CN116993312A

CN116993312A - Human resource management method and system

Info

Publication number: CN116993312A
Application number: CN202310647226.XA
Authority: CN
Inventors: 孙伟; 何慕蓉
Original assignee: Guangzhou Red Sea Cloud Computing Ltd
Current assignee: Guangzhou Red Sea Cloud Computing Ltd
Priority date: 2023-06-02
Filing date: 2023-06-02
Publication date: 2023-11-03

Abstract

The disclosure provides a human resource management method and system, which relate to the technical field of artificial intelligence and comprise the following steps: basic information of staff and working information in a specified period are obtained; determining a work rating corresponding to the employee according to the basic information of the employee and the work information; determining a performance evaluation strategy and a reward and punishment management strategy corresponding to the work rating based on a preset mapping relation; determining a performance evaluation score of the employee according to the work information and the performance evaluation strategy; determining the reward and punishment score of the staff according to the working information and the reward and punishment management strategy; and updating the post recruitment requirement information corresponding to the posts of the staff according to the reward and punishment score, the performance evaluation score and the basic information of the staff. Thus, the job recruitment requirement information corresponding to the employee's job can be updated more quickly and accurately.

Description

Human resource management method and system

Technical Field

The disclosure relates to the technical field of artificial intelligence, in particular to a human resource management method and system.

Background

The digitalized human resource management is to digitize and automate each flow, tool and resource of human resource management by using a technical means, so as to improve efficiency, reduce errors, enhance data analysis capability and support more intelligent decision. In many enterprises, recruited staff often have poor performance in completing work for a certain period of time or in a long time, customers are not satisfied enough, and company loss is caused, and the evaluation of colleagues is not high, but recruitment is in accordance with recruitment requirements. Therefore, how to timely adjust recruitment strategies according to the performance of the employees in the company in real time can digitally make the adjusted post recruitment information capable of making up the defects of the employees before, so that the newly recruited employees can overcome the current defects of the employees in the post, create higher value for the company, and are the problems to be solved in the current human resource management.

Disclosure of Invention

The present disclosure aims to solve, at least to some extent, one of the technical problems in the related art.

An embodiment of a first aspect of the present disclosure provides a human resource management method, including:

basic information of staff and working information in a specified period are obtained;

determining a work rating corresponding to the employee according to the basic information of the employee and the work information;

determining a performance evaluation strategy and a reward and punishment management strategy corresponding to the work rating based on a preset mapping relation;

determining a performance evaluation score of the employee according to the work information and the performance evaluation strategy;

determining the reward and punishment score of the staff according to the working information and the reward and punishment management strategy;

and updating the post recruitment requirement information corresponding to the posts of the staff according to the reward and punishment score, the performance evaluation score and the basic information of the staff.

An embodiment of a second aspect of the present disclosure proposes a human resource management system including:

the acquisition module is used for acquiring basic information of staff and working information in a specified period;

the first determining module is used for determining the work rating corresponding to the staff according to the basic information and the work information of the staff;

the second determining module is used for determining a performance evaluation strategy and a reward and punishment management strategy corresponding to the work rating based on a preset mapping relation;

the third determining module is used for determining the performance evaluation score of the staff according to the work information and the performance evaluation strategy;

a fourth determining module, configured to determine a reward and punishment score of the employee according to the working information and the reward and punishment management policy;

and the updating module is used for updating the post recruitment requirement information corresponding to the posts of the staff according to the rewards and punishments, the performance evaluation scores and the basic information of the staff.

An embodiment of a third aspect of the present disclosure provides an electronic device, including: the system comprises a memory, a processor and a computer program stored in the memory and capable of running on the processor, wherein the processor realizes the human resource management method as set forth in the embodiment of the first aspect of the disclosure when the processor executes the program.

An embodiment of a fourth aspect of the present disclosure proposes a non-transitory computer-readable storage medium storing a computer program which, when executed by a processor, implements a human resource management method as proposed by an embodiment of the first aspect of the present disclosure.

