Monday, November 9, 2026

AI: 中国网国内最受用户欢迎AI排名:

中国网国内最受用户欢迎AI排名:


https://m.toutiao.com/is/WsPTmMef8HA/?share_token=5af54478-5656-4ce1-8f47-14e05d385b38


第一名:豆包,3.82亿
第二名:千问,1.67亿
第三名:DeepSeek,1.30亿
第四名:腾讯元宝,4984万
第五名:蚂蚁阿福,2897万

​看到这几个数字,心里默默算了一下。第一名接近四亿用户,第二和第三也都过亿。即使是第五名,也将近三千万。这些数字放在几年前,也许还是少数人的尝鲜,如今却已经渗透进许多人的日常。
​这些名字也很有意思。豆包、千问、DeepSeek、元宝、阿福——它们听起来不像冰冷的工具,更像是某个可以随时说话的人。它们的名字里没有“智能”“大脑”“未来”这类宏大的词,反而更像是邻居家的孩子,或者路边小店的伙计。
​你打开它的时候,不需要准备好问题,也不需要知道什么专业术语,就像给朋友发一条消息那样,打开,输入,等待回应。正因为它不需要门槛,才会被那么多人接受。那些不会用搜索引擎的人,也能在对话框里打出一句完整的问句,然后得到一段还算顺畅的回答。
​这些数字放在一起,像是一幅逐渐展开的地图,标记着人们如何使用工具来拓展自己的边界。它正在成为许多人生活中不可缺少的助手,帮助那些曾经需要特定技能才能完成的任务,变得更加触手可及。那些曾经需要专业背景才能完成的事情,正在变得更加平易近人。
​而那些一开始只是尝试的人,也在使用的过程中,慢慢习惯了这种获取信息的方式,就像当初习惯于用搜索引擎查找资料、用导航软件规划路线一样,它们正在成为日常生活的一部分。
​它不会取代那些需要长期积累的专业能力,但它能帮助普通人在需要的时候,更快地接触到那些需要长期学习才能掌握的知识。
​这些以“亿”为单位计量的数字,也代表着一次时间分配方式的转向——越来越多的人正在把一部分日常的注意力,转向与AI的对话。而那些能够在短时间内汇集如此庞大用户群体的平台,多半也是那些降低了使用门槛、让普通人也能轻松使用的平台。
​这也许才是这些数字背后的真实含义:一种新工具正在逐渐融入日常生活,就像多年前搜索引擎和社交软件的普及过程一样,正在悄悄地改变着许多人获取信息和处理事情的方式。
​那些被打开的对话框,正在成为许多人通往新领域的第一道门,让那些原本需要特定门槛才能进入的领域,变得对更多人可见、可感、可用。

A Samsui Story


https://www.facebook.com/share/p/1A3vnJ3Eso/

2026-11-08

A Samsui Story 

Touched by this Samsui story i found from NLB and thought i share it - It is about Madam Wong Ah Woon who was 86 years when 2 students from Nanyang Girls' High School interviewed her in 2013.

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I am Wong Ah Woon. I came to Singapore when I was 21 years old. I was born in 1927, in San Shui, Foshan, Guangdong, China. I spend most of my childhood in China, and only after World War II, I left China for Hong Kong, and subsequently, I came to Singapore where I got married and settled down.

I witnessed the racial riots during 1964 - I was hiding at home when the Malays and the Chinese clashed. I never really had any education, so I cannot read, write, or speak in Mandarin. I can only converse in Cantonese. When I was 21, I got married to my husband here in Singapore. A relative introduced us to each other. We had three children, but two of them passed away, my only remaining son is currently in his sixties. 

I remember that in the past, my mother-in-law could not help to take care of my children for me, so I had to stop working for a while to care for them. My husband also passed away more than a decade ago, so now I live alone in my flat in Geylang Bahru, opposite my son. 

In the past, we lived in the New World Area where I found work as a Samsui woman. I started working as a Samsui woman when I was 25, and I only retired when I was 69. This was my one and only occupation for my entire life. My pay, back then, was about $4.50 a day. It was quite manageable, considering the fact that a bowl of porridge was only 5 cents then! I worked from 8 am to 5 pm, but I had to leave my house an hour earlier to board a lorry that would take us (Samsui women) to the construction site.

