AI变局：OpenAI董事会解雇其CEO Sam Altman与重返OpenAI的可能
在人工智能领域的历史长河中，2023年11月17号这一天或许将被铭记为一个转折点。OpenAI，这个曾推出 ChatGPT、DALL-E 3、GPT-4 等热门人工智能产品的公司，经历了一次前所未有的内部动荡。
【事件开端：CEO Sam Altman 的突然解雇】
11月17日周五中午，OpenAI 董事会宣布解雇了其联合创始人兼首席执行官 Sam Altman。这位曾是 Y Combinator 的前总裁，被认为是人工智能领域的领军人物。他的解雇在科技界引起了巨大的震动，很多人认为这是对人工智能发展的一个重大打击。
【内部反应与原因】
据内部消息，这一决策源于与董事会之间的沟通断裂，而非不当行为。然而，具体细节并未对外公开，使得整个事件笼罩在一层神秘的阴影之下。
【行业与公司内部的震动】
Sam Altman 的解雇不仅在外界引起了讨论，也在 OpenAI 内部掀起了波澜。据报道，OpenAI 的总裁兼联合创始人 Greg Brockman 在事件发生后宣布辞职，多名高级研究人员也选择了离开公司。这一系列的离职显然是对董事会决策的不满和对公司未来方向的担忧的直接反应。
【投资者的立场与反应】
在 Altman 被解雇的消息传出后，OpenAI 的主要投资者，包括 Microsoft 和风险投资公司 Thrive，对董事会的决定表示不满。他们开始积极推动 Altman 的重返，并要求对董事会进行重组。这一举动反映了投资者对于 OpenAI 当前管理层的不信任，以及对 Altman 领导能力的认可。
【Sam Altman 的回归之路】
在经历了一天的震惊和反思之后，据报道，在投资人等要求下OpenAI 董事会与 Altman与进行回归的讨论。尽管对于回归持有矛盾态度，但他显然正在考虑重新掌舵，并提出了重组董事会的要求。
【事件背后的深层原因】
据科技记者 Kara Swisher 报道，这一系列事件的背后，是对于人工智能商业化速度的内部分歧。一方面是急于推动商业化的声音，另一方面则是希望鉴于新技术的巨大能力和风险，采取更加谨慎的策略。这种分歧在董事会和管理层中愈演愈烈，最终导致了这场风暴的爆发。
【未来的不确定性】
尽管目前尚不清楚 Altman 是否会重返 OpenAI，但这一事件无疑为公司未来的发展方向投下了不确定性的阴影。同时，这也反映出整个人工智能行业在面对快速发展和伦理责任之间的挑战。
在这场风波中，OpenAI 不仅失去了一位关键的领导人物，还暴露出了其内部的管理和战略上的深层次问题。如何在创新和责任之间找到平衡，将是 OpenAI 乃至整个人工智能行业未来必须面对的重大课题。
附录网上的组织架构图，供参考：
人工智能
2023年11月18日
人工智能
Hiring Trends 2024: For Tech And Digital Global Employers
ANWESHA ROY 8 MINUTE READ
The hiring landscape has gone through a lot of fluctuations in the last two years. The United States and the European Union (EU) fell into recession, triggering widespread panic amongst tech and digital companies. Businesses had to lay off a large chunk of their workforce as a cost-cutting measure, some even freezing hiring temporarily.
Fast-paced digital agencies and startups understood that they needed a flexible hiring approach to adapt to these circumstances. They realized that hiring remote talents from offshore locations like LatAm, East EU, East Asia, and India was a viable way to grow their workforce. Recruiters soon realized that they needed to prioritize both skills and cultural adaptability while looking for remote talents. Hiring platforms emerged as the helping hand in this matter, with their comprehensive solutions geared to deliver a fast and reliable hiring experience.
In this blog, we will discuss these developments and other hiring trends for 2024, and the job roles that will grow in the near future.
