01

英國(guó)標(biāo)準(zhǔn)協(xié)會(huì)在10月8日發(fā)布的一份報(bào)告顯示，商業(yè)領(lǐng)袖可能正在使用人工智能工具和自動(dòng)化來(lái)取代工人，卻沒(méi)有投資于技能培訓(xùn)。

超過(guò)五分之二的受訪領(lǐng)導(dǎo)者表示，人工智能正在實(shí)現(xiàn)裁員。31%的人表示，他們的組織在考慮招聘新員工之前會(huì)考慮人工智能解決方案。鑒于此，BSI對(duì)圍繞人工智能實(shí)施的討論進(jìn)行了分析，并發(fā)現(xiàn)，對(duì)工作自動(dòng)化的討論“大大掩蓋”了對(duì)勞動(dòng)力發(fā)展的討論。

BSI表示：“這表明公司正在優(yōu)先考慮人工智能在創(chuàng)新和競(jìng)爭(zhēng)優(yōu)勢(shì)方面的作用，卻可能忽視了人力資本的影響?！?/p>

除了對(duì)850多名商界領(lǐng)袖進(jìn)行調(diào)查外，該研究還對(duì)一組數(shù)據(jù)進(jìn)行了人工智能支持的分析，其中包括各跨國(guó)公司的年度報(bào)告。研究表明，入門(mén)級(jí)工作的風(fēng)險(xiǎn)極大。四分之一的受訪者表示，人工智能可以完成入門(mén)級(jí)同事的大部分工作。

BSI首席執(zhí)行官蘇珊·泰勒·馬丁在一份聲明中表示：“人工智能對(duì)全球企業(yè)來(lái)說(shuō)是一個(gè)巨大的機(jī)會(huì)，但當(dāng)它們追求更高的生產(chǎn)力和效率時(shí)，卻有一個(gè)我們不能忽視的事實(shí)，即最終是人在推動(dòng)進(jìn)步?！薄拔覀兊难芯壳宄乇砻鳎浞掷萌斯ぶ悄芎痛龠M(jìn)繁榮的勞動(dòng)力之間的緊張關(guān)系是我們這個(gè)時(shí)代的決定性挑戰(zhàn)?！?/p>

BSI在報(bào)告中表示，值得注意的是，中小型雇主可能成為提高技能的關(guān)鍵參與者。與大公司相比，他們認(rèn)為人工智能對(duì)其發(fā)展至關(guān)重要的人更少。只有30%的中小型雇主削減了初級(jí)職位，而在大公司，這一比例為一半。

報(bào)告稱(chēng)：“這意味著（中小型雇主）可能成為技能發(fā)展的中堅(jiān)力量，為Z世代提供更多的就業(yè)和培訓(xùn)機(jī)會(huì)。”

其他報(bào)告也指出了入門(mén)級(jí)工作及其持有者可能面臨的風(fēng)險(xiǎn)。例如，在7月份發(fā)布的一份Zety報(bào)告中，近四分之三的Z世代受訪者表示，人工智能將在未來(lái)五年內(nèi)減少入門(mén)級(jí)企業(yè)工作機(jī)會(huì)，迫使員工重新評(píng)估“安全”的職業(yè)可能是什么樣子。

相反，根據(jù)General Assembly 9月份的一份報(bào)告，由于缺乏軟技能，入門(mén)級(jí)求職者可能還沒(méi)有為他們的工作做好準(zhǔn)備，這表明需要進(jìn)一步提高技能。

Business leaders may be using artificial intelligence tools and automation to replace workers rather than invest in skills training, according to an Oct. 8 report from the British Standards Institution.

Just over two-fifths of leaders surveyed said AI is enabling headcount reduction, and 31% said their organizations consider AI solutions before considering hiring for roles. In reflection of this, BSI’s analysis of the discourse around AI implementation found that discussion of job automation “significantly overshadows” discussions of workforce development.

“This suggests companies are prioritizing AI’s role in innovation and competitive advantage, potentially overlooking the human capital implications,” according to BSI.

In addition to a poll of more than 850 business leaders, the study also used an AI-supported analysis of a data set that included the annual reports of various multinational corporations. Entry-level jobs are particularly at risk, the study indicated, with a quarter of respondents saying AI could perform most of the work of an entry-level colleague.

“AI represents an enormous opportunity for businesses globally, but as they chase greater productivity and efficiency, we must not lose sight of the fact that it is ultimately people who power progress,” Susan Taylor Martin, CEO of BSI, said in a statement. “Our research makes clear that the tension between making the most of AI and enabling a flourishing workforce is the defining challenge of our time.”

