CN115062988A - Human resource management method, system and terminal equipment - Google Patents
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Abstract
The application relates to the field of human resource management, in particular to a human resource management method, a human resource management system and terminal equipment, wherein the method comprises the following steps: acquiring electronic resume information of an applicant of a preset fixed template; extracting the personnel diploma information and the diploma verification link information from the diploma item of the electronic resume information; judging whether the diploma information is a real diploma or not based on the diploma information and the diploma verification link information; if the diploma information is the real diploma, judging whether to enter a first round of screening or not based on the diploma information; if the first round of screening is entered; when the work experience information is not empty, judging whether the work experience information meets the requirements of job hunting posts or not; and if the job hunting post is met, the applicant enters an interview. The time of screening resumes of human resources is reduced, the human resources do not need to judge whether the employing personnel meet the interview requirements manually, and the working intensity of the human resources is reduced.
Description
Technical Field
The present application relates to the field of human resource management, and in particular, to a human resource management method, system, and terminal device.
Background
The human resource management refers to a series of management activities corresponding to human resource policies of an enterprise, and the activities mainly comprise the formulation of human resource strategies of the enterprise, the recruitment and the selection of employees, the training and the development, the performance management, the salary management and the like.
In the related technology, when an enterprise recruits talents, the enterprise mainly uses the online or offline resume of employees, and then the human resources of the enterprise preliminarily judge whether the person has the necessity of interviewing by checking the resume.
In view of the above-mentioned related technologies, the inventor believes that when the online recruitment of human resources is performed, the number of people delivering resumes online is too large, and the human resources need to spend a lot of time to screen out the people with interview conditions, which is high in working strength.
Disclosure of Invention
In order to reduce the labor intensity of human resources and reduce the time for screening resumes, the application provides a human resource management method, a human resource management system and terminal equipment.
The technical scheme adopted by the human resource management method, the system and the terminal equipment is as follows:
a human resources management method, comprising:
acquiring electronic resume information of an applicant of a preset fixed template;
extracting the personnel diploma information and the diploma verification link information from the diploma item of the electronic resume information;
judging whether the diploma information is a real diploma or not based on the diploma information and the diploma verification link information;
if the diploma information is a real diploma, judging whether to enter a first round of screening or not based on the diploma information;
if the first round of screening is carried out, extracting the work experience information from the work experience items of the electronic resume information and extracting job hunting posts from the job hunting post items of the electronic resume information;
when the work experience information is not empty, judging whether the work experience information meets the requirements of job hunting posts or not;
and if the job hunting post is met, the applicant enters an interview.
By adopting the technical scheme, when the company has the recruitment requirement, after the company hangs the recruited post on the network, the job seeker fills in the electronic resume of the fixed template of the company, the diploma information and the diploma verification link information of the applicant are extracted from the electronic resume, whether the diploma of the applicant is real is verified according to the information in the diploma verification link information, if the diploma is real, then the diploma of the applicant accords with the minimum requirement of the company according to the academic calendar of the applicant, if the diploma accords with the minimum requirement of the company, the first round of screening is carried out, after the first round of screening is carried out, when the applicant has the working experience, whether the applicant accords with the post requirement is judged according to the working experience information, if the diploma accords with the post requirement, the applicant can enter the interview, the time for screening the human resources is reduced, and the human resources do not need to manually judge whether the applicant accords with the interview requirement, the working strength of human resources is reduced.
Optionally, the determining whether the diploma information is a real diploma based on the diploma information and the diploma verification link information includes:
entering a diploma verification website based on the diploma verification link information;
extracting the verification diploma information in the diploma verification website;
judging whether the verification diploma information is the same as the diploma information or not;
if the authentication diploma information is the same as the diploma information, judging the diploma information as a real diploma;
and if the authentication diploma information is different from the diploma information, judging that the diploma information is not the real diploma.
By adopting the technical scheme, after the applicant fills the self diploma information in the fixed template, whether the filled diploma information is real or not needs to be determined, therefore, the diploma enters the diploma verification website according to the diploma verification link verification, the verification diploma information of the applicant in the diploma verification website is extracted, if the diploma information is the same as the verification diploma information, the diploma information is real diploma, and if the diploma information is not the same as the verification diploma information, the diploma information is not real diploma, and the diploma of the applicant is prevented from being falsified.