After work, I would take a public bus home. Every morning, before work, I have to put on my red Samsui headdress. I had to starch the red cloth so as to make the red cloth firm enough to stay on my head. The headdress is about 1 yard x 1 yard large and is rather thick. The headdress is to protect us Samsui women from the sun and the dirt. I can still remember how to tie the headdress and I can still do it within 5 minutes! I wore a dark blue or black traditional samfu outfit has both long sleeves and leggings, but I hardly actually felt the heat from wearing so much! We also white canvas shoes (much like those worn by school children) to go to work, and wore high socks so as to protect my legs from the sand and dirt. 

As a Samsui woman, I had to carry sand to make cement. Originally, I remember, we would use a shoulder pole with two baskets attached to move the sand; afterwards, we used carts, which were much more efficient. 

I remember that when I was working as a Samsui woman, the foreman would always warn us against eating kangkong because it was believed to weaken our legs. Samsui women with illnesses were also banned from eating peanuts! I also remember another incident where I argued with a hawker for not adding spring onions into the bowl of porridge I ordered! 

When I was still working, I celebrated festivals in a very simple manner. We were not very rich, so we remained frugal, even during the festivities. I recall staying up overnight to make fried Chinese cakes out of flour and peanuts for Chinese New Year. I had to stay up overnight to make these cakes because I still have to work during the day. 

I remained working until I was 69 years old. I quit my job because the boss could no longer afford to pay my salary. I got fed up with him and “fired” him! 

Currently, living in Geylang Bahru, I hardly actually go to the senior activity centre and only occasionally when I pass by to go grocery shopping, I would pop in to have a little chat with the other seniors.

Sunday, November 8, 2026

The 67th International Mathematical Olympiad (IMO) 2026 took place in Shanghai, People's Republic of China from July 10 to July 20, 2026with 117 participating teams. Top 10 Team Rankings. *No. 4: Singapore* 🇸🇬



The 67th International Mathematical Olympiad (IMO) 2026 took place in Shanghai, People's Republic of China from July 10 to July 20, 2026
with 117 participating teams.

Top 10 Team Rankings


*No. 4: Singapore* 🇸🇬


Information source:

https://www.imo-official.org/editions/2026/

Cheapest SIM only mobile $5 phone subscription for people less than 60 years old in Singapore.

For people under 60 years old in Singapore looking for a budget plan directly from the four main telcos, the cheapest general public SIM-only options range from $5.00 to $24.50 per month. [1, 2, 3]
While three of these telcos (Singtel, StarHub, and M1) charge a higher baseline for their main-brand postpaid plans, SIMBA leads the entire market for affordable all-inclusive mobile subscriptions. [1, 2, 3, 4]
The absolute cheapest SIM-only plans from each of the four telcos for the general public under 60:
TelcoCheapest Sub-60 Plan NameMonthly PriceData & Key EntitlementsPlan Type
SIMBAData-Only Plan$5.00 / 30 days500GB local & regional data (Shared across SG, Malaysia, Indonesia, Thailand, HK)Postpaid Data-Only (No bundled talktime/SMS)
SIMBA5G Best Value$10.00 / 30 days500GB 5G data, Unlimited local mobile calls & SMS, Free voice roamingPostpaid Voice + Data
StarHub5G Data Only Core$5.00 / month20GB 5G dataPostpaid Data-Only (No bundled talktime/SMS)
M1Bespoke SIM-Only (Promo)$11.95 / month (U.P. $14.95)300GB 5G data, 1,000 mins talktime, 1,000 SMS, Unlimited weekend dataPostpaid Voice + Data
StarHub5G Lite$22.00 / month150GB 5G data, 1,000 mins talktime, 750 local SMSPostpaid Voice + Data
Singtel5G+ Enhanced Lite$24.50 / month300GB 5G+ data, Includes local talktime/SMS bundlesPostpaid Voice + Data
Key Caveats & Trade-offs
  • Data-Only Pitfalls: The $5 plans from SIMBA and StarHub are purely for data. If you need standard cellular voice calls or traditional outgoing SMS text messages, you will need to choose the voice-inclusive plans starting at $10 to $11.95. [1, 2, 3, 4]
  • Sub-Brands/MVNOs: If you want Singtel or StarHub's networks but at cheaper "Voice + Data" price points, look into their respective sub-brands: GOMO by Singtel ($10.18–$15.99/mo) or giga! by StarHub ($10.90–$15.99/mo). [1, 2]
Would you like me to look into the sub-brands (like GOMO, giga!, or Maxx) for cheaper voice options on the major networks, or do you want to compare the roaming capabilities of these $5 and $10 plans?