Hiring Trends That Will Define 2024
Adaptable hiring strategies will help tackle the talent shortage
Remote hiring for remote positions is here to stay
Skill-based hiring will gain more prominence
India’s rising talent pool to meet global needs
Talent expectations from global employers are changing
Organizations will look for culture-fit talents
Emergence of hiring platforms
Artificial Intelligence (AI) and Machine Learning (ML) will play a crucial role in optimizing the hiring process
1. Adaptable hiring strategies will help tackle the talent shortage
By 2030, the global tech talent shortage will rise to 85.2 million, leading to a massive loss in revenue. Global employers will be more careful and strategic when hiring in 2024. The demand-supply gap of skilled tech and digital talents is growing every year, which means startups have to work harder to onboard the best talents. They will also look to hire remote talents from offshore locations to upscale as per their budget and resources.
2. Remote hiring for remote positions is here to stay
In 2023, tech and digital startups have to deal with the growing tech talent shortage amidst a precarious global economic scenario. Remote hiring is the most viable solution for these organizations, as they can easily access skilled and cost-effective talents across the globe, with a faster hiring process. Even companies following on-site or hybrid workstyles are hiring certain roles remotely, due to its benefits. contract hiring – uncertain economic conditions are compelling companies to hire full-time long-term contractual employees for flexibility and scalability. Global employers are also open to long-term contractual engagements for full-time employees, to ensure flexibility and scalability.
The number of startups hiring remotely has grown from 900 in 2019, 2,500 in 2020, and 14,000+ in 2022. With a growing number of talents preferring remote workstyle, companies will be able to retain their top talents by setting up distributed teams instead of strictly adhering to local hiring.
3. Skill-based hiring will gain more prominence
92.5% of companies have seen a reduction in their mis-hire rate when implementing skills-based hiring, with 44% reporting a decrease of more than 25%. Going ahead, the qualification of a candidate will be defined by their hard and soft skills, and not just their education and work experience. Technical skills, problem-solving abilities, leadership, adaptability, and more will be closely evaluated by companies. A study shows that hiring for skills is five times more predictive of job performance than hiring for work experience.
To drive this initiative, startups will rely on vetting tools and integrate them within their hiring process. The assessment will be tailor-made for tech and digital roles to aid in finding the most suitable talent. Furthermore, startups have to drop degree requirements from job descriptions and become more specific about the capabilities they are looking for.
4. India’s rising talent pool to meet global needs
Contrary to the talent crisis across the globe, India is generating tech and digital talents consistently in large numbers. Their tech talent pool has grown by 120% in the last five years, with two million STEM graduates every year. The country also has a surplus of 2.5 million digital talents, presenting a great opportunity for global employers.
The average salaries of Indian talents is lower than that of US, EU, and AUS talents, which means global companies can hire equally or better-skilled professionals at a lesser cost.
India also has a wide network of talents specializing in emerging technologies. The number of Indian AI experts on LinkedIn has grown by 14x in the last seven years, the 5th fastest growth after Singapore, Finland, Ireland, and Canada.
These reasons have helped India become the most preferred talent-sourcing hub in the world.
5. Talent expectations from global employers are changing
The global labor market is very tight and the talents have an upper hand in deciding their next employer. To remain competitive, startups have to reexamine their hiring strategies and cater to what the top talents are looking for.
A study reveals that top Indian remote talents want better pay, good work-life balance, and prospects of career growth while choosing an employer. Before hiring from India, global employers have to prepare an offer that fulfills the expectations of these talents.
6. Organizations will look for culture-fit talents
Technical proficiency makes a candidate qualified for the job role, but a cultural fitment aligns makes them the perfect addition to the organization. Both large-scale companies and startups need talents who take initiative, have a positive attitude, and handle situations in a non-confrontational manner. Such skills will uphold the work environment and promote a healthy culture. An org-culture fit talent will be more engaged and satisfied with their job than just a skilled professional.
Finding and hiring culture-fit professionals also impacts the retention rates, as a study shows that 73% of talents have left a job due to poor cultural fitment.