Optionally, the determining whether to enter the first round of screening based on the diploma information includes:
acquiring academic calendar information based on the diploma information;
judging whether the minimum academic requirement is met or not based on the academic information;
if the minimum academic requirement is met, entering a first round of screening;
and if the minimum academic requirement is not met, not entering the first round of screening.
By adopting the technical scheme, under the condition that the diploma information is real, the academic information is obtained according to the diploma information, whether the academic requirement of the applicant meets the minimum academic requirement is judged, if not, the first round of screening is not carried out, if the academic requirement is met, the first round of screening is carried out, the applicant who does not meet the recruitment requirement is screened out through the academic requirement, and the subsequent data processing amount is reduced.
Optionally, when the work experience information is not empty, determining whether the work experience information meets the requirement of the job hunting post includes:
acquiring working time based on the working experience information;
judging whether the working time is greater than the working time threshold value;
if the working time is greater than the working time threshold, the working experience information meets the requirement of the job hunting post;
and if the working time is not greater than the working time threshold value, the working experience information does not meet the requirement of the job hunting post.
By adopting the technical scheme, when the applicant has a job experience, the working time is acquired according to the working experience information, if the working time meets the recruitment requirement of the post, the working experience information is judged to meet the post requirement, if the working time is not greater than the working time threshold value, the working experience does not meet the post requirement, and when the post has the working experience requirement, people with working experience which does not meet the job hunting requirement are screened out.
Optionally, when the work experience information is empty, determining whether the work experience information meets the requirement of the job hunting post;
extracting graduation time from the graduation time item of the electronic resume information;
judging whether the applicant is due based on the graduation time;
if the candidate is due, acquiring professional information based on the diploma information;
judging whether to enter an interview or not based on the professional information;
and if the candidate is not due, not entering an interview.
By adopting the technical scheme, when the applicant does not fill in the work experience in the electronic resume, whether the job experience is due or not is judged according to the graduation time of the applicant at the moment, if the job experience is not due, the interview is not started, and if the job experience is due, whether the interview is started or not is judged according to the requirement of whether the applicant signs the post or not is judged according to the professional information. The phenomenon that the due life is directly rejected when no work experience exists is prevented.
Optionally, the determining whether to enter an interview based on the professional information includes:
judging whether the professional information meets the requirements of job hunting posts or not;
if the professional information meets the requirements of the job hunting posts, entering an interview;
if the professional information does not meet the requirement of the job hunting post, extracting the dispensing information from the dispensing items of the electronic resume information;
and judging whether to enter an interview or not based on the dispensing information.
By adopting the technical scheme, if the applicant is due, professional information of the applicant is obtained, if the professional information of the applicant meets the job hunting position requirement, the applicant enters a interview, and if the professional information of the applicant does not meet the position requirement, whether the applicant enters the interview is judged according to whether the applicant agrees to the allocation. When the person is due for job hunting, if the professional meets the post requirement, the person enters an interview and information of job hunters with the professional and the post not in line with each other is screened out.
Optionally, the determining whether to perform an interview based on the dispensing information includes:
judging whether the applicant agrees to the dispensing based on the dispensing information;
if the employing personnel do not agree with dispensing, the interviewing is not carried out;
if the applicant agrees to dispensing, obtaining a dispensing position based on the dispensing information;
and judging whether to enter an interview or not based on the adjustment post.
By adopting the technical scheme, the adjustment information of the applicant is obtained, if the applicant does not agree with the dispensing, the interview is not entered, and if the applicant agrees with the dispensing, whether the interview is entered is judged according to the dispensing post selected by the applicant. Under the condition that the professional and job hunting post are not aligned, if the job hunter agrees to other posts of the dispensing company, the job hunter enters an interview, and the selectable range of the due life work is enlarged.
Optionally, the determining whether to enter an interview based on the adjustment post includes:
judging whether the dispensing position is vacant or not based on the dispensing position;
if the available positions are vacant, entering an interview;
if no position is available, the interview is not entered.
By adopting the technical scheme, the post is adjusted by the applicant, and the interview is not performed if the company has no vacancy in position, or is performed if the company has vacancy in position.
In a second aspect, the present application provides a human resource management system, which adopts the following technical solutions:
a human resources management system comprising:
the first acquisition module is used for acquiring the electronic resume information of the applicant of a preset fixed template;
the first extraction module is used for extracting and obtaining the personal diploma information and the diploma verification link information from the diploma items of the electronic resume information;
the first judgment module is used for judging whether the diploma information is a real diploma or not based on the diploma information and the diploma verification link information;
the second judgment module is used for judging whether to enter a first round of screening or not based on the diploma information if the diploma information is the real diploma;
the second extraction module is used for extracting the work experience information from the work experience items of the electronic resume information and extracting job hunting posts from the job hunting post items of the electronic resume information if the first round of screening is carried out;
the third judging module is used for judging whether the work experience information meets the requirements of job hunting posts or not when the work experience information is not empty;
and the execution module is used for enabling the applicant to enter an interview if the job hunting post is met.