AI短剧的快速崛起正在对中国微短剧和影视行业的传统演员群体造成严重冲击 - 引发了大规模的失业潮与行业洗牌


https://share.google/aimode/ZL9dCoHiUc0cPNauY

AI短剧的快速崛起正在对中国微短剧和影视行业的传统演员群体造成严重冲击,引发了大规模的失业潮与行业洗牌。 [1, 2]
1. 行业现状与数据表现
  • AI短剧爆发式增长:根据纽约时报中文网等媒体报道,2026年初中国AI微短剧迎来爆发,例如3月单月上传量接近5万部。AI仿真/生成类短剧在热门榜单中的占比从2025年的约7%迅速攀升至2026年初的38%以上。 [1, 2]
  • 制作成本呈断崖式下跌:传统真人微短剧单部制作成本普遍在150万至300万元人民币之间,而AI辅助或全AI生成的短剧可以将成本压低至20万元甚至几千至数万元人民币,单集成本不到500元。 [1, 2]
  • 制作周期压缩:传统拍摄通常需要40至50名工作人员持续3周,而AI工作流在诸如字节跳动等AI工具加持下,仅需4至5人、在一台电脑上1周左右便能完成。 [1]
2. 对演员及产业链的冲击
  • 配角与龙套首当其冲:大量群演、特约演员、配角以及部分导演、灯光、场记、服装化妆道具等岗位面临失业。有报道指出部分影视基地出现单家机构超500名演员失业的现象。 [1, 2, 3]
  • 顶流短剧演员片酬腰斩:即便是头部短剧演员,工作机会也大幅减少,日薪或单片片酬遭腰斩(例如从过去的5000—20000元人民币暴跌至千元左右且无工可开)。 [1, 2]
  • 渠道渗透:AI短剧不仅局限于手机竖屏端,甚至开始向传统主流电视台(如安徽卫视等)渠道渗透。 [1]
3. 各方反应与行业争议
  • 演员与从业者的焦虑:大量基层演员因缺乏工作而陷入生存困境,部分人被迫寻找转型或转行。 [1, 2]
  • 网友与舆论的分化:
    • 支持AI短剧的声音认为,AI技术顺理成章地“整顿”了影视圈长期存在的天价片酬、缺乏演技、注水严重等顽疾,让观众有更贴合小说原著、画面特效丰富的选择。
    • 担忧的声音则指出,AI目前仍难以完全复刻真人表演中细腻的情感流动与临场火花,且低成本AI泛滥容易伴随侵权、盗脸、低俗擦边等乱象。 [1, 2]
  • 监管与合规动向:中国相关监管部门已开始出手规范AI短剧市场,要求数字人/AI分身使用必须取得真人授权,严防盗脸侵权及劣质内容泛滥,同时引导行业向真人精品化方向突围。 [1, 2]
Copying...

Employment and training: We tell workers to keep learning. Do employers recognise what they learn?


We tell workers to keep learning. Do employers recognise what they learn?

https://www.straitstimes.com/opinion/we-tell-workers-to-keep-learning-do-employers-recognise-what-they-learn

Straits Times 
2026-11-07

By---Gog Soon Joo is senior director (special projects) at the Centre for Skills-First Practices at the Singapore University of Social Sciences’ Institute for Adult Learning.

=====

Fifty-five-year-old Woo Lai Yee spent almost 30 years in business development and sales at multinational companies. After she left work to care for her mother, she chose to move into eldercare. She took ownership of the switch, attending a healthcare leadership course and volunteering as a Silver Generation Ambassador, engaging more than 300 seniors.An active ageing centre saw that her corporate skills in setting targets, planning, supporting staff and building partnerships applied to a new role it had available. She became centre manager in less than two years. Woo did her part, and her employer looked past her job titles to the skills behind them.

=====
This happy outcome is an example of an employer being flexible about a career-switcher in terms of seeing that a person’s corporate background can still make them employable in an entirely different sphere.However, Woo’s hiring experience is unusual. What is more often the case is that a worker may have learnt to manage difficult clients, lead a team or solve operational problems, yet struggle to get recognised for those abilities when applying for a different role.Workers are told by the Government, employers and society to keep learning, build their skills and take charge of their career. But what good is lifelong learning if the labour market struggles to recognise what people have learnt? The hiring hurdlesSingapore has invested heavily in helping workers learn. Training participation among resident workers reached a record 54.8% in 2025. The new Skills and Workforce Development Agency (SWDA) now links training with career guidance and job matching. Yet hiring practice tells a different story.

