KR100849434B1 - An agent's system and method for promoting professionals by evaluating their career and efforts - Google Patents

Abstract

An agent management system for promoting professionals by evaluating career/effort of the professionals and a method thereof are provided to promote the professional to a client presenting a higher annual salary when the career and evaluation of the professional are leveled up, and match the professional with the client based on the career and the evaluation. A job class maker(31) makes a job class table classifying jobs in a hierarchical form. A career manager(32) receives careers including a job class and the number of occupied years of a professional wanted by a client. A requirement manager(33) receives job requirement including the job class and the number of occupied years of the wanted professional. A waiting professional selector(34) selects the professionals having the career satisfying the job requirement and determines a reference annual salary of the selected professionals based on a reference annual salary. An interview result input unit(35) receives an interview result for the professionals from the client. An annual salary calculator(37) calculates the annual salary of the professionals dispatched by a contract. An evaluation manager(38) receives leveled evaluation of the dispatched professionals.

Description

An agent's system and method for promoting professionals by evaluating their career and efforts}

The present invention belongs to the technical field of an expert agent management system and method for hiring non-regular workers and dispatching them to their clients for management and promotion to clients who offer more salaries as the number of working years increases and the work evaluation increases.

In addition, the present invention belongs to the technical field of classifying jobs in a hierarchical (Tree) form, and matching the needs of professionals looking for a job with clients seeking employment based on job classification and years of service.

In addition, the present invention is to set the salary for the dispatched experts and evaluate the work, based on the number of years of work and evaluation results of the increased job classification dispatched to re-employment or re-employment based on the salary negotiation criteria that is the basis of the salary negotiation, It belongs to the technical field about obtaining by work years and evaluation results.

In general, the agent (Agent) means to manage or act on behalf of the creators (Creators) in the creative activities such as broadcasting, video, culture, art, sports. Specifically, the Agent acts as a community filter by signing negotiations and contracts regarding their casting, employment, advertisement, etc. through an agency contract with an expert. In such cases, negotiations and contracts should be made to ensure the best possible treatment. In addition, the agent also plays a role in identifying and nurturing a talented creator in advance. However, the most important agent role is the protector role for the creator, and it is necessary to protect the expert from being harmed by someone else's desire to work.

On the other hand, the agent acts as an intermediary to connect the creators and the clients who need them with the level of talents and skills, salary and work. In other words, the agent directly hires the creator and provides the creators in the right place to support the client's production and creation activities. Agents, however, have advanced from simple job placements or headhunts to the role of brokers and management. To this end, the agent provides professionals with employment and career management to provide re-employment promotions to cultivate and cultivate the talents and practical skills of the professionals to cultivate and manage them.

The subjects of the agent system are mainly freelancers, who are freelancers or announcers who do not belong to a typical freelancer or broadcaster. However, with the recent changes in the industrial structure, in which jobs are becoming more specialized and companies are outsourcing, agents are targeting doctors, accountants, producers, journalists, film directors, IT programmers, web designers, It is widely expanded by cartoonists. In other words, in terms of freelance, which means that they do not belong to a specific organization and work as contracts by work or time, they are becoming freelancers.

However, despite the explosive increase in the number of agents, the base of agent systems and free lancing agencies is based on a simple outsourcing workforce intermediation system, and the original agent-based system is not being built. . Conventional service consignment business is a manpower dispatch business that supplies and manages manpower to a consignment company according to a simple and temporary contract relationship, and is limited to one-time contract management for consumers and suppliers.

An example of a technology for commercializing such a service and mediating a one-time service transaction is disclosed in the Republic of Korea Patent Publication No. 10-2005-0073058, 2005.7.13. "Network-based one-time brokerage service system and method thereof" (hereinafter, referred to as Prior Art 1). ) Is disclosed. The prior art provides a means by which job applicants may commercialize job information and provide it through the Internet to provide job seekers with a means of purchasing the service product.

In addition, an example of a technology for optimally arranging by comparing the conditions of job seekers with the conditions of job seekers is disclosed in [publication of Korea Patent Publication No. 10-2002-0088254, November 27, 2002, "human resources management service system and its operation method"] ( It is disclosed in the prior art 2) below. The above prior art is a breakdown information for each classification required for manpower management, such as the type of job search, such as regular / contract / part-time job, foreign language ability level, computer skills available level, desired industry / occupation, requested work place, career training, education, hotel It provides a method for managing a variety of items, such as the grade, whether or not holding a certificate, and when the amount of detail information for each category that matches the job seekers and job seekers match more than a predetermined number of items.

In addition, by evaluating the external service work and reflecting in personnel management, an example of a technology for managing external service staff is disclosed in the [Korea Republic Patent Publication 10-2006-0085232, July 26, 2006. An external service management system that utilizes an external service service using a web server. "] (Hereinafter referred to as Prior Art 3). The prior art sets a management policy for each service class between a service company and a consignment company that is in a temporary contract relationship, and the service company provides a professional employee to the consignment company so that the professional employee can follow the details of the management policy. The contractor checks and evaluates the work diary written by the professional staff and the performance ability of the professional staff, and adjusts the assignment, promotion and salary by continuously reflecting the above evaluation in the personnel management of the service company. It provides a way.

However, the prior art is expected to have a problem of unstable trust conditions and loyalty for loose work between the consignment company and employees due to the temporary working conditions. In particular, the employees who want to find continuous employment from a number of consignment firms have not resolved the anxiety about employment, and the consignment firms are also encouraged to refer to those who temporarily work as employees of the service company. It becomes impossible. Thus, service employees can not be expected to improve their work motivation or work ability with a sense of accomplishment. Although the prior art 3 overcomes some of these problems, it is intended for continuous work in consignees belonging to a large number of organizations, so it is a large number of consignment companies, but it is virtually the same environment as one company.