The human resource management method and system provided by the disclosure have the following beneficial effects:

in the embodiment of the disclosure, basic information of an employee and working information in a designated period are firstly obtained, then working ratings corresponding to the employee are determined according to the basic information of the employee and the working information, then performance evaluation strategies and reward management strategies corresponding to the working ratings are determined based on a preset mapping relation, then performance evaluation scores of the employee are determined according to the working information and the performance evaluation strategies, then reward and punishment scores of the employee are determined according to the working information and the reward and punishment management strategies, and finally post recruitment requirement information corresponding to posts of the employee is updated according to the reward and punishment scores, the performance evaluation scores and the basic information of the employee. Therefore, scientificity and refinement of staff management are improved, the working conditions of staff are systematically analyzed and mastered by acquiring basic information of the staff and data such as working information in a specified period, the staff personal performance and an organization target can be effectively coordinated by a manager, optimal configuration of human resources can be better realized, and the position recruitment requirement information corresponding to the positions of the staff can be updated more rapidly and accurately.

Additional aspects and advantages of the disclosure will be set forth in part in the description which follows, and in part will be obvious from the description, or may be learned by practice of the disclosure.

Drawings

The foregoing and/or additional aspects and advantages of the present disclosure will become apparent and readily appreciated from the following description of the embodiments, taken in conjunction with the accompanying drawings, in which:

fig. 1 is a flow chart of a human resource management method according to an embodiment of the disclosure;

FIG. 2 is a block diagram of a human resources management system according to an embodiment of the present disclosure;

FIG. 3 illustrates a block diagram of an exemplary computer device suitable for use in implementing embodiments of the present disclosure.

Description of the embodiments

Embodiments of the present disclosure are described in detail below, examples of which are illustrated in the accompanying drawings, wherein like or similar reference numerals refer to like or similar elements or elements having like or similar functions throughout. The embodiments described below by referring to the drawings are exemplary and intended for the purpose of explaining the present disclosure and are not to be construed as limiting the present disclosure.

Human resource management methods, systems, computer devices, and storage media of embodiments of the present disclosure are described below with reference to the accompanying drawings.

It should be noted that, the execution subject of the human resource management method in the embodiments of the present disclosure is a human resource management system, which may be implemented by software and/or hardware, and the system may be configured in any electronic device. In the scenario presented in the present disclosure, the human resource management method presented in the embodiments of the present disclosure will be described below with "human resource management system" as an execution subject, and is not limited herein.

Fig. 1 is a flowchart illustrating a human resource management method according to an embodiment of the disclosure.

As shown in fig. 1, the human resource management method may include the steps of:

step 101, basic information of staff and working information in a specified period are obtained.

The basic information of the staff can be collected through a human system or personnel files in the enterprise, including basic information such as personal names, sexes, ages, contact ways, identity card numbers and the like, and also can be collected through electronic forms or questionnaires filled in by the staff.

The work information can acquire information such as work tasks, work contents, time and output of staff through application programs such as an office automation system (OA) or a production management system (ERP) in an enterprise; the data may also be captured automatically by a work report automatically submitted by an employee or by an on-site scanner, smart device or monitoring camera, etc., without limitation.

The specified period may be half a year, or 3 months, and is not limited herein.

Wherein, the basic information generally comprises: name, gender, age, identification card/passport number, native, academic, cell phone number, home address, emergency contact, etc.

The staff work information includes, but is not limited to, work posts, job titles, and demands, salary levels, holiday standards, office places, attendance records, rewards and punishments, and the like.

The data cleaning refers to the accuracy and the completeness of integrating data, removing repeated data, deleting invalid data and modifying an error set. Data desensitization refers to encrypting, masking, replacing or disassociating personal identity information and sensitive data to protect personnel's private information security and minimize risk of disclosure.