=====
In the Ministry of Manpower’s Job Vacancies 2025 report, employers said academic qualifications were not the main factor for 79.6% of vacancies. In the same report, employers explained hard-to-fill professional, managerial and executive vacancies by a lack of specialised skills and relevant experience.“Relevant experience” sounds reasonable. In practice, it often means the same job title at a similar firm.

=====

A career switcher cannot pass that filter, however much he or she has learnt.Many employers see the value of skills-based hiring but few practise it fully. A 2025 Singapore Business Federation (SBF) survey of 555 member firms found that only 18% had adopted such hiring practices; 54% did so partly and 28% not at all.Among firms not fully on board, 42% doubted whether candidates with adjacent skills could do the job. Another 29% did not know how to assess skills without relying on CVs or qualifications. In workshops run by my centre with SBF, some employers described skills as “hard to pinpoint, difficult to measure”.

=====

The report added a third gap – even when one employer assesses a worker’s skills, another may not trust the result. A trusted and portable skills-signalling system is needed to help bridge this gap.On the other hand, when giving talks on adult learning to Singaporean workers of different ages and backgrounds, I encounter young people who take to the idea quickly. But others are sceptical. Some feel overwhelmed by the expectation to keep upgrading their skills and navigating career changes when what they really want is just a stable job.

=====
One participant who is a working mid-career professional told me that even just thinking about it gave him a headache because there was no clear sense of what employers wanted or whether the effort would pay off.

=====
People invest in learning when they see that it leads somewhere. But too often, a worker tells us that they complete a course and nothing changes at work. A mid-career job seeker applies for a new role and says that he or she hears nothing back because the job title on the CV does not match.A January 2026 survey of 375 Singapore hiring managers by Reeracoen and Rakuten Insight shows the same tension. More than three in four said recent training and skills development were essential when they assess applicants. Yet 56.3% named a lack of experienced candidates as a top hiring challenge, and 63% were hesitant about candidates out of work for more than three months. The gap is global. A 2024 Harvard Business School and Burning Glass Institute study of over 11,000 large American firms found that dropping degree requirements changed  fewer than one in 700 hires.Employers have good reasons to rely on degrees and job titles. A hiring manager with hundreds of applications needs a quick way to narrow the field. A degree shows that a trusted institution has assessed the candidate. A familiar job title shows similar work done elsewhere. Both reduce the risk of a bad hire.

=====

But paper qualifications say little about current ability. Shane Shi, managing director of civil engineering firm HSC Pipeline Engineering, tells me that a certificate earned 10 years ago could not tell him whether a person could adapt to his firm’s new digital workflows.

=====

What employers can doEmployees move across disciplines based on what they can do. A quantity surveyor became a project engineer. A senior project manager moved into a digital role and now builds workflow automation tools.Take mechanical and electrical contractor DLM. Short of skilled workers, it rewrote roles such as project engineer around the skills the work requires and trained its interviewers to assess every candidate against the same criteria.Some steps about what employers can do to recognise relevant job skills beyond paper qualifications are set out in the Skills-First Framework for Action. These include writing job advertisements around the work. Before asking for a degree or five years in a specific role, define what the role must deliver.Another is: Test ability directly. Work samples and practical tasks show what a candidate can do. Certifications then serve as supporting evidence.There is also a need to equip employers to assess with confidence. Firms, especially small ones, need shared assessment tools, clear legal guidance and examples of what works.Jobs and workflows redesigned to meet business goals also give staff real opportunities to use new skills and add value. Progression and pay should then follow demonstrated skills. Without this, workers get through the door and then stall.Training providers must also do more. Most of their effort goes into the middle mile of teaching and assessment. In the first mile, they should help learners decide, before they enrol, whether a course fits their goals. In the last mile, they should help learners show competence through real work, such as projects and work attachments.Workers have their part to play, too. Instead of listing job titles and certifications on their CV, they can describe what they achieved: a process improved, a team led, a cost cut. Samples and results of their work give employers evidence they can trust, as Woo’s volunteering did.This framework could help address the gap between agreeing that skills matter and having a workable way to recognise them. When more employers start recognising and building on these skills, the participant who found all this a headache may one day see learning as the step that led to the next job.

=====
Gog Soon Joo is senior director (special projects) at the Centre for Skills-First Practices at the Singapore University of Social Sciences’ Institute for Adult Learning.