But professional workers (or professionals), such as freelancers, want an environment where they can work for a variety of companies without being tied to a single company. In particular, professionals want to be able to move to a better company that offers enough rewards for their abilities as their careers and skills grow. Therefore, professionals such as freelancers can achieve a sense of accomplishment by resolving employment anxiety and promoting work in an active manner if they have a working environment that can properly evaluate and reward their careers even if they move from one place to another. You will be able to gain and improve your work skills. In addition, outsourcers who are objectively evaluated and trusted by the consignment firm will be able to take on weighted and responsible tasks. In addition, since the evaluation of the consignment company is an important evaluation factor for the future turnover of the experts, the incentives will be able to trust the experts because they are motivated to work harder.

To this end, what is needed is an objective assessment of work, and detailed and standardization of the job field of the professional that the company wants. In addition, as described above, if a system that can define the profession in an appropriate field and evaluate the competence of an expert is required, it is necessary to standardize an appropriate compensation system for the competency.

The present invention, in order to solve the above problems, employs non-regular workers and dispatched to the client company to manage, and the professional agent management system for promotion to the client to offer more salary as the number of years increase and the work evaluation is increased and It is an object to provide a method.

In addition, an object of the present invention is to provide a system and method for effectively and efficiently matching job history information of a professional looking for a job and job request specification information of a client company to be employed based on job classification and years of service. .

In addition, the present invention is to provide a system and method that can classify the job step by step in the form of a tree (Tree), step by step classification or statistical extraction according to the level of granularity when calculating the job classification and statistics related to the job classification For the purpose of

In addition, the present invention is based on the annual salary settled and assessed the work for the dispatched experts, based on the number of years and evaluation results of the increased job classification dispatched to re-employment or re-employment in the salary negotiation criteria that are the basis of negotiations by job classification It aims to provide a system and a method for obtaining the results by the number of working hours and evaluation results.

The present invention for achieving the above object relates to an expert agent management method by an expert agent management system connected to the network with the expert terminal and client terminal, connected by the agent terminal, and provided with a database, (a) job Creating and storing a job classification table that classifies the information into a hierarchical form; (b) if the terminal connected through user authentication is an expert terminal, receiving and storing a job history including job classification and years of service according to the job classification table of the expert; (c) when the terminal connected through the user authentication is a client terminal, receiving and storing a job requirement specification including a job classification and a range of working years according to the job classification table of an expert required by the client companies; (d) selecting experts having a job history that satisfies the job requirement specification of the client company and setting a standard salary of the selected experts; (e) receiving and storing an interview result of a client company for the selected experts; (f) when the dispatch of the expert is approved by the client, receiving and storing a contract concluded with a salary negotiation with the client; (g) calculating and storing the salary of the experts dispatched by the contract; (h) receiving and storing a graded work evaluation for the dispatched experts; (i) updating and storing the job history of the dispatched expert when the contract period expires; (j) analyzing all salaries settled by experts, extracting and storing standard salaries classified by job classification, years of service, and evaluation grades of experts; (k) repeating the steps (d) to (j), and the step (d) is a standard corresponding to the job classification, service range, and evaluation grade to which the expert belongs to the standard salary of the selected experts. Characterized in salary.

In addition, in the expert agent management method according to the present invention, the step (d) is, when the number of years of work history of the job history falls within the range of work years of the job requirement specification with respect to the job classification of the job requirement specification; Characterized in that the job history is determined to satisfy the job requirement specification.

In addition, in the expert agent management method according to the present invention, the step (j) is a salary settled to all professionals corresponding to the job classification, the service range and the job evaluation, and the job classification is the job classification of the lower hierarchy If so, the salary averaged by combining the job classification of the lower hierarchies, the salary range and the salaries settled to all experts corresponding to the work evaluation may be extracted as a standard salary.

In addition, in the expert agent management method according to the present invention, the step (j) is characterized in that the annual salary is divided into a basic salary and a time allowance is calculated in terms of an annual salary including only the average working hours.

In addition, in the expert agent management method according to the present invention, (l) classify the client company according to the working environment, and analyze the evaluated work evaluation of all experts to classify the work evaluation criteria by classifying the client company by class and job classification The method further includes the step of extracting and storing, wherein the step (h) is characterized by converting the work evaluation of the expert in comparison with the work evaluation criteria corresponding to the grade and job classification of the customer.

In addition, in the expert agent management method according to the present invention, the step (l) is a job evaluation evaluated to all experts corresponding to the job classification and the client company grade, and if the job classification has a job classification of the lower hierarchy, It is characterized by extracting the average work evaluation as the baseline evaluation by adding the job classification of the lower class and the work evaluation evaluated to all experts corresponding to the client company's grade.

In addition, in the expert agent management method according to the present invention, the step (e), if the customer interviews the expert and does not approve the dispatch, to receive the interview evaluation of the client company to reflect in the evaluation of the expert It features.

In addition, in the expert agent management method according to the present invention, the job history includes age, gender, education, job requirement specification further includes an age range, gender, education range, step (d) is the job When the age, gender, and educational background of the history belong to the age range, gender, and educational range of the job requirement specification, the job history is characterized in that it is determined that the job request specification is satisfied.

The present invention also relates to a computer-readable recording medium recording the expert agent management method.

The present invention also relates to an expert agent management system networked with expert terminals and client terminals, connected by an agent terminal, and equipped with a database, which creates and stores a job classification table that classifies jobs in a hierarchical form. Job classification preparation unit; A job history management unit for receiving and storing a job history including job classification and years of service according to the job classification table of an expert; A request specification management unit for receiving and storing a job request specification including a job classification and a service range according to the job classification table of an expert required by clients; A waiter selection unit for selecting experts having a job history satisfying the job requirement specification of the client and determining a standard salary of the selected experts; An interview result input unit configured to receive an interview result of a client company for the selected experts; Contract conclusion unit for receiving and storing the contract entered into the salary negotiations with the client company; Salary settlement unit for calculating and storing the salary of experts dispatched by the contract; A work evaluation management unit for receiving and storing the graded work evaluation for the dispatched experts; A job history updating unit for updating and storing the job history of the dispatched expert; A standard salary extracting unit that analyzes all salaries settled by experts and extracts and stores standard salaries classified by job classification, years of service, and evaluation grades of experts; The waiter selection unit is characterized in that the standard salary of the selected experts to set the standard salary corresponding to the job classification, the number of years worked, the evaluation grade to which the expert belongs.