Optionally, data cleaning and data desensitizing processes may be performed on the basic information and the working information. The data cleansing may use a data analysis tool, such as an Excel or database tool, to find and delete duplicate or invalid data, duplicate possibly containing numerical aspects, such as case and case, and rationalize the missing data for a deficiency-based duty and rule editor.

The data desensitization can be to personal information variables such as identity card numbers, mobile phone numbers or addresses which are not to be disclosed in the work records, a hash algorithm, character scrambling and other technologies can be used for carrying out data desensitization access authority roles or cloud-disk purple wood users, and staff identified as needing to submit data can only access related data sets, and other staff can not access the data sets.

Step 102, determining the work rating corresponding to the employee according to the basic information and the work information of the employee.

Optionally, the original capability level corresponding to the employee may be determined according to the basic information of the employee, then the assessment level corresponding to the employee and the specified period may be determined according to the working information of the employee and a preset rule, and finally the working rating corresponding to the employee may be generated based on the original capability level corresponding to the employee and the assessment level.

The original capability level refers to the capability level of an employee just coming from a company and not participating in work.

Specifically, the user's school and academic may be determined based on the basic information of the employee. Specifically, the school score may be calculated in advance according to the hierarchical pair corresponding to the school. The scores for the Gramineae, the Shuoshi and the doctor are also different. In addition, an initial score for the employee may also be determined based on historical training information for the employee. For example, if an employee takes part in the training class of some training institution and the training class is related to work, the employee may receive a corresponding score.

The basic information on which the original capability level may depend is very large, and is not limited herein.

As an example, the participation of the school, the academic, and the training class of the staff may be taken as a measurement factor, or the foreign language ability of the staff, whether or not there is a professional certificate may be taken as a measurement factor, which is not limited herein.

For example, the scoring rules are shown below, for example, the scores of the family, the filling and the doctor may be 5, 10 and 15 respectively, if the foreign language ability of the employee is better, the score may be 5, otherwise the score may be 0, if the employee has a professional certificate, the score may be 20, otherwise the score may be 0.

Further, according to a preset mapping relation, the original capability level corresponding to different scores is determined. Wherein, the higher the score, the higher the primary capability level.

The preset rules are rules for determining the assessment level of the staff.

The assessment level refers to a work identification level.

For example, if the employee has a higher level of posts, such as a higher level or a middle level, the higher the assessment level, and thus the greater the capacity, the greater the responsibility, and the higher the demand. For example, the primary level is divided into 12 levels, the assessment level corresponding to the level 12 is the highest, and the assessment level corresponding to the level 1 is the lowest.

Specifically, the original capability level corresponding to the employee and the assessment level may be added, so as to generate a work rating corresponding to the employee.

For example, the original capability level and the assessment level are respectively 1 level and 2 level, and the working level is 3 level.

It should be noted that, determining the original capability level of the employee may begin with the resume, the performance record, etc. of the employee, collect the skills and experience learned by the employee, and obtain the original capability level of the employee through professional capability test or interview.

After the data are cleaned, a data analysis platform can be utilized to determine what assessment level the staff should be assessed in the specified period according to the working information of the staff and preset rules, and the assessment level may comprise the examination of the working task, working time and quality, working results and the like. Specifically, according to the original capacity level of the employee and the assessment level, the employee can be scored by combining a mathematical specific model. Specific implementations include, but are not limited to: and (3) formulating an employee performance weight calculation model, respectively adding and subtracting the work tasks, the work time, the quality, the work results and the like of the employee according to the reference scores, and finally accumulating to generate the work ratings corresponding to the employee. Or, the original capability level corresponding to the employee and the assessment level may be directly added, so as to generate the work rating corresponding to the employee.

Step 103, determining a performance evaluation strategy and a reward and punishment management strategy corresponding to the work rating based on a preset mapping relation.

