KR101153070B1 - System and Method for Managing Human Resource - Google Patents

Abstract

Human resources management system according to an aspect of the present invention that can efficiently manage human resources, the number of working years of human resources, the ratio of the experience of the work resources of the human resources during the working years, and the sub-tasks constituting the task An experience value calculator configured to calculate an experience value of human resources for the sub-task using an application rate for the sub-task selected by the human resources; And an experience value of the human resource for the sub-task, a first evaluation score which is an evaluation score for the human resource itself input by the human resource, and the human resource input by at least two other human resources except the human resource. And a skill level calculation unit configured to calculate a skill level of human resources for each task by using a second evaluation score which is an average of the evaluation scores for the tasks.

Description

System and Method for Managing Human Resource

The present invention relates to a system and method that can efficiently manage human resources.

Recently, as the company's speed management and globalization are rapidly progressing, the management environment of the company is changing rapidly. Therefore, it has become a key to secure a personnel management system that matches the characteristics of each organization by using the Internet.

In particular, as most companies have a talent-oriented management strategy, the management of efficient human resources to find talented people with specialized technical skills or to place them with the right technical skills is the most important issue. It is becoming.

This is because the deployment of human resources with technical knowledge familiar with a particular project or task can increase the economic added value of a company as well as enhance the individual achievement of human resources.

As such, in order to properly assign human resources with technical knowledge familiar with a specific project or a specific task to the task, the technical level of the human resources for each task should be automatically evaluated.

However, until now, no method or system for evaluating the technical level of human resources for each task has been developed so that the technical level of human resources for each task cannot be accurately assessed. As a result, efficient allocation of human resources has not been achieved. There is a problem.

In addition, there is a problem in that the training of human resources for each task cannot be effectively performed because the skill level of the human resources for each task cannot be accurately evaluated.

SUMMARY OF THE INVENTION The present invention has been made in view of the above-described problems, and it is an object of the present invention to provide a human resource management system and method capable of efficiently managing human resources.

Another object of the present invention is to provide a human resource management system and method capable of evaluating the technical level of human resources for each task in order to efficiently manage human resources.

Another object of the present invention is to provide a human resource management system and method capable of searching for a human resource suitable for a specific task based on a technical level of each human resource.

Another object of the present invention is to provide a human resource management system and method capable of recommending each human resource based on a skill level and recommending work training for each human resource.

Human resources management system according to an aspect of the present invention for achieving the above object, the number of working years of human resources, the ratio of the experience of the work resources of the human resources during the working years, and the sub-tasks constituting the task An experience value calculation unit for calculating an experience value of the human resource resources for the sub-task using an application rate for the sub-task selected by the human resource; And an experience value of the human resource for the sub-task, a first evaluation score which is an evaluation score for the human resource itself input by the human resource, and the human resource input by at least two other human resources except the human resource. And a skill level calculation unit configured to calculate a skill level of human resources for each task by using a second evaluation score which is an average of the evaluation scores for the tasks.

According to another aspect of the present invention, there is provided a human resource management method according to another aspect of the present invention. Receiving a selection of sub-tasks experienced by human resources; Calculating the experience value of the human resource for the selected sub-task by multiplying the number of working years, the experience ratio for each task, and the application rate of the sub-task selected by the human resource; Calculating a first result value obtained by adding the weights predetermined for each sub task to the experience value of the human resource for the selected sub task, respectively; And an evaluation of the human resource input by at least two other human resources except for the human resource, the first evaluation score being a first evaluation score which is an evaluation score of the human resource input by the human resource, and the human resource. Calculating a skill level of human resources for the task using a second evaluation score that is an average of the scores.

According to the present invention, it is possible to efficiently manage each human resource by using the technical level of the human resources for each task.

In addition, the present invention has the effect that it can provide information on the human resources suitable for a specific task based on the technical level of each human resource.

In addition, the present invention has the effect that the ability of each human resource can be appropriately improved by recommending a list of educational programs required for each human resource based on the skill level of each human resource.

1 is a block diagram schematically illustrating a human resource management system according to an embodiment of the present invention.
2A and 2B are examples of a screen for inputting a number of working years and a work experience ratio in a specific business field.
3 is an example of a screen showing a skill level calculated for each sub task for human resources.
Figure 4 is an illustration of a screen showing the workforce search results according to an embodiment of the present invention.
5 is a flowchart showing a human resource management method according to an embodiment of the present invention.
6 is a flowchart showing a human resource management method according to another embodiment of the present invention.

Hereinafter, embodiments of the present invention will be described in detail with reference to the accompanying drawings.

1 is a block diagram schematically illustrating a configuration of a human resource management system according to an embodiment of the present invention. As illustrated, the human resource management system 100 according to the present invention includes an interface unit 110, an experience value calculator 120, a skill level calculator 130, and a first database 140.

