青岛墨一客区块链 共识,墨客区块链是干什么的

墨客区块链是一种去中心化的数据存储和管理技术，它可以帮助用户进行数据的安全存储、可靠性管理和高效共享。它的共识机制能够确保数据的安全性和可靠性，保证数据的精确性，并且能够有效防止篡改。

第一个关键词是去中心化，去中心化是指在区块链网络中，没有中央服务器，所有的节点都是平等的，没有任何一个节点占据主导地位。去中心化的网络更加安全可靠，因为没有单一的点可以被攻击，更不用说被控制了。此外，去中心化的网络可以更好地保护用户的隐私，因为没有单一的点可以记录用户的信息。

第二个关键词是共识机制，共识机制是指区块链网络中所有节点都达成一致，以确保数据的安全性和可靠性，以及确保数据的精确性。共识机制可以有效地防止篡改，因为所有节点都必须达成一致，任何一个节点都不可以单独进行更改。此外，共识机制还可以有效地减少交易成本，因为不需要任何中央服务器来确认交易，所有的节点都可以参与确认。

最后一个关键词是可靠性管理，可靠性管理是指保证数据的安全性和可靠性，并确保数据的精确性。墨客区块链的可靠性管理可以有效地防止篡改，因为所有的节点都必须达成一致，任何一个节点都不可以单独进行更改。此外，可靠性管理还可以有效地减少交易成本，因为不需要任何中央服务器来确认交易，所有的节点都可以参与确认。

总之，墨客区块链是一种去中心化的数据存储和管理技术，它的共识机制能够确保数据的安全性和可靠性，保证数据的精确性，并且能够有效防止篡改。墨客区块链可以帮助用户进行数据的安全存储、可靠性管理和高效共享，从而极大地提高网络安全性和可靠性。

① Big data, artificial intelligence and blockchain are coming, are HRs ready?

Big data, artificial intelligence (AI) and blockchain are the current Hot topics, these emerging technologies will change our lives in the future. So, for HR practitioners, what impact will these emerging technologies have on HR?
Big data
Big data refers to a collection of data that cannot be captured, managed and processed within a certain time range using conventional software tools. It requires new processing models to have stronger decision-making power. , massive, high growth rate and diversified information assets with insight discovery and process optimization capabilities.
In the past, when recruiting personnel, a competency model was first established based on theory. This model is based on certain experience, logic and assumptions. It has not been tested in practice to see whether it is really correct and effective. Instead, it pays more attention to the logical inferences before and after. However, the core of big data is to use massive data to predict what may happen in the future, rather than to establish causal relationships. It is derived from past practice. Google can be said to be a pioneer in using big data technology for recruitment. Google first asks all current employees to complete a questionnaire with hundreds of questions, and then uses big data analysis to derive a set of mathematical models to find suitable talents based on this set of mathematical models. In this way, Google no longer only judges the ability of job seekers based on diplomas and grades, but can also find job seekers who have great potential in schools and grades that are not very good.

Big data is currently used in HR, mainly to digitize the behavioral characteristics of the company's existing personnel, and to establish competency and quality models through big data and algorithms. The difficulty in application lies in how to digitize behaviors and how to establish mathematical models.
Artificial Intelligence
Artificial Intelligence, abbreviated as AI in English, is the study of the laws of human intelligent activities, the construction of artificial systems with certain intelligence, and the study of how to allow computers to complete tasks that previously required human intelligence. Competent work is to study the basic theories, methods and technologies of how to apply computer software and hardware to simulate certain intelligent human behaviors. For example, our common smart search is a type of AI application.
Predictive algorithms and machine learning are rapidly emerging as a tool to target the best candidates, and many AI+ recruiting companies have emerged. Use AI to quickly assess the personal qualities of job seekers and draw conclusions by examining word preferences, micro-movements, psychological emotions, and social media terms. AI tools can also be used to screen resumes and search databases to save recruiters time and automatically market jobs to qualified candidates. AI recruitment software can be used in the early stages of recruitment to narrow the scope of candidates. In the later stages of recruitment, employers will often choose to communicate face-to-face with job seekers and make human judgments. This software increases recruitment efficiency and reduces screening bias.