In addition, in the expert agent management system according to the present invention, the wait selection unit, the job history of the job history, when the number of working years of the job history belongs to the range of work years of the job requirement specification with respect to the job classification of the job requirement specification; Characterized in that it satisfies the job requirement specification.

In addition, in the expert agent management system according to the present invention, the standard salary extracting unit, if the salary settled to all experts corresponding to the job classification, service range and work evaluation, and the job classification has a job classification of the lower hierarchy In addition, the salary obtained by combining the job classification of the lower tier and the salary settled by all the experts corresponding to the above-mentioned working range and the work evaluation is extracted as the standard salary.

In addition, in the expert agent management system according to the present invention, the standard salary extracting unit, if the salary is divided into a basic salary and a time allowance is characterized in that converted to the annual salary including only the average working hours.

In addition, in the expert agent management system according to the present invention, the client company is classified into grades according to the working environment, the analyzed work evaluations of all experts are analyzed, and the work evaluation criteria are extracted and stored according to the grade and job classification of the client company. It further comprises an evaluation criteria extracting unit, wherein the work evaluation management unit is characterized in that for converting the work evaluation of the expert in comparison with the work evaluation criteria corresponding to the rating and job classification of the client company.

In addition, in the expert agent management system according to the present invention, the evaluation criteria extracting unit, the work evaluation evaluated to all experts corresponding to the job classification and the client company grade, and if the job classification has a job classification of the lower hierarchy, It is characterized by extracting the average work evaluation as the baseline evaluation by adding the job classification of the class and the work evaluation evaluated to all experts corresponding to the grade of the client company.

In addition, in the expert agent management system according to the present invention, the interview result input unit, when the client interviews the expert and does not approve the dispatch, it receives the interview evaluation of the client company to be reflected in the evaluation of the expert It is done.

In addition, in the expert agent management system according to the present invention, the job history includes age, gender, education, job requirement specification further includes an age range, sex, education range, the waiting selector of the job history When the age, gender, and education falls in the age range, sex, and education range of the job requirement specification, the job history is characterized in that it is determined that the job request specification is satisfied.

The present invention is to set the salary bargaining and to evaluate the work for the dispatched experts based on the number of years of work and evaluation results of the increased job classification to determine the criteria for salary negotiations when leaving or re-employed, the skill level is older Even if you move these rising professionals to work in the form of non-regular workers, you will be able to properly evaluate their careers and efforts and promote them to the equivalent high-paying workplace.

In addition, the present invention is determined by averaging the salaries of all professionals who have already settled the standard salary based on the salary standard, and based on the salary and evaluation results of the dispatched workers, As a result, more systematic and reasonable salary standards are prepared, which makes it possible to facilitate salary negotiations with clients and experts.

In addition, by classifying and classifying the job classification, it is possible to conveniently classify the job classification according to the level of segmentation and to reduce the difficulty of extracting the statistics due to the lack of data.

DETAILED DESCRIPTION Hereinafter, exemplary embodiments of the present invention will be described in detail with reference to the accompanying drawings so that those skilled in the art may easily implement the present invention. In addition, in describing this invention, the same code | symbol is attached | subjected and the repeated description is abbreviate | omitted.

First, the entire system for implementing the expert agent management system and method according to the present invention will be described with reference to FIG. 1 is a diagram showing the configuration of the entire system.

As shown in FIG. 1, the expert agent management system 30 according to the present invention includes a database 20 and is connected to an expert terminal 11 and a customer terminal 12 through a network 10.

The experts 11 are non-regular workers who work as freelancers, and are those who work in professional fields such as producers (PDs), broadcast staff, journalists, film directors, IT programmers, web designers, and cartoonists. The experts 11 access the agent management system 30 through a terminal and input job history information such as their job classification and years of service.

On the other hand, the customer company 12 is a broadcasting company, a movie company, a program developer, a web service provider, etc., companies that perform the work of the project unit using a professional manpower. The client company 12 connects to the agent management system 30 through a terminal, and prepares and inputs a job requirement specification for professional personnel required for a project carried out by the client company. The job requirement specification is mainly prepared based on the job history. In other words, the ability of experts is mainly determined by the job history. This is due to the characteristics of the fields in which the technical fields are doubled as the professional fields become older.

The agent management system 30 finds an expert 11 having a history of satisfying a job history required by the client company 12. The agent 13 makes an employment contract with the found expert 11 and dispatches it to the client company 12. In addition, the agent 13 negotiates a salary for the expert 11 dispatched with the client company 12 and concludes a contract. In addition, the agent 13 receives the salary of the dispatched expert 11 settled from the client company 12 and pays the salary to the expert 11. The agent 13 inputs and stores a salary and a contract negotiated to the agent management system 30 through a terminal, and stores and stores the salary related information.

In addition, when the expert 11 is dispatched to the client company 12 to work, the client company 12 accesses the agent management system 30 to input and store management information such as work evaluation.

The terminal of the expert 11 or the customer company 12 may be implemented as a terminal device of a mobile terminal such as a PDA or a notebook as a general terminal device such as a computer. Since the devices are well known in the art, specific description thereof will be omitted.

The network 10 is a conventional network such as the Internet, and there may also be a wireless Internet, a wireless network, a PSTN network, and the like. Since the network devices are also well known in the art, specific description thereof will be omitted.

The agent management system 30 authenticates the expert 11 and the client company 12 through the network 10 to provide a service to an authorized user. In particular, the agent management system 30 is a server that provides a web service on the Internet, so that the professional 11 and the customer company 12 can perform the desired work online. In addition, it provides a wireless service that can access and work not only web services but also wireless terminals such as mobile phones and PDAs. In order to perform such a service, the agent management system 30 performs a normal operation function, a network function, a data processing function, and provides services such as member management, content provision, and data transmission and reception. The database 20 may be included in the agent management system 30, and a plurality of databases 20 may be used separately from the agent management system 30. Since the configuration and operation principle of the agent management system 30 and the database 20 are also well-known techniques commonly used in the art, detailed description thereof will be omitted.