First, the interface unit 110 has the number of years of work for each business sector from the human resources, the ratio of work experience for the number of working years in the business field, and the corresponding human resources among the sub-tasks constituting each task. Receive a selection for the subtask.

Here, the business field means a service field performed by a company operating a human resource management system 100 such as steel field, environment field, power generation, energy field, logistics field, public field, plant field, and railroad field. In one embodiment, these business areas may be classified and managed into large, medium, and small categories to facilitate input of years of experience of the human resources.

For example, in the steel sector, the major categories include steel / steel, steel / rolling, steel / support, etc. The middle category includes casting, raw materials, sintering, coke, hwaseong, lime, etc. It may include unloading equipment, loading equipment, dispensing equipment, crushing equipment, and mixing equipment.

In addition, the experience ratio for each job may be a ratio of the number of working years and the number of working hours of the workforce resources engaged in each task during the working years.

In addition, the task can be divided into administrative tasks and technical tasks, the management task means a business management task such as project management or project planning, and the technical task refers to a task that requires specialized skills except for the administrative task.

In addition, the technical task may include a plurality of sub tasks according to the technical difficulty. For example, the technical task may be a BD (Basic Design) task, which is the first sub task having the highest technical difficulty, and a technical difficulty level than the first sub task. The second sub-task may be a drawing design (DD) task, and the third sub-task, which is a technical difficulty lower than the second sub-task, may be configured as a commissioning task.

When the plant is determined, the BD service is a basic design of the machine and electricity, and the operation of calculating the capacity of the operation plan, the mechanical device, the electric device, and the like and selecting the specifications. The DD service is the unit system and the panel. Decision and system completion such as drawing for manufacturing, drawing for installation construction, detailed specification for producing single product and basic specification of system, function and performance design, etc. It refers to the task of finalizing the facility by adjusting it to allow normal operation according to the operation plan.

In the following description, for convenience of description, technical tasks will be briefly described in terms of tasks.

For example, the interface unit 110 receives an input of a number of working years and a work experience ratio.

First, when a specific human resource worked 14 years and 8 months in the first business field, and 5 years in the second business field, the interface unit 110, as shown in Figures 2a and 2b Enter 14 years and 8 months for working years in Esau and 5 years for working years in the second business field.

In addition, the specific human resources experienced 20% and 30% of the first and third tasks belonging to the first business sector, respectively, and 40% and 10% of the first management task and the second management task, respectively. In the case of experiencing the ratio, the interface unit 110 receives 20% of the experience rate in the first task, 30% of the experience rate in the third task, as shown in FIG. 2A, and the first management. 40% of the experience in work is entered and 10% of the experience in second management is entered.

In addition, the specific human resources experienced 20%, 30%, and 20% of the first task, the second task, and the third task in the second business field, respectively, and the first management task and the second management task. In case of experiencing 15% and 15%, respectively, the interface unit 110 receives 20% of the experience rate in the first task as shown in FIG. 2B and 30% of the experience in the second task. Receive a%, 20% of the experience in the third task, and 15% of the experience of the first management task and the second management task, respectively.

In addition, the case where the interface unit 110 receives a selection of a sub-task experienced by the corresponding human resource among the sub-tasks constituting each task from the human resource will be described as an example.

First, when a specific human resource experiences both the first sub task and the third sub task in the first task and the third task of the first business field, the interface unit 110 may display the first project as shown in FIG. 2A. A selection is made for both the first sub task and the third sub task in the first task and the third task in the field.

In addition, certain human resources experienced first and second subtasks in the first task of the second business field, experienced both the first and third subtasks in the second task, and in the third task, When only the first sub task and the second sub task are experienced, the interface unit 110 may perform the first sub task on the first sub task and the third sub task in the second business field as shown in FIG. 2B. The selection is input, and in the second task, the selection for both the first sub task and the third sub task is received.

Referring back to FIG. 1, the experience value calculator 120 calculates the number of years of workforce resources in each business field, the work experience ratio of workforce resources during the number of work years, and an application rate for subtasks selected by workforce resources. It is used to calculate the experience value of human resources for the sub task constituting each task.

Specifically, the experience value calculation unit 120 first calculates the experience value of human resources for each sub task by multiplying the number of working years, the experience ratio for each task, and the application rate for the selected sub task for each business field.

Here, the application rate for the sub-tasks is determined so that the sum of the application rates of the sub-tasks is 100%, but is determined in proportion to the time required to perform each sub-task.

For example, in the case of a task for a special measuring instrument, since the time required to perform the DD task is the most, and the time required to perform the commissioning task is the smallest, in this case, the application rate for the DD task is assigned the largest, The application rate for the BD service is the next largest, and the application rate for the commissioning service can be the smallest.