Wherein, performance evaluation policy: before various indexes of the performance evaluation strategy are preset, reasonable performance targets are set in consideration of enterprise development targets, organizational cultures, challenges faced by staff and the like. In addition, corresponding performance management processes, performance levels, weight distribution methods and the like are formulated according to the enterprise scale and the industry characteristics, so that comprehensive and operability of performance evaluation is ensured.

Presetting a mapping relation: and establishing a mapping relation between the performance evaluation strategy and the work level, and establishing a preset mapping relation by means of a logic decision algorithm or statistics and performing scoring processing. For example, each item given a pass score will be prompted by a mapping relationship to some sort of dataset that measures how well a certain item performs. After the preset mapping mode is formed through mapping, the employee work rating can be mapped to a specific performance evaluation strategy.

It should be noted that, different job ratings, corresponding performance evaluation strategies are different, that is, the performance evaluation modes relied on in calculating the performance evaluation scores are different, and similarly, the reward and punishment management strategies are the same, and different job ratings, corresponding reward and punishment management strategies are different.

Performance evaluation strategies and reward and punishment management strategies corresponding to different grades can be established in advance.

And 104, determining the performance evaluation score of the staff according to the work information and the performance evaluation strategy.

Specifically, an index system may be formulated first, and an appropriate performance assessment index system may be formulated according to the goals, job responsibilities, and workload of the enterprise. These metrics may include performance in terms of quality, quantity, time, cost, innovation, etc., and the required measurements may be quantified and reflect the actual work outcome of the employee.

Evaluation criteria and weights can then be set: setting the standard and the corresponding weight of the evaluation index, and determining the relation between each index and the employee evaluation score. Generally, the weight should be based on the importance and influence of each index to be consistent with the actual work task and goal of the employee. Further, data acquisition and processing may be performed: work information and data related to the employee are collected and analyzed and processed for performance assessment. This can be accomplished by various software tools (e.g., excel) and manual methods. Then calculate a performance assessment score: and calculating and generating performance evaluation scores of the staff by using the set evaluation standards and weights and the acquired data.

The performance evaluation policy may be set according to actual experience, which is not described herein. The performance assessment strategies vary from job rating to job rating.

Step 105, determining the reward and punishment score of the staff according to the work information and the reward and punishment management strategy.

Optionally, the completion degree of each work task, the time for completion corresponding to each work task, the personnel scoring information of the company corresponding to each work task and the scoring information of the client company in a specified period of the staff can be determined according to the work information, and then the rewarding and punishing scores of the staff are determined according to the completion degree, the time for completion, the personnel scoring information and the scoring information of the client company corresponding to each work task, the number of each work task and the rewarding and punishing associated strategy. Specifically, data may be collected and integrated first: information such as job descriptions and plans, actual completion dates, completion status, elapsed time, corporate personnel scores, and customer corporate scores are collected for all work tasks completed by the employee in a specified period, job content, and related assessment details. Then, a work task performance evaluation model can be established: the professional mode can be formulated according to the performance targets, then a score calculation formula is completed based on the preset targets, and a score rule of the staff when completing specific work tasks is determined by combining multiparty data feedback. For example, the weight ratio of each index is designed by taking the completion degree, the consumed time and the working quality of the working task as references. Finally, calculating the score: calculating the reward and punishment score of the staff according to the completion degree, the time for completion, the scoring information of the staff and the scoring information of the client company, the number of each work task and the reward and punishment association strategy corresponding to each work task of the staff. This may be done by placing into a programming framework and logic processing algorithm, or by presetting a configuration table (e.g., excel table), using formulas to automatically calculate the employee's score.

And step 106, updating the post recruitment requirement information corresponding to the posts of the staff according to the reward and punishment scores, the performance evaluation scores and the basic information of the staff.

First, the reward and punishment score and the performance evaluation score may be weighted and added to obtain a goal score for the employee.

Wherein, the weight corresponding to the reward and punishment score is higher than the performance evaluation score.

Optionally, under the condition that the target score is lower than a preset threshold value, colleague evaluation information of the staff is obtained.