Next, an expert agent management method according to an embodiment of the present invention will be described with reference to FIGS. 2 and 3.

2 is a flowchart illustrating a method for managing an expert agent according to an embodiment of the present invention.

As shown in Figure 2, the expert agent management method according to an embodiment of the present invention comprises the steps of (a) creating and storing a job classification table for classifying the job in a hierarchical form (S10); (b) if the terminal connected via user authentication is an expert terminal, receiving and storing a job history including job classification and years of service according to the job classification table of the expert (S21); (c) when the terminal connected through the user authentication is a customer terminal, receiving and storing a job request specification including a job classification and a service life range according to the job classification table of an expert required by the customer (S22); (d) selecting experts having a job history that satisfies the job requirements of the client company and determining a standard salary of the selected experts (S30); (e) receiving and storing an interview result of a client company for the selected experts (S31); (f) if the dispatch of the expert is approved by the client company, receiving and storing a contract concluded with a salary negotiation with the client company (S40); (g) calculating and storing the salary of the expert dispatched by the contract (S50); (h) receiving and storing the graded work evaluation for the dispatched experts (S60); (i) if the contract expires, updating and storing the job history of the dispatched specialist (S70); (j) analyzing all salaries settled to experts, and extracting and storing standard salaries classified by job classification, years of service, and evaluation grades of experts (S51); (k) it is divided into steps (S80) of repeating the steps (d) to (j). In particular, step (d) is characterized in that the standard salary of the selected experts to determine the standard salary corresponding to the job classification, the number of years worked, the evaluation grade belongs to the expert.

In step (a), a job classification table for classifying jobs in a hierarchical form is created and stored in the database 20 (S10).

The job classification table will be described in more detail with reference to FIG. 3. Figure 3 illustrates a job classification table of the broadcasting / video sector according to an embodiment of the present invention. As shown in FIG. 3, the broadcasting / video sector is classified into a floor director (FD), an assistant director (AD), and a producer (PD). In the case of FD, it is divided into drama, news, and organization, and in the case of drama FD, it is divided into lobster, mini, and special feature.

As described above, the job classification table is formed in a tree (Tree) form, the job classification of the upper hierarchy is a wide range of job classification including the job classification of the lower hierarchy. That is, the job classification of the lower hierarchy is a detailed classification of the job classification of the upper hierarchy above, and the job classification of the lower hierarchy immediately below is the job classification again.

As such, when the job classification is organized in a hierarchical form, there are the following advantages. The first is the advantage of continuing to evolve job classification. In other words, job classification cannot be completely written from the beginning. As the industry becomes more specialized and technology advances, jobs may become more fragmented or new jobs may be created. In addition, even if the job is already divided and the work is divided, it takes time for it to be settled as one job classification and the industry recognized. There are also job classifications in which the technology is degenerate and disappears. Therefore, job classification is constantly changing, so it should be made in an effective form to cope with it appropriately.

However, classifying job classifications into hierarchies makes it easier to respond to situations that are subdivided and newly added or removed. In the case of subdivision, the subdivision node (or job classification) in the job classification table is used as the upper hierarchy, and a new node is created and inserted in the lower hierarchy immediately below it. In addition, when a new node is added, a new node may be added to the corresponding layer in parallel. If the job classification disappears, the job classification node may be deleted. In this case, however, a problem arises in the case of having a history of working as a job classification job to be deleted from the history information of the expert. This is because the job classification is deleted from the job classification table, but if the information remains in the expert's history information, inconsistency may occur in the system. As will be described later, if briefly described, a method of changing the job classification deleted from the history information of the expert to the job classification of the upper layer may be one embodiment.

Second, it is easy to communicate about job classifications for various experts and clients. For example, one client may be very difficult to select a professional, and may want to make detailed choices about job classification, while another client may want a professional who only needs to be experienced in the relevant field. In this case, the former can go down to the deepest lower class in the job classification table and select the job classification, while the latter can select the job classification from the higher hierarchy. The same applies to the expert. There may be cases of professionals with short careers who do a lot of chores in related fields, and professionals who have a long history and are dedicated to more specialized tasks. When inputting the number of years of job classification in the history information, the former inputs the higher classification and the latter inputs the lower classification. This allows customers or professionals to select the appropriate job classification at their location, which allows them to match the job classification they want.

Third, there is an advantage that the job history management of experts can be more effective. For example, suppose the job classification of the upper tier is A, and the job classification of the lower tier is A1, A2, A3. An expert has a job history of two years in A, one year in A1, and two years in A3. Can be. In other words, since the first two years are beginners, it is difficult to write more detailed job classifications by performing various chores in the A field. Therefore, a job history is prepared by selecting a broader job classification. After two years, he can be recognized as a more professional person, and work histories for one year in A1 and two years in A3. However, in the job classification A, the expert has a total of 5 years of experience in which the working years of the lower classes are combined. In other words, the job history can be described according to the type of job according to the class, and the careers of related fields can be obtained as needed, so that the effective job history can be managed. In addition, if the job classification of A1 disappears, the job history of A1 is virtually meaningless. In this case, one year in A1 can be converted to one year in A, the job classification of the upper class. That is, the job history of A1 is meaningless, but it is meaningful as the job history of the upper class. In this way, by managing the job history by classifying the order by hierarchy, it is more effective to search for the expert that the client wants. In addition, a review of the history of experts by class shows whether they worked in a wider field or in a deeper field of expertise.

The fourth advantage is that it is easy to analyze the statistics of professional history. For example, take the average salary of professionals working in a job field. To quote the previous example, find the average salary for each job area of A, A1, A2, and A3. In this case, the average salary for A's job field is included in the calculation of the salary of all professionals with a lower-level job history for A's job classification. In other words, the salaries of those who worked in the A1, A2, and A3 job classifications were also included. In this way, statistical analysis will show the difference in salary according to the hierarchy. More importantly, if A3's new field of work is new, the number of experts who work in this field of work is not significant because of the statistics. In this case, it can be based on the average salary of the upper classes. When obtaining a statistical value based on past data when obtaining a standard salary, a standard salary, or an evaluation value for objectification, which will be described in the following embodiments, the above-described hierarchical statistics may be obtained and used. In particular, this method may be useful when there are few cases and the statistics are smaller than the number of samples to be meaningful.