7. Emergence of hiring platforms
According to a 2022 survey by Upwork, 50% of businesses outsource at least some of their work. Of those businesses that outsource, 38% use hiring platforms to find freelancers and contractors. Another report reveals that 48% of companies are planning to increase their use of hiring platforms for offshoring in the next two years.
Hiring platforms offer a number of advantages to businesses, including access to a large pool of skilled and experienced freelancers and contractors, the ability to scale their workforce up or down as needed, and cost savings on labor costs. They also help in vetting candidates to find the right technical and cultural fit, helping in making an informed hiring decision. With their end-to-end solutions, hiring platforms help both fast-paced businesses and enterprises in upscaling confidently within a short period of time.
8. Artificial Intelligence (AI) and Machine Learning (ML) will play a crucial role in optimizing the hiring process
44% of recruiters find AI useful in shortening the hiring cycle, which is the main priority, 32% found it a good way to cut down overhead costs, and 24% found it helpful in identifying the right talents.
Studies suggest that it takes 29 to 66 days to fill tech-based vacancies, which is a very long hiring cycle for startups. In a fast-paced environment with constant deadlines, open roles must be filled as quickly as possible. As time is of the essence, startups are beginning to leverage Artificial Intelligence (AI) and Machine Learning (ML) in their hiring process.
By reducing the time to hire, small-scale startups are also able to cut down overhead and operational costs. In fact, AI/ML have helped companies in North America cut down their costs by 40%, in Europe by 36%, and in the APAC region by 25%.
Application Tracking System (ATS) is also being used by startups to ensure a seamless hiring process. The ATS is useful in organizing applications, managing communications, and tracking the status of candidature. 99% of Fortune 500 Global companies are using ATS for an elevated hiring experience and short cycle, so why shouldn’t startups? After all, it oversees all the tedious processes in hiring, so managers can focus their energy on decision-making and other important tasks.
Region-wise Job Roles Which Will Grow In Demand in 2024
United States
Europe
Australia
According to a survey by NASSCOM, future skills demand is expected to grow to 3.5-3.7 million by 2024, rising from the present 1.2-1.3 million currently employed by the industry. Building on that, here are a few predicted jobs that will be in demand in the next few years, sorted region-wise.
United States
The United States is leading the world in next-gen technology, which reflects in their plans to hire more cloud engineers, machine learning engineers, data scientists, and salesforce developers. The digital sector is also growing at an average of 8.5% CAGR, and the startups are looking to hire more web developers, ad specialists, UI/UX designers, and digital marketing managers.
Europe
European tech startups will focus increasingly on their core services and hire more front-end developers, DevOps engineers, and blockchain developers. Similarly, digital companies will look for PHP developers, web developers, and digital marketing managers. SaaS-based startups in the EU will focus on building next-gen products and user privacy, which is why they will hire more product managers, customer success managers, and security engineers.
Australia
Despite fears of recession, Australian tech startups are focussing on resilient hiring to support their services. They will look to onboard more back-end developers, database administrators, and systems engineers. In the digital sector, SEO specialists, web analytics specialists, and digital sales representatives will be in demand. SaaS-based startups in the country will focus on better customer service by hiring account executives, customer success managers, and e-commerce managers.
Jobs created by AI to look out for in 2024
Prompt Engineer
Prompt engineers are experts in designing and developing AI-generated text prompts for improving the AI prompt generation process for several applications. They use data analysis and programming skills to deliver an elevated user experience in tech and SaaS products.
AI Trainer
AI trainers are responsible for teaching AI systems how to think and interact with users. They work with the development team to ensure the chatbots and virtual assistants respond to customer queries and resolve them effectively. These experts have a strong background in data science, natural language processing (NLP), and machine learning.
AI Auditor
AI auditors evaluate the safety, legality, and ethics of AI systems so they can be put to good use. They review codes, conduct data analysis, and test the systems to ensure the system does not produce biased or discriminatory responses.
