CN117952583A - Human resource informatization service management system based on Internet - Google Patents
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Abstract
The invention discloses an Internet-based human resource informatization service management system, which comprises an information acquisition unit, a comparison matching unit, a comprehensive analysis unit and a management optimization unit, wherein human resource assessment mechanisms are arranged to quantitatively acquire human information, the comparison matching unit is used for measuring and calculating the matching degree of the human information, so that intelligent matching and sequencing display are realized, the service efficiency of the human information is improved, the actual retention condition of talents is monitored to evaluate informatization matching efficiency, the service stability of the system is synchronously monitored and evaluated, the comprehensive management capacity is comprehensively evaluated and deeply analyzed, the management risk degree prediction of the system is realized, management signals and dynamic management schemes are correspondingly processed, the risk prevention and optimization of the system are correspondingly improved, and the comprehensive management capacity of the system is continuously enhanced, so that the human resource informatization service management system with high service efficiency and good stability is realized.
Description
Technical Field
The invention relates to the technical field of human resource management, in particular to a human resource informatization service management system based on the Internet.
Background
With the high-speed development of the Internet, the form of Internet and human resource service enables the human resource informatization service scale to be increasingly enlarged, intelligent analysis and decision support of human resources are realized through the Internet, and deep analysis is performed on human resource data by utilizing data mining, machine learning and artificial intelligent technology, so that enterprises are helped to optimize human resource management and make strategic decisions, and the human resource management level of the enterprises is improved;
however, the existing human resource service system has the problems of low service efficiency and poor continuous stability, and is mainly expressed as follows: because the industries and posts related to the manpower information are wide in range, and the professional capability requirements required by part of industries and posts are high, the accuracy of the manpower information is insufficient, the matching efficiency is low, the use experience of users is inconvenient, and the service efficiency is low; in the peak period of recruitment such as spring recruitment and autumn recruitment, a large number of users can rush into the system on a large scale, the stability of the existing system is difficult to monitor in real time and predict in advance, the risk of the system is difficult to be restrained in time, the continuous stability is poor, and therefore the system is crashed;
In view of the above technical drawbacks, a solution is now proposed.
Disclosure of Invention
The invention aims at: the problem of the service efficiency low and the poor stability that lasts that current system exists is solved, through measuring and calculating the manpower information matching degree of enterprise's end and talent's end, thereby realize intelligent matching and sequencing show, improve the service efficiency of manpower information, and synchronous monitoring system behavior, comprehensive evaluation integrated management ability, realize the periodic monitoring to the service efficiency and the stability of system, and pertinence carries out risk prevention and optimization promotion to the system, the integrated management ability of continuously reinforcing system, in order to realize the manpower resource informationized service management system that service efficiency is high, stability is good.
In order to achieve the above purpose, the present invention adopts the following technical scheme:
the human resource informatization service management system based on the Internet comprises an information acquisition unit, a comparison and matching unit, a comprehensive analysis unit and a management optimization unit, wherein the comprehensive analysis unit comprises a matching analysis module, a system analysis module and a comprehensive analysis module;
The information acquisition unit is used for acquiring human information and system information: the information acquisition unit is provided with a human resource assessment mechanism, and is connected with a talent end and an enterprise end through communication so as to acquire human information and synchronously acquire system information;
The comparison matching unit is used for processing the manpower information: the human information matching degree between the talent end and the enterprise end is obtained through human information measurement and calculation, and then sorting is carried out according to the human information matching degree, so that corresponding enterprise sequences and talent sequences are respectively displayed on the talent end and the enterprise end;
the comprehensive analysis unit is used for evaluating comprehensive management capability: firstly, analyzing the matching degree of the human information through a matching analysis module to obtain a first evaluation coefficient of informationized matching efficiency; synchronously analyzing system information through a system analysis module to acquire a second evaluation coefficient of system service stability; combining the first evaluation coefficient and the second evaluation coefficient through a comprehensive analysis module to generate a comprehensive management capability evaluation coefficient, so as to evaluate the comprehensive management capability, further deeply analyze the comprehensive management capability evaluation coefficient, acquire a management risk prediction index of the system and generate a corresponding management signal;
the management optimizing unit is used for receiving the management signals and generating a dynamic management scheme, and the system is correspondingly processed through the dynamic management scheme.
Further, the specific process of the information acquisition unit for acquiring the human information is as follows:
Sa1: the human information comprises enterprise capability indication A1 and talent demand target B1 of the enterprise end, and personal capability indication A2 and job-seeking enterprise target B2 of the talent end;
Setting a human resource assessment mechanism: establishing a talent data question bank, dividing the modules, logging in a system by an enterprise terminal and a talent terminal, selecting and outputting examination question volumes of required modules, and submitting the manpower information of the current enterprise terminal and talent terminal in the form of objective question answering to the examination question volumes respectively, wherein the specific process is as follows:
Sa1-1: n1 enterprise terminals are preset, any enterprise terminal is marked as Q, the enterprise terminal Q selects a recruitment module Q of an enterprise user when logging in the system, the system outputs an examination question volume corresponding to the module Q, and the examination question volume is submitted to an enterprise capacity indication A1 of the current enterprise terminal and a talent demand target B1 thereof in the form of objective question answer through the enterprise terminal Q;
Sa1-2: n2 talent terminals are preset, any talent terminal is marked as R, the talent terminal R selects a job seeking module R of the talent user when logging in the system, the system outputs an examination question volume corresponding to the module R, and the examination question volume is submitted to the current talent terminal by the talent terminal R in the form of objective questions, namely, a personal capability indication A2 of the current talent terminal and a job seeking enterprise target B2.