Currently, AThe application of I in HR is mainly in external recruitment software services. The cost of establishing AI-based recruitment internally is huge.
Blockchain
Blockchain is an encrypted ledger of digital records that are organized into a set of data, called a 'block', and distributed over a network. These blocks are located on servers called "nodes" and are connected together like a chain. Whenever a new transaction occurs, the blockchain is authenticated on the network. Therefore, authentication of each node is required to add blocks to the chain. Blockchain creates trust because a copy of the chain showing each transaction is held by the entire network. This is a method of decentralizing data, sharing it only with the people you want to share it with, and the data can only be modified or deleted by its owner. It's encrypted and nearly impossible to change unless you are the verified owner of that data.

The immutability and openness of information on the blockchain make this data storage method very credible. In the past, we needed to spend a lot of time verifying the authenticity of education certificates, the validity of skills, and even needed to verify relevant information through external background check agencies. Similarly, job seekers are also afraid of leaking personal information and are reluctant to disclose relevant information. Blockchain technology can help recruiters verify candidates' credentials in a highly secure manner and reduce the possibility of certificates being altered or forged, while also effectively protecting job seeker information. In this way we will reduce the time spent on information verification and improve recruitment efficiency.
At present, the application of blockchain is just an idea and concept. It requires the participation of a large number of people and organizations to build data in this way before it can be applied in the HR field in the future.

② Can you get a salary increase with the word "blockchain"?

Blockchain is a hot topic right now. Taking advantage of this popularity, various blockchain companies and blockchain platforms are coming from all directions. With the emergence of blockchain talents, blockchain talents have instantly become the biggest recruitment hot spot, with average salaries reaching 25,000 yuan, and the required talents are still in short supply.

On the recruitment website, Shanghai, Beijing, and Hangzhou have a greater demand for talents. The conditions and annual salaries given by companies recruiting "blockchain" related talents are about 500,000 to 800,000 yuan. Up and down, there are even promotions with an annual salary of one million. However, the current recruitment demand is still biased towards technical talents, such as blockchain system engineers, blockchain technology leaders and blockchain architects.

Companies are recruiting blockchain talents one after another, but the demand for talents is still insufficient. According to the "2018 Peak Season Talent Trend Report", in the first two months of 2018, the recruitment demand for blockchain-related talents has reached 9.7 times that of the same period in 2017. At the same time, the number of companies posting blockchain-related positions increased 4.6 times year-on-year, and the talent supply The volume increased by 235% year-on-year, but the stock is far lower than the actual demand.

③ CATL has become the leading battery supplier for Mercedes-Benz, and no OEM can escape the "law of true fragrance"

InBehind this story is the continuous advancement of electrification of Mercedes-Benz.

At the 2019 Frankfurt Motor Show, Daimler Group CEO Kallenius proposed the "2039 Vision", which includes: achieving carbon neutrality in vehicle production in Europe in 2022; electric models in 2030 (including Pure electric and plug-in hybrid models) will account for more than half of new passenger car sales; the new passenger car product lineup will be carbon neutral in 2039.

To achieve the above goals, Daimler Group will next invest heavily in "carbon neutral" products. According to the plan, Daimler will continue its product and electric offensive in 2020. At present, Mercedes-Benz pure electric trucks, pure electric light commercial vehicles and pure electric buses have all achieved mass production.

In the Chinese market, Mercedes-Benz has currently launched its first pure electric SUV EQC. In 2021, Mercedes-Benz will launch pure electric SUVEQA and EQB and large pure electric sedan EQS.

In addition to Mercedes-Benz, mainstream car companies such as BMW and Volkswagen have increased their deployment in the new energy field in recent years. Even Toyota, which has always been relatively conservative, has accelerated the mass production of new energy models in recent years. According to data from the global automotive industry platform Marklines, in 2019, the average penetration rate of new energy vehicles among mainstream traditional car companies around the world was close to 2%, an increase of 1 percentage point compared with 2017. In 2025, the average penetration rate of new energy vehicles will reach about 10%-15%.

However, Europe and the United States are still building a complete local battery supply chain. Battery manufacturers such as CATL and Funeng Technology have also gone to Europe to build factories. Currently, global battery cell factories are concentrated in China, Japan and South Korea, and the supporting materials side More concentrated in China.

According to SNEResearch statistics, the world's top ten power battery companies shipped 101.4GWh in 2019, accounting for 86.9% of global power battery shipments. Market concentration has further increased, among which the top three are Ningde. Times, Panasonic and LG Chem.

“New energy is being developed as a major strategic direction in China. If you want to get a share of China’s booming new energy market, the most direct way is to cooperate with Chinese battery factories.” The above-mentioned new energy industry analysts said. Based on their electrification plans, Daimler, BMW and Volkswagen are further strengthening their local R&D, production and procurement in China.