Machine Managers
Machine managers oversee the AI-operated hardware and systems, and ensure everything is intact for peak performance. They are responsible for the efficient operation and minimum downtime of AI tools, making them indispensable for the tech sector.
Final Thoughts
The secret to success in talent acquisition is to identify the trends, adapt your strategy, and prepare for the future. It is important to constantly monitor the ever-changing hiring landscape to build a productive workforce for the long run.
As we enter 2024, the major focus for global employers will be on identifying the best candidates for the role and leveraging digital tools for a smarter process. Digital agencies also have to offer what talents seek in their employer in order to improve their chance of hiring the best candidates.
By aligning these hiring trends in advance, global recruiters like digital agencies, IT services companies, and SaaS-based tech companies can stay ahead of the curve and hire methodically.
人工智能
2023年10月24日
人工智能
视频：Leading Through Transformation The Future of HR in the AI Era
Leading Through Transformation The Future of HR in the AI Era
Jiajia Chen
Senior Group Product Manager
Nvidia
点击访问：https://www.youtube.com/watch?v=toiy_sBDXHs
以下为演讲稿翻译整理，仅供参考：
引领变革：人工智能时代人力资源的未来
欢迎大家，我很高兴有机会讨论一个自2022年底以来成为焦点的话题。随着chat的广泛成功，许多人开始思考一个问题：我还会有工作吗？对于一些父母来说，这个问题可能会有所不同：我的孩子将来会有工作吗？在深入这个问题之前，让我简单介绍一下自己。我早期的职业生涯涉及多个商业领域，包括人力资源，后来我专注于人工智能产品管理。我拥有几个学位，包括法律学位、MBA学位、经济学科学学位和软件工程学位。我曾在Nidia管理人工智能基础设施产品组合几年。去年晚些时候，我转移到另一个名为Nidia Omniverse的产品组，这是一个数字孪生平台工业元宇宙。我们的企业客户可以使用Omniverse来创建数字孪生工业元宇宙，通过利用模拟和生成性人工智能以及与大型生态系统合作。通过这些经历，我对人工智能和人力资源有了深刻的理解。在这次演讲中，我希望能提供一个框架，帮助大家思考如何在人工智能时代领导转型，如何保持相关性并比人工智能发展得更快。