As another example, in the case of software work or construction work among the control systems, the time required to perform the DD work is the most, and the time required to perform the BD work is the least, in which case the application rate for the DD work is The largest allocation is made, the application rate for the BD service is the next largest, and the application rate for the commissioning service is the smallest.

An example in which the experience value calculator 120 calculates the experience value of the human resource for the sub task constituting each task will be described with reference to FIGS. 2A and 2B.

In the example of FIG. 2A, it is assumed that an application rate for each sub task is 30% for the first sub task, 50% for the second sub task, and 20% for the third sub task for the first task and the third task.

First, the experience calculation unit 120 converts 14 years and 8 months, which is the number of working years in the first business field, to 176, which is a monthly value. Then, after multiplying 176, which is the monthly value of the number of working years, 20%, which is the experience rate of the first task, and 30%, which is the application rate for the first sub-task, the first result is converted into a year unit. 0.9, the experience value of the first sub-task for the first task in the field, is calculated.

Next, the experience value calculation unit 120 multiplies 176, which is the monthly value of the number of working years, 20%, which is the experience rate of the first task, and 50%, which is the distribution ratio of the second sub-task, and then multiplies the multiplication result by the year. By converting into units, 1.5, the experience value of the second sub-task for the first task in the first business field, is calculated.

Next, the experience value calculation unit 120 multiplies 176, which is the monthly value of the number of working years, 20%, which is the experience rate of the first task, and 20%, which is the distribution ratio of the third sub-task, and then multiplies the multiplication result by the year. By converting into units, 0.6, the experience value of the third sub-task for the first task in the first business field, is calculated.

Next, since the experience value calculation unit 120 calculates the experience value of the first to third sub-tasks for the third task in the first business field by using the same method as described above, a detailed description thereof will be omitted.

In FIG. 2B, the application rate for each sub task is 30% for the first sub task and 70% for the second sub task for the first task and the third task, and 30% for the second task. Assume that%, 2nd sub-task is 50%, and 3rd sub-task is 20%.

The experience value calculation unit 120 calculates the experience value for each sub task for each task in the first business field described above with the experience value of the first to third sub tasks for the first to third tasks in the second business field. Since it is calculated in the same way as detailed description will be omitted.

Next, the experience value calculation unit 120 calculates the final experience value of the sub task for each task by summing up the experience values for the same sub task of the same task in all business fields.

For example, the experience of the first sub-task for the first task in the first business field and the experience of the first sub-task for the first task in the second business field are added together to determine the final value of the first sub-task for the first task. To calculate the experience.

According to this method, the experience value of the final sub task calculated by the experience value calculator 120 for each task is as shown in FIG. 3.

In the above-described embodiment, when each human resource experiences a plurality of business fields, the final experience value for the sub-tasks constituting each task is calculated by summing the experience values for the same sub-tasks for the same task in all the business fields. If the human resources experienced only one business field, the experience value for the sub-tasks constituting each task in the corresponding business field is the final experience value for each sub-task constituting the task.

On the other hand, since the management task is not composed of a plurality of sub-tasks, the experience value calculation unit 120 calculates the experience value for each management task in each business field, and then the experience value for the same management task in all business fields. The sum of these results yields experience for each task.

For example, in the case of the first management task in the first business field, the experience value calculator 120 converts 14 years and 8 months, which is the number of working years in the first business field, to 176, which is a monthly value. Then, after multiplying 176, the monthly value of working years, and 40%, the experience rate of the first management work, and converting the multiplication result back to the yearly unit, 5.9, which is the experience value for the first management work of the first business field, is obtained. Calculate.

In addition, in the case of the first management task in the second business field, the experience value calculation unit 120 converts five years of working years in the second business field to 60, which is a monthly value. After multiplying 60, the monthly value of the number of working years, and 15% of the experience rate of the first management work, convert the multiplication result back to the yearly unit to obtain 0.75, the experience value for the first management work of the second business field. Calculate.

Thereafter, the experience value calculator 120 calculates 6.7, which is an experience value for the first management task, by adding the experience values of the first management tasks in all business fields as shown in FIG. 3.

Referring back to FIG. 1, the skill level calculator 130 may include a final experience value for each sub task calculated by the experience value calculator 120, a first evaluation score that is an evaluation score for each human resource resource, The skill level of each of the human resources is calculated using a second evaluation score which is at least two other human resources equal to the average of the evaluation of the human resources. In this case, the management task may be excluded from the technology level calculation target. Hereinafter, it will be described on the assumption that the management task is excluded from the technology level calculation target.

First, the skill level calculator 130 multiplies the final experience value for the first sub-task calculated by the experience calculator 120 and the first weight, and the final experience value for the second sub-task and the second. The first result is calculated by summing the product of the weights, the product of the final experience value for the third sub-task and the third weights. In this case, the first weight may be greater than the second weight, and the second weight may be greater than the third weight.