It should be noted that, if the target score is lower than the preset threshold, it indicates that the working capacity of the employee is defective, and the post requirement of the post is not satisfied.

Specifically, the defect label corresponding to the employee can be determined according to the colleague evaluation information and the basic information of the employee.

It should be noted that a plurality of evaluation indexes for the staff may be preset, and further, the evaluation score of the staff for each evaluation index may be determined for the staff. The evaluation scores corresponding to each evaluation index have a corresponding threshold value, and the thresholds corresponding to the evaluation scores of different rating indexes can be the same or different. For example, there are 8 evaluation indexes, i.e., a1, a2, a3, a4, a5, a6, a7, a8, respectively. If the evaluation scores corresponding to a1, a2, a3, a4 are lower than the threshold, the evaluation indexes corresponding to a1, a2, a3, a4 may be regarded as defect labels.

Alternatively, the basic information of the current employee may be compared with the reference information. For example, if the basic information includes S1, S2, S3, S4, S5, S6, S1, S2, S3, S4, S5, S6 and the corresponding reference information may be compared respectively.

The reference information is basic information corresponding to staff with target scores equal to a preset threshold value.

When the matching degree between any piece of basic information and the reference information is low, any piece of basic information may be used as a defect label. For example, if the matching degree between S1, S2, S3 and the corresponding reference information is smaller than the preset threshold, S1, S2, S3 may be used as the defect label.

Further, a plurality of post requirement tags associated with the defect tag may be obtained, and post recruitment requirement information corresponding to the posts of the employee may be updated according to the plurality of post requirement tags and the target score.

It should be noted that, the defects of the staff may cause poor completion of the work, so that the corresponding post requirements are to be improved for the defects of the staff. Specifically, a plurality of post requirement tags associated with the defective tag may be determined based on the big data. For example, if the defect label is communication capability, the post requirement label can be outward, has better language expression capability and better understanding capability. For example, if the defect tag is english language capability, the post requirement tag may be good listening, speaking, reading and writing capability with english language capability, which is not limited herein. Thus, the capacity required for the station to be improved can be determined. If the target score is lower, the update of the post requirement label is more required. That is, the lower the target score, the more job recruitment requirement information that needs to be updated according to the job requirement label, the higher the requirement.

For example, the job recruitment requirement information can be updated sequentially by updating a recruitment pen questionnaire, a recruitment problem, a recruitment requirement and the like corresponding to the job of the employee, so that the employee meeting the job requirement label can be acquired in a targeted manner.

In the embodiment of the disclosure, basic information of an employee and working information in a designated period are firstly obtained, then working ratings corresponding to the employee are determined according to the basic information of the employee and the working information, then performance evaluation strategies and reward management strategies corresponding to the working ratings are determined based on a preset mapping relation, then performance evaluation scores of the employee are determined according to the working information and the performance evaluation strategies, then reward and punishment scores of the employee are determined according to the working information and the reward and punishment management strategies, and finally post recruitment requirement information corresponding to posts of the employee is updated according to the reward and punishment scores, the performance evaluation scores and the basic information of the employee. Therefore, scientificity and refinement of staff management are improved, the working conditions of staff are systematically analyzed and mastered by acquiring basic information of the staff and data such as working information in a specified period, the staff personal performance and an organization target can be effectively coordinated by a manager, optimal configuration of human resources can be better realized, and the position recruitment requirement information corresponding to the positions of the staff can be updated more rapidly and accurately. The requirements of organizations and staff are better known, a more sound and efficient staff management system is built, automatic calculation and distribution of performance assessment strategies and reward management strategies corresponding to work ratings are achieved, efficiency and accuracy are improved, the work performances of the staff are assessed based on the technical scheme, corresponding scores are obtained, enterprises can find talents most suitable for the organizations quickly, and the organizations are promoted to execute smoothly according to the established targets. In summary, the beneficial technical effects of the scheme mainly relate to aspects of human resource management, performance evaluation, prize and punishment mechanism optimization, post recruitment and the like, and can encourage staff to exert own specialties and assist the healthy development of enterprises.