Notably, small- and medium-sized employers may become key players in upskilling, BSI said in its report. Fewer said AI is crucial to their growth compared to large companies, and only 30% of small- and medium-sized employers have cut junior roles compared to half of larger firms.

“The implication is that [small- and medium-sized employers] could become the backbone of skills development, providing greater opportunities for employment and training for Gen Z,” the report said.

Other reports have also pointed to the danger entry-level jobs and their holders may be in. For example, nearly 3 in 4 Generation Z respondents to a Zety report released in July said AI will reduce entry-level corporate job opportunities in the next five years, forcing workers to reevaluate what a “safe” career might look like.

Conversely, entry-level job seekers may not be ready for their jobs due to a lack of soft skills, signaling further need for upskilling, according to a September report from General Assembly.

02

Citi is requiring most of its staff to participate in artificial intelligence prompt training in a bid to boost the company’s proficiency with the technology, Tim Ryan, Citi’s head of technology and business enablement, said in a LinkedIn post last week.

The training is required for all employees who have access to Citi’s AI tools, or approximately 180,000 employees total, the company said in an email.  The module is tailored to the user’s own prompting knowledge;  experts should expect to complete the training in 10 minutes, Citi said, whereas beginners should expect to complete it in 30 minutes.

Citi said it does not require staff to use AI in day-to-day tasks but that it is encouraging usage to help employees be more productive and focus on more strategic work.  Citi employees have written more than 6.5 million prompts for the company’s AI platforms thus far in 2025, Ryan said.

A growing share of employers have either implemented or at the very least permit the use of AI, but comparatively few offer AI training to employees at the contributor level, according to a July BambooHR report.  The need for such training is expected to grow within the next five years as the tech further affects career development.

Prompting, or prompt engineering, is key to unlocking generative AI’s utility, according to MIT’s Sloan School of Management.  The university offers three strategies for developing more effective prompts: providing context, including more specific information and treating inputs conversationally by building on past prompts.  But users should also note the tech’s limitations and potential harms, including factual inaccuracies and potential biases, MIT said.

Citi is among the big U.S. banks with the fastest growing AI talent pools, CIO Dive reported.

AI has already begun to reshape job descriptions.  Earlier this month, Indeed published its report showing that 37% of surveyed tech workers had seen their roles redefined or restructured due to the introduction of generative AI.  More than half of respondents had been reassigned entirely.  The findings have implications for both early-career and longtime employees, Indeed researchers said.

Some 15% of all U.S. jobs are susceptible to future automation because at least half of their associated tasks are already automated, according to a recent SHRM analysis — though actual risk of job loss varies depending on circumstances.  For instance, tasks may have “nontechnical” barriers to automation in the form of regulatory or legal requirements, cost barriers or client preferences.

Employers also may need to be aware of AI’s limitations, particularly in terms of its ability to increase productivity, as well as the detrimental mental health effects AI adoption can have on employees.

03

金融服務(wù)機(jī)構(gòu)Equitable 10月9日發(fā)布的一項(xiàng)調(diào)查結(jié)果顯示，超過(guò)一半的員工依靠雇主提供的人力資源資料和信息會(huì)議來(lái)了解工作場(chǎng)所的福利，但年輕一代正在尋找傳統(tǒng)渠道之外的渠道。

近五分之二的Z世代員工使用TikTok、Instagram、Reddit和YouTube來(lái)了解它們的好處，不到三分之一的千禧一代轉(zhuǎn)向人工智能。調(diào)查顯示，這兩個(gè)群體在使用這些工具方面都領(lǐng)先于其他幾代人。

“雖然每年都有一些人把開(kāi)放注冊(cè)視為一件苦事，但花時(shí)間了解雇主提供的所有福利選項(xiàng)很重要。這項(xiàng)投資可以保護(hù)你的健康和財(cái)務(wù)狀況，”公司員工福利業(yè)務(wù)主管斯蒂芬妮·希爾茲在一份聲明中說(shuō)。

工人們表示不太理解的一個(gè)領(lǐng)域是自愿福利。在接受調(diào)查的1000多名美國(guó)成年人中，超過(guò)40%的人表示，他們對(duì)自己對(duì)這些好處的理解沒(méi)有信心。然而，一旦員工了解了這些福利，80%的人表示他們認(rèn)為這些福利非常有價(jià)值。