Further, the specific process of processing the human information by the comparison and matching unit is as follows:
Sb1: firstly, acquiring the matching degree of the human information between the talent end and the enterprise end:
uniformly comparing answer information of the enterprise terminal Q and talent terminal R, presetting N0 examination questions, marking any examination question as M and assigning the examination questions, presetting the assigning score of the examination question M as Fm, and setting an acquisition score Fh for comparison analysis:
If the options of the enterprise terminal Q and the talent terminal R under the same examination question M are consistent, marking the acquired score of the examination question M as a scoring score Fm; otherwise, if the options of the enterprise terminal Q and the talent terminal R under the same examination question M are inconsistent, marking the acquired score of the examination question M as 0;
when all the N0 examination questions are compared, the obtained scores Fh of the N0 examination questions are summed, so that the matching degree Plr of the human information between the enterprise end Q and the talent end R is obtained;
Sb2: and then sequencing the matching degree of the human information:
Through carrying out big data comparison between N1 enterprise terminals and N2 talent terminals to draw the human information matching degree between enterprise terminal Q and the N2 talent terminals, and the human information matching degree between talent terminal R and N1 enterprise terminals, carry out the order show of descending according to the human information matching degree again.
Further, the matching analysis module analyzes the matching degree of the human information, and monitors the talent retention condition by tracking the interconnection movement of the enterprise end and the talent end, so as to obtain the corresponding matching success rate and generate a first evaluation coefficient X1 of informationized matching efficiency, and the specific process is as follows:
Sc1-1: presetting a page window of an enterprise terminal Q, displaying n1 talent users, marking the human information matching degree between the enterprise terminal Q and any one of the talent users as a first human information matching degree Plr, setting a first matching success value Zp1, and carrying out comparison analysis:
If the talent end user and the enterprise end Q achieve the intentional reservation of the cooperation to the enterprise end Q, marking a number one matching success value Zp1 between the talent end user and the enterprise end Q as 1; otherwise, if the talent end user and the enterprise end Q do not achieve the intentional reservation of the cooperation to the enterprise end Q, marking a first matching success value Zp1 between the talent end user and the enterprise end Q as 0;
The first matching success rate Lp1 of the enterprise terminal Q is obtained by combining the first matching success value Zp1 with the first human information matching degree Plr;
Sc1-2: the page window of the preset talent terminal R displays n2 enterprise users, the human information matching degree between the talent terminal R and the user of any one enterprise terminal is marked as No. two human information matching degree Plr2, and a No. two matching success value Zp2 is set for comparison analysis:
if the enterprise end user and the talent end R achieve the intention of the cooperation, marking a second matching success value Zp2 between the enterprise end user and the talent end R as 1; otherwise, if the enterprise end user and the talent end R do not achieve the intention of the cooperation, marking a second matching success value Zp2 between the enterprise end user and the talent end R as 0;
the second matching success rate Lp2 of the talent terminal R is obtained by combining the second matching success value Zp2 with the second human information matching degree Plr;
sc2: obtaining first matching success rates corresponding to N1 enterprise terminals and second matching success rates corresponding to N2 talent terminals;
And acquiring a first evaluation coefficient X1 of the informationized matching efficiency by combining the N1 first matching success rates and the N2 second matching success rates.
Further, the system analysis module synchronously monitors and analyzes system information to obtain a second evaluation coefficient of system service stability, and the specific process of generating the comprehensive management capability evaluation coefficient through the comprehensive analysis module is as follows:
sc3: the system information comprises a data transmission rate, page response time and a system failure rate, wherein the marked data transmission rate is Vcs, the page response time is Txy, and the system failure rate is Lgz;
Acquiring a second evaluation coefficient X2 of the system service stability by combining the data transmission rate of Vcs, the page response time of Txy and the system failure rate of Lgz;
Sc4: and then the first evaluation coefficient X1 of the informationized matching efficiency and the second evaluation coefficient X2 of the system service stability are combined through the comprehensive analysis module to generate a comprehensive management capacity evaluation coefficient GL.