Again, the expert agent management method according to an embodiment of the present invention according to FIG.

In the step (b), when the terminal connected through the user authentication (S20) is the expert terminal 11, the job history including the job classification and the number of years according to the job classification table of the expert is received and stored (S21). .

The experts 11 access the expert agent management system 30 to receive user authentication (S20). The user authentication uses a normal authentication method such as login.

 The expert agent management system 30 receives and stores a job history including job classification and work years according to the job classification table inputted by the expert 11. In particular, the job history may be a plurality of pairs of job classification and training years for one expert. As in the previous example, it may be one or more years, such as two years in the A job field, one year in the A1 job field, two years in the A3 job field. The job classification may correspond to the job classification of any node of the job classification table organized in a tree form.

The job history includes items such as age, gender, and educational attainment, in addition to job classification and years of service for the specialist. In addition, the number of working hours does not necessarily have to be an annual unit. In practice, however, it will be most appropriate to fill in monthly. In addition to the information that can be quantified, job history also includes qualitative data such as cover letters and job descriptions. However, these data are not subject to automatic analysis by the system, but they are meaningful as information that customers or agents refer to in judgment.

In the step (c), if the terminal connected through the user authentication is the customer terminal 12, the job request specification including the job classification and the number of years of service according to the job classification table of the expert required by the customer 12 is performed. Receive and store the input. (S22)

The client companies 12 are connected to the expert agent management system 30 to receive a user authentication (S20). The user authentication uses a normal authentication method such as login.

 The expert agent management system 30 receives and stores the job request specification input by the client company 12. The job requirement specification includes the job classification and the range of years of service for the professional seeking employment. In particular, it may also include age, gender, education, and the like.

The job history described for the job requirement specification and the expert have many similar parts. It is natural that this is similar, as this is your profile as described by the professional you are hiring and the professional you are hiring. However, the client company does not refer to a specific expert, so most of the time is a designation of a range type. That is, the number of working years is defined as the range of 1 year, 3 years or more, 5 years or less, 10 years or more. Also in the case of age, the range is set to 30 years old or less, 45 years old or less. However, items such as job classification specify certain values, such as A job classification and A1 job classification. In other words, if the item values for the job requirement specification items are categories, they refer to values within a specific category, but if the item values are consecutive numbers, the range is defined.

Step (d) selects experts 11 having a job history that satisfies the job requirement specification of the client company 12 and determines a standard salary of the selected experts (S30). That is, the expert agent management system 30 selects experts 11 having job history satisfying the job requirement specification of the client company 12. In particular, the system 30 is characterized in that the job classification and the number of years of job history to select the experts included in the range of job classification and the number of years of the job requirement specification. As mentioned above, there are many similar parts of the items of the job history and the items of the job requirement specification. That is, by comparing the values of job classification and the items such as the years of service, gender, age, and educational attainment, it is possible to find an expert desired by the client. However, as described above, since the item values of the job requirement specification are category values or ranges, it is determined whether they are the same in the case of the category values, and in the case of the range values, the experts having the item values included in the range are searched.

However, in case of job classification, experts are searched as follows. First, when searching the job classification of the job history of the expert, if it is searched if there is the same job classification as the job classification in the job requirement specification, the total number of years of the job classification is summed, and the lower hierarchy for the job classification in the job requirement specification. If there is a job classification identical to the job classification of A, the number of years of service of that job classification is also summed. That is, the number of working years is calculated by including the job classification of the lower class for the job classification. In this way, the total number of working years of the job classification and the lower class job classification is the total number of working years for the job classification. If the total number of working years is equal to or greater than the number of working hours required by the job requirement specification, the job requirement specification is satisfied. That is, as in the previous example, if a professional has a job history of A 2 years, A1 1 year, A3 2 years, and the job requirement specification requires A 4 years or more, the same job classification A 2 years, and lower class Since the job classifications A1 and A2 are 1 year and 2 years, respectively, since the total A exceeds 5 years, which is required as 5 years, the item for the number of years of service for the job classification of the expert is satisfied.

As described above, experts are selected who satisfy all the item values required by the job requirement specification. However, if there are no experts who are satisfied with this, one embodiment may be added to select an expert who recommends the next best lane. For example, if A3 requires more than three years, but no one meets this requirement, the highest level of service in A3 job classification or A3 for more than two years or more than five years. It may be recommended.

Step (e) receives and stores the interview result of the client company for the selected experts (S31, S32). When the selected expert interviews the client company and the contract is not concluded, the agent management system 30 receives an evaluation of the interview of the client company and inputs the interview evaluation of the expert (S32). An expert whose results are important to interview is an expert who is registered as an expert and has entered a job history, but has never been dispatched due to a contract with a client. The expert is an expert who has not yet been verified because he has not received a work evaluation from the dispatched customer, and the job history stored in the database 20 is almost unreliable because the information is written by the expert himself. Therefore, there may be cases where the job history is exaggerated, and when the client interviews, the exaggerated job history is reviewed. By re-evaluating the exaggerated job history by reflecting the interview result of the client and lowering the standard when selecting the expert after the fact, it is possible to introduce a more reliable expert to the client. In particular, the interview results are obtained through a questionnaire evaluation on why the client interviewed a professional but did not employ the company.

In the step (f), when the dispatch of the expert is approved by the client company, the contract is received and stored in a contract concluded with a salary negotiation with the client company (S40). The salary negotiations and a contract may include salaries to be paid to the expert 12 and specific salary calculation methods, and may include working periods and working conditions.

