随着人工智能技术的迅速发展和普及,逐步渗透到社会经济发展方方面面,颠覆和革新了传统意义层面上的政府管理方式和运作逻辑。人工智能技术依托于包括云计算、大数据、物联网、移动终端等在内的基础设施,极大地促进了公共部门信息数据...随着人工智能技术的迅速发展和普及,逐步渗透到社会经济发展方方面面,颠覆和革新了传统意义层面上的政府管理方式和运作逻辑。人工智能技术依托于包括云计算、大数据、物联网、移动终端等在内的基础设施,极大地促进了公共部门信息数据筛选处理,同时也一定程度上促进了公共部门自身内部人力资源管理的自动化和科学化水平。但是由于当前我国的人工智能技术水平仍处于起步阶段,嵌入我国公共部门的内部管理实践仍存在诸多潜在风险和问题尚待思考和解决。因此,一方面,本文基于人工智能技术在当前我国各个部门的实际应用所遇到的问题和挑战进行了系统梳理,挖掘当前阻碍人工智能融入公共部门人力资源管理所存在的潜在风险;另一方面,本文将基于人工智能嵌入公共部门人力资源管理面临的问题与挑战提出相应的对策建议,以期为人工智能嵌入公共部门人力资源管理的理论研究和实践应用提供一定的借鉴意义。With the rapid development and popularization of artificial intelligence (AI) technology, it gradually penetrates all aspects of social and economic development, subverting and revolutionizing the traditional government management and operation logic. Artificial intelligence technology, relying on infrastructure including cloud computing, big data, Internet of Things, mobile terminals, etc., has greatly facilitated the public sector information data screening and processing, and also to a certain extent promoted the automation and scientific level of the public sector’s own internal human resource management. However, due to the current level of artificial intelligence technology in China is still in its infancy, embedded in the internal management practice of China’s public sector, there are still many potential risks and problems yet to be considered and solved. Therefore, on the one hand, this paper will be based on the current problems and challenges encountered in the practical application of AI technology in various sectors in China to systematically sort out the potential risks that hinder the integration of AI into the public sector human resource management. On the other hand, this paper will put forward corresponding countermeasure suggestions based on the problems and challenges faced by AI embedded in public sector human resource management, in order to provide certain reference significance for the theoretical research and practical application of AI embedded in public sector human resource management.展开更多
随着经济的发展与综合国力的不断提升,我国已经逐渐摆脱曾经以高能耗、高污染为代价的发展模式。为了适应新时期国家发展的具体情况,公共部门应当更加积极地改革自身体制,激发公共部门活力,从而提高自己的工作效率以及服务能力。在新时...随着经济的发展与综合国力的不断提升,我国已经逐渐摆脱曾经以高能耗、高污染为代价的发展模式。为了适应新时期国家发展的具体情况,公共部门应当更加积极地改革自身体制,激发公共部门活力,从而提高自己的工作效率以及服务能力。在新时代的背景下,公共部门的发展方向已经被大家广泛的认同,即转向“服务型”。但在人力资源管理环节,我国的公共部门依然选择较为传统的人力资源管理机制,以“事”为中心,注重结果,很少关注人的特点。这种传统的人力资源管理因单一死板的特点阻碍了员工积极性的发挥,也阻碍了公共部门提升自身能力。而人力资源管理中与调动员工积极性息息相关的环节就是激励。目前的公共部门在应用人力资源管理激励机制时,出现薪酬制定上不科学、公务员晋升通道单一等问题。这些问题不但影响了公共部门相关工作者的积极性和工作效率以及服务质量,更影响了公共部门在人民群众心目中的形象,降低了人民满意度。而这些问题本质上是公共部门在管理过程中,激励环节存在不足。因此,公共部门需要制定符合我国具体情况的激励机制,改进现有激励机制中的不足之处,提高工作人员的工作质量,提升公共部门在人民群众中的形象。With the development of the economy and the continuous improvement of the comprehensive national strength, our country has gradually got rid of the development mode which used to be characterized by high energy consumption and high pollution. In order to adapt to the specific circumstances of the new period of national development, the public sector should be more active in reforming its own system to stimulate the vitality of the public sector, so as to improve its efficiency and service capacity. In the context of the new era, the direction of public sector development has been widely recognized as the shift to “service-oriented”. But in the human resources management link, our public sector still chooses the more traditional human resources management mechanism, with “things” as the center, focus on results, and little attention to human characteristics. This traditional human resource management due to single rigid features hinders the enthusiasm of the staff to play, but also hinders the public sector from enhancing their own capabilities. The link closely related to motivating employee enthusiasm in human resource management is motivation. The current public sector encounters issues such as unscientific salary setting and a single promotion channel for civil servants when applying the motivation mechanism of human resource management. These problems not only affect the motivation and efficiency of public sector workers and the quality of service, but also affect the image of the public sector in the eyes of the people, reducing people’s satisfaction. These problems are essentially due to the lack of motivation in the management process of the public sector. Therefore, the public sector needs to develop incentive mechanisms in line with the specific circumstances of China, improve the deficiencies in the existing incentive mechanisms, and enhance the quality of work of the staff and the image of the public sector among the people.展开更多