Further, the specific process of the depth analysis comprehensive management capability evaluation coefficient is as follows:
Sd1: setting a measuring and calculating period Tc of the comprehensive management capability assessment coefficient GL, carrying out periodic measurement and calculation on the comprehensive management capability assessment coefficient GL according to the measuring and calculating period Tc, establishing a two-dimensional dynamic curve change diagram S0 of the comprehensive management capability assessment coefficient GL-measuring and calculating period Tc, and carrying out curve analysis:
Sd1-1: the curve S0 is first subjected to an overall analysis:
Extracting all points of the curve S0, presetting n0 points, and acquiring slopes corresponding to the n0 points: marking any point and coordinates thereof as e (Xe, ye), marking the point closest to the point e and coordinates thereof as f (Xf, yf), thereby obtaining a slope Ke of the point e, thereby obtaining slopes corresponding to n0 points, thereby obtaining a floating coefficient sigma gl of the curve S0; then, the integral stability coefficient Xzt of the curve S0 is obtained by combining the integral management capability index Zgl of the curve S0 with the floating coefficient sigma gl;
Sd1-2: and then carrying out anomaly analysis on the curve S0:
When the slope of the point e is smaller than 0, marking the point as an abnormal point, thereby extracting all curve segments with descending trend in the curve S0, marking the all curve segments as abnormal curve segments, presetting n3 abnormal curve segments, marking any abnormal curve segment as S1, and analyzing the curve segment S1 to obtain an abnormal change coefficient Xyc of the curve segment S1; then, the abnormal change coefficients Xyc of the n3 abnormal curve segments are combined to obtain an abnormal index Zyc of the curve S0;
Sd2: further, the overall stability coefficient Xzt of the curve S0 is combined with the abnormality index Zyc to generate a management risk prediction index Zfx of the system;
Sd3: and setting a risk interval of the management risk prediction index Zfx, generating a corresponding management signal through interval comparison, and setting a corresponding management scheme according to the management signal.
In summary, due to the adoption of the technical scheme, the beneficial effects of the invention are as follows:
According to the invention, the information acquisition unit is used for quantitatively acquiring the human information by setting a human resource assessment mechanism, and the matching degree of the human information of the enterprise end and the talent end is measured and calculated by the comparison and matching unit, so that intelligent matching and sequencing display are realized, the service efficiency of the human information is improved, the actual retention condition of the talents is synchronously monitored by the comprehensive analysis unit, so that the informationized matching efficiency is evaluated, the running condition of the system is synchronously monitored, so that the service stability of the system is evaluated, and the comprehensive management capability is comprehensively evaluated by combining the informationized matching efficiency with the service stability of the system, so that the service efficiency and the service stability of the system are regularly monitored;
According to the human resource informatization service management system, the comprehensive management capacity is subjected to deep analysis, the prediction management risk degree of the system is evaluated, the management signals are generated, and the dynamic management scheme is generated through the management optimization unit to perform corresponding processing, so that the informatization matching service efficiency, the system service stability and the network performance are improved, the risk prevention and optimization promotion are performed on the system in a targeted manner, the comprehensive management capacity of the system is continuously enhanced, and the human resource informatization service management system with high service efficiency and good stability performance is realized.
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FIG. 1 shows a schematic block diagram of the present invention;
Fig. 2 shows a schematic flow chart of the present invention.
Detailed Description
The following description of the embodiments of the present invention will be made clearly and completely with reference to the accompanying drawings, in which it is apparent that the embodiments described are only some embodiments of the present invention, but not all embodiments. All other embodiments, which can be made by those skilled in the art based on the embodiments of the invention without making any inventive effort, are intended to be within the scope of the invention.
Example 1
As shown in fig. 1-2, the human resource informatization service management system based on the internet comprises an information acquisition unit, a comparison and matching unit, an integrated analysis unit and a management optimization unit, wherein the integrated analysis unit comprises a matching analysis module, a system analysis module and an integrated analysis module;
the information acquisition unit, the comparison and matching unit, the comprehensive analysis unit and the management optimization unit are connected by signals, and the matching analysis module, the system analysis module and the comprehensive analysis module are connected by signals;
The working steps are as follows:
s1: the information acquisition unit acquires human information and system information: the information acquisition unit is connected with a talent end and an enterprise end, a human resource assessment mechanism is arranged, human information is acquired through the talent end and the enterprise end, and system information is acquired through a system monitoring tool;
S1-1: the specific process of the information acquisition unit for acquiring the human information is as follows:
Sa1: the human information comprises enterprise capability indication A1 and talent demand target B1 of the enterprise end, and personal capability indication A2 and job-seeking enterprise target B2 of the talent end;
Setting a human resource assessment mechanism based on the Internet: establishing a talent data question bank, dividing the modules, logging in a system by an enterprise terminal and a talent terminal, selecting and outputting examination question volumes of required modules, and submitting the manpower information of the current enterprise terminal and talent terminal in the form of objective question answering to the examination question volumes respectively, wherein the specific process is as follows:
Sa1-1: n1 enterprise terminals are preset, any enterprise terminal is marked as Q, the enterprise terminal Q selects a recruitment module Q of an enterprise user when logging in the system, the system outputs an examination question volume corresponding to the module Q, and the examination question volume is submitted to an enterprise capacity indication A1 of the current enterprise terminal and a talent demand target B1 thereof in the form of objective question answer through the enterprise terminal Q;
sa1-2: n2 talent terminals are preset, any talent terminal is marked as R, the talent terminal R selects a job seeking module R of a talent user when logging in the system, the system outputs an examination question volume corresponding to the module R, and the examination question volume is submitted to a current talent terminal by the talent terminal R in the form of objective questions, namely, a personal capability indication A2 of the current talent terminal and a job seeking enterprise target B2;
The enterprise capacity indication A1 of the enterprise end is consistent with the examination question volume content of the job-seeking enterprise target B2 of the talent end, and the talent demand target B1 of the enterprise end is consistent with the examination question volume content of the personal capacity indication A2 of the talent end;
s1-2: the system information comprises data transmission rate, page response time and system failure rate, the system information is periodically monitored and collected through a system monitoring tool, the marked data transmission rate is Vcs, the page response time is Txy, and the system failure rate is Lgz;
S2: the comparison matching unit is used for processing the manpower information: the human information matching degree of the talent terminal and the enterprise terminal is obtained through human information measurement and calculation, and then the human information matching degree is sequenced according to the human information matching degree, so that corresponding enterprise sequences and talent sequences are respectively displayed on the talent terminal and the enterprise terminal, and the specific process is as follows:
Sb1: firstly, acquiring the matching degree of the human information between the talent end and the enterprise end:
According to the examination questions with consistent content, uniformly comparing answer information of an enterprise terminal Q and a talent terminal R, presetting N0 examination questions, marking any examination question as M and assigning the examination questions, presetting assigning scores of the examination questions as Fm, setting an acquisition score Fh for comparison analysis:
If the options of the enterprise terminal Q and the talent terminal R under the same examination question M are consistent, marking the acquired score of the examination question M as a scoring score Fm; otherwise, if the options of the enterprise terminal Q and the talent terminal R under the same examination question M are inconsistent, marking the acquired score of the examination question M as 0;
When all the N0 examination questions are compared, the obtained scores Fh of the N0 examination questions are summed, so that the matching degree Plr of the human information between the enterprise end Q and the talent end R is obtained: ；
it should be noted that, the assigning and grading is applicable to the examination questions of the unique standard answer, for example, the examination questions are: is WPS office software used? Answer setting: "yes" or "no";
In the talent demand targets of the enterprise side demand side, talents which can use WPS office software are needed, and yes is selected in the answering process;
In the personal ability indication of the talent terminal supply side, if the current talent user uses WPS office software, selecting 'yes' in the answering process, and comparing and marking the acquired score of the examination question as a scoring score Fm; if the current talent user does not use the WPS office software, selecting no in the answering process, so that the acquired score of the examination question is marked as 0 in a contrasting manner;
But there are also examination questions of a somewhat non-unique standard answer in job hunting and recruitment, e.g., application capabilities of WPS office software? Answer setting: for the examination questions of such non-unique standard answers, the system background can respectively assign scores of corresponding degrees to corresponding options, for example, the scores of 'F1, F2, F3 and F4' are respectively assigned to 'none, general, better and good' 4 options, and when a talent terminal selects any one of the options, the corresponding assigned score is obtained, so that the measurement and calculation of the matching degree of the human information of the requirement side and the talent terminal supply side of an enterprise terminal are realized;
Sb2: and then sequencing and displaying the matching degree of the human information:
Through carrying out big data comparison between N1 enterprise terminals and N2 talent terminals to draw the human information matching degree between enterprise terminal Q and the N2 talent terminals, and the human information matching degree between talent terminal R and the N1 enterprise terminals, carry out descending order sequencing according to the human information matching degree:
The method comprises the steps that ranking recommendation display of talent users is conducted on page windows of enterprise terminals, and ranking recommendation display of enterprise users is conducted on page windows of talent terminals;
S3: the comprehensive analysis unit is used for evaluating comprehensive management capability: analyzing the matching degree of the human information through a matching analysis module to obtain a first evaluation coefficient of informationized matching efficiency; synchronously analyzing system information through a system analysis module to acquire a second evaluation coefficient of system service stability; combining the first evaluation coefficient and the second evaluation coefficient through a comprehensive analysis module to generate a comprehensive management capability evaluation coefficient, further deeply analyzing the comprehensive management capability evaluation coefficient, acquiring a management risk prediction index of the system and generating a corresponding management signal;
S3-1: the matching analysis module analyzes the matching degree of the human information, and monitors talent retention conditions by tracking the interconnection movement direction of an enterprise end and a talent end, so as to obtain corresponding matching success rates and generate a first evaluation coefficient X1 of informationized matching efficiency, wherein the specific process is as follows:
Sc1-1: presetting a page window of an enterprise terminal Q, displaying n1 talent users, marking the matching degree of the first human information of the users of the enterprise terminal Q and any talent terminal as Plr1, setting a first matching success value Zp1, and carrying out comparative analysis:
If the talent end user and the enterprise end Q achieve the intentional reservation of the cooperation to the enterprise end Q, marking a number one matching success value Zp1 between the talent end user and the enterprise end Q as 1; otherwise, if the talent end user and the enterprise end Q do not achieve the intentional reservation of the cooperation to the enterprise end Q, marking a first matching success value Zp1 between the talent end user and the enterprise end Q as 0;
The first matching success rate Lp1 of the enterprise terminal Q is obtained by combining the first matching success value Zp1 with the first human information matching degree Plr: ；
Sc1-2: the page window of the preset talent terminal R displays n2 enterprise users, the matching degree of the talent terminal R and the second manpower information of the user of any enterprise terminal is marked as Plr2, and a second matching success value Zp2 is set for comparison analysis:
if the enterprise end user and the talent end R achieve the intention of the cooperation, marking a second matching success value Zp2 between the enterprise end user and the talent end R as 1; otherwise, if the enterprise end user and the talent end R do not achieve the intention of the cooperation, marking a second matching success value Zp2 between the enterprise end user and the talent end R as 0;
The second matching success rate Lp2 of the talent terminal R is obtained by combining the second matching success value Zp2 with the second human information matching degree Plr: ；
sc2: obtaining first matching success rates corresponding to N1 enterprise terminals and second matching success rates corresponding to N2 talent terminals;
the method comprises the steps of obtaining a first evaluation coefficient X1 of informationized matching efficiency through combination of N1 first matching success rates and N2 second matching success rates:
Wherein, alpha 1 and alpha 2 are weight factor coefficients of the first matching success rate and the second matching success rate respectively, and alpha 1 and alpha 2 are both larger than 0, and the weight factor coefficients are obtained by a large number of experimental measurement and calculation in a preset way; when the first matching success rate and the second matching success rate are lower and the standard deviation of the first matching success rate and the second matching success rate is higher, the overall matching success rate and the overall matching stability of the system are poorer, so that the lower the first evaluation coefficient X1 is, the lower the informationized matching efficiency is;
s3-2: the system analysis module synchronously monitors and analyzes system information, and acquires a second evaluation coefficient of system service stability, and the specific process for generating the comprehensive management capacity evaluation coefficient is as follows:
Sc3: the second evaluation coefficient X2 of the system service stability is obtained by combining the data transmission rate of Vcs, the page response time of Txy and the system failure rate of Lgz: ；
Wherein, beta 1, beta 2 and beta 3 are respectively weight factor coefficients with data transmission rate of Vcs, page response time of Txy and system failure rate of Lgz, and beta 1, beta 2 and beta 3 are all larger than 0; when the data transmission rate is higher, the page response time is Txy, and the system failure rate is Lgz, the higher the system service efficiency is, the higher the stability and the accuracy are, the higher the second evaluation coefficient X2 of the system service stability is, and the better the system service stability is;
s3-3: the comprehensive analysis module performs comprehensive treatment:
Sc4: the first evaluation coefficient X1 of informationized matching efficiency and the second evaluation coefficient X2 of system service stability are combined through a comprehensive analysis module to generate a comprehensive management capacity evaluation coefficient GL:
Wherein, mu 1 and mu 2 are respectively weight factor coefficients of a first evaluation coefficient X1 of informationized matching efficiency and a second evaluation coefficient X2 of system service stability, and mu 1 and mu 2 are both larger than 0; the higher the first evaluation coefficient X1 of the informationized matching efficiency and the second evaluation coefficient X2 of the system service stability are, the higher the comprehensive management capability evaluation coefficient GL is, which means that the better the comprehensive management capability of the system is when the informationized matching efficiency is higher and the system service stability is higher;
setting an evaluation interval of a comprehensive management capability evaluation coefficient GL so as to evaluate the comprehensive management capability of the system;
S3-4: the specific process for carrying out the deep analysis on the comprehensive management capability assessment coefficient is as follows:
Sd1: setting a measuring and calculating period Tc of the comprehensive management capability assessment coefficient GL, carrying out periodic measurement and calculation on the comprehensive management capability assessment coefficient GL according to the measuring and calculating period Tc, establishing a two-dimensional dynamic curve change chart S0 of the comprehensive management capability assessment coefficient GL-measuring and calculating period Tc by taking the comprehensive management capability assessment coefficient GL as an ordinate and the measuring and calculating period Tc as an abscissa, and carrying out curve analysis:
Sd1-1: the curve S0 is first subjected to an overall analysis:
Extracting all points of the curve S0, presetting n0 points, and acquiring slopes corresponding to the n0 points: any one of the points and its coordinate is marked as e (Xe, ye), and the point nearest to the point e and its coordinate is marked as f (Xf, yf), thereby obtaining the slope Ke of the point e: Obtaining the corresponding slopes of n0 points;
the overall management capability index Zgl of the curve S0 is obtained by measuring and calculating the ordinate average value of all points of the curve S0: further, the standard deviation is obtained, and the floating coefficient sigma gl of the curve S0 is obtained: /(I) ；
And then, the overall management capability index Zgl of the curve S0 is combined with the floating coefficient sigma gl to obtain the overall stability coefficient Xzt of the curve S0:；
Wherein epsilon 1 is a conversion coefficient number one, epsilon 1 is larger than 0, and the conversion coefficient is obtained by presetting through a large number of experimental measurement and calculation; when the overall management ability index Zgl is higher and the floating coefficient σgl is lower, the overall stability coefficient Xzt of the curve S0 is higher, which means that the overall stability of the curve S0 is better;
Sd1-2: and then carrying out anomaly analysis on the curve S0:
When the slope of the point e is smaller than 0, marking the point as an abnormal point, thereby extracting all curve segments with descending trend in the curve S0, marking the all curve segments as abnormal curve segments, presetting n3 abnormal curve segments, marking any abnormal curve segment as S1, and analyzing the curve segment S1:
Firstly, all points and coordinates of a curve segment s1 are obtained, n4 points are preset in the curve segment s1, the slope of any point is marked as Ki, and the descending change rate Kxj of the curve segment s1 is obtained by measuring and calculating the average value of the slopes of all points: further, the descending fluctuation coefficient sigma xj of the curve segment s1 is obtained through measuring and calculating the standard deviation: ；
Further, the abnormal change coefficient Xyc of the curve segment s1 is obtained by combining the decreasing change rate Kxj of the curve segment s1 and the decreasing fluctuation coefficient σxj: ；
Wherein epsilon 2 is a conversion coefficient number two, and epsilon 2 is greater than 0; when the square value of the decreasing change rate Kxj and the decreasing fluctuation coefficient σxj of the curve segment s1 are higher, the abnormal change coefficient Xyc of the curve segment s1 is higher, which means that the abnormal change of the curve segment s1 is more obvious;
and then, the abnormal change coefficients Xyc of the n3 abnormal curve segments are combined to obtain an abnormal index Zyc of the curve S0: ；
Sd2: and then, by combining the overall stability coefficient Xzt of the curve S0 with the abnormality index Zyc, the management risk prediction index Zfx of the system is generated: ；
wherein ω1 and ω2 are the weight factor coefficients of the overall stability coefficient Xzt and the abnormality index Zyc, respectively, and the overall stability coefficient Xzt and the abnormality index Zyc are both greater than 0; when the overall stability coefficient Xzt is lower and the abnormality index Zyc is higher, the management risk prediction index Zfx of the system is higher, which indicates that the management risk of the system is higher;
Sd3: setting a risk interval of the management risk prediction index Zfx, generating a corresponding management signal through interval comparison, and setting a corresponding management scheme according to the management signal;
Presetting a primary risk interval J1, a secondary risk interval J2 and a tertiary risk interval J3, and generating corresponding management signals when the management risk prediction index Zfx is positioned in the corresponding risk interval:
When the management risk prediction index Zfx is positioned in the first-level risk interval J1, judging that the predicted management risk degree of the system is mild, generating a first-level management signal and setting a first management scheme;
When the management risk prediction index Zfx is located in the second-level risk area J2, judging that the predicted management risk degree of the system is moderate, generating a second-level management signal and setting a second-level management scheme;
When the management risk prediction index Zfx is positioned in the three-level risk interval J3, judging that the predicted management risk degree of the system is severe, generating a III-level management signal and setting a third management scheme;
S4: the management optimizing unit is used for receiving the management signals and generating a dynamic management scheme, and the system is correspondingly processed through the dynamic management scheme;
The specific operation process of the first management scheme is as follows: setting a dynamic updating expansion plan of a talent data question bank, expanding related questions of insufficient human information modules in the existing question bank according to actual talent retention conditions of enterprise terminals and talent terminals, and improving corresponding scoring values aiming at questions focused on enterprise needs, thereby improving the accuracy of human information matching degree, enabling the actual retention conditions to gradually approach to the matching degree of system measurement and calculation, and improving the informationized matching service efficiency;
The specific operation process of the second management scheme is as follows: on the basis of the first management scheme, system optimization is performed, including capacity expansion and replacement of hardware and algorithm optimization of software, so that the service efficiency, stability and accuracy of the system are improved, and the service stability of the system is comprehensively improved;
The specific operation process of the third management scheme is as follows: on the basis of the second management scheme, network optimization is performed, network bandwidth of a server is improved aiming at the Internet, transmission data is compressed, and router setting is adjusted, so that network performance is improved;
By prompting professional technicians to perform optimization promotion of the system according to a management scheme, system breakdown caused by continuous risk deterioration and influence on user use are avoided, and by continuously enhancing the comprehensive management capability of the system, the human resource informatization service management system with high service efficiency and good stability performance is realized.
In summary, the information acquisition unit is used for quantitatively acquiring the human information by setting a human resource assessment mechanism, and the comparison matching unit is used for measuring and calculating the matching degree of the human information of the enterprise end and the talent end, so that intelligent matching and sequencing display are realized, the service efficiency of the human information is improved, the actual retention condition of the talents is synchronously monitored by the comprehensive analysis unit, the informationized matching efficiency is evaluated, the running condition of the system is synchronously monitored, the service stability of the system is evaluated, and the comprehensive management capability is comprehensively evaluated by combining the informationized matching efficiency with the service stability of the system, so that the service efficiency and the service stability of the system are regularly monitored;
According to the human resource informatization service management system, the comprehensive management capacity is subjected to deep analysis, the predicted management risk degree of the system is obtained, the management signals are generated, and the dynamic management scheme is generated through the management optimization unit to perform corresponding processing, so that the informatization matching service efficiency, the system service stability and the network performance are improved, the risk prevention and optimization of the system are improved in a targeted manner, the comprehensive management capacity of the system is continuously enhanced, and the human resource informatization service management system with high service efficiency and good stability performance is realized.