In step (g), the salary of the expert 11 dispatched to the client company 12 is settled and stored by the contract (S50). The salary is calculated on the basis of the contract in step (f). When the experts are selected in step (d), they are classified as job waiters so as not to be contracted with other clients at the same time. In other words, if you wait for one client to join, you will not be able to wait for another client. The selected waiters must be interviewed first by the agent before they will be interviewed with the client. After the interview with the client, the contracted contract with the client will be dispatched to the client based on the contract. In this case, the agent negotiates salary with the client on behalf of the expert, and concludes the result as a contract. When the expert works for the client, the agent pays the salary based on the contract. When an agent negotiates a salary with a client, the agent negotiates a salary based on the standard salary based on the standard salary described below. The base salary is based on the average salary that similar experts have previously settled on the basis of the number of years of work and the results of the assessment of the work of the expert.

The step (h) receives and stores the graded work evaluation for the dispatched experts (11) (S60). In particular, the client is divided into grades according to the working environment, and all the experts evaluate and evaluate the evaluated work evaluations. The grades and job classifications of the client are classified and stored to evaluate the work evaluation (S61). Step (h) converts the work evaluation of the expert in preparation for the work evaluation criteria corresponding to the grade and job classification of the client corresponding to the expert.

The expert agent management system 30 receives the evaluation scores of the experts dispatched to the client company 12, and converts them into standardized evaluation values according to the hierarchies of job classification for each customer company. In particular, in the step (h), the client is divided into grades according to the working environment, the average score of all experts input according to the grade and job classification of the client is set as the reference score, and the reference score is prepared. By converting the evaluation score of the dispatched expert to a standardized evaluation value. In addition, the evaluation score of the expert corresponding to the job classification belonging to the lower hierarchy is also included in the evaluation score of the expert corresponding to the job classification belonging to the upper hierarchy.

Experts dispatched to clients receive evaluations of attendance and ability from the clients as scores for each evaluation item. The evaluation of experts is graded according to each evaluation item by evaluation classification such as attendance evaluation, field evaluation, ability evaluation, job evaluation, and personal evaluation. However, the evaluation score as described above may vary by customer. For example, in a good working environment, such as a large company, the experts work hard and motivated on the average, whereas in the bad working environment, the evaluation is relatively poor and the evaluation is also bad on average. Therefore, in order to make the client's evaluation an objective indicator, it must be converted into a standardized evaluation value for objectification. A typical method is to obtain a relative evaluation of the average of all ratings in the client company. However, in addition, various statistical methods of standardization may be applied.

However, the obstacle to standardizing the assessment is that the statistics must be large enough for the statistics to be meaningful, which may not be possible. This is especially true if the assessment is broken down by job classification. Therefore, for this purpose, there may be an embodiment of dividing the client companies into ratings based on the working environment, or increasing the sample group using the job classification to obtain the criteria for job classification of the upper class. That is, there may be more cases of evaluating more professionals in the ratings than in one client, and there are more cases of evaluating higher job classifications than lower job classifications.

In the step (i), when the contract period expires, the job history of the dispatched expert is updated and stored. The job history update is performed by the expert 11 or the agent 13. However, in order to increase the reliability of the job history, it is preferable that the agent 13 checks whether the agent 13 inputs or the expert 11 inputs it. As previously seen, job history is entered into the agent system 3 by pairing job classification and years of service and finally stored in the database 20.

In step (j), all salaries settled by experts are analyzed, and the standard salaries are extracted and stored according to the job classification, the number of working years, and the evaluation grade of the experts. In particular, in step (j), the number of years of service is divided into ranges, the evaluation value of the experts is classified into grades, and the average salary settled to all the experts according to the range of job classification and the number of years of service and evaluation grade is averaged. It is characterized in that the standard salary. In addition, the step (j) is characterized in that the salary of a professional corresponding to a job classification belonging to a lower hierarchy is also included in the salary of a professional corresponding to a job classification belonging to a higher hierarchy. If the annual salary is divided into basic salary and hourly pay, the salary is calculated by converting it into an annual salary including only average working hours.

The most important task in negotiating contracts with clients is to set a salary, even if they know the objective career by conducting job history and job evaluation of experts dispatched to various clients. In particular, the more diverse the field and the more specialized the job, the salary varies widely. In particular, since the position of the customer is different, the salary paid may be different compared to the ability of the objective professional. Therefore, if there is a standard salary that can be negotiated about the experience and evaluation results of the objective experts, the negotiations can be smoothly performed at the level of understanding between the clients and the experts.

One embodiment for this is as follows. The standard salary is an average of the salaries of experts who have already settled in the past. However, since salaries may vary by job classification, years of service, and evaluation results, average salaries should be obtained by classifying these items. However, there is a problem that the number of samples may be small, such as the problem that occurs when converting the evaluation score into a standardized evaluation. Therefore, the evaluation results are classified by grade, working years, and job classification is calculated by class. In other words, the average annual salary for all experts in each work range, evaluation grade, and job classification class is determined and set as the standard salary. As with the use of the tree type of job classification, in calculating the average salary of the job classification, all salaries of experts corresponding to the job classification of the lower class are included in the object.

As mentioned above, the standard salary obtained is determined as the standard salary when negotiating a salary with a client company. Naturally, the agent judges qualitative data as well as quantitative data and, if the expert is better, may ask for more salary. Nevertheless, the standard salary is a standard, which provides a reasonable and persuasive basis for the client.

However, the salary is different for each customer. Salary is divided into basic salary, hourly salary and performance allowance. In particular, the hourly salary that can make a big difference in the salary, there is room for a lot of errors in obtaining the standard salary. To prevent this, it is more appropriate to calculate hourly salaries in terms of average annual hours and in terms of annualized salaries, excluding benefits for additional hours. In addition, various forms of salary conversion may be applied.

Step (k) is a step of repeating steps (d) to (j). That is, when the contract with the client company 11 expires, the expert 11 is recommended to another client company 12 requesting his / her job history and the contract is concluded. Of course, it may be re-contracted with the same customer (12). However, since job history was added in step (i) earlier, the base salary, which is the basis for salary negotiations, will naturally be higher. Therefore, the expert 11 can be promoted to the customer 12 that gives a higher salary.

Next, an expert agent management system according to an embodiment of the present invention will be described with reference to FIG. 4. 4 is a block diagram of the configuration of the expert agent management system according to an embodiment of the present invention.