Volkswagen Group (China) CEO Feng Sihan also said: "In terms of pure electric vehicles, the Group's total demand for power batteries in the Asian market will reach 150GWh in 2025. To meet this demand, in China , we need the support of at least 2-4 battery suppliers."

In May this year, Volkswagen invested 1.1 billion euros to acquire 26.47% of Guoxuan High-tech, becoming its largest shareholder. Immediately afterwards, Wan Xiang 123 received a tens of billions of yuan power battery order from Volkswagen; in July this year, Yiwei Lithium received a letter of appointment as a power battery supplier from BMW Brilliance. At the same time, they are all from the Ningde eraBig customers.

At present, compared with Tesla, the sales of new energy models of traditional OEM giants such as Volkswagen, Toyota, and Mercedes-Benz are still in the initial stage, but they are also betting on the future. On the one hand, it is to cope with the carbon emission standards of various countries and China's "double points" policy; on the other hand, under the current sales base, new energy models will become a key part of increasing sales and widening the gap.

Therefore, in terms of electrification layout, the actions of major OEMs are unprecedentedly large and wide-ranging. However, in the long process of planning and implementing electric vehicles, the difficulties of heavy investment and difficulty in making profits cannot be underestimated. In this stalemate battle, the rational allocation of resources has become the key to cost and chain operation.

This will test the balance wisdom of the OEM. "Mercedes-Benz purchases power battery cells and battery packs from different partners in the global market. To maintain competitiveness, Mercedes-Benz will continue to build a balanced supplier portfolio." Mercedes-Benz said.

However, the relationship between OEMs and battery manufacturers still involves a process of subtle trade-offs and games. The Northeast Securities Research Report pointed out that OEMs are used to having absolute say in their supply systems, but with the advent of electrification, the rules of the game seem to have changed. Battery cells account for 20%-40% of the cost of electric vehicles, but OEMs currently have no guarantee of self-supply of cores, which means batteries are important but their control is weak.

“The relationship between the main engine factory and the battery factory is not simply the relationship between Party A and Party B. They have their own rules of the game. Cooperation with another battery factory not only occupies resources, but sometimes also A bargaining chip on the negotiation table." said the person in charge of the above-mentioned domestic lithium electronic battery company. (Editor/Yang Peiqian)

This article comes from the author of Autohome Chejiahao and does not represent the views and positions of Autohome.

④ Google Cloud is recruiting "blockchain business development managers" in China. Why can blockchain develop rapidly

According to CoinDesk, Internet cloud computing giant Google Cloud (Google Cloud) is recruiting "Blockchain Business Development Manager" in China. According to uncertain information, the blockchain business development manager recruited by Google Cloud is mainly responsible for selling enterprise accounts to C-level executives. It is generally known that Google Cloud has a large number of blockchain products, such as blockchain wallets and blockchain browsers. 2018 is the year when blockchain technology subverts the technology world. Top Internet companies have deployed blockchain technology. Not to be outdone, Google has cooperated with Digital Asset to integrate blockchain technology with Google Cloud. In May 2020, Google cooperated with Theta Labs to help in-vehicle video delivery to network users through Google Cloud and realize the implementation of Google Cloud. Through research, blockchain can be applied in as many as fourteen fields. Then accelerating the construction of blockchain technology infrastructure has become a top priority.

⑤ Why is it said that recruiting people for blockchain positions is all based on deception

However, where are the opportunities for these innocent employees? To put it bluntly, some blockchain entrepreneurs only want to be "empty-handed" and exploit them layer by layer through "fooling". The use of asymmetric industry information has caused projects such as blockchain and digital currency to be over-packaged, giving people a feeling of "hope". The inherent "bad roots" of these blockchain entrepreneurs have, to a certain extent, led to the "sick" development trend of the industry.

Some blockchain entrepreneurs clamor to embrace the times, embrace changes, and embrace the future, emphasizing the charm of decentralized “fairness”. But in reality, it is done for personal gain and harms the interests of job seekers and other related groups. This in itself is a great injustice.

The asymmetry of information does not last forever. Blockchain, digital currency, etc. are all areas worthy of attention, but they cannot always be regarded as unlimited squandering capital by some entrepreneurs. For job seekers who want to join, they still need to keep their eyes open, otherwise they may be "surprised" if they are not careful.