The interval and the threshold are set for the convenience of comparison, and the size of the threshold depends on the number of sample data and the number of cardinalities set for each group of sample data by a person skilled in the art; as long as the proportional relation between the parameter and the quantized value is not affected.
The formulas are all formulas with dimensions removed and numerical calculation, the formulas are formulas with a large amount of data collected for software simulation to obtain the latest real situation, and preset parameters in the formulas are set by a person skilled in the art according to the actual situation;
The foregoing is only a preferred embodiment of the present invention, but the scope of the present invention is not limited thereto, and any person skilled in the art, who is within the scope of the present invention, should make equivalent substitutions or modifications according to the technical scheme of the present invention and the inventive concept thereof, and should be covered by the scope of the present invention.
Claims (6)
1. The human resource informatization service management system based on the Internet is characterized in that: the system comprises an information acquisition unit, a comparison and matching unit, a comprehensive analysis unit and a management optimization unit, wherein the comprehensive analysis unit comprises a matching analysis module, a system analysis module and a comprehensive analysis module;
The information acquisition unit is used for acquiring human information and system information: setting a human resource assessment mechanism, connecting a talent end and an enterprise end through communication, thereby acquiring human information and synchronously acquiring system information;
The comparison matching unit is used for processing the manpower information: the human information matching degree between the talent end and the enterprise end is obtained through human information measurement and calculation, and then sorting is carried out according to the human information matching degree, so that corresponding enterprise sequences and talent sequences are respectively displayed on the talent end and the enterprise end;
the comprehensive analysis unit is used for evaluating comprehensive management capability: firstly, analyzing the matching degree of the human information through a matching analysis module to obtain a first evaluation coefficient of informationized matching efficiency; synchronously analyzing system information through a system analysis module to acquire a second evaluation coefficient of system service stability; combining the first evaluation coefficient and the second evaluation coefficient through a comprehensive analysis module to generate a comprehensive management capability evaluation coefficient, so as to evaluate the comprehensive management capability, further deeply analyze the comprehensive management capability evaluation coefficient, acquire a management risk prediction index of the system and generate a corresponding management signal;
the management optimizing unit is used for receiving the management signals and generating a dynamic management scheme, and the system is correspondingly processed through the dynamic management scheme.
2. The internet-based human resource informatization service management system according to claim 1, wherein: the specific process of the information acquisition unit for acquiring the human information is as follows:
Sa1: the human information comprises enterprise capability indication A1 and talent demand target B1 of the enterprise end, and personal capability indication A2 and job-seeking enterprise target B2 of the talent end;
Setting a human resource assessment mechanism: establishing a talent data question bank, dividing the modules, logging in a system by an enterprise terminal and a talent terminal, selecting and outputting examination question volumes of required modules, and submitting the manpower information of the current enterprise terminal and talent terminal in the form of objective question answering to the examination question volumes respectively, wherein the specific process is as follows:
Sa1-1: n1 enterprise terminals are preset, any enterprise terminal is marked as Q, the enterprise terminal Q selects a recruitment module Q of an enterprise user when logging in the system, the system outputs an examination question volume corresponding to the module Q, and the examination question volume is submitted to an enterprise capacity indication A1 of the current enterprise terminal and a talent demand target B1 thereof in the form of objective question answer through the enterprise terminal Q;
Sa1-2: n2 talent terminals are preset, any talent terminal is marked as R, the talent terminal R selects a job seeking module R of the talent user when logging in the system, the system outputs an examination question volume corresponding to the module R, and the examination question volume is submitted to the current talent terminal by the talent terminal R in the form of objective questions, namely, a personal capability indication A2 of the current talent terminal and a job seeking enterprise target B2.
3. The internet-based human resource informatization service management system according to claim 2, wherein: the specific process of processing the manpower information by the comparison and matching unit is as follows:
Sb1: firstly, acquiring the matching degree of the human information between the talent end and the enterprise end:
uniformly comparing answer information of the enterprise terminal Q and talent terminal R, presetting N0 examination questions, marking any examination question as M and assigning the examination questions, presetting the assigning score of the examination question M as Fm, and setting an acquisition score Fh for comparison analysis:
If the options of the enterprise terminal Q and the talent terminal R under the same examination question M are consistent, marking the acquired score of the examination question M as a scoring score Fm; otherwise, if the options of the enterprise terminal Q and the talent terminal R under the same examination question M are inconsistent, marking the acquired score of the examination question M as 0;
when all the N0 examination questions are compared, the obtained scores Fh of the N0 examination questions are summed, so that the matching degree Plr of the human information between the enterprise end Q and the talent end R is obtained;
Sb2: and then sequencing the matching degree of the human information:
Through carrying out big data comparison between N1 enterprise terminals and N2 talent terminals to draw the human information matching degree between enterprise terminal Q and the N2 talent terminals, and the human information matching degree between talent terminal R and N1 enterprise terminals, carry out the order show of descending according to the human information matching degree again.
