First published in Issue #83 of FOCUS Magazine – Artificial Intelligence in November 2025. FOCUS Magazine is the flagship publication of the French Chamber of Commerce in Singapore.
*本文最初发表于2025年11月《FOCUS》杂志第83期（人工智能专题）。《FOCUS》杂志是新加坡法国工商会的旗舰出版物。
Artificial Intelligence is redefining Human Resources, turning a once-reactive support function into a predictive, strategic driver of business growth.
人工智能正在重塑人力资源职能，让过去主要负责被动支持的HR，逐步转变为能够提前判断趋势、并推动业务增长的战略力量。
To explore how HR leaders can move from experimentation to meaningful results, FOCUS spoke with Brian Weng, Chief Technology Officer of BIPO, a global payroll and HR solutions provider. Weng shares how AI is shaping the next chapter in workplace evolution and how BIPO’s Athena BI platform helps companies turn ambition into action.
为了探讨企业如何从试水阶段迈向真正落地，《FOCUS》杂志采访了全球薪酬与人力资源解决方案提供商BIPO的首席技术官Brian Weng。他分享了人工智能如何引领职场变革，以及BIPO的Athena BI平台如何帮助企业把愿景转化为实际落地的成果。
What are the main opportunities and challenges in applying AI to Human Resources today?
当下人工智能在人力资源领域的主要机遇与挑战是什么？
AI is rapidly transforming Human Resources (HR) from a reactive support function into a predictive, strategic driver. The opportunities are significant. AI enables predictive workforce planning, allowing organisations to anticipate attrition, forecast hiring needs, and optimise workforce allocation. It also enhances personalised employee experience through tools like sentiment analysis and intelligent chatbots, which help HR tailor engagement and support at scale. In parallel, automating routine tasks like resume screening, leave approvals, and payroll processing boosts operational efficiency and frees HR teams to focus on higher-value, strategic initiatives.
AI正在迅速重塑人力资源（HR），使其从被动的支持职能转变为具有前瞻性和战略性的核心驱动力，带来了巨大的发展机遇。AI能够支持预测性人力资源规划，帮助企业提前预判员工流失、预测招聘需求，并优化人力资源配置。同时，借助情绪分析、智能聊天机器人等工具，AI还能提升员工体验，实现个性化、规模化的员工沟通与支持。此外，通过自动化简历筛选、请假审批和薪资处理等日常事务，AI显著提升了运营效率，使HR团队能够将更多精力投入到更高价值、更具战略意义的工作中。
But with adoption comes challenges like:
但在推动AI落地的过程中，也会面临一些挑战：
- Fragmented Data & Legacy Systems:Many HR teams still operate in silos, making it difficult to unify data for AI-driven insights.
数据碎片化与遗留系统问题：许多人力资源团队仍然各自为政、系统割裂，导致数据难以整合，这让AI无法发挥数据分析的优势。
- AI Literacy & Change Management:Limited internal capabilities and resistance to change hamper the adoption.
AI素养与变革管理：企业内部AI能力不足以及对变革的抵触情绪，阻碍了AI的落地与应用。
- Ethical Governance: Bias, transparency, and accountability in AI models require robust frameworks to ensure fairness and compliance.
伦理与治理：AI可能出现偏差、透明度不足或责任不清等问题，因此企业必须建立完善的治理框架，确保公平合规。
Success hinges on embedding AI responsibly into workflows, identifying high-impact use cases, and building internal capabilities to sustain innovation.
企业要真正落地AI，关键在于将AI合理融入日常流程、聚焦真正有价值的应用场景，并持续提升内部能力以支持长期创新与发展。
How does BIPO’s Athena BI platform help companies move from AI ambition to true AI readiness?
BIPO的Athena BI平台如何帮助企业从AI愿景迈向真正的落地？
Many HR teams are overwhelmed by data silos and instinct-driven decisions. Athena BI is designed to bridge the gap between ambition and execution by offering:
许多HR团队仍受制于数据分散、系统割裂，决策往往依赖经验而非数据。Athena BI正是为弥合战略愿景与实际落地之间的差距而设计，具体体现在：
- Unified Data Visibility:Athena consolidates disparate HR data sources into a single dashboard, enabling realtime insights across payroll, attendance, claims, and workforce demographics.
统一数据视图：Athena将分散的数据集中到一个平台，让企业能够实时掌握薪资、考勤、报销、员工结构等关键信息。
- Agent-Based Analytics: The platform’s AI agent can analyse company data, generate charts, perform web searches, and export results—turning complex queries into actionable intelligence.
智能分析助手：平台内置的AI智能体能够分析企业数据、生成图表、进行网络搜索并导出分析结果，将复杂的问题转化为可执行的洞察与决策支持。
- Predictive & Prescriptive Capabilities: Athena supports early attrition alerts, absenteeism tracking, and performance forecasting, helping HR teams move from reactive to proactive decision-making.
预测与建议能力：Athena支持员工流失的提前预警、缺勤情况追踪以及绩效预测，帮助HR团队从被动响应转向主动、前瞻性的决策模式。
At its core, Athena BI embeds AI into everyday HR workflows, making advanced analytics accessible to nontechnical users and aligning insights with business goals.
简而言之，Athena BI将AI深度融入日常人力资源工作流程，使非技术用户也能轻松使用高级分析能力，并确保数据洞察与业务目标保持一致。
Over the next five years, how will AI transform HR from administrative support to strategic business driver?
未来五年：AI如何重塑HR的战略角色
The shift is already underway. HR will evolve into a data-driven advisory function, using AI to guide workforce strategy, succession planning, and organisational design.
这一变化已经开始显现，HR正逐步演进为以数据驱动的顾问型职能，借助AI为人才战略、继任规划以及组织架构设计提供决策支持。
Over the next five years, we expect more strategic decision-making approach where HR will evolve into a data-driven advisory function, using AI to guide workforce strategy, succession planning, and organisational design, including:
在未来五年内，我们预计人力资源将采取更加战略化的决策模式，并转型为一个以数据为基础的战略咨询职能，借助人工智能（AI）为劳动力战略、继任规划以及组织架构设计提供指导，其中包括：
- Real-Time Workforce Intelligence: Platforms like Athena BI will empower HR to monitor global workforce trends, identify risks, and align talent strategies with business objectives.
实时人力洞察：通过 Athena BI等平台，HR能够监测全球员工趋势、识别潜在风险，并确保人才战略与业务方向保持一致。
- Automation of Core Processes: Routine tasks will be fully automated, allowing HR to focus on culture, leadership development, and innovation.
核心流程自动化：常规性工作将实现全面自动化，让HR将更多精力投向文化建设、领导力发展与组织创新。
- The impact on enhanced employee experiences: where AI-powered interfaces will offer personalised support, from onboarding to career development, improving satisfaction and retention.
员工体验提升：为员工提供从入职到职业发展的个性化支持，进一步提升满意度与留任率。
Ultimately, AI will elevate HR from a cost centre to a strategic enabler, driving growth, agility, and resilience across the enterprise. Building on this vision, companies that treat AI as a core capability, not just a tool, will gain a decisive edge.
最终，人工智能将使人力资源职能由成本中心升级为战略驱动力，全面提升企业的增长能力、敏捷性和组织韧性。基于这一愿景，将AI视为核心能力而非单一工具的企业，将获得决定性的竞争优势。
Learn more about BIPO’s award-winning AI-powered HR, Payroll, and Athena BI solutions at www.biposervice.com
欢迎访问BIPO官网，进一步了解BIPO全球人力资源及薪酬解决方案和Athena BI平台。