By adopting the technical scheme, after the first acquisition module acquires the electronic resume information of the applicant, the first extraction module extracts the diploma information and the diploma verification link information in the electronic resume information, the first judgment module judges whether the diploma information is a real diploma or not, if the letter is a real letter, the second judging module judges whether the applicant enters the first round of screening or not according to the letter information, the second extracting module judges whether the applicant enters the second round of screening or not after the applicant enters the second round of screening, the third judging module judges whether the work experience information meets the requirement of the job hunting post, and the execution module enables the candidate to enter the interview when the work experience information meets the requirement of the job hunting post, so that the time for screening resumes of human resources is reduced, the human resources do not need to manually judge whether the candidate meets the interview requirement, and the working intensity of the human resources is reduced.
In a third aspect, the present application provides a terminal device, which adopts the following technical solution:
a terminal device comprises a memory, a processor and a computer program which is stored in the memory and can run on the processor, wherein when the processor loads and executes the computer program, the human resource management method is adopted.
By adopting the technical scheme, the human resource management method generates the computer program, and the computer program is stored in the memory to be loaded and executed by the processor, so that the terminal equipment is manufactured according to the memory and the processor, and the use is convenient.
In summary, the present application includes at least one of the following beneficial technical effects:
when a company has a recruitment requirement, after the company hangs a recruited post on the network, a job seeker fills an electronic resume of a fixed template of the company, the diploma information and the diploma verification link information of a candidate are extracted from the electronic resume, whether the diploma of the candidate is real is verified according to the information in the diploma verification link information, if the diploma is real, whether the diploma of the candidate meets the minimum requirement of the company is judged according to whether the academic calendar of the candidate meets the minimum requirement of the company, if the diploma meets the minimum requirement of the company, the first round of screening is carried out, and after the first round of screening is carried out, when the candidate has a working experience, whether the candidate meets the post requirement is judged according to the working experience information, if the candidate meets the post requirement, the candidate can enter a face test, the time of screening the human resources is shortened, whether the candidate meets the face test requirement is judged, and the working intensity of the human resources is reduced.
Drawings
FIG. 1 is a flowchart illustrating a method for human resources management according to an embodiment of the present disclosure;
FIG. 2 is a flowchart of a method for determining whether the diploma information is a real diploma based on the diploma information and the diploma verification link information in an embodiment of the application;
FIG. 3 is a flowchart of a method for determining whether to enter a first round of screening based on diploma information according to an embodiment of the present application;
fig. 4 is a flowchart of a method for determining whether the work experience information meets the requirement of a job hunting post when the work experience information is not empty in the embodiment of the present application;
fig. 5 is a flowchart of a method for determining whether the work experience information meets the requirement of a job hunting post when the work experience information is empty in the embodiment of the present application;
FIG. 6 is a flowchart of a method for determining whether to enter an interview based on professional information according to an embodiment of the present disclosure;
FIG. 7 is a flowchart illustrating a method for determining whether to enter an interview based on dispatch information according to an embodiment of the present disclosure;
FIG. 8 is a flowchart illustrating a method for determining whether to enter an interview based on a scheduling position according to an embodiment of the present disclosure;
FIG. 9 is a system block diagram of a human resources management system according to an embodiment of the present application.
Description of reference numerals:
1. a first acquisition module; 2. a first extraction module; 3. a first judgment module; 4. a second judgment module; 5. a second extraction module; 6. a third judgment module; 7. and executing the module.
Detailed Description
The present application is described in further detail below with reference to the accompanying drawings.
The embodiment of the application discloses a human resource management method, which, with reference to fig. 1, includes:
s100, acquiring electronic resume information of the applicant of the preset fixed template.
Specifically, the fixed template is an electronic resume template provided when a company recruits, the template comprises the information of the name, the date of birth, graduation school, graduation time, work experience, job hunting post, adjustment post and the like of an applicant,
and S110, extracting the personal voucher information and the voucher verification link information from the voucher item of the electronic resume information.