4. The internet-based human resource informatization service management system according to claim 3, wherein: the matching analysis module analyzes the matching degree of the human information, and monitors talent retention conditions by tracking the interconnection movement direction of an enterprise end and a talent end, so as to obtain corresponding matching success rates and generate a first evaluation coefficient X1 of informationized matching efficiency, wherein the specific process is as follows:
Sc1-1: presetting a page window of an enterprise terminal Q, displaying n1 talent users, marking the human information matching degree between the enterprise terminal Q and any one of the talent users as a first human information matching degree Plr, setting a first matching success value Zp1, and carrying out comparison analysis:
If the talent end user and the enterprise end Q achieve the intentional reservation of the cooperation to the enterprise end Q, marking a number one matching success value Zp1 between the talent end user and the enterprise end Q as 1; otherwise, if the talent end user and the enterprise end Q do not achieve the intentional reservation of the cooperation to the enterprise end Q, marking a first matching success value Zp1 between the talent end user and the enterprise end Q as 0;
The first matching success rate Lp1 of the enterprise terminal Q is obtained by combining the first matching success value Zp1 with the first human information matching degree Plr;
Sc1-2: the page window of the preset talent terminal R displays n2 enterprise users, the human information matching degree between the talent terminal R and the user of any one enterprise terminal is marked as No. two human information matching degree Plr2, and a No. two matching success value Zp2 is set for comparison analysis:
if the enterprise end user and the talent end R achieve the intention of the cooperation, marking a second matching success value Zp2 between the enterprise end user and the talent end R as 1; otherwise, if the enterprise end user and the talent end R do not achieve the intention of the cooperation, marking a second matching success value Zp2 between the enterprise end user and the talent end R as 0;
the second matching success rate Lp2 of the talent terminal R is obtained by combining the second matching success value Zp2 with the second human information matching degree Plr;
sc2: obtaining first matching success rates corresponding to N1 enterprise terminals and second matching success rates corresponding to N2 talent terminals;
And acquiring a first evaluation coefficient X1 of the informationized matching efficiency by combining the N1 first matching success rates and the N2 second matching success rates.
5. The internet-based human resource informatization service management system according to claim 4, wherein: the system analysis module synchronously monitors and analyzes system information to obtain a second evaluation coefficient of system service stability, and the specific process of generating the comprehensive management capacity evaluation coefficient through the comprehensive analysis module is as follows:
sc3: the system information comprises a data transmission rate, page response time and a system failure rate, wherein the marked data transmission rate is Vcs, the page response time is Txy, and the system failure rate is Lgz;
Acquiring a second evaluation coefficient X2 of the system service stability by combining the data transmission rate of Vcs, the page response time of Txy and the system failure rate of Lgz;
Sc4: and then the first evaluation coefficient X1 of the informationized matching efficiency and the second evaluation coefficient X2 of the system service stability are combined through the comprehensive analysis module to generate a comprehensive management capacity evaluation coefficient GL.
6. The internet-based human resource informatization service management system according to claim 5, wherein: the specific process of the depth analysis comprehensive management capability assessment coefficient is as follows:
Sd1: setting a measuring and calculating period Tc of the comprehensive management capability assessment coefficient GL, carrying out periodic measurement and calculation on the comprehensive management capability assessment coefficient GL according to the measuring and calculating period Tc, establishing a two-dimensional dynamic curve change diagram S0 of the comprehensive management capability assessment coefficient GL-measuring and calculating period Tc, and carrying out curve analysis:
Sd1-1: the curve S0 is first subjected to an overall analysis:
Extracting all points of the curve S0, presetting n0 points, and acquiring slopes corresponding to the n0 points: marking any point and coordinates thereof as e (Xe, ye), marking the point closest to the point e and coordinates thereof as f (Xf, yf), thereby obtaining a slope Ke of the point e, thereby obtaining slopes corresponding to n0 points, thereby obtaining a floating coefficient sigma gl of the curve S0; then, the integral stability coefficient Xzt of the curve S0 is obtained by combining the integral management capability index Zgl of the curve S0 with the floating coefficient sigma gl;
Sd1-2: and then carrying out anomaly analysis on the curve S0:
When the slope of the point e is smaller than 0, marking the point as an abnormal point, thereby extracting all curve segments with descending trend in the curve S0, marking the all curve segments as abnormal curve segments, presetting n3 abnormal curve segments, marking any abnormal curve segment as S1, and analyzing the curve segment S1 to obtain an abnormal change coefficient Xyc of the curve segment S1; then, the abnormal change coefficients Xyc of the n3 abnormal curve segments are combined to obtain an abnormal index Zyc of the curve S0;
Sd2: further, the overall stability coefficient Xzt of the curve S0 is combined with the abnormality index Zyc to generate a management risk prediction index Zfx of the system;
Sd3: and setting a risk interval of the management risk prediction index Zfx, generating a corresponding management signal through interval comparison, and setting a corresponding management scheme according to the management signal.
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