In order to implement the above embodiment, the present disclosure also proposes a human resource management system.

Fig. 2 is a block diagram of a human resource management system according to a second embodiment of the present disclosure.

As shown in fig. 2, the human resource management system 200 may include:

an obtaining module 210, configured to obtain basic information of an employee and working information in a specified period;

a first determining module 220, configured to determine a work rating corresponding to the employee according to the basic information of the employee and the work information;

a second determining module 230, configured to determine a performance evaluation policy and a punishment management policy corresponding to the work rating based on a preset mapping relationship;

a third determining module 240, configured to determine a performance evaluation score of the employee according to the work information and the performance evaluation policy;

a fourth determining module 250, configured to determine a reward and punishment score of the employee according to the working information and the reward and punishment management policy;

and an updating module 260, configured to update post recruitment requirement information corresponding to the post of the employee according to the reward and punishment score, the performance evaluation score and the basic information of the employee.

Optionally, the updating module is specifically configured to:

weighting and adding the reward and punishment score and the performance evaluation score to obtain a target score of the staff;

acquiring colleague evaluation information of the staff under the condition that the target score is lower than a preset threshold;

determining a defect label corresponding to the staff according to the colleague evaluation information and the basic information of the staff;

acquiring a plurality of post requirement labels associated with the defect label;

and updating the post recruitment requirement information corresponding to the posts of the staff according to the plurality of post requirement labels and the target scores.

Optionally, the first determining module is specifically configured to:

determining the original capability level corresponding to the staff according to the basic information of the staff;

determining an assessment level of the staff corresponding to the specified period according to the work information of the staff and a preset rule;

and generating a work rating corresponding to the employee based on the original capability level corresponding to the employee and the assessment level.

Optionally, the fourth determining module is specifically configured to:

determining the completion degree of each work task, the time for completing each work task, the personnel scoring information of the company and the scoring information of the client company, which correspond to each work task, of the staff in the appointed period according to the work information;

determining the rewarding and punishing score of the staff according to the completion degree, the time for completion, the personnel scoring information of the company and the scoring information of the client company corresponding to each work task, the number of each work task and the rewarding and punishing associated strategy corresponding to the staff.

Optionally, the acquiring module is further configured to:

and carrying out data cleaning and data desensitization processing on the basic information and the working information.

To achieve the above embodiments, the present disclosure further proposes a computer device including: the human resource management method according to the foregoing embodiments of the present disclosure is implemented by a memory, a processor, and a computer program stored in the memory and executable on the processor, when the processor executes the program.

In order to implement the above-described embodiments, the present disclosure also proposes a non-transitory computer-readable storage medium storing a computer program which, when executed by a processor, implements a human resource management method as proposed in the foregoing embodiments of the present disclosure.

In order to implement the above-described embodiments, the present disclosure also proposes a computer program product which, when executed by an instruction processor in the computer program product, performs the human resource management method as proposed in the foregoing embodiments of the present disclosure.

FIG. 3 illustrates a block diagram of an exemplary computer device suitable for use in implementing embodiments of the present disclosure. The computer device 12 shown in fig. 3 is merely an example and should not be construed as limiting the functionality and scope of use of the disclosed embodiments.

As shown in FIG. 3, computer device 12 is in the form of a general purpose computing device. Components of computer device 12 may include, but are not limited to: one or more processors or processing units 16, a system memory 28, a bus 18 that connects the various system components, including the system memory 28 and the processing units 16.