希爾茲說(shuō)：“自愿福利不再只是一個(gè)復(fù)選框選項(xiàng)，而是一種競(jìng)爭(zhēng)優(yōu)勢(shì)?！薄爸行⌒推髽I(yè)希望吸引和留住頂尖人才，因此了解這些具有成本效益的解決方案的戰(zhàn)略?xún)r(jià)值至關(guān)重要?！?/p>

自愿福利通常包括補(bǔ)充健康保險(xiǎn)，如視力和牙科保險(xiǎn)，以及生活方式保險(xiǎn)，如寵物保險(xiǎn)或法律服務(wù)。

根據(jù)Gallagher 7月份的一份報(bào)告，近三分之一的美國(guó)企業(yè)表示，他們計(jì)劃到2027年擴(kuò)大自愿福利提供。

加拉格爾的報(bào)告發(fā)現(xiàn)，寵物保險(xiǎn)、意外保險(xiǎn)和員工福利計(jì)劃等生活質(zhì)量產(chǎn)品近年來(lái)變得越來(lái)越普遍，有助于提高員工的滿(mǎn)意度。三分之一的雇主表示他們提供寵物保險(xiǎn)，比2023年的23%有所增加。超過(guò)四分之一的企業(yè)表示，他們提供長(zhǎng)期護(hù)理解決方案，如家庭保健、成人日托和輔助生活需求。

HR has made it on to a preliminary list of 'crucial’ occupations that would allow professionals from abroad to more easily access jobs in the UK.

The Migration Advisory Committee (MAC) has included HR on a list of 82 below-degree-level jobs “deemed potentially crucial to prioritised sectors”, that could feature in a temporary shortage list. This is despite the list being intended to be “narrow”.

The list will be designed to let below-degree-level workers into the UK only if they are “key to the industrial strategy or delivering critical infrastructure”, according to the government’s Restoring Control over the Immigration System white paper in May 2025.

The temporary shortage list replaced the immigration salary list, which was introduced in the last months of the previous Conservative government in early 2024. The salary list, in turn, replaced the shortage occupation list which was established in 2008.

Among the other 82 occupations on preliminary list are health and safety managers, bricklayers, welders, carpenters, IT professionals, fashion designers, civil engineers, artists, authors, actors and entertainers, dancers and choreographers, and photographers.

Social care roles are not included on the list as the government is determined to stop recruiting workers from overseas in the care sector.

The committee chose the 82 roles based on their contribution to the eight “growth-driving” sectors in the government’s industrial strategy – including defence, life sciences and creative industries – and building infrastructure. They are intended to be roles in which long-term shortages have been identified.

04

根據(jù)Indeed招聘實(shí)驗(yàn)室的研究，雇主提供的培訓(xùn)已變得更加明顯，8月份有8.1%的招聘信息提到了培訓(xùn)項(xiàng)目，而2018年1月這一比例為3.4%。

然而，研究發(fā)現(xiàn)，培訓(xùn)機(jī)會(huì)在不同職業(yè)之間的分布并不均衡，而是集中在安全、公共安全、個(gè)人護(hù)理和家庭健康等領(lǐng)域，這些領(lǐng)域通常對(duì)教育和經(jīng)驗(yàn)的要求較低，工資較低，且較少涉及人工智能。

相比之下，技術(shù)或高技能專(zhuān)業(yè)崗位，如數(shù)據(jù)和分析領(lǐng)域的崗位，更有可能受到人工智能的影響——這些領(lǐng)域也是“雇主似乎最不愿意宣傳培訓(xùn)的領(lǐng)域，因?yàn)檫@可能會(huì)限制員工隨著技術(shù)發(fā)展而適應(yīng)變化的能力”，招聘實(shí)驗(yàn)室的經(jīng)濟(jì)學(xué)家吉列爾莫·加拉赫和青木優(yōu)介在10月9日的一篇帖子中寫(xiě)道。

加拉赫和青木指出，盡管招聘廣告中提及培訓(xùn)的次數(shù)有所增加，但背后的推動(dòng)因素卻難以確定。

招聘實(shí)驗(yàn)室的經(jīng)濟(jì)學(xué)家表示，增長(zhǎng)的一個(gè)原因可能是雇主正在應(yīng)對(duì)監(jiān)管變化，這些變化要求提供新的認(rèn)證或培訓(xùn)信息披露。他們還指出了另一個(gè)可能的驅(qū)動(dòng)因素：擴(kuò)大培訓(xùn)以解決技能短缺問(wèn)題，根據(jù)工作場(chǎng)所解決方案提供商Aerotek 6月份的一份報(bào)告，這一策略與求職者的期望相吻合。