As shown in FIG. 4, the expert agent management system of the present invention includes a job classification preparation unit 31, a job history management unit 32, a demand specification management unit 33, a waiter selection unit 34, and an interview result input unit 35. , Contract conclusion unit 36, salary settlement unit 37, work evaluation management unit 38, standard salary extraction unit 40, evaluation criteria extraction unit 41, database 20.

The job classification preparation unit 31 creates and stores a job classification table for classifying jobs in a hierarchical form. The job history may include age, gender, and education, and the job requirement specification may further include an age range, sex, and education.

The job history management unit 32 receives and stores a job history including job classification and years of service according to the job classification table of the expert, and the request specification manager 33 stores the job classification table of the expert required by clients. Receives and stores the job requirement specification including job classification and training range according to

The waiting selector 34 selects experts having a job history that satisfies the job requirement specification of the client company and determines a standard salary of the selected experts. In addition, the waiter selection unit 34 determines the standard salary of the selected experts as the standard salary corresponding to the job classification, working range, and evaluation grade to which the expert belongs. Further, the wait selector 34 is responsible for the job classification of the job requirement specification when the job history of the job history belongs to the range of service years of the job requirement specification, when the job history satisfies the job requirement specification. I think that. In addition, the waiting selector 34 determines that the job history satisfies the job request specification when the age, gender, and education of the job history belong to the age range, sex, and education range of the job requirement specification. . These are optional personality conditions that the customer 12 meets when they want the criteria.

The interview result input unit 35 receives an interview result of a client company for the selected experts. In addition, when the client interviews the expert and does not approve the dispatch, the interview result input unit 35 receives the interview evaluation of the client and reflects the evaluation of the expert.

The contract conclusion unit 36 receives and stores a contract concluded with a salary negotiation with a client company.

The salary settlement unit 37 calculates and stores the salary of the expert dispatched by the contract, and the work evaluation management unit 38 receives and stores a graded work evaluation for the dispatched experts.

The job history updating unit 39 updates and stores the job history of the dispatched expert. In other words, when the contract expires, the work history for the contract period is entered and updated. By the job history update, the expert 11 increases the job history, and the standard salary for the salary negotiation is relatively raised, thereby promoting to the client company 12 that presents a higher salary.

The standard salary extracting unit 40 analyzes all salaries settled to experts, and extracts and stores standard salaries classified by job classification, work years, and evaluation grades of experts. The standard salary extracting unit 40 is a salary settled to all professionals corresponding to the job classification and service range and work evaluation, and if the job classification has a job classification of the lower hierarchy, the job classification and the training of the lower hierarchy The annual salary, which is the sum of the salaries calculated for the range and all the experts in the work evaluation, is averaged. In addition, the standard salary extraction unit 40 is calculated by converting the annual salary including only the average working hours when the salary is divided into basic salary and time allowance.

The evaluation standard extracting unit 41 classifies the client company into grades according to the working environment, analyzes the evaluated work evaluations of all experts, and extracts and stores the work evaluation criteria by classifying the client company by grade and job classification. Accordingly, the work evaluation management unit 38 converts the work evaluation of the expert in comparison with the work evaluation criteria corresponding to the grade and job classification of the customer corresponding to the expert.

In addition, the evaluation criteria extracting unit 41 is a job evaluation evaluated to all experts corresponding to the job classification and the client company grade, and if the job classification has a job classification of the lower hierarchy, the job classification of the lower hierarchy and the client company The work evaluation, which is evaluated by all experts in the class, is summed and the average work evaluation is extracted as the baseline evaluation.

What is insufficient in the description of the configuration of the expert agent management system 30 will be referred to the expert agent management method described above.

The database 20 stores the results of the input or calculation of the above components. Specifically, the database 20 may be classified into a job classification table 21, a manpower information DB 23, a required job DB 22, an evaluation statistics DB 25, a salary statistics DB 24, and the like.

The manpower information DB 23 is a database of information on experts, and stores all information about experts such as job history information, evaluation information, and settled salary information.

The request job DB 22 is a database for storing information on the job request specification input from the clients.

The evaluation statistics DB (25) is a database that stores a statistical reference score for standardizing the evaluation scores for experts. That is, the evaluation statistics DB (365) stores the scores averaged in the evaluation scores of the evaluation scores by the customer company grade, the job classification class by the job evaluation management unit.

The salary statistics DB 24 is a database of standard salaries obtained by statistical analysis on salaries settled by experts. In other words, the salary statistics DB 355 stores the average salary obtained for each class of job classification, evaluation grade, work range.

As mentioned above, although the invention made by this inventor was demonstrated concretely according to the said Example, this invention is not limited to the said Example and can be variously changed in the range which does not deviate from the summary.

The present invention can be applied to the field of agent management that promotes a better job when the contract is expired by giving a job to professional workers such as freelancers and continuously managing and evaluating, in particular, producers (PD), broadcast staff, journalists, It can be applied to agent field for professionals such as film director, IT programmer, web designer, and cartoonist.

1 is a view showing the configuration of the entire system for implementing the expert agent management system and method according to the present invention.

2 is a flowchart illustrating a method for managing an expert agent according to an embodiment of the present invention.

3 is a diagram illustrating a job classification table according to an embodiment of the present invention.

4 is a block diagram illustrating an expert agent management system according to an embodiment of the present invention.