Thereafter, the skill level calculator 130 adds the product of the first result value and the fourth weight, the product of the first evaluation score and the fifth weight value, and the product of the second evaluation score and the sixth weight value. For each task, calculate the skill level of each human resource. In this case, the fourth weight may be greater than the fifth and sixth weights, and the fifth and sixth weights may be the same.

Meanwhile, the interface unit 110 directly receives a first evaluation score for itself from each human resource, and receives an evaluation score for the human resource from at least two other human resources except for the human resource. The calculation unit 130 is provided. At this time, the technical level calculator 130 calculates the second evaluation score by averaging the evaluation scores for the human resources input from at least two other personnel resources.

In one embodiment, these first and second evaluation scores may consist of five levels. Level 1 (1 point) refers to the level of ability to perform some of the second sub-tasks under the guidance of a senior, and Level 2 (2 points) refers to the level of ability to perform second sub-tasks under the guidance of a superior. Step 3 (3 points) refers to the degree to which the second sub task can be independently performed and the first sub task can be performed under the guidance of a superior. Step 4 (4 points) means It means the degree to perform both the first sub-task and the second sub-task, and step 5 (5 points) means that the expert in the first sub-task and the second sub-task in the task.

In this case, the score corresponding to step 4 may be input when the experience value for the first sub task is 1 year or more, and the score corresponding to step 5 may be input when the experience value for the first sub task is 1.5 years or more.

Hereinafter, an example in which the technology level calculator 130 calculates the skill level of each human resource for each task will be described using the example illustrated in FIGS. 2A and 2B.

Here, the first evaluation score for the first task is 3 points, the second evaluation score is 3.2 points, the first evaluation score for the second task is 2 and the second evaluation score is 2.5 points, Assume that the first evaluation score is 4 points and the second evaluation score is 5.2 points. In addition, it is assumed that the first weight is 1.2, the second weight is 1, the third weight is 0.8, the fourth weight is 0.4, and the fifth and sixth weights are 0.3.

First, the final experience value for the first sub task of the first task is 1.2, the final experience value for the second sub task of the first task is 2.2 and the final experience value for the third sub task of the first task is 0.6. Therefore, the technical level calculator 130 multiplies the final experience value 1.2 for the first sub-task of the first task by 1.2, which is the first weight, and the final experience value 2.2 for the second sub-task of the first task. A first result value of 4.1 is calculated by summing all the products of 1, which is the 2 weights, and the product of the final experience value 0.6 and the third weight, 0.8, for the third sub-task of the first task.

Subsequently, the technical level calculator 130 multiplies the first result value 4.1 with the fourth weight 0.4, the first evaluation score 3 with the fifth weight 0.3, and the second evaluation score 3.2 with the second value. 3.8 is calculated as the description level of the input resource for the first task by summing all the products of the six weights, 0.3.

Also, the final experience value for the first sub task of the second task is 0.5, the final experience value for the second sub task of the second task is 0.8 final, and the final experience value for the third sub task of the second task is final. Since the experience value is final 0.3, the skill level calculator 130 multiplies the final experience value 0.5 for the first sub task of the second task by 1.2, which is the first weight, and the final value for the second sub task of the second task. The first result value of 1.6 is calculated by summing both the product of the previous experience value 0.8 and the second weighted value 1 and the product of the final experience value 0.3 for the third sub-task of the second task and the third weighted value 0.8.

Subsequently, the technical level calculator 130 multiplies the first result value 1.6 with the fourth weight 0.4, the first evaluation score 2 with the fifth weight 0.3, and the second evaluation score 2.5 with the second value. By summing all the products of the six weights, 0.3, 2.0 is calculated as the skill level of the input resource for the second task.

Also, the final experience value for the first sub task of the third task is 1,6, the final experience value for the second sub task of the third task is 2.9, and the final experience value for the third sub task of the third task is Since the experience value is 0.9, the skill level calculator 130 multiplies the final experience value 1.6 for the first sub task of the third task by the first weight 1.2 and the final experience value for the second sub task of the third task. The first result value of 5.5 is calculated by summing all the products of 2.9 and the second weight 1 and the product of the final experience value 0.9 and the third weight 0.8 for the third sub-task of the third task.

Subsequently, the technical level calculator 130 multiplies the first result value 5.5 with the fourth weight 0.4, the first evaluation score 4 with the fifth weight 0.3, and the second evaluation score 5.2 with the second value. By adding up the product of 0.3, which is the six weights, 5.0 is calculated as the skill level of the input resource for the second task.

The skill level of the human resource for each task calculated according to the above method is as shown in FIG. 3.

In the above-described embodiment, it is described that different weights are reflected in the final experience value for each sub task in calculating the skill level of the human resource. In the modified embodiment, the final experience value for each sub task may or may not reflect the same weight.