Aerotek 發(fā)現(xiàn)，在一項(xiàng)針對(duì)制造業(yè)、物流業(yè)、建筑業(yè)、航空業(yè)、設(shè)施與維護(hù)行業(yè) 2,600 多名求職者的調(diào)查中，近四分之三的受訪者表示，他們期望雇主能提供學(xué)習(xí)新技能的機(jī)會(huì)。

但HR Dive的《2025年人力資源身份認(rèn)同調(diào)查》顯示，對(duì)于一些人力資源專(zhuān)業(yè)人士而言，利用擴(kuò)展培訓(xùn)來(lái)吸引人才卻讓他們陷入了進(jìn)退兩難的境地。

參與人力資源身份認(rèn)同調(diào)查的組織表示，他們很難找到具備合適技能的合適人選，但與此同時(shí)，將培訓(xùn)作為首要任務(wù)的受訪者比例從2024年的12%下降到了2025年的僅5%。

即便如此，Indeed的招聘實(shí)驗(yàn)室發(fā)現(xiàn)，從2025年1月至8月，有五類(lèi)職位招聘信息以顯著的比例提及培訓(xùn)：安全和公共安全（23.1%）；個(gè)人護(hù)理和家庭健康（17.7%）；安裝和維護(hù)（14.4%）；清潔和衛(wèi)生（14%）；以及駕駛（13.1%）。

相反，工業(yè)工程（1.5%）、藥學(xué)（1.5%）、IT系統(tǒng)與解決方案（1.4%）、數(shù)據(jù)與分析（1.4%）以及醫(yī)生和外科醫(yī)生（1.3%）等職位的招聘信息中，提及培訓(xùn)的可能性最低。

加拉赫和青木指出，這可能是因?yàn)檫@些職位需要特定的技能，而這些技能需要通過(guò)教育或多年的專(zhuān)業(yè)經(jīng)驗(yàn)來(lái)獲得，雇主們希望員工能對(duì)自己的培訓(xùn)承擔(dān)更大的責(zé)任。

Employer-provided training has become more visible, with 8.1% of job postings in August mentioning training programs, up from 3.4% in January 2018, according to research by Indeed’s Hiring Lab.

However, training opportunities are unevenly distributed among occupations, clustering instead in fields such as security, public safety, personal care and home health, roles that often require less education and experience, offer lower wages and have lower exposure to artificial intelligence, the research found.

In contrast, technical or high-skill professional roles, such as those in data and analysis, that are more likely to be affected by AI — are also areas where “employers appear least inclined to advertise training, potentially limiting workers’ ability to adapt as technologies evolve,” Hiring Lab economists Guillermo Gallacher and Yusuke Aoki wrote in an Oct. 9 post.

While mentions of training in job postings have increased, the drivers are harder to pin down, Gallacher and Aoki noted.

One reason for the increase may be that employers are responding to regulatory changes requiring new certifications or disclosures about training, the Hiring Lab economists said. They also pointed to another possible driver: expanding training to address skill shortages, a strategy that aligns with what job seekers expect, according to a June report from Aerotek, a workplace solutions provider.

In a survey of more than 2,600 job seekers in the manufacturing, logistics, construction, aviation, facilities and maintenance sectors, nearly three-quarters of respondents said they expect employers to provide opportunities to learn new skills, Aerotek found.

But for some HR professionals, using expanded training to draw in talent puts them in a catch-22, HR Dive’s 2025 Identity of HR survey revealed.

Organizations responding to the Identity of HR survey said they’re having a hard time finding the right people with the right skills, but at the same time, training as a top priority dropped from 12% in 2024 to just 5% in 2025.

Even so, Indeed’s Hiring Lab found that from January to August 2025, five categories of job postings stood out as mentioning training at noticeable rates: security and public safety (23.1%); personal care and home health (17.7%); installation and maintenance (14.4%); cleaning and sanitation (14%); and driving (13.1%).

Conversely, job postings for roles in industrial engineering (1.5%); pharmacy (1.5%); IT systems and solutions (1.4%); data and analysis (1.4%); and physicians and surgeons (1.3%) were the least likely to advertise training.

This may be because these roles require certain specific skills, obtained through education or after years of professional experience, and employers expect workers to take greater responsibility for their own training, Gallacher and Aoki noted.