Specifically, the diploma of the applicable personnel and the diploma verification link information for verifying the genuineness of the diploma are filled in the column of the diploma item, the diploma comprises a academic level and a professional to be learned, and the diploma verification link information is a website for verifying the academic certificate authenticated by the education department.
And S120, judging whether the diploma information is the real diploma or not based on the diploma information and the diploma verification link information.
Specifically, when the diploma information filled in by the applicant in the electronic resume template is not matched with the diploma information in the diploma verification link information, the diploma of the applicant is proved to be false.
And S130, if the diploma information is the real diploma, judging whether to enter a first round of screening or not based on the diploma information.
Specifically, the first round of screening is to remove resumes of applicable personnel left after the resumes are counterfeited.
And S140, if the diploma information graduation is not the real diploma, the first round of screening is not performed.
S150, if the first round of screening is carried out, extracting the work experience information from the work experience items of the electronic resume information and extracting job hunting posts from the job hunting post items of the electronic resume information.
Specifically, the job experience of the applicant filled in the column of the job experience item includes information on which company the applicant is to be held from job participation to job now, the time of holding job, the position of holding job, and the like, and the job hunting position is the position where the applicant expects to be held by the company.
And S160, judging whether the work experience information meets the requirement of job hunting posts or not when the work experience information is not empty.
Specifically, the job hunting post requires the lowest working year required for the job hunting post.
And S170, if the job hunting post is met, the applicant enters an interview.
And S180, if the job hunting post is not met, the applicant does not enter the interview.
The implementation principle of the human resource management method in the embodiment of the application is as follows: when the company has the recruitment requirement, after the company hangs the recruited post on the network, the job seeker fills in the electronic resume of the fixed template of the company, the diploma information and the diploma verification link information of the candidate are extracted from the electronic resume, whether the diploma of the candidate is real or not is verified according to the information in the diploma verification link information, if the result is true, then according to whether the academic calendar of the applicant meets the minimum requirement of the company, if so, entering the first round of screening, after entering the first round of screening, when the employing personnel has work experience, whether the employing personnel meets the post requirement is judged according to the work experience information, if the job requirements are met, the applicant can enter the interview, the time for screening resumes of the human resources is reduced, the human resources do not need to judge whether the applicant meets the interview requirements manually, and the working intensity of the human resources is reduced.
In step S120 of the embodiment step shown in fig. 1, it is determined whether the diploma information is an actual diploma based on the diploma information and the diploma verification link information, and how to determine whether the diploma information is an actual diploma is specifically described in detail by the embodiment shown in fig. 2.
Referring to fig. 2, determining whether the diploma information is a real diploma based on the diploma information and the diploma verification link information includes:
and S200, entering a certificate verification website based on the certificate verification link information.
Specifically, the diploma verification link information can be two-dimensional codes, wherein one two-dimensional code enters a diploma verification website after being scanned, and the second two-dimensional code is used for identifying the diploma information of the candidate in the diploma verification website.
S210, extracting the authentication diploma information in the diploma authentication website.
Specifically, the verification certificate information comprises the names of the applicable personnel, the birth year and month, the school calendar, the professional school and the graduation school and the like.
S220, judging whether the authentication diploma information is the same as the diploma information.
Specifically, if the name, the year of birth, the school calendar, the professional and graduation schools in the verification diploma information and the name, the year of birth, the school calendar, the professional and graduation schools in the diploma information are consistent, the diploma information and the verification diploma information are the same.
And S230, if the authentication diploma information is the same as the diploma information, judging the diploma information to be the real diploma.
Specifically, the resume of the real diploma representative of the candidate is not forged.
S240, if the authentication diploma information is different from the diploma information, judging that the diploma information is not a real diploma.
Specifically, the resume is not true to represent that the applicant does not really fill in the real condition of the applicant when filling in the resume, so that the resume is forged.
The implementation principle of judging whether the diploma information is a real diploma or not based on the diploma information and the diploma verification link information is as follows: after the applicant fills the self-scrip information in the fixed template, whether the filled-in scrip information is real or not needs to be determined, so that the applicant enters a scrip verification website according to the scrip verification link verification, the verification scrip information of the applicant in the scrip verification website is extracted, if the scrip information is the same as the verification scrip information, the scrip information is real, and if the scrip information is not the same as the verification scrip information, the scrip information is not real, and the scrip of the applicant is prevented from being falsified.