文摘随着人工智能技术的迅速发展和普及,逐步渗透到社会经济发展方方面面,颠覆和革新了传统意义层面上的政府管理方式和运作逻辑。人工智能技术依托于包括云计算、大数据、物联网、移动终端等在内的基础设施,极大地促进了公共部门信息数据筛选处理,同时也一定程度上促进了公共部门自身内部人力资源管理的自动化和科学化水平。但是由于当前我国的人工智能技术水平仍处于起步阶段,嵌入我国公共部门的内部管理实践仍存在诸多潜在风险和问题尚待思考和解决。因此,一方面,本文基于人工智能技术在当前我国各个部门的实际应用所遇到的问题和挑战进行了系统梳理,挖掘当前阻碍人工智能融入公共部门人力资源管理所存在的潜在风险;另一方面,本文将基于人工智能嵌入公共部门人力资源管理面临的问题与挑战提出相应的对策建议,以期为人工智能嵌入公共部门人力资源管理的理论研究和实践应用提供一定的借鉴意义。With the rapid development and popularization of artificial intelligence (AI) technology, it gradually penetrates all aspects of social and economic development, subverting and revolutionizing the traditional government management and operation logic. Artificial intelligence technology, relying on infrastructure including cloud computing, big data, Internet of Things, mobile terminals, etc., has greatly facilitated the public sector information data screening and processing, and also to a certain extent promoted the automation and scientific level of the public sector’s own internal human resource management. However, due to the current level of artificial intelligence technology in China is still in its infancy, embedded in the internal management practice of China’s public sector, there are still many potential risks and problems yet to be considered and solved. Therefore, on the one hand, this paper will be based on the current problems and challenges encountered in the practical application of AI technology in various sectors in China to systematically sort out the potential risks that hinder the integration of AI into the public sector human resource management. On the other hand, this paper will put forward corresponding countermeasure suggestions based on the problems and challenges faced by AI embedded in public sector human resource management, in order to provide certain reference significance for the theoretical research and practical application of AI embedded in public sector human resource management.
文摘随着经济的发展与综合国力的不断提升,我国已经逐渐摆脱曾经以高能耗、高污染为代价的发展模式。为了适应新时期国家发展的具体情况,公共部门应当更加积极地改革自身体制,激发公共部门活力,从而提高自己的工作效率以及服务能力。在新时代的背景下,公共部门的发展方向已经被大家广泛的认同,即转向“服务型”。但在人力资源管理环节,我国的公共部门依然选择较为传统的人力资源管理机制,以“事”为中心,注重结果,很少关注人的特点。这种传统的人力资源管理因单一死板的特点阻碍了员工积极性的发挥,也阻碍了公共部门提升自身能力。而人力资源管理中与调动员工积极性息息相关的环节就是激励。目前的公共部门在应用人力资源管理激励机制时,出现薪酬制定上不科学、公务员晋升通道单一等问题。这些问题不但影响了公共部门相关工作者的积极性和工作效率以及服务质量,更影响了公共部门在人民群众心目中的形象,降低了人民满意度。而这些问题本质上是公共部门在管理过程中,激励环节存在不足。因此,公共部门需要制定符合我国具体情况的激励机制,改进现有激励机制中的不足之处,提高工作人员的工作质量,提升公共部门在人民群众中的形象。With the development of the economy and the continuous improvement of the comprehensive national strength, our country has gradually got rid of the development mode which used to be characterized by high energy consumption and high pollution. In order to adapt to the specific circumstances of the new period of national development, the public sector should be more active in reforming its own system to stimulate the vitality of the public sector, so as to improve its efficiency and service capacity. In the context of the new era, the direction of public sector development has been widely recognized as the shift to “service-oriented”. But in the human resources management link, our public sector still chooses the more traditional human resources management mechanism, with “things” as the center, focus on results, and little attention to human characteristics. This traditional human resource management due to single rigid features hinders the enthusiasm of the staff to play, but also hinders the public sector from enhancing their own capabilities. The link closely related to motivating employee enthusiasm in human resource management is motivation. The current public sector encounters issues such as unscientific salary setting and a single promotion channel for civil servants when applying the motivation mechanism of human resource management. These problems not only affect the motivation and efficiency of public sector workers and the quality of service, but also affect the image of the public sector in the eyes of the people, reducing people’s satisfaction. These problems are essentially due to the lack of motivation in the management process of the public sector. Therefore, the public sector needs to develop incentive mechanisms in line with the specific circumstances of China, improve the deficiencies in the existing incentive mechanisms, and enhance the quality of work of the staff and the image of the public sector among the people.
