变得有点像小学考试时偷偷翻书的学生：大家都在作弊，却都装作没有。
“我懂 AI”成为职场社交货币
在调查中，九成从业者自信地说：我有足够的技能把 AI 工具融入工作中。 但问题来了：几乎同样比例的人又说，是“其他人”的 AI 技能不够，才导致项目失败。
这不是一个技术问题，而是一个认知偏差问题。正如报告所言，这可能是“达克效应”（Dunning-Kruger Effect）在作怪：越不懂的人越自信，越懂的人越谨慎。
我们真的会被 AI 取代吗？
报告也揭示了另一种深层焦虑：90% 的受访者担心自己被 AI 替代，而这个比例较去年增长了 19%。最焦虑的行业包括：内容创作、数据分析、销售和市场。
但现实其实并不那么残酷。数据显示，有近一半的企业正在新增 AI 相关职位。换句话说，AI 并不是“替代者”，而是“重塑者”。只是那些被“重塑”之前的人，必须先完成一场认知与技能的跃迁。
真正的赢家，懂得不断更新
幸运的是，大多数公司正在醒来。59% 的企业已经开始提供 AI 培训，54% 的企业通过涨薪来缓解员工的焦虑，甚至有些公司开始为员工提供“AI 心理建设”。
更可喜的是，有 8 成的技术从业者表示：AI 真的让我的工作更轻松了。
从数据建模到个性化推荐，从云管理到自动化任务，这些看似“高冷”的 AI 应用，正在变得触手可及。
写在最后：别再装了，真的可以学
也许我们都该承认：AI 发展太快了，不懂是常态，懂才是稀缺。真正拉开差距的，从来不是“演得像不像”，而是你有没有诚实地面对自己的技能盲区，并持续进步。
这份报告不是在揭示一个笑话，而是在给每一个职场人提个醒：别再装了，时间不等人，AI 的浪潮已经拍到了你脚边。
你是要假装会游泳，还是现在就跳下去学？
job security
2025年04月03日
job security
人力资源和招聘岗位都去哪儿了？残酷的现实是：它们不复存在了！OMG人力资源和招聘岗位都去哪儿了？残酷的现实是：它们不复存在。
AI正在重塑HR和招聘行业，从简历筛选到面试安排，许多环节被自动化取代。然而，这种“高效”是否付出了牺牲人性化的代价？Dave Owen分享的图表揭示了招聘中的AI趋势，也引发了对成本、伦理和与人互动减少的担忧。作为一个以人为本的行业，HR如何在效率和人性化之间找到平衡？你的工作是否因为AI而更高效？还是更难与人互动？欢迎分享你的看法！
最近，我在LinkedIn上看到Dave Owen分享的一张关于人工智能（AI）与招聘的图表（附录Owen的原文），让我震惊。这张图生动地展示了AI如何可能重塑人才招聘领域，而事实上，这种改变已经在很多地方发生了。
我们不是在谈论未来，而是现在就已经发生在一些知名企业中。许多公司在招聘中几乎不需要人与人之间的互动，这种趋势正在每天变得更加真实。
AI接管招聘流程的解析
来看一下这张图表吧。一个人才招聘总监（Talent Acquisition Director）正站在最前线，负责监督道德规范、人才搜索以及技术系统的使用。在这里，AI开始渗透进招聘流程，接管了从头到尾的招聘工作。
招聘流程始于前期准备阶段（Pre-Funnel）：在这一步中，我们需要铺垫基础，评估需求并制定战略。而接下来的流程中，AI开始接管，例如简历筛选、初步沟通，甚至详细的技能评估。机器正在完成许多过去依赖人类洞察力的工作。
随着流程进入最后阶段，AI的角色变得更为主导。候选人与算法的互动比与人类的互动更多。AI负责安排面试、发出聘用通知书，将人类推到了边缘。此外，一系列旨在简化操作的工具正支撑着这些流程。但问题是，这样做的代价是什么？
HR科技的“高效”之讽刺
AI的倡导者们声称，新的技术招聘体系可以让HR更加专注于“人”。但仔细研究Dave的图表后，我们会发现技术正在取代许多本应由人类完成的工作。讽刺的是，人力资源和招聘这两个以“人”为核心的部门，正逐步被技术淹没。这真的比传真机更好吗？
我还有很多担忧。顶尖AI的成本是天文数字，许多企业根本负担不起。此外，我们正在失去与人的本质联系，而这对于有效的人力管理至关重要。
我也不知道，真的。面对这个以技术为主导的景象，我们都感到不知所措。AI究竟是在提升我们的工作和改善人们的生活，还是在削弱我们工作的价值？
一种反思与参与的呼吁
那么，AI会让人力资源行业的未来走向何方？我们究竟是在增强能力，还是成为B2B、AI驱动机器的一部分？AI变革HR的潜力毋庸置疑，但我们必须确保这种转型不会忽视这些岗位最初设立的目的：服务人群。如果我们失去了“人性化”这一核心，还剩下什么？
我很想听听你的看法。这些工具让你的工作更轻松了吗？还是让你更难以与希望帮助的人建立联系？你是否对自己的工作安全感到担忧？告诉我吧。另外，如果你在LinkedIn上看到像Dave这样的有趣图表，请记得标记我！
原文来自Linedin Laurie Ruettimann
Dave Owen的LinkedIn：
Here's what I think many Enterprise TA models will evolve into near-term ?