Applying the case where the weight is not reflected to the example of measuring the skill level of the human resource for the third task described above, the final experience value for the first subtask of the third task is 1.6, and the second of the first task is Since the final experience value for the sub task is 2.9 and the final experience value for the third sub task of the first task is 0.9, the technical level calculator 130 calculates the first result value of 5.4 by adding them all together.

Therefore, the product of these resultant values 5.4 and the fifth weight 0.4, the product of the first evaluation score 4 and the sixth weight 0.3, and the product of the second evaluation score 5.2 and the sixth weight 0.3 are added together. This yields 4.9 as the skill level of human resources for the third task.

Referring back to FIG. 1, the first database 140 includes the number of working years in each business field for each manpower resource, the work experience ratio during the working years in each business field, the first evaluation score, and the second evaluation score. The skill level of each task is recorded.

In addition, the first database 140 may input the new experience value of each human resource, the position, the total number of working years, the job, the place of work, the business field experienced by the human resource, the specialty of the human resource, and each human resource. Information such as the type of work that is present can be recorded together.

On the other hand, when the sub-tasks constituting each task are added or deleted, that is, when a change in the sub-tasks constituting each task occurs, it is necessary to readjust the experience value for each task for each task. To this end, the experience value calculator 120 adjusts the experience value for each sub task when the sub task constituting each task is added or deleted.

Specifically, when a new sub-task is added to each task, the experience value calculator 120 subtracts a part of the experience value for each existing sub-task constituting each task, and subtracts the experience value for each sub-task. The sum of the experience points is determined as the experience value of the newly added subtask.

In addition, when the sub-tasks constituting each task are deleted, the experience value calculator 120 may divide the experience values of the deleted sub-tasks at a predetermined ratio and add them to the remaining experiences of the sub-tasks.

In the above-described embodiment, it has been described that the human resource management system 100 calculates the skill level of each human resource using the number of working years and the work experience ratio for the tasks that each human resource has experienced in the past.

In the modified embodiment, the past experience as well as the current experience may be used to calculate the skill level of each human resource. To this end, the interface unit 110 provides work information for inputting new experience values for each manpower resource, and receives a new experience value for a task corresponding to the work information from the workforce resource. The function of updating the experience value calculated by) may be further performed.

In this case, the new experience value may be a time taken by each human resource for processing the corresponding task.

Specifically, the interface unit 110 when the input of the new experience value is requested from the human resources, the human resources determine the type of work that can input the experience information of the work that can input the new experience value corresponding human resources To provide. In this case, the information that the human resource can input the experience value may be determined according to the skill level of the human resource, or may be previously recorded in the first database 140.

On the other hand, the human resource management system 100 according to the present invention further includes a search unit 160, when a request for searching for a manpower for a specific business field or a specific task, by referring to the first database 140, a specific project The search results may be generated by arranging information about human resources in an order of high skill level in a field or specific task or an order of high experience for sub tasks. In this case, the search request may include a business field or type of work to search for a workforce.

In this case, the interface unit 110 receives a search request for the specific task and provides a search result generated by the search unit 160 in response to the search request.

For example, as shown in FIG. 4, when a request is made by inputting a business field or a work type for which a person is to be searched, the information of each human resource in the order of the high technology level or the high experience level in the corresponding business area or the corresponding work is requested. Can provide sorted search results.

In another embodiment, the human resource management system 100 according to the present invention includes a second database 170 in which each task is matched with an education program related to each task, and the skill level of the human resource is equal to or less than a reference value. It may further include a list generating unit 180 for generating a list of education programs using the second database for the job.

Through this, when it is determined that a specific human resource has a skill level lower than or equal to a reference value, a training program matched with the specific task is extracted from the second database 170 to generate and provide a list of educational programs, thereby providing a list of each human resource. You will be able to improve your skills.

In this case, the interface unit 110 provides a list of education programs generated by the list generation unit 180.

In the above-described embodiment, it is described that the skill level of the human resource is calculated by using the past experience of each human resource or the past experience of each human resource and the new experience, but in the modified embodiment, the past experience of each human resource is described. In this case, the first evaluation score which is the new experience value of the human resources input through the interface unit 110 and the self-assessment score of the human resources, and the evaluation scores of others on the human resources may be calculated. The second assessment score may be used to calculate the skill level of each workforce.

In addition, in the above-described embodiment, it is described that the skill level of the human resources for each task is calculated using all the working years in each business field of each human resources and the work experience ratio for the corresponding working years. In an embodiment, the work level of recent years in each business sector (eg, the last three years) may be used to calculate the skill level of human resources for each task.

This is because, when the present invention is applied to a business field in which technology is rapidly changing, it may be more effective to calculate the skill level of the human resource based on work experience in recent years rather than the total number of working years.