In step S130 of the steps of the embodiment shown in fig. 1, it is determined whether to enter the first round of screening based on the diploma information, and how to determine whether to enter the first round of screening by the diploma information is described in detail with the embodiment shown in fig. 3.
Referring to fig. 3, determining whether to enter a first round of screening based on the diploma information includes:
and S300, acquiring the academic calendar information based on the diploma information.
The academic information is the highest academic of the employing personnel, for example, the highest academic of a certain employing personnel is the subject.
And S310, judging whether the minimum academic requirement is met or not based on the academic information.
Specifically, the minimum requirement study is the minimum requirement of the recruiter required when the recruiter of the company is required, for example, the minimum requirement study is a specialist, and then the studies below the specialist are not satisfactory.
And S320, if the minimum academic requirement is met, entering a first round of screening.
And S330, if the minimum academic requirement is not met, not entering the first round of screening.
The implementation principle of judging whether to enter the first round of screening based on the diploma information in the embodiment of the application is as follows: under the condition that the diploma information is real, acquiring academic information according to the diploma information, judging whether the academic of the applicant meets the minimum academic requirement, if not, not entering the first round of screening, and if so, entering the first round of screening, screening the applicant which does not meet the recruitment requirement through the academic, and reducing subsequent data processing amount.
In step S150 of the step of the embodiment shown in fig. 1, when the work history information is not empty, it is determined whether the work history information meets the requirement of the job hunting post, which is specifically described in detail with the embodiment shown in fig. 4.
Referring to fig. 4, when the work experience information is not empty, determining whether the work experience information satisfies the demand of the job hunting post includes:
s400, acquiring the working time based on the working experience information.
Specifically, the working time is the time from the participation of the applicant to the present time, namely the working age, the working time of each job is calculated according to the time of entry and the time of departure of each job experience in the job experiences, and then all the working times are added to be equal to the working age.
And S410, judging whether the working time is greater than a working time threshold value.
Specifically, the working time threshold is the minimum working time required by the recruited job hunting post, for example, a job hunting post requires 3 years or more of working experience, and the working time threshold is 3 years.
And S420, if the working time is greater than the working time threshold, the working experience information meets the requirement of job hunting posts.
Specifically, when the working time is greater than the working time threshold, the job experience of the candidate is satisfied with the job requirement of the job hunting.
And S430, if the working time is not greater than the working time threshold, the working experience information does not meet the requirement of job hunting posts.
According to the embodiment of the application, when the work experience information is not empty, the implementation principle of judging whether the work experience information meets the requirements of job hunting posts is as follows: and when the applicant has a job experience, acquiring the working time according to the working experience information, judging that the working experience information meets the post requirement if the working time meets the recruitment requirement of the post, and if the working time is not greater than the working time threshold, judging that the working experience does not meet the post requirement, and screening out people with working experience which does not meet the job hunting post requirement if the post has the working experience requirement.
Referring to fig. 5, when the work experience information is empty, it is determined whether the work experience information satisfies the demand of job hunting post.
S500, extracting graduation time from the graduation time item of the electronic resume information.
Specifically, the graduation time item is used for filling graduation time in the electronic resume template, and if the applicant has a plurality of scholars, such as the president and the master, the graduation time of the highest scholars, namely the graduation time of the master, is extracted.
And S510, judging whether the candidate is due based on the graduation time.
Specifically, the process is carried out according to the graduation time of the applicant and the current time, the graduation time is subtracted from the current time, and if the time difference is less than one year, the applicant is judged to be due.
And S520, if the candidate is due, acquiring professional information based on the diploma information.
And S530, judging whether to enter an interview or not based on the professional information.
Specifically, when the applicant is due, the specialty of the applicant can meet the requirement of the recruiting post.
And S540, if the candidate is not due, not entering an interview.
According to the embodiment of the application, when the work experience information is empty, the implementation principle of judging whether the work experience information meets the requirement of job hunting posts is as follows: when the applicant does not fill in the work experience in the electronic resume, judging whether the applicant is due for the job or not according to the graduation time of the applicant, if not, entering the interview, and if so, judging whether the applicant is due for the job or not according to the professional information. The direct elimination of the due students without working experience is prevented.
In step S530 of the embodiment shown in fig. 5, whether to enter the interview is determined based on the professional information, which is specifically described in detail with the embodiment shown in fig. 6.
Referring to fig. 6, the determining whether to enter an interview based on professional information includes:
s600, judging whether the professional information meets the requirements of job hunting posts.