人工智能并不是一个新概念。让我们快速回顾一下人工智能发展的简史，为今天的对话奠定基础。人工智能领域诞生于1950年代。1950年，艾伦·图灵提出了模仿人类智能的通用机器的概念。1956年，人工智能这一术语被创造出来。在1970年代和1980年代，人工智能最初的乐观预期开始减弱，因为进展没有达到高期望，人工智能研究的资金减少，领域经历了被称为人工智能冬天的时期。在人工智能冬天期间，研究人员专注于发展专家系统，这是基于规则的系统，旨在模仿人类专家在特定领域的知识和决策能力。这种方法在实际应用中取得了一些进展，例如医学诊断和工业自动化。1980年代，人工智能的焦点转向了机器学习和神经网络。机器学习算法允许计算机在没有明确编程的情况下从数据中学习，并做出预测或决策。受人类大脑结构启发的神经网络引起了关注，并被应用于各种任务，包括图像和语音识别。得益于大量数据的可用性和计算能力的进步，人工智能经历了复兴。Nidia的贡献是关键的。
2022年11月推出的ChatGPT标志着人工智能的关键时刻。生成性人工智能正在推动机器创造的边界。人工智能越来越多地融入各种应用和行业，正在金融、医疗保健、网络安全等领域发挥作用，转变行业并创造新的机会。
你们中有多少人尝试过ChatGPT？你们喜欢它的哪些功能？是否用它来草拟电子邮件、创建培训材料，或者提出棘手的问题，试图愚弄chat GPT，证明你的人类智能更高级？人工智能预计将在各个维度对工作场所产生重大变化。
以下是人工智能可能带来的九个变化。
首先，提高生产力：人工智能是否会提高生产力和经济增长？许多人这样预期，但也有很多人告诉你，到目前为止，这种生成性人工智能趋势并没有大幅提高生产力，除了提供一些有趣的玩具。你们中的一些人可能听说过“生产力悖论”，这是1970年代和1980年代在美国发生的现象。我的预测是，人工智能不会发生这种情况。人工智能可以更快地传播，且所需的资本投资更少。这是因为人工智能在短期内的应用主要是软件革命，所需的大部分基础设施，如计算设备、网络和云服务，已经到位。你现在可以通过手机立即使用chat GPT和迅速增长的类似软件。
其次，收入不平等：人工智能是否会带来自动化的奢华时代，还是只会加剧现有的不平等？美国国家经济研究局发布的一份报告称，自1980年以来，美国工资变化的50%到70%可以归因于蓝领工人被自动化取代或降级导致的工资下降。人工智能、机器人技术和新的复杂技术导致财富高度集中。直到最近，受过大学教育的白领专业人士基本上没有受到低教育工人的命运。拥有研究生学位的人看到他们的薪水上涨，而低教育工人的薪水显著下降。这一问题将加剧，低技能的白领工人也将受到影响。
第三，劳动力技能提升和风险转移：随着某些任务的自动化，人工智能需要专注于提升和重新技能化劳动力。员工需要获得新的技能和知识，以适应不断变化的工作要求，并有效地与人工智能系统协作。有关这一主题的研究很多，不同研究的数据也有所不同。彭博社的研究显示，由于人工智能对工作的影响，全球将有超过1.2亿工人在未来三年内需要重新培训。据信，由于人工智能相关部署，中国将有超过5000万工人需要重新培训。美国将需要重新培训1150万人，以适应劳动力市场的需求。巴西、日本和德国的数百万工人也将需要帮助应对人工智能、机器人技术及相关技术带来的变化。根据麦肯锡的一项研究，由于快速自动化的采用，多达3.75亿工人可能需要转换职业类别。
第四，重新定义工作角色：人工智能有潜力重塑工作角色并创造新的角色。一些任务和工作可能会完全自动化，导致某些领域的工作流失。然而，人工智能也为创造涉及管理和协作人工智能系统、分析人工智能生成的内容、开发和维护人工智能技术的新角色创造了机会。例子包括美国政府试图将制造业带回美国。许多人认为，像第二次世界大战后一样，将创造数百万高薪的蓝领工人工作。然而，这最有可能不会发生，因为在美国建造的新工厂几乎不会雇用许多人类工人。一切都将通过机器人或管理系统自动化。
第五，增强决策制定：人工智能系统可以分析大量数据，检测模式，并生成支持决策过程的洞察。这可以使员工和管理者获得更准确、更及时的信息，使各种职能（如运营、市场营销、财务、人力资源）的决策更加明智。2019年哈佛商业评论提出了一个概念，称为人工智能驱动的决策，与数据驱动的决策相比，它允许我们克服作为人类处理器的固有局限性，如低效和认知偏见，因为你可以指派机器来处理大量数据，让我们人类应用判断力、文化价值观和情境来选择决策选项。