Hereinafter, a human resource management method according to the present invention will be described with reference to FIGS. 5 and 6.

5 is a flowchart illustrating a human resource management method according to an embodiment of the present invention.

First, the number of working years of human resources in each business field, the percentage of work experience of the human resources during the working years, and the selection of the sub-tasks experienced by the human resources among the sub-tasks constituting the task are inputted. S500).

At this time, each task may be composed of one or more sub-tasks according to the technical difficulty, as shown in Fig. 2a and 2b, for example, each task is a BD task, the first sub-task which is the highest technical difficulty It may be configured as a DD task which is a second sub task having a technical difficulty lower than a task, and a commissioning task which is a third sub task having a technical difficulty lower than a second sub task.

In addition, the ratio of work experiences may be a ratio of the number of working years and the number of working hours for which the human resources are engaged in each task during the working years.

Next, the experience value of the human resource for the selected sub-task is calculated by multiplying the number of working years, the experience ratio for each task, and the application rate of the sub-task selected by the human resource (S510).

Here, the application rate for the sub-tasks is determined so that the sum of the application rates of the sub-tasks is 100%, but is determined in proportion to the time required to perform each sub-task.

Since a specific example of calculating the experience value for each sub task is described in detail in the above-described experience value calculator 120, a detailed description thereof will be omitted.

Next, a final experience value for each sub task is calculated by summing up experience values for the same sub task of the same task in each business field (S520).

For example, the experience of the first sub-task for the first task in the first business field and the experience of the first sub-task for the first task in the second business field are summed up to finally provide the first sub-task for the first task. To calculate the experience.

In the above-described embodiment, when each human resource experiences a plurality of business fields, the final experience value for each sub task for each task is calculated by summing the experience values for the same sub task for the same task in each business field. However, if each human resource experiences only one business field, the sub-task experience for each task in the corresponding business field becomes the final sub-task experience for the task. S520 may be omitted.

Next, a first result value is calculated by adding and reflecting weights predetermined for each sub task to the final experience value of the human resources for the selected sub task, respectively (S525).

Specifically, a first weight is reflected in the final experience value for the first sub-task, a second weight less than the first weight is reflected in the final experience value for the second sub-task, and the third sub-task The first result value is calculated by adding a third weight value smaller than the second weight value to the final experience value with respect to the sum.

Next, a first evaluation score, which is an evaluation score for each human resource itself, and a second evaluation score, which is an average of the evaluation scores for the human resource input from at least two other human resources, are obtained from the respective human resources (S530). ).

In an embodiment, the first and second evaluation scores may be configured in five steps as described above, and the score corresponding to the fourth step may be input when the experience value for the first sub-task is 1 year or more, The score corresponding to step 5 may be input when the experience value for the first sub-task is 1.5 years or more.

Next, the skill level of the human resources for the task is calculated using the first result value, the first evaluation score, and the second evaluation score (S550).

Specifically, by adding up the product of the first result value and the fourth weight, the product of the first evaluation score and the fifth weight, and the product of the second evaluation score and the sixth weight, Calculate skill level. In this case, the fourth weight may be greater than the fifth and sixth weights, and the fifth and sixth weights may be the same.

Since the example of calculating the skill level of each human resource for each task is described in detail in the above description of the skill level calculator 130, the detailed description thereof will be omitted.

In the above-described embodiment, the calculation of the skill level of the human resources is described as reflecting different weights in the experience value for each sub-task, but in the modified embodiment, all of the experience values for the sub-tasks are the same. It may or may not reflect weights.

On the other hand, although not shown in Figure 5, the manpower resource management method according to the present invention may further comprise the step of re-adjusting the experience value for the sub-task when the sub-task constituting each task is added or deleted.

Specifically, when a new sub task is added to each task, a part of the sub tasks constituting each task is subtracted, and the sum of the subtracted experience values is determined as the experience value of the new sub task, or the sub which constitutes each task. When a task is deleted, the experience value of the deleted sub tasks may be distributed at a predetermined ratio and added to the experience values of the remaining sub tasks, respectively.

In addition, although the present invention is not shown in FIG. 5, after the step of calculating the skill level, when a manpower search request for a specific business field or a specific task is received, the order of the skill level is higher in response to the manpower search request. Alternatively, the method may further include a process of sorting and providing information on the human resource in the order of the high experience.

In addition, after the skill level calculation step, the present invention generates a list of training programs using a second database in which each task and a list of training programs are matched and recorded with respect to a task whose skill level of each human resource is equal to or less than a reference value. In addition, the process may further include providing a training program to each human resource.

Meanwhile, in FIG. 5, the skill level of each human resource is calculated using the number of working years and the work experience ratio for the work that each human resource has experienced in the past.

However, in the modified embodiment, the skill level of each human resource may be calculated using the present experience as well as the past experience. This will be described in detail with reference to FIG. 6.