Specifically, the professional information is the professional learned by the applicant, and if the applicant has multiple scholars, such as the current department and the master, the interview can be performed as long as any one of the current department and the master meets the requirements of job hunting posts.
S610, if the professional information meets the requirements of job hunting posts, entering interview.
And S620, if the professional information does not meet the requirement of the job hunting post, extracting the dispensing information from the dispensing items of the electronic resume information.
Specifically, the adjustment information is that when the profession does not conform to the reported post, the company allocates other posts.
And S630, judging whether to enter an interview or not based on the dispensing information.
The implementation principle of judging whether to enter interview or not based on professional information in the embodiment of the application is as follows: and if the employing person is a due place, acquiring the professional information of the employing person, if the professional information of the employing person meets the job hunting position requirement, entering the interview by the employing person, and if the professional information of the employing person does not meet the position requirement, judging whether to enter the interview according to whether the employing person agrees to the dispensing. When the person is due for job hunting, if the professional meets the post requirement, the person enters an interview and information of job hunters with the professional and the post not in line with each other is screened out.
In step S630 of the embodiment shown in fig. 6, it is determined whether to perform the interview based on the dispensing information, and the detailed description will be given with reference to the embodiment shown in fig. 7.
Referring to fig. 7, determining whether to proceed with the test based on the dispensing information includes:
and S700, judging whether the applicant agrees to the dispensing or not based on the dispensing information.
Specifically, the dispensing information exists in a dispensing column in the electronic resume, and comprises a position of whether to approve dispensing and can select whether to continue filling dispensing, and if not, the position is freely allocated by default.
And S710, if the employing personnel do not agree with dispensing, the interview is not started.
And S720, if the applicant agrees to the dispatching, obtaining a dispatching post based on the dispatching information.
Specifically, under the condition of agreeing to the job scheduling, the job scheduling post filled by the applicant is acquired and is a standby job hunting post selected by the applicant, namely when the job hunting post does not meet the requirements, the applicant can be allocated to the job scheduling post if the requirements of the job hunting post are met.
And S730, judging whether to enter an interview or not based on the adjustment post.
The implementation principle of judging whether to enter interview or not based on the dispensing information is as follows: and obtaining the adjustment information of the applicant, if the applicant does not agree with the dispensing, the interview is not entered, and if the applicant agrees with the dispensing, the interview is judged whether to be entered or not according to the dispensing post selected by the applicant. Under the condition that the professional and job hunting post are not aligned, if the job hunter agrees to other posts of the dispensing company, the job hunter enters an interview, and the selectable range of the due life work is enlarged.
In step S730 of the embodiment step shown in fig. 7, it is determined whether to enter the interview based on the adjustment position, and the detailed description will be given with reference to the embodiment shown in fig. 8.
Referring to fig. 8, the determining whether to enter the interview based on the adjustment post includes:
and S800, judging whether the dispensing post is vacant or not based on the dispensing post.
Specifically, whether the adjustment post has a vacant position or not specifically refers to the adjustment post selected by the applicant, and the company is currently recruiting people.
And S810, if the position is available, entering an interview.
And S820, if no position is available, the interview is not performed.
The embodiment of the application is based on the adjustment post, and the implementation principle of judging whether to enter the interview is as follows: and obtaining the adjustment information of the applicant, if the applicant does not agree with the dispensing, the interview is not entered, and if the applicant agrees with the dispensing, the interview is judged whether to be entered or not according to the dispensing post selected by the applicant. Under the condition that the professional and job hunting post are not aligned, if the job hunter agrees to other posts of the dispensing company, the job hunter enters an interview, and the selectable range of the due life work is enlarged.
The human resource management method is described above in detail, and a human resource management system based on the human resource management method is described below in detail.
A human resources management system, comprising:
the first acquisition module 1 is used for acquiring electronic resume information of an applicant of a preset fixed template;
the first extraction module 2 is used for extracting and obtaining the personal diploma information and the diploma verification link information from the diploma items of the electronic resume information;
the first judging module 3 is used for judging whether the diploma information is a real diploma based on the diploma information and the diploma verification link information;
the second judging module 4 is used for judging whether to enter the first round of screening based on the diploma information if the diploma information is real diploma;
the second extraction module 5 is used for extracting the work experience information from the work experience items of the electronic resume information and extracting job hunting positions from the job hunting position items of the electronic resume information if the first round of screening is performed;
the third judging module 6 is used for judging whether the work experience information meets the requirements of job hunting posts or not when the work experience information is not empty;
and the execution module 7 is used for enabling the applicant to enter the interview if the job hunting post is met.
