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Involution, means one spend a lot of effort on unnecessary things, leading to some results you don't expected.

内卷,一句话概括，就是在不必要的事情上耗费大量精力，导致不想看到的坏结果出现。

It's been so busy lately, lots of work like mountains on my shoulder,nearly out of breath. Flying to Xiamen City to implement a project, and in less than 36 hours I am back home.
I told myself you're an iron man now.

最近真的是太忙了，无数的工作铺天盖地般的压过来，有点喘不过气的赶脚。百忙中还飞了趟厦门去做项目，从出发到返家还不到36小时，我告诉我自己，你现在就是个铁人。

Hi, my dear frineds, can you guess what pose I am? This is a so looooong paper! 4 meters!
小伙伴们来看看，你能看出我现在画画是神马姿势吗？

Let's take a look while it is nearing completion.
再来看看接近完工的样子哈！

These pictures below were two designs of Team Brainstorm Posters for HRSDC of Tencent, which design you feel better?

这是这两天我为鹅厂的HRSDC（人力资源共享支持中心）一次专题会议设计的Team Brainstorm Poster,小伙伴们更喜欢哪个设计呢？

[1#]

[2#]

By the way, since Tencent was established in 1998, its HR management system has evolved to the 3.0 stage: the first stage (1998-2003) is the most traditional human resources management, and the second stage (2003-2009) is based on the corporate culture The establishment of the management committee and Tencent Academy is a sign that the human resources department is no longer limited to transactional work, but firmly grasps the corporate development strategy, and implements the corporate culture through various tangible and intangible channels to every capillary. The role and effect of the third stage (2009 to present) based on the Three Pigs (haha, I’m used to it, the "three pillars") Model, to establish a flexible, fast, and efficient human resource system that adapts to large Internet companies , The human resources system is divided into three parts: COE, SDC, and HRBP. All human resources work closely meets the requirements of the first-line business. The high efficiency of the human resources department is used to improve the operational capabilities of the entire company and create more values for customers and stakeholders.

顺便说一下，腾讯98年成立至今，它的HR管理体系已经进化到了3.0阶段：第一阶段（1998-2003）是最传统的人力资源部管理，第二阶段（2003-2009）是以企业文化管理委员会和腾讯学院的建立为标志，人力资源部门不再局限于事务性工作，而是紧握企业发展战略，将企业文化通过各种有形无形的管道贯彻到每一根毛细血管，起到万众一心的作用和效果；第三阶段（2009年至今）以三只猪（哈哈，说习惯了，“三支柱”啦）模型为基础，建立起适应大型互联网企业的灵活、快速、高效的人力资源体系，将人力资源体系分为COE、SDC、HRBP三部分，所有的人力资源工作都紧密契合一线业务需求，用人力资源部门的高效率来提升整个公司的运营能力，为客户和利益相关者创造更多的价值。

There are still a lot of controversies about the Three Pigs(Pillars) model by far, but after the usage and Iteration of several Fortune 500 companies and large domestic companies, the HR system based on this model can significantly improve the efficency of services compared to the traditional human resource line management model. Regarding the operational efficiency of the enterprise, I will post a few professional studies serval days later to talk about this issue, and at the same time, I will analyze the existing three-pillar model and talk about where there is room for improvement.

当然，三只猪模型到现在为止还依然有不少争论，但是经过若干世界500强企业和国内大型企业的实践检验，相比于传统的人力资源条线管理模式，这一体系还是能显著提升企业的运营效率的，过两天我会post几篇专业的研究来说说这个问题，同时也分析一下现有的三支柱模式改进空间在哪里。