6 is a flowchart showing a human resource management method according to another embodiment of the present invention.

As shown in FIG. 6, first, when a request for input of a new experience value is received from each human resource (S600), a type of a task for which the corresponding human resource may input a new experience value is determined (S610).

In one embodiment, the type of work for which the corresponding human resource can input a new experience value is determined in accordance with the skill level of the human resource or matched with the employee information of the input resource, and is previously recorded in the first database 140. There may be.

Next, each workforce resource provides the workforce information for inputting the new experience value to the workforce resource (S620), and receives a new experience value from the workforce resource for the work corresponding to the work information (S630). .

Thereafter, the experience value for each pre-calculated task is updated using the input new experience value (S640).

Next, after calculating a first result value using the updated experience of the human resources resources (S645), the first evaluation score and the at least two other human resources resources that are the evaluation score for each human resources themselves from each human resources Obtaining a second evaluation score which is an average of the evaluation score for the human resources input from (S650).

Here, since the first result value calculating method is the same as the first result value calculating method in FIG. 5 described above, a detailed description thereof will be omitted.

Thereafter, the skill level of the human resources for each task is calculated using the first result value, the first evaluation score, and the second evaluation score (S660). The technique level calculation method for each task is the same as the technique level calculation method in FIG. 5 described above, and a detailed description thereof will be omitted.

The above-described human resource management method may be implemented in the form of program instructions that can be executed by various computer means and recorded in a computer-readable recording medium. In this case, the computer-readable recording medium may include program instructions, data files, data structures, and the like, alone or in combination. On the other hand, the program instructions recorded on the recording medium may be those specially designed and configured for the present invention or may be available to those skilled in the art of computer software.

On the other hand, those skilled in the art will understand that the present invention described above can be implemented in other specific forms without changing the technical spirit or essential features.

Therefore, it is to be understood that the embodiments described above are exemplary in all respects and not restrictive. The scope of the present invention is defined by the appended claims rather than the detailed description and all changes or modifications derived from the meaning and scope of the claims and their equivalents are to be construed as being included within the scope of the present invention do.

100: human resource management system 110: interface unit
120: experience value calculation unit 130: technology level calculation unit
140: first database 160: search unit
170: second database 180: list generation unit

Claims (25)

