AIGC has taken the pace of digitalization a big step forward, and the trend of embracing new-generation technologies is taking place among the enterprises served by i HR.
@商科星球original
author丨Yuan Jing
editor丨Big Rabbit
2023 is the year of AIGC. After the hustle and bustle and hesitation ended, the second half of the year officially opened. As the market calms down, people also have a deeper understanding of generative artificial intelligence.
On the To C side, Digital Planet (ID: digital-planet) has seen the stories of many companies using drawing, painting, and content generation as breakthrough points, taking advantage of technology and price advantages, and a series of "AIGC-native" companies frequently appear in newspapers , refresh the circle of friends. But on the other hand, the AIGC "players" in the To B industry are mainly head enterprise service companies.
iPersonnel is a typical example among many To B vendors, and the HR industry it serves focuses on organizational management. A significant difference from the To C logic of using technology to generate content is that in the To B field, everything revolves around "people". Wang Jingfei, co-founder & CTO of i HR, believes that the value of To B companies under the background of AIGC is irreplaceable, and the era of "art and science" in the management industry is coming.
01
Application of First Principles in HR Software
Technology breaks through every ten years, and this time it is the turn of artificial intelligence. Compared with TCP/IP and mobile Internet, the popularity of generative content is no less than that of the former. From the perspective of different technological developments, the large-scale application of large models should remain popular for a long time and continue to affect different industries.
Everything is just beginning.
In Wang Jingfei's view, the current market composition of AIGC consists of three groups of people: AI capability providers, end users who directly enjoy AI dividends, and adapters between AI capabilities and end customer needs. He classified i personnel as the adapter of capabilities and needs. While providing AI capabilities, the core value of this company is to empower organizations composed of people.
As an integrated HR SaaS company serving medium and large customers, it has served thousands of medium and large enterprise customers, including hundreds of well-known enterprises or listed companies in advanced manufacturing, chain enterprises, Internet and other fields. Its products include six modules of human resource management, including functions such as attendance, salary performance, recruitment, training and development, and OA approval.
In the technology circle, Elon Musk respects the "first principle", which aims to advocate that the research problem should start from the essence and not rely on assumptions and experience to draw conclusions. In the domestic technology industry, this theory was once praised by people. Wang Jingfei said to Digital Planet (ID: digital-planet): "In the HR software industry, the first principle is the service business."
The logic behind it is that management is ultimately geared towards business growth and business success. Therefore, serving business is also considered as the starting point and end point of everything in the HR software industry. After contacting a large number of To C and To B AIGC companies on the digital planet (ID: digital-planet), I saw the underlying difference between the two: that is, the latter is not interested in To C's "crazy and cool", but more Focus on enterprise business empowerment.
In other words, although To C products also have the attribute of promoting business growth, To B companies will tell Party A "why and how to do it". For i personnel, the impact of first principles is more direct. As a result, in the understanding of AIGC, this company is more transparent and penetrating.
02
AIGC under performance and OKR conditions
In human resource management, shared service centers, domain experts, and HRBPs are considered the three pillars of the industry. Among them, the role of HRBP is the link between the first two pillars.
A qualified HRBP can work closely with the business department to formulate reasonable management strategies and plans, and performance and OKR are important aspects that reflect the work results of the department. By the way, similar to how AIGC is popular in various industries, OKR, as a goal management framework, is also going out of Intel and the technology circle and coming to all walks of life.
What is important is that the essence of this management method is that the work can be disassembled, the timetable and the responsible person are unified, and there are many benefits such as work traceability and performance measurement. Therefore, in this scenario, the problem AIGC needs to solve is: how to help employees disassemble OKR and strengthen cross-departmental collaboration.
Wang Jingfei believes that for i personnel, the significance of AIGC is to help HR and employees to formulate performance. Under the value of generative content products, users can understand how to disassemble the target and how to measure it with key indicators through simple interactive methods such as dialogue performance.
As we mentioned above, enterprise services usually tell users "how to do it". In iPersonnel, users can get support in terms of action methodology and practical cases through AIGC products. In this sense, the products provided by this HR software company do not only focus on the improvement of individual efficiency, but pay more attention to the enhancement of team capabilities.
"Our internal strategy is to build an 'integration of industry and people', and AIGC is the technology that helps us implement this concept." Wang Jingfei said.
In the industry, obtaining a vertical model usually requires several steps: selecting an open source model, performing knowledge injection to obtain a domain model, fine-tuning, security adjustment, and deployment. The iPersonnel model focuses on specialization. In this process, the knowledge base and general knowledge questions and answers need to be presented in a more reasonable way. Compared with the ability of large models, i HR pays more attention to building model products into domain experts with performance formulation and performance coaching functions, so that they can answer employees' daily questions.