The implementation principle of the human resource management system in the embodiment of the application is as follows: after the first obtaining module 1 obtains the electronic resume information of the applicant, the first extracting module 2 extracts the diploma information and the diploma verification link information in the electronic resume information, the first judging module 3 judges whether the diploma information is a real diploma or not, if the letter is a real letter, the second judging module 4 judges whether the applicant enters the first round of screening according to the letter information, the second extracting module 5 judges whether the applicant enters the second round of screening after the applicant, the job experience and the job hunting positions in the electronic resume information are extracted, the third judging module 6 judges whether the job experience information meets the requirements of the job hunting positions, and the executing module 7 enables the applicant to enter a interview when the job hunting position requirements are met, so that the time for screening resumes by manpower resources is reduced, the manpower resources do not need to manually judge whether the applicant meets the interview requirements, and the working intensity of the manpower resources is reduced.
The embodiment of the application further discloses a terminal device, which comprises a memory, a processor and a computer program which is stored in the memory and can run on the processor, wherein when the processor executes the computer program, the human resource management method in the embodiment is adopted.
The terminal device may adopt a computer device such as a desktop computer, a notebook computer, or a cloud server, and the terminal device includes but is not limited to a processor and a memory, for example, the terminal device may further include an input/output device, a network access device, a bus, and the like.
The processor may be a Central Processing Unit (CPU), and of course, according to an actual use situation, other general processors, Digital Signal Processors (DSPs), Application Specific Integrated Circuits (ASICs), Field Programmable Gate Arrays (FPGAs) or other programmable logic devices, discrete gate or transistor logic devices, discrete hardware components, and the like may also be used, and the general processor may be a microprocessor or any conventional processor, and the present application does not limit the present invention.
The memory may be an internal storage unit of the terminal device, for example, a hard disk or a memory of the terminal device, or an external storage device of the terminal device, for example, a plug-in hard disk, a smart card memory (SMC), a secure digital card (SD) or a flash memory card (FC) equipped on the terminal device, and the memory may also be a combination of the internal storage unit of the terminal device and the external storage device, and the memory is used for storing a computer program and other programs and data required by the terminal device, and the memory may also be used for temporarily storing data that has been output or will be output, which is not limited in this application.
The human resource management method in the embodiment is stored in a memory of the terminal device through the terminal device, and is loaded and executed on a processor of the terminal device, so that the terminal device is convenient to use.
The above embodiments are preferred embodiments of the present application, and the protection scope of the present application is not limited by the above embodiments, so: all equivalent changes made according to the structure, shape and principle of the present application shall be covered by the protection scope of the present application.
Claims (10)
1. A human resources management method, comprising:
acquiring electronic resume information of an applicant of a preset fixed template;
extracting the personnel diploma information and the diploma verification link information from the diploma item of the electronic resume information;
judging whether the diploma information is a real diploma or not based on the diploma information and the diploma verification link information;
if the diploma information is a real diploma, judging whether to enter a first round of screening or not based on the diploma information;
if the first round of screening is carried out, extracting the work experience information from the work experience items of the electronic resume information and extracting job hunting posts from the job hunting post items of the electronic resume information;
when the work experience information is not empty, judging whether the work experience information meets the requirements of job hunting posts or not;
and if the job hunting post is met, the applicant enters an interview.
2. The method as claimed in claim 1, wherein the determining whether the diploma information is a real diploma based on the diploma information and the diploma verification link information comprises:
entering a diploma verification website based on the diploma verification link information;
extracting the authentication diploma information in the diploma authentication website;
judging whether the verification diploma information is the same as the diploma information or not;
if the authentication diploma information is the same as the diploma information, judging the diploma information as a real diploma;
and if the authentication diploma information is different from the diploma information, judging that the diploma information is not the real diploma.
3. The method as claimed in claim 1, wherein the determining whether to enter the first round of screening based on the diploma information comprises:
acquiring academic calendar information based on the diploma information;
judging whether the minimum academic requirement is met or not based on the academic information;
if the minimum academic requirement is met, entering a first round of screening;
and if the minimum academic requirement is not met, not entering the first round of screening.
4. The method as claimed in claim 1, wherein the determining whether the job experience information satisfies the job-seeking position requirement when the job experience information is not empty comprises:
acquiring working time based on the working experience information;
judging whether the working time is greater than the working time threshold value;
if the working time is greater than the working time threshold, the working experience information meets the requirement of the job hunting post;
and if the working time is not greater than the working time threshold value, the working experience information does not meet the requirement of the job hunting post.