The workforce for the sub-task by multiplying the number of years of workforce resource, the work rate of the workforce resource during the working years, and the application rate for the sub-task selected by the workforce resources among the sub-tasks constituting the task An experience value calculator for calculating experience values of resources; And
On the human resources inputted by at least two other human resources except the human resources, the first evaluation score which is an evaluation score of the human resources, input by the human resources, and the human resources. And a skill level calculator configured to calculate a skill level of the human resources for each task by using a second evaluation score which is an average of the evaluation scores. delete The method of claim 1,
The work experience ratio is a workforce resource management system, characterized in that the number of working years and the number of working years the human resources resources engaged in each task during the working years. The method of claim 1,
The sub task is composed of a test operation task having the lowest technical difficulty, a DD (Drawing Design) task having a higher technical difficulty than the commissioning task, and a BD (Basic Design) task having a technical difficulty higher than the DD task according to the technical difficulty. Human resource management system. The method of claim 1,
The sub task is composed of a commissioning task, a DD task, and a BD task,
The experience value calculator determines an application rate for the sub-task such that the sum of the application rates of the sub-tasks is 100%, but determines an application rate for the sub-task in proportion to the time required to perform the sub-task. Human resource management system, characterized in that. The method of claim 1,
The sub task is composed of a commissioning task, a DD task, and a BD task,
The skill level calculation unit calculates a skill level of each human resource for each task by summing a first result value, the first evaluation score, and the second evaluation score,
The first result is a product of the experience value of the human resource for the BD task and the first weight, the product of the experience value of the human resource for the DD task and the second weight less than the first weight, and the trial run task. Human resource management system, characterized in that the sum of the product of the human resources resources experience value and the third weight less than the second weight. The method of claim 1,
The sub task is composed of a commissioning task, a DD task, and a BD task,
The skill level calculation unit may include a product of an experience value of the human resource for the BD task and a first weight, a product of the experience value of the human resource for the DD task, and a second weight smaller than the first weight, and the test operation task. A first result is calculated by summing up the product of the human resources for the human resource and the third weight less than the second weight,
Summing the product of the first result value and the fourth weight, the product of the first evaluation score and the fifth weight less than the fourth weight, and the product of the second evaluation score and the sixth weight less than the fourth weight A human resource management system comprising calculating a skill level of each human resource for each task. The method of claim 1,
And the experience value calculation unit calculates the experience value of the human resource for the sub task by summing all the experience values for the same sub task of the same task. The method of claim 1,
It further includes an interface unit for providing a work information capable of inputting a new experience value of the human resources resources to the human resources resources, receiving a new experience value for the task corresponding to the work information, and updates the experience value calculated by the experience value calculator Human resource management system, characterized in that. The method of claim 1,
An interface unit for receiving the number of working years, the work experience ratio, the selection for the sub-work, and the first evaluation score from the human resource, and inputting an evaluation score for the human resource from the at least two other human resources; Human resource management system further comprises. The method of claim 1,
And a first database in which at least one of the number of working years, the work experience rate during the working years, the first evaluation score, the second evaluation score, and the skill level is recorded for each manpower resource. Human Resource Management System. The method of claim 1,
The experience value calculator, when the sub-tasks constituting each task is changed, the human resource management system, characterized in that to readjust the experience value of the human resources for the sub-tasks. The method of claim 1,
When the sub-task constituting the task is added, the experience value calculator subtracts a predetermined value from the experience value for each existing sub-task, and adds the sum of the values subtracted from each existing sub-task to the added sub-task. Human resource management system characterized in that it is calculated by the experience value. The method of claim 1,
When the sub-task constituting the task is deleted, the experience value calculating unit divides the experience value for the deleted sub-task according to a predetermined ratio and adds the experience value for the remaining sub-task to add up the experience value for the remaining sub-task. A human resource management system, characterized in that readjustment. The method of claim 1,
When a manpower search request for a specific task is received, the search result is arranged by sorting the information about the manpower resources in the order of the high skill level or the high experience value of the manpower resources for the sub task according to the manpower search request. A search unit for generating a; And
The human resource management system of claim 1, further comprising an interface unit for receiving the search result and providing the search result. The method of claim 1,
A second database in which the tasks and the education programs related to the tasks are matched and stored;
A list generator for generating a list of education programs using the second database for a task having the skill level equal to or less than a reference value; And
Human resource management system further comprises an interface unit for providing the generated training program list. In the human resource management method performed by the human resource management system,
Receiving a selection of the number of working years of the human resources, the percentage of work experience of the human resources during the working years, and the selection of the sub-tasks experienced by the human resources among the sub-tasks constituting the task;
Calculating the experience value of the human resource for the selected sub-task by multiplying the number of working years, the experience ratio for each task, and the application rate of the sub-task selected by the human resource;
Calculating a first result value obtained by adding the weights predetermined for each sub task to the experience value of the human resource for the selected sub task, respectively; And
An evaluation score for the human resource input by the first result value, a first evaluation score which is an evaluation score for the human resource resource itself input by the human resource, and at least two other human resources except the human resource Calculating a skill level of human resources for the task using a second evaluation score that is an average of the human resources management method. The method of claim 17,
The sub task comprises a commissioning task having the lowest technical difficulty according to the technical difficulty, a DD task having a higher technical difficulty than the commissioning task, and a BD task having a higher technical difficulty than the DD task.
In the calculating of the first result value, the first weight is reflected in the BD task, the second weight is smaller than the first weight in the DD task, and the third weight is smaller than the second weight in the test driving task. And calculating the first result value by summing after reflecting the data. 18. The method of claim 17 wherein in the skill level calculation step:
The product of the first result value and the fourth weight, the product of the first evaluation score and the fifth weight smaller than the fourth weight, and the product of the second evaluation score and the sixth weight smaller than the fourth weight, are added together. Thereby calculating a skill level of each human resource for each task. The method of claim 17, wherein after the experience calculation step,
When the sub-task constituting the task is added, the predetermined value is subtracted from the experience value for each existing sub task, and then the sum of the values subtracted from each existing sub task is calculated as the experience value for the added sub task, If the sub-task constituting the task is deleted, distributing the experience value for the deleted sub-task according to a predetermined ratio and adding the experience value for the remaining sub-task to readjust the experience value for the sub-task Human resource management method characterized by. The method of claim 17,
The sub task is composed of a commissioning task, a DD task, and a BD task,
The application rate of the sub-tasks is determined so that the sum of the application rates of the sub-tasks is 100%. When all of the sub-tasks are selected by the human resources, the application rate of the DD task is applied. Human resource management method characterized in that the highest setting. The method of claim 17,
Providing task information capable of inputting new experience values of human resources, and receiving new experience values for tasks corresponding to the task information; And
And updating the calculated experience value using the input new experience value. 18. The method of claim 17, wherein after the skill level calculation step:
Receiving a manpower search request for each task; And
And arranging and providing the information on the human resources in the order of the high skill level or the high experience value of the human resources for the sub task according to the human resources search request. How to manage workforce resources. 18. The method of claim 17, wherein after the skill level calculation step:
And generating a list of training programs for a job having a skill level equal to or less than a reference value based on the skill level of the human resource and providing the human resources to the human resource. A computer-readable recording medium having recorded thereon a program for performing the method according to any one of claims 17 to 24.

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