=== The end===




AI: Authorities urge strict limits on AI agent autonomy, access to accounts

Authorities urge strict limits on AI agent autonomy, access to accounts

Agents may expose sensitive information, act beyond users’ intentions, says advisory


Straits Times 
2026-11-08

Lee Li Ying
Correspondent

When using personal artificial intelligence agents, connect only necessary apps, restrict access to sensitive accounts and specify that permission is required before deleting or sharing files.

These are among the precautions set out in an advisory issued on Nov 6 by the Cyber Security Agency of Singapore, the Government Technology Agency and the Infocomm Media Development Authority to help consumers use personal AI agents safely.

Unlike chatbots that primarily answer questions, personal AI agents can take actions on users’ behalf, such as browsing websites, managing e-mails and making bookings.

The advisory follows the launch in Singapore of Meta Muse, which the company bills as the world’s first personal AI agent built for consumers.

The agent can connect to services such as Gmail and Google Calendar to help users manage e-mails and schedules and work with shopping and travel platforms.

But this convenience brings privacy and security risks.

Depending on the level of access, agents may expose sensitive information, make mistakes or act beyond users’ intentions, the advisory said.

Some agents continue working in the background, while malicious websites or messages could trick them into taking harmful actions.

“AI agents can be very useful, but you cannot treat them like human assistants and give them the same broad access to your information and implicit trust,” the advisory said.

“Instead, grant narrowly scoped permissions, retain control of consequential actions and understand how to revoke access.”

“You remain responsible for how you use AI agents, including the actions these agents take on your behalf. Depending on the circumstances and applicable laws, you may also be held liable for these actions.”

The advisory outlined five precautionary steps, starting with limiting what an agent can access.

Users should connect only the necessary apps and accounts and, where possible, restrict access to specific information within them. They can start with less sensitive material, such as a secondary e-mail account, to understand how the agent works.

The advisory recommends avoiding giving agents access to banking, government and healthcare accounts, and checking with employers before connecting work accounts.

It also cautions against sharing credit card details or authentication credentials, including passwords and one-time passwords (OTPs). This extends to documents, e-mails or messages containing such information.

An agent connected to an inbox that receives OTPs may be able to read them. Users could consider using a separate e-mail account to receive authentication messages for sensitive accounts.

The second step is to retain control of important actions, starting with limited or read-only permissions where possible.

Agents should seek permission before taking actions with significant consequences, such as sending messages, deleting or sharing files or posting publicly. Users should choose one-time approval over an “always allow” option and check details carefully for high-risk transactions.

“Do not rely solely on chat instructions to limit your agent’s actions, as these may not always be followed consistently,” the advisory said.

Instead, users should set permissions through app settings, including those of the services an agent accesses. They should regularly revoke unnecessary permissions and check activity records, as agents may behave inconsistently even when performing similar tasks.

Third, users should understand how their information is used and stored.

Information shared directly or obtained through connected accounts may be processed and stored by the agent provider and its partners. Users should check what is collected, who receives it, how long it is retained and what happens after an account is disconnected.

They should also check whether their information is used to train AI models or personalise advertisements and adjust available settings.

“Many personal AI agents have persistent memory, and they can create personal profiles of you and your contacts based on your files and interactions,” the advisory said.

Users should delete stored information that is inaccurate or that they do not want retained or used.

The fourth step is to guard against scammers and malicious actors, who may target agents through instructions hidden in websites, e-mails, calendar invitations, documents or images.

These could manipulate agents into making purchases, transferring funds or revealing personal data without the user’s request.

“The best protection is to limit what your agent can see or do,” the advisory said.

Users should monitor agents as they browse on their behalf, restrict who can give them instructions, use strong authentication, download agents only from official sources and use only trusted third-party add-ons.

If something goes wrong, they should stop the agent, disconnect affected accounts and look out for changes they did not make, such as payments, changed settings or e-mail forwarding rules. They should save activity records before deleting suspicious memories, add-ons or tasks, and notify anyone affected.

Finally, users should consider others whose information an agent may encounter.

E-mails, messages and files can contain details about family, friends and colleagues. Users should consider whether those people would be comfortable with an agent reading or sharing them, and delete unnecessary memories about others.

They should indicate when an e-mail or message was sent by an AI agent, and not ask it to bypass paywalls, login requirements or other access restrictions.

“Respect other people’s information,” the advisory said. “Avoid sharing sensitive information about others unless you need to.”

liyinglee@sph.com.sg

https://str.sg/rKqV