HR + Digitalization: Cognitive Upgrade and Systematic Innovation in Human Resource Management/HR+数字化--人力资源管理认知升级与系统创新 (Chinese Edition)

A companion to the bestseller HR Three-Pillars Model, this book provides an in-depth look at the future digital ecosystem of HR-covering scenarios, platforms, business models, and career development. It analyzes the HR digital transformation and innovation practices of companies such as Tencent, Microsoft, and Google, helping HR professionals become elite talents equipped with data awareness, product thinking, and end-to-end business capabilities. 畅销书《HR+三支柱》姊妹作，洞观HR未来数字化生态的场景、平台、业态、职业发展，解析腾讯、微软、谷歌等公司的HR数字化转型创新实践，成为具备数据意识、产品思维和端到端业务能力的HR精英 The digital economy era is advancing irresistibly, driving the digital transformation of enterprises and profoundly influencing the HR field. Against this backdrop, how can technology empower the future of human resource management? How can technology make HR more human-centric? And how can HR adapt to the development trends of the digital economy era? With these questions in mind, and drawing on the author's own experience in promoting HR digitalization at Tencent, as well as continuously summarizing and refining the HR digitalization practices of outstanding contemporary enterprises and many pioneers in human resource management, the author explores and proposes leading concepts and models tailored to HR digital transformation. These insights are encapsulated in the book as the "113 Model" "One New Concept"-a dual-engine driving philosophy that combines management-driven and autonomous-driven approaches, broadening perspectives on finding the intrinsic driving forces for enterprise development; "One New Function"-the PA function, which integrates data science, data engineering, and productization capabilities in HR, helping to unlock and unleash the value of HR data; and "Three New Mindsets"-front-end decoupling, mid-end aggregation, and intelligent collaboration, providing a systematic top-level architectural design for HR digital transformation. Studying and internalizing the "113 Model" not only enriches the application of HR digital scenarios and solidifies the foundation of HR digital capabilities but also comprehensively enhances the efficiency and experience of HR digitalization. The era of great advancement in Chinese human resource management is approaching. Leaders seize the moment, tirelessly explore, and continue to stay ahead; while laggards must catch up in the digital wave to achieve leapfrog growth. HR professionals with product thinking, data awareness, and end-to-end business capabilities will become highly sought-after and scarce resources, helping enterprises create increasingly diverse digital scenario-based applications that focus on personalized employee needs and stimulate employee motivation. They will foster a better employee experience, realize the grand blueprint of HR sharing, large platforms, big data, and expansive ecosystems, and continuously empower organizations to unleash new vitality. 数字经济时代正在势不可挡地向前发展，推动着企业数字化转型进程，也深度影响着HR领域。在此背景下，如何通过技术赋能未来人力资源管理？如何通过科技让人力资源管理更有温度？如何让人力资源管理适配数字经济时代的发展趋势？带着这些问题，结合自身在腾讯推动HR数字化建设的实践，以及不断总结和提炼的当代优秀企业和众多人力资源管理引路者的HR数字化实践经验，作者探索并提出了一些适应HR数字化转型的领先理念和模式。 这些内容在书中归结为"113模型"："一个新理念"，即管理驱动与自主驱动相结合的双引擎驱动理念，为寻找企业发展的内在驱动力打开视野；"一个新职能"，即浓缩了HR的数据科学、数据工程以及产品化能力的PA职能，帮助激发和释放HR的数据价值；"三