Bus 18 represents one or more of several types of bus structures, including a memory bus or memory controller, a peripheral bus, an accelerated graphics port, a processor, and a local bus using any of a variety of bus architectures. By way of example, and not limitation, such architectures include industry Standard architecture (Industry Standard Architecture; hereinafter ISA) bus, micro channel architecture (Micro Channel Architecture; hereinafter MAC) bus, enhanced ISA bus, video electronics standards Association (Video Electronics Standards Association; hereinafter VESA) local bus, and peripheral component interconnect (Peripheral Component Interconnection; hereinafter PCI) bus.

Computer device 12 typically includes a variety of computer system readable media. Such media can be any available media that is accessible by computer device 12 and includes both volatile and nonvolatile media, removable and non-removable media.

Memory 28 may include computer system readable media in the form of volatile memory, such as random access memory (Random Access Memory; hereinafter: RAM) 30 and/or cache memory 32. The computer device 12 may further include other removable/non-removable, volatile/nonvolatile computer system storage media. By way of example only, storage system 34 may be used to read from or write to non-removable, nonvolatile magnetic media (not shown in FIG. 3, commonly referred to as a "hard disk drive"). Although not shown in fig. 3, a disk drive for reading from and writing to a removable non-volatile magnetic disk (e.g., a "floppy disk"), and an optical disk drive for reading from or writing to a removable non-volatile optical disk (e.g., a compact disk read only memory (Compact Disc Read Only Memory; hereinafter CD-ROM), digital versatile read only optical disk (Digital Video Disc Read Only Memory; hereinafter DVD-ROM), or other optical media) may be provided. In such cases, each drive may be coupled to bus 18 through one or more data medium interfaces. Memory 28 may include at least one program product having a set (e.g., at least one) of program modules configured to carry out the functions of the various embodiments of the disclosure.

A program/utility 40 having a set (at least one) of program modules 42 may be stored in, for example, memory 28, such program modules 42 including, but not limited to, an operating system, one or more application programs, other program modules, and program data, each or some combination of which may include an implementation of a network environment. Program modules 42 generally perform the functions and/or methods in the embodiments described in this disclosure.

The computer device 12 may also communicate with one or more external devices 14 (e.g., keyboard, pointing device, display 24, etc.), one or more devices that enable a user to interact with the computer device 12, and/or any devices (e.g., network card, modem, etc.) that enable the computer device 12 to communicate with one or more other computing devices. Such communication may occur through an input/output (I/O) interface 22. Moreover, the computer device 12 may also communicate with one or more networks such as a local area network (Local Area Network; hereinafter LAN), a wide area network (Wide Area Network; hereinafter WAN) and/or a public network such as the Internet via the network adapter 20. As shown, network adapter 20 communicates with other modules of computer device 12 via bus 18. It should be appreciated that although not shown, other hardware and/or software modules may be used in connection with computer device 12, including, but not limited to: microcode, device drivers, redundant processing units, external disk drive arrays, RAID systems, tape drives, data backup storage systems, and the like.

The processing unit 16 executes various functional applications and data processing by running programs stored in the system memory 28, for example, implementing the methods mentioned in the foregoing embodiments.

In the description of the present specification, a description referring to terms "one embodiment," "some embodiments," "examples," "specific examples," or "some examples," etc., means that a particular feature, structure, material, or characteristic described in connection with the embodiment or example is included in at least one embodiment or example of the present disclosure. In this specification, schematic representations of the above terms are not necessarily directed to the same embodiment or example. Furthermore, the particular features, structures, materials, or characteristics described may be combined in any suitable manner in any one or more embodiments or examples. Furthermore, the different embodiments or examples described in this specification and the features of the different embodiments or examples may be combined and combined by those skilled in the art without contradiction.

Furthermore, the terms "first," "second," and the like, are used for descriptive purposes only and are not to be construed as indicating or implying a relative importance or implicitly indicating the number of technical features indicated. Thus, a feature defining "a first" or "a second" may explicitly or implicitly include at least one such feature. In the description of the present disclosure, the meaning of "a plurality" is at least two, such as two, three, etc., unless explicitly specified otherwise.