5. The method for human resource management as claimed in claim 1, further comprising: when the work experience information is empty, judging whether the work experience information meets the requirements of the job hunting post or not;
extracting graduation time from the graduation time item of the electronic resume information;
judging whether the applicant is due based on the graduation time;
if the candidate is due, acquiring professional information based on the diploma information;
judging whether to enter an interview or not based on the professional information;
and if the candidate is not due, not entering an interview.
6. The method as claimed in claim 5, wherein the determining whether to enter interview based on the professional information comprises:
judging whether the professional information meets the requirements of job hunting posts or not;
if the professional information meets the requirements of the job hunting posts, entering an interview;
if the professional information does not meet the requirements of the job hunting posts, extracting dispensing information from dispensing items of the electronic resume information;
and judging whether to enter an interview or not based on the dispensing information.
7. The method as claimed in claim 6, wherein the determining whether to proceed with the interview based on the scheduling information comprises:
judging whether the applicant agrees to the dispensing based on the dispensing information;
if the employing personnel do not agree with dispensing, the interviewing is not carried out;
if the applicant agrees to the dispensing, obtaining a dispensing position based on the dispensing information;
and judging whether to enter an interview or not based on the adjustment post.
8. The method as claimed in claim 7, comprising: the judging whether to enter the interview or not based on the adjustment post comprises the following steps:
judging whether the dispensing post has a vacant position or not based on the dispensing post;
if the available positions are vacant, entering an interview;
if no position is available, the interview is not entered.
9. A human resources management system, comprising:
the system comprises a first acquisition module (1) and a second acquisition module, wherein the first acquisition module is used for acquiring electronic resume information of an applicant of a preset fixed template;
the first extraction module (2) is used for extracting and obtaining the personnel receipt information and the receipt verification link information from the receipt items of the electronic resume information;
the first judging module (3) is used for judging whether the diploma information is a real diploma or not based on the diploma information and the diploma verification link information;
the second judgment module (4) is used for judging whether to enter the first round of screening or not based on the diploma information if the diploma information is the real diploma;
a second extraction module (5) for extracting the work experience information from the work experience items of the electronic resume information and extracting job hunting positions from the job hunting position items of the electronic resume information if the first round of screening is entered;
the third judging module (6) is used for judging whether the work experience information meets the requirements of job hunting posts or not when the work experience information is not empty;
and the execution module (7) is used for enabling the applicant to enter an interview if the job hunting post is met.
10. A terminal device comprising a memory, a processor and a computer program stored in the memory and being executable on the processor, characterized in that the method of any of claims 1-7 is used when the computer program is loaded and executed by the processor.
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| CN202210725602.8A CN115062988A (en) | 2022-06-24 | 2022-06-24 | Human resource management method, system and terminal equipment |
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| CN202210725602.8A CN115062988A (en) | 2022-06-24 | 2022-06-24 | Human resource management method, system and terminal equipment |
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Cited By (1)
| Publication number | Priority date | Publication date | Assignee | Title |
|---|---|---|---|---|
| CN117875921A (en) * | 2024-03-13 | 2024-04-12 | 北京金诚久安人力资源服务有限公司 | Human resource management method and system based on artificial intelligence |
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| CN111460813A (en) * | 2020-03-04 | 2020-07-28 | 北京网聘咨询有限公司 | Method and system for matching recruitment information and job hunting resume |
| CN112116329A (en) * | 2020-09-28 | 2020-12-22 | 中国银行股份有限公司 | Resume screening method and device |
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| Publication number | Priority date | Publication date | Assignee | Title |
|---|---|---|---|---|
| CN111460813A (en) * | 2020-03-04 | 2020-07-28 | 北京网聘咨询有限公司 | Method and system for matching recruitment information and job hunting resume |
| CN112116329A (en) * | 2020-09-28 | 2020-12-22 | 中国银行股份有限公司 | Resume screening method and device |
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| Publication number | Priority date | Publication date | Assignee | Title |
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| CN117875921A (en) * | 2024-03-13 | 2024-04-12 | 北京金诚久安人力资源服务有限公司 | Human resource management method and system based on artificial intelligence |
| CN117875921B (en) * | 2024-03-13 | 2024-05-24 | 北京金诚久安人力资源服务有限公司 | Human resource management method and system based on artificial intelligence |
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