This might be the last 'traditional' TA model before things become truly unrecognisable (for the better). Faster moving companies could also skip this for new 'agentic' rebuilds.
Here are some characteristics of this model:
Hiring Funnel
✅ Well understood & ‘flattening’ (speeding up)
? 50% EFT reduction
✅ 100-150% increase in recruiter carrying capacity
? No transactional roles or sourcing teams
✅ Candidate Experience Managers
✅ Heavy focus on Ethics, Governance, Compliance & Risk
✅ 100% rejection feedback rate
Pre-Funnel
✅ Less understood & broadening (slowing down)
✅ 25-50% EFT increase
✅ Strategic & Analytical Generalists (HR + Talent + Workforce)
✅ Talent & Hiring formally merge
✅ Default prioritisation of internal capabilities & skills
The SaaS stack is just a combination of my favourite products or Founders. Many (!) other SaaS solutions are available..
job security
2025年01月27日
job security
Employers, Employees Disconnected over AI-related Job DisplacementsLooking at the fast-growing AI age, generative AI is having a great impact on job security. Most employees have expressed their 'psychologically unsafe' at work, while most employers are unconcerned about this. In fact, in order to generate values more efficiently, leaders are supposed to be open to generative AI and upskill their employees.
'Misaligned perceptions' among leaders, employees erode trust, report says.
Employers and employees are not seeing eye to eye when it comes to the impact of generative AI in the workplace, hindering trust and preventing organisations from unlocking the potential of the technology at work.
This is according to a new report from Accenture after collecting data from over 7,000 C-suite leaders and 5,000 employees of large organisations across 19 countries.
According to the report,58%of employees are worried about generative AI's impact on job security.
This comes amid recent research from the International Monetary Fund saying the rapid rise of AI will expose nearly 40% of jobs worldwide, while another report from Goldman Sachs said it will put at risk 300 million jobs.
C-suite not concerned about AI
But members of the C-suite don't appear too concerned about this outcome, as the report found that less than one-third of them feel job displacement is a concern for people.
It also found a disconnect between employees and the C-suite when it comes to how gen AI will affect well-being.
For 60% of employees, they believe it will increase stress and burnout, while only 37% of leaders see this as an issue.
These disconnected views contribute to the lack of trust from employees, who don't believe their organisations will ensure positive outcomes when utilising generative AI, according to the report.
"Misaligned perceptions between leaders and workers also erode trust," the report said. "This lack of trust puts the trifecta of opportunities at risk."
'Trifecta of opportunities'
The report outlined three opportunities that organisations can maximise when it comes to gen AI and they are:
Accelerating economic value
Increasing productivity that drives business
Fostering more creative and meaningful work of people
But the lack of trust from their employees are preventing these organisations from leveraging these opportunities, despite 95% of them saying they see the value in working with AI, according to the report.
Role of leaders in gen AI integration
It also comes as two-thirds of employees said they don't have the technology and change leadership expertise to drive the reinvention need to take advantage of AI, according to the report.
"There's a way, however, for leaders to close the trust gap and accelerate gen AI integration: Look at and emulate how leading organisations are leveraging gen AI in ways that are better for business and better for people," the report said.
Only nine per cent of organisations in the survey were classified as "reinventors," who have achieved the capability for continuous reinvention and have maximised the potential of AI.
More than half of these reinventors are already redesigning jobs and roles around AI as steps to reshape the workforce, according to the report.
"Key to all of this: three-quarters are actively involving their people in their enterprise change efforts, while reskilling people," the report said.
These organisations are being transparent to employees throughout the process to establish and foster trust, according to the report.
Ellyn Shook, chief leadership and human resources officer, Accenture, underscored the role of leaders in the transition to gen AI.
"Success starts with leaders who are willing to learn and lead in new ways, to scale gen AI responsibly, to create value and ensure work improves for everyone," Shook said in a statement.
"It starts with asking a simple question: are people 'net better off' working here? This not only unlocks people's potential and drives bottom-line growth, but also paves the way for workers feeling comfortable, trusting and ready to work with gen AI. What we've learned from the past as leaders is that what happens next is up to us. The best outcomes are ours to shape."
SOURCE HRD
扫一扫
添加客服