Explanation of symbols on the main parts of the drawings

10: network 11: experts

12: Client 13: Agent

20: Database 30: Agent Management System

31: job classification preparation unit 32: job history management unit

33: Requirements specification management section 34: Waiting selection section

35: interview result input unit 36: contract conclusion unit

37: Salary and Settlement Department 38: Work Evaluation Management Department

39: job history update unit 40: standard salary extraction unit

41: evaluation criteria extraction unit

Claims (17)

In the expert agent management method by the expert agent management system connected to the network of the expert terminal and the client terminal, connected by the agent terminal, and provided with a database, (a) preparing and storing a job classification table for classifying jobs in hierarchical form; (b) if the terminal connected through user authentication is an expert terminal, receiving and storing a job history including job classification and years of service according to the job classification table of the expert; (c) when the terminal connected through the user authentication is a client terminal, receiving and storing a job requirement specification including a job classification and a range of working years according to the job classification table of an expert required by the client companies; (d) selecting experts having a job history that satisfies the job requirement specification of the client company and setting a standard salary of the selected experts; (e) receiving and storing an interview result of a client company for the selected experts; (f) when the dispatch of the expert is approved by the client, receiving and storing a contract concluded with a salary negotiation with the client; (g) calculating and storing the salary of the experts dispatched by the contract; (h) receiving and storing a graded work evaluation for the dispatched experts; (i) updating and storing the job history of the dispatched expert when the contract period expires; (j) analyzing all salaries settled by experts, extracting and storing standard salaries classified by job classification, years of service, and evaluation grades of experts; (k) repeating steps (d) to (j), Step (d) is the expert agent management method characterized in that the standard salary of the selected experts to the standard salary corresponding to the job classification, working range, evaluation grade belonging to the expert. The method of claim 1, wherein step (d) Expert agent management, characterized in that for the job classification of the job requirement specification, the job history satisfies the job requirement specification when the number of years of work history falls within the range of years of the job requirement specification. Way. The method of claim 1, wherein step (j) comprises: The annual salary settled to all experts in the job classification, service range and work evaluation; If the job classification has a job classification of the lower class, the salary settled to all experts corresponding to the job classification of the lower class and the service range and the job evaluation, Expert agent management method characterized in that the sum of the average salary is added to the standard salary. The method of claim 3, wherein (j) comprises: If the annual salary is divided into a basic salary and a time allowance, the expert agent management method characterized in that it is calculated by converting the salary including only the average working hours. The method according to any one of claims 1 to 4, (l) classifying the client company into grades according to the working environment, and analyzing and evaluating the evaluated work evaluations of all experts, classifying the client company by grade and job classification, and extracting and storing the work evaluation criteria; Step (h) is the expert agent management method characterized in that for converting the work evaluation of the expert in comparison with the work evaluation criteria corresponding to the rating and job classification of the client company. The method of claim 4, wherein step (l) comprises: Work evaluations assessed by all experts in the job classification and client level; If the job classification has a job classification of the lower class, the work evaluation of the lower class and the evaluation of the work evaluated by all experts in the client company rating, Expert agent management method characterized in that the sum of the average work evaluation as a baseline evaluation. The method of claim 1, wherein step (e) When the client company interviews the expert and does not approve the dispatch, the expert agent management method comprising receiving an interview evaluation of the client company and reflecting it in the evaluation of the expert The method of claim 1, The job history includes age, gender, and educational attainment, the job requirement specification further includes an age range, gender, and educational attainment, The step (d) is characterized in that the job history satisfies the job requirement specification when the age, gender, and education of the job history also belong to the age range, sex, and education range of the job requirement specification. How to manage expert agents. A computer-readable recording medium recording the expert agent management method of any one of claims 1 to 4. In the expert agent management system networked with expert terminals and client terminals, connected by agent terminals, and equipped with a database, A job classification preparation unit for creating and storing a job classification table for classifying jobs in a hierarchical form; A job history management unit for receiving and storing a job history including job classification and years of service according to the job classification table of an expert; A request specification management unit for receiving and storing a job request specification including a job classification and a service range according to the job classification table of an expert required by clients; A waiter selection unit for selecting experts having a job history satisfying the job requirement specification of the client and determining a standard salary of the selected experts; An interview result input unit configured to receive an interview result of a client company for the selected experts; Contract conclusion unit for receiving and storing the contract entered into the salary negotiations with the client company; Salary settlement unit for calculating and storing the salary of experts dispatched by the contract; A work evaluation management unit for receiving and storing the graded work evaluation for the dispatched experts; A job history updating unit for updating and storing the job history of the dispatched expert; A standard salary extracting unit that analyzes all salaries settled by experts and extracts and stores standard salaries classified by job classification, years of service, and evaluation grades of experts; The waiter selection unit professional agent management system, characterized in that for setting the standard salary of the selected experts to the standard salary corresponding to the job classification, service range, evaluation grade belonging to the expert. The method of claim 10, wherein the wait selector, Expert agent management, characterized in that for the job classification of the job requirement specification, the job history satisfies the job requirement specification when the number of years of work history falls within the range of years of the job requirement specification. system. The method of claim 10, wherein the standard salary extraction unit, The salary settled to all experts in the job classification, service range and work evaluation; If the job classification has a job classification of the lower class, the salary settled to all experts corresponding to the job classification of the lower class and the service range and the job evaluation, Expert agent management system, characterized in that to extract the average salary averaged in combination. The method of claim 12, wherein the standard salary extraction unit, If the annual salary is divided into basic salary and hourly allowance, the expert agent management system, characterized in that calculated by converting the salary including only the average working hours. The method according to any one of claims 10 to 13, It further includes an evaluation criteria extracting unit for classifying clients according to the working environment, analyzing the evaluated work evaluations of all experts, and extracting and storing the working evaluation criteria according to the client's grade and job classification. The work evaluation management unit expert agent management system, characterized in that for converting the work evaluation of the expert against the work evaluation criteria corresponding to the grade and job classification of the customer corresponding to the expert. The method of claim 14, wherein the evaluation criteria extracting unit, Work evaluations assessed by all experts in the job classification and client level; If the job classification has a job classification of the lower class, the work evaluation of the lower class and the evaluation of the work evaluated by all experts in the client company rating, Expert agent management system, characterized in that to extract the average work evaluation as a standard evaluation. The method of claim 10, wherein the interview result input unit, When the client company interviews the expert and does not approve the dispatch, the expert agent management system, characterized in that it receives the interview evaluation of the client company to reflect in the evaluation of the expert. The method of claim 10, The job history includes age, gender, and educational attainment, the job requirement specification further includes an age range, gender, and educational attainment, The waiter selection unit determines that the job history satisfies the job requirement specification when the age, gender, and education of the job history also belong to the age range, sex, and education range of the job requirement specification. Management system.

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