In order to enhance the competitiveness of the domain model, between the vertical model and the general model, Wang Jingfei and his team are constantly verifying the upper limit of the general model's capabilities and adding incremental capabilities to the vertical model.
03
Rise of Vertical Model and Business Evolution
Right now, the i HR team is also exploring private deployment of the model.
In an in-depth conversation with Wang Jingfei, he revealed to Digital Planet (ID: digital-planet) that he himself has seen the growth of a new generation of entrepreneurs over the years. Essentially different from the previous generation of entrepreneurs, the new generation of entrepreneurs has demonstrated super learning ability, super adaptability and the ability to use AI management.
After nearly ten years, after visiting a large number of enterprises. The team of Digital Planet (ID: digital-planet) sees the reality that most private business owners are from business background. When starting a new business, the founder’s cognition is often the best in the industry. However, in the process of team expansion, there is a huge gap between fresh blood and original team cognition. Usually, when the management radius reaches the limit, the transfer of experience and methodology is often not easy to conduct, so that too many subordinates rely on guesswork or even speculation. manage.
Now, after the enterprise has the conditions to combine the methodology with the AIGC, the ChatBot/virtual human has assumed the role of an expert "separation". At this level, it can be said that the application of AIGC in the management field has opened a new window for the development of cutting-edge enterprises.
The trends we see are:
Emerging entrepreneurs are managing enterprises more scientifically: more and more companies are using data analysis and are good at summarizing methodology (HR SaaS scenarios use more financial data, but in a broad sense, the unity from other data terminals can be included in Inside);
The "artistic" management that used to rely on the individual experience and judgment of the founder or the team is being filled by scientific management, and more and more employees are beginning to understand the true meaning behind the specific data;
Employees are using effective data to guide the work of individuals or teams, and the enterprise's private deployment model is expected to turn insights into productivity and integrate them into the core competitiveness of the enterprise.
For the enterprise service industry, the rise of AIGC is also of positive significance. "Our goal of helping customers succeed remains unchanged," Wang Jingfei mentioned. In this logic, AIGC actually promotes and accelerates the realization of the ideal of software vendors: that is, to obtain long-term support from enterprises by helping their businesses succeed. Furthermore, in the view of To B manufacturers, empowering Party A's business success is the ultimate meaning of realizing its value.
This is a new way of thinking for the AIGC industry - To B companies have found the common denominator of benefits between software and technological progress, but in comparison, in the To C industry, there are still some investors who are the ultimate value of AIGC Doubtful.
04
The industry's generative content iteration quietly rises
From a larger industrial perspective, i HR has painted a larger picture of development.
Developed in the Yangtze River Delta, initially, most of i HR's clients came from this area. Fortunately, it is such a coincidence that i personnel has the opportunity to contact many manufacturing and chain service industries. In Wang Jingfei's view, AIGC still has a huge value depression for most domestic companies.
The objective reality is that, in the context of manufacturing upgrading, in addition to the traditional time-period and piece-based performance appraisal, there are also a large number of scenarios about the combination of R&D and manufacturing and the need to mobilize the independent innovation capabilities of the labor force. "Many of these scenarios can be combined with OKR." Wang Jingfei mentioned. For i personnel itself, due to the different attributes and needs of customers, new software demand scenarios have also been born.
"I think that in the future, AIGC technology will be integrated into everyone's life in a natural state like the previous cloud computing." At present, large models are participating in the business decision-making of enterprises. In an in-depth interview with i personnel, the latter mentioned several development trends:
First, abnormal data can be mined. In a large model, this abnormality can also automatically generate analysis results, omitting the tedious work of generating reports or graphs in the past, and saving related reporting processes;
The further utilization of large models will help many enterprises transform from the form of "Internet +" to intelligent enterprises. At the same time, the generalization ability of natural language will greatly reduce the threshold of using data analysis and expand the scope of participants;
The large model helps software vendors to further integrate the relationship between users and customers. Potential customers can feel the value of the product more directly, and at the same time simplify the use process a lot.
Overall, iHR has reshaped the delivery process of methodology in the enterprise. The significance for the majority of enterprises is that new capabilities can be built on the basis of predecessors. "It is very difficult for some companies to implement OKR, and how to do it and how to implement it will bother the team." An insider of i personnel mentioned. But in the era of AIGC, with the assistance of ChatBot and virtual people in the implementation of OKR, everyone's participation will have a starting point and communication channels.