第六，人工智能与人类的协作：人工智能技术使得人与智能系统之间的协作成为可能。这种协作可能涉及利用人工智能在数据分析、模式识别和预测方面的优势，而人类则提供批判性思维、创造力、同理心和复杂问题解决技能。如果能够有效地实现人与人工智能系统的协作，可以带来改进的成果和创新。的确，许多公司已经使用人工智能自动化流程，但到目前为止，证据表明，那些旨在取代员工的部署只会带来短期的生产力提升。在一项涉及1500家公司的基本研究中发现，当人类和机器一起工作时，公司取得了最显著的绩效提升。
第七，增强智能：人工智能可以通过补充和增强人类能力来增强人类智能。它可以协助人们执行诸如信息检索、数据分析和问题解决等任务。人工智能支持的虚拟助手和机器人可以为人们提供即时支持和指导，提高他们的效率和效果。
第八，伦理考虑：人工智能在工作场所的整合引发了与隐私、安全、公平、透明度和问责制相关的伦理考虑。组织需要建立伦理框架和指南来确保人工智能系统的合理和可信赖的开发和部署。
第九，监控和评估AI实施。这个变化涉及到持续监控人工智能在工作场所的影响，并从员工那里收集反馈，以识别改进领域。定期的评估和反馈循环将有助于完善人工智能的实施和使用，确保其在增进工作效率、创新和其他方面的应用是有效和恰当的。（以上为AI补充，仅供参考）
目前，我们已经详细讨论了人工智能在工作场所创造的变化，以及人力资源应该如何应对这些变化。
现在，让我分享这张早先在一次HR会议上使用的幻灯片。2016年，我在一个名为“HR新模型”的会议上发表了演讲。现在，让我们看看这个模型。一个典型的组织结构包括首席执行官、人力资源业务伙伴、共享服务和一个运营部门，支持管理者和员工群体。公司是否能用这个模型应对人工智能在工作场所带来的变化？我们是否需要一个不同的模型？在回答这个问题之前，让我们看看应对每种类型变化需要发生什么。在这张幻灯片上，我展示了我简单的颜色编码技术。我简单地将所有类型的能力和技能分类并用不同颜色高亮显示。现在我们可以看到几个主要类别和一些零散项目。让我们稍微深入一些颜色分类的挑战。
首先，以蓝色突出显示的助理挑战和两个工作场所的变化。HR可以评估利用人工智能的技能和能力要求，为员工提供必要的资源，使他们能够理解和利用人工智能技术，以及如何通过人工智能来增强他们的工作。这包括关于人工智能概念、数据分析、自动化工具和人工智能支持决策的培训。HR可以培养持续学习的文化。
其次，以绿色突出显示的变革管理和沟通，在四个不同的工作场所变化中出现。HR可以积极地向员工传达人工智能实施的目的和好处，以提高生产力和效率。HR可以协助经理和员工分析工作并重新设计工作流程，以利用人工智能技术。这涉及识别可以自动化或由人工智能增强的任务和活动，简化工作流程，消除冗余或低价值测试，并确定人类和人工智能如何合作以优化生产力和效率。
第三，以热粉色突出显示的职业发展和内部流动性，在三个不同的工作场所变化中出现。HR可以进行技能评估，以确定组织内现有技能，并确定需要解决的AI相关角色的差距。这包括识别与人工智能技术合作所需的技术技能，如机器学习，以及有效沟通、批判性思维和问题解决所必需的软技能。
最后，以灰蓝色突出显示的伦理指导和治理，在三个不同的工作场所变化中出现。HR可以与法律、合规团队等相关利益相关者协作，为人工智能变革建立治理框架。那些仍以黑色显示的功能在未来几年将看到更多的自动化和置换，投资较少，因为这些能力在人工智能转型中的相关性较低。
为了跟上甚至领导人工智能趋势及其对工作场所的影响，HR可以采取几个积极的步骤。以下是我们可以考虑的一些关键行动：持续学习，HR专业人士可以深入了解人工智能技术、应用和影响；识别人力资源中的人工智能用例，HR可以探索各种可以增强其功能和简化流程的人工智能应用，例如自动化日常行政任务、改进候选人筛选和选拔流程，以及提供个性化的学习和发展机会；评估组织的人工智能准备情况，HR可以评估组织当前的基础设施、技术能力和文化，以确定其采用人工智能的准备情况；通信和透明度，人工智能实施期间的沟通和透明度对于缓解对工作安全的担忧、澄清人工智能采用的好处以及确保员工理解人工智能技术将如何增强而非取代他们的工作至关重要；监控和评估人工智能实施，HR可以持续监控人工智能对工作场所的影响，并从员工那里收集反馈，以识别改进领域。定期的评估和反馈循环将有助于完善人工智能实施。
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