Any process or method descriptions in flow charts or otherwise described herein may be understood as representing modules, segments, or portions of code which include one or more executable instructions for implementing specific logical functions or steps of the process, and additional implementations are included within the scope of the preferred embodiment of the present disclosure in which functions may be executed out of order from that shown or discussed, including substantially concurrently or in reverse order, depending on the functionality involved, as would be understood by those reasonably skilled in the art of the embodiments of the present disclosure.

Logic and/or steps represented in the flowcharts or otherwise described herein, e.g., a ordered listing of executable instructions for implementing logical functions, can be embodied in any computer-readable medium for use by or in connection with an instruction execution system, or device, such as a computer-based system, processor-containing system, or other system that can fetch the instructions from the instruction execution system, or device and execute the instructions. For the purposes of this description, a "computer-readable medium" can be any system that can contain, store, communicate, propagate, or transport the program for use by or in connection with the instruction execution system, or apparatus. More specific examples (a non-exhaustive list) of the computer-readable medium would include the following: an electrical connection (electronic system) with one or more wires, a portable computer diskette (magnetic system), a Random Access Memory (RAM), a read-only memory (ROM), an erasable programmable read-only memory (EPROM or flash memory), an optical fiber system, and a portable compact disc read-only memory (CDROM). In addition, the computer readable medium may even be paper or other suitable medium on which the program is printed, as the program may be electronically captured, via, for instance, optical scanning of the paper or other medium, then compiled, interpreted or otherwise processed in a suitable manner, if necessary, and then stored in a computer memory.

It should be understood that portions of the present disclosure may be implemented in hardware, software, firmware, or a combination thereof. In the above-described embodiments, the various steps or methods may be implemented in software or firmware stored in a memory and executed by a suitable instruction execution system. As with the other embodiments, if implemented in hardware, may be implemented using any one or combination of the following techniques, as is well known in the art: discrete logic circuits having logic gates for implementing logic functions on data signals, application specific integrated circuits having suitable combinational logic gates, programmable Gate Arrays (PGAs), field Programmable Gate Arrays (FPGAs), and the like.

Those of ordinary skill in the art will appreciate that all or a portion of the steps carried out in the method of the above-described embodiments may be implemented by a program to instruct related hardware, where the program may be stored in a computer readable storage medium, and where the program, when executed, includes one or a combination of the steps of the method embodiments.

Furthermore, each functional unit in the embodiments of the present disclosure may be integrated in one processing module, or each unit may exist alone physically, or two or more units may be integrated in one module. The integrated modules may be implemented in hardware or in software functional modules. The integrated modules may also be stored in a computer readable storage medium if implemented in the form of software functional modules and sold or used as a stand-alone product.

The above-mentioned storage medium may be a read-only memory, a magnetic disk or an optical disk, or the like. Although embodiments of the present disclosure have been shown and described above, it will be understood that the above embodiments are illustrative and not to be construed as limiting the present disclosure, and that variations, modifications, alternatives, and variations may be made to the above embodiments by one of ordinary skill in the art within the scope of the present disclosure.

Claims

1. A human resource management method, comprising:

2. The method of claim 1, wherein the updating the post recruitment requirement information corresponding to the post of the employee based on the reward and punish score, the performance assessment score, and the basic information of the employee comprises:

3. The method of claim 1, wherein the determining the job rating corresponding to the employee based on the basic information of the employee and the job information comprises:

4. The method of claim 1, wherein said determining a reward and punishment score for the employee based on the job information and the reward and punishment management policy comprises:

5. The method of claim 1, further comprising, after the obtaining the basic information of the employee and the work information within the specified period:

6. A human resource management system, comprising:

7. The system according to claim 6, wherein the updating module is specifically configured to:

8. The system according to claim 6, wherein the first determining module is specifically configured to:

9. The system according to claim 6, wherein the fourth determination module is specifically configured to:

10. The system of claim 6, wherein the acquisition module is further configured to: