KR102073054B1 - The information infrastructure supply method of global human resources in construction - Google Patents

Abstract

The present invention relates to a method for providing a global construction human resource information infrastructure, comprising: (a) constructing a construction job information DB through a construction job information management module and providing a job specification and a learning system diagram; (b) recommending an education / training program through an education / training program recommendation module according to a diagnosis result of a competency level and an individual's competency level required for a corresponding job; (c) self-diagnosis results of individual competency levels are stored in the construction manpower DB to retrieve the right person for a specific job through the expert search module for each job through the Internet; and (d) construction manpower diagnosis module using the construction manpower DB. Through the analysis of the supply level of construction workers, the prospective market and the demand for construction workers, and the construction supply and demand supply, the transition to a variable position system centered on the business organization and separation of the pay system and the position and position system It is possible to innovate with the concept of operating a horizontal organization, and by clearly presenting the required competence of experts required in global projects, it is possible to clearly define the tasks that each task required for the relevant project should perform, Even the prospect of qualitative supply and demand that compares the degree of demand for a specific job with the right person for that job is possible. have.

Description

The information infrastructure supply method of global human resources in construction}

The present invention relates to a global construction human resource information infrastructure providing method, and more specifically, to define a generic organization chart for each construction product group consisting of tasks that can perform the required technology for each construction product group based on the information necessary for talent development The present invention relates to a method for providing a global construction human resource information infrastructure that can develop an information infrastructure provided.

The domestic construction market grew more than 28% compared to 2014, but since the market growth is centered on the private investment market, such as housing and real estate, it is concentrated on a small number of companies and the feeling that companies or individuals feel is low. Despite this growth, restructuring of existing workforces is taking place rather than new hires. The existing manpower supply and demand results are based on quantitative analysis of supply and demand, which suggests that construction workers have more supply than demand, but construction companies recognize that there are not enough experts to enter the overseas market.

In addition, there is no clear definition of the competencies of global talent. Some large corporations run career development programs, but operate according to the position of the company, not the job-oriented ones required by the business. . On the other hand, most SMEs do not have a talent development program and it is difficult to obtain information on talent.

There are National Competency Standards (NCS) and Index of Construction Engineer's Competency (ICEC), which define the jobs required for existing construction projects and the skills required for those jobs. Insufficient reflection and global compatibility. NCS focuses only on the construction area of traditional construction, and focuses only on technical and functional tasks required for construction and design sites, and thus it is limited to be used as a framework for developing comprehensive talents from the actual industrial field perspective of construction companies. . On the other hand, the qualitative standard for assessing competence as defined by ICEC is certificate-centric, which is very different from qualification-based international standards.

Meanwhile, Korean Patent Publication No. 10-2004-0049106, which is a related art, relates to a career management development system and a method of human resources, and a) classifies each unit job of a corresponding industry into a predetermined group and is required for each job. Determining and storing the competency, the criteria for evaluating the competency, and the expected course; b) storing, in a database, information about a job, completion education, certification, and external activity information before and after each individual input through the operation server; And c) extracting a manpower that meets the search condition input through the operation server by searching the database, but the prior art is for the career management of human resources of a specific company, and the actual construction product group business. It does not take into account the job definition, does not consider the scalability of the education / training programs it provides, and also searches for the right person (expert) by job.

Republic of Korea Patent Publication No. 10-2004-0049106 (2004.06.11. Published)

The present invention has been made to solve the above problems, the object of the present invention is to clearly present the required competence of professionals required in the global business by providing a clear definition of the tasks that each job required for the project must perform It is to make possible, to recruit talents accordingly, and to define the generic organization chart for each construction product group composed of tasks that can perform the required skills for each construction product group, and to provide the necessary information for talent development.

Another object of the present invention is to provide a job description that defines the responsibilities and roles for each position on the organization chart, a job specification that defines the competencies required to perform the job corresponding to the position, and a learning system diagram for obtaining the competencies. It allows self-diagnosis of competency level required by job and individual competency level, and recommends appropriate education / training program according to the diagnosis result, forecasts and provides manpower supply by job on the generic organizational chart by construction product group, and self-diagnosis of individual competency level The result is to provide a way for companies to search for the right person for a specific job through the internet by storing it in the construction workforce DB based on the job in the generic organization chart by construction product group.

In order to achieve the above object, the present invention (a) 'Construction product group classification system code, job classification system code, job name, proficiency, job function, role, responsibility and job performance is input as input data by job Job descriptions with defined responsibilities and roles', 'Classification code by construction product group, Job classification system code, job name, proficiency, required competency name and required level' are input as input data. Defined job specification and 'classification code, job classification code, job name, proficiency, required competency name, and learning name by construction product group are defined as education / training curriculum needed to improve job performance ability. Storing and building the construction job information DB including the 'learned learning system diagram' through the construction job information management module in the global construction human resource information infrastructure providing device; (b) Whether the education / training program DB established by inputting and storing the learning name, program name, operating institution, operating institution evaluation result, and educational evaluation result as input data satisfies a predetermined criterion within the global construction human resource information infrastructure providing device. Evaluate the education / training program through the construction-related education / training program evaluation module, and compare and compare the results of previous competency evaluations with the current level of competency. (Iii) The competency level diagnosis module in the global construction human resource information infrastructure providing device provides the result of competency level comparison with other technicians inputted, and the global construction human resource information infrastructure providing device according to the result of the competency level diagnosis. Education / training program that satisfies certain criteria in the education / training program DB through the education / training program recommendation module within Steps to recommend and; (c) The competency level diagnosis results are stored in the construction manpower DB through the job search module in the global construction human resource information infrastructure providing device so that companies can search the right person for a specific job through the Internet. And (d) Global construction using the above-mentioned construction manpower DB, construction manpower supply level and construction manpower demand, in which general construction manpower information, competency information, employment information, and market wage unit prices are input and stored. The construction personnel supply and demand diagnosis module in the human resources information infrastructure providing device is characterized by comprising the step of providing the construction personnel supply and demand outlook results.

delete

As described above, the present invention provides a method for providing a global construction human resource information infrastructure from a structure in which positions, positions, and pay systems are unified to a variable position system centered on the business organization, and separates the pay system, position, and position system. It is possible to innovate with the concept of operating a horizontal organization, and by clearly presenting the required competence of experts required in global projects, it is possible to clearly define the tasks that each task required for the project must perform, If the competency required for the job is defined, it is possible not only to provide a quantitative outlook for comparing graduates and recruitment, but also to provide a qualitative outlook for comparing the degree of demand for a specific job and the right person for that job. Unlike traditional career development programs, construction product groups By providing it in connection with the required job information (job definition, job essential area definition), construction engineers can be provided with education / training programs necessary for actual job performance. It is possible to reorganize into a basic education program for specialty areas where quality supply is less than demand based on the results of qualitative supply and demand, and to fully digest the tasks assigned to the main tasks of the business to focus on the industry rather than the best technicians or experts. It is possible to innovate with a system that nurtures the right person, that is, the diagnosis results are stored in the manpower pool according to the position on the organization chart, and it is possible to connect the engineer and the company / business looking for the right person for the position. And training / training programs and educational institutions on a regular basis. By evaluating construction workers, they can be provided with high quality programs, and by forecasting manpower supply and demand based on the results of promising market and product derivation through construction product-technical matrix, it is possible for companies to establish human resource development strategies that quickly reflect market demand. have.

1 is a diagram illustrating a global construction human resource information infrastructure utilization process according to the present invention.
2 is a view showing a construction job information providing process according to the present invention.
3 is a view showing a construction product group selection screen according to the present invention.
Figure 4 is a view showing a generic organization chart providing screen for each construction product group according to the present invention.
5 is a view showing a screen for providing job description by construction product group-job according to the present invention.
Figure 6 is a view showing the construction product group-specific job statement providing screen according to the present invention.
7 illustrates an education / training program recommendation process in accordance with the present invention.
8A and 8B are views showing a career goal setting screen according to the present invention.
9 is a view showing a competency information input screen according to the present invention.
10 is a view showing a screen for providing a capability diagnosis result according to the present invention.
11 is a view showing the education / training program recommendation screen according to the career development target according to the present invention.
12 is a view showing a process for providing construction manpower supply and demand results according to the present invention.
13 is a view showing a global construction personnel supply and demand report providing screen according to the present invention.
14 is a diagram illustrating a job eligibility searching process according to the present invention.
15 is a view showing a job-specific suitable person (expert) search screen according to the present invention.

When described in detail with reference to the accompanying drawings a preferred embodiment of the present invention configured as described above are as follows. It is noted that the accompanying drawings and the descriptions thereof are illustrated for easy understanding by those skilled in the art with respect to the present invention, and are not intended to limit the spirit and scope of the present invention. Should.

The present invention can support the establishment of policies for fostering global construction talent for the country, and provide the organization with the required information for successful entry into the overseas market, such as providing information by position in the business organization chart and business organization plan when establishing the entry strategy for each target country. It is a global human resource information infrastructure providing knowledge information. The major elements that constitute the global construction human resource information infrastructure are as follows.

-Generic organization chart by construction product group: Defines the organization chart required by construction product by linking core technology and organizational classification system required for each construction product. Generic organizational charts contain all the required positions for each product performance stage and competency level. In the same job, requirements may vary depending on characteristics such as the size of the project.

-Job description by job and competency level: Summarize the purpose and contents of the relevant position of the organization chart and present standard performance.

-Job specification by job level and competency level: It clearly presents work performance expected from the members, and defines and presents the ability and capacity evaluation guidelines that construction engineers should have for the job.

-Learning system diagram by job and competency level: Define and provide the education / training curriculum necessary to improve job performance.

-Mid- to long-term manpower supply and demand report: Implement the supply and demand forecast for each job on the Generic Organization Chart.

In addition, the present invention proposes a method for providing a 'Global construction human resource information infrastructure' as a solution to the slowdown in the domestic market, the deterioration of profitability in the overseas market, the imbalance in the quantitative and qualitative supply and demand of the workforce, and the lack of global compatibility for the organizational structure. .

Existing business organizational classification system defines the generic organizational chart for each construction product group, which is defined according to the company's position, and consists of tasks that can perform the required skills for each construction product group. The purpose is to develop a.

In addition, it provides a job description that defines the responsibilities and roles of each position on the organization chart, a job specification that defines the competencies required to perform the job corresponding to the position, and a system and method for providing a learning system diagram to acquire the competencies. (Provide construction job information).

In addition, self-diagnosis of competency level and individual competency level required for the job is recommended, and appropriate education / training program is recommended according to the diagnosis result. The recommended education / training program evaluates whether each job provides the content to acquire the necessary competency, and provides a system and method for providing only programs that meet the criteria (recommend education / training program).

In addition, it provides a system and method for forecasting and providing manpower supply and demand for each job on the generic organization chart by construction product group (construction manpower supply and demand outlook).

In addition, the results of self-diagnosis of individual competency levels are stored in the construction manpower DB based on the tasks in the generic organization chart of each construction product group, thereby providing a system and method for enabling companies to search the right person for a specific job through the Internet (jobs). Search for the right person (expert).

1 is a whole process for utilizing the global construction human resources information infrastructure, Figure 2 is a construction job information providing process, as shown here, the construction job information DB is built through the construction job information management module, in particular, Figure 2 provides job descriptions that define the responsibilities and roles of each position in the organization chart, job descriptions that define the competency required to perform the job corresponding to the position, and the learning system diagram necessary to obtain the competency. Detailed process.

In other words, the merchandise classification system in Fig. 2 is a merchandise group classification system for ensuring compatibility with the global market, and the generic organization chart for each product constitutes an organizational chart by grouping by product, step by step (horizontal), and business digestion capability (vertical), and requires capability. Since the level of demand is different depending on the characteristics of the project even for the same job, the job level is defined as the criteria for job level (proficiency of fire extinguishing / skills / Grade), and the job description is based on the job description (job purpose and main roles). Responsibilities) are defined by job interviews and case analysis through job interviews and case analysis. The education / training curriculum necessary for the acquisition of job performance competencies is defined by the construction product group and by job.

The data for each information of the construction job information DB with reference to FIG. 2 is shown in Table 1 below.

3 to 6 is a UI screen provided according to the construction job information providing process, Figure 3 is a view showing a construction product group selection screen, Figure 4 is a view showing a generic organization chart providing screen for each construction product group, Figure 5 is a construction FIG. 6 is a diagram illustrating a job description providing screen for each position on a generic organization chart for each product group. FIG. 6 is a diagram showing a job statement providing screen for each position on a generic organization chart for each construction product group.

7 is a process of recommending an appropriate education / training program through an education / training program recommendation module according to a diagnosis result by allowing a self-diagnosis of a competency level and an individual's competency level required for a corresponding job. The recommended education / training program assesses whether each job provides the content necessary to achieve the required competency, and only provides programs that meet the criteria. The detailed process for recommending education / training programs is, firstly, education / training program evaluation through the construction-related education / training program evaluation module, which conducts regular evaluation of education / training programs and providers and meets the existing standards. Only training programs are provided. Second, competency level self-assessment is the same as that defined in the job specification, and the results of previous competency level evaluations and current competency level evaluations are compared with other technicians who select the product group and job. The competency level diagnosis module provides the results of the competency level comparison. In this case, the education / training program DB stores data such as a learning name, a program name, an operation institution, an operation evaluation result, and an education evaluation result.

8 to 11 are UI screens provided according to a process for recommending an education / training program. FIGS. 8A and 8B are diagrams illustrating screens for selecting a product group and a job of a current major career and a job group and a job of a target career. FIG. 9 is a diagram illustrating a competency information input screen, FIG. 10 is a diagram illustrating a screen for confirming a competency level evaluation result, and FIG. 11 is a diagram illustrating a recommendation screen for a suitable education / training program according to a career development path and a competency diagnosis result. to be.

12 is a detailed process for providing the result of supply and demand for construction personnel by projecting the supply and demand of manpower by job on the generic organization chart for each construction product group. In other words, the construction manpower supply and demand diagnosis module analyzes construction manpower supply level, forecasts the prospective market and construction manpower demand, diagnoses construction manpower supply and prepares construction manpower supply and demand forecast report.

Here, the data by information of the construction personnel information DB is shown in Table 2 below.

FIG. 13 is a UI screen that provides mid- and long-term manpower supply and demand results, and provides a result of forecasting and forecasting global construction manpower supply and demand on a 10-year basis.

In addition, the results of self-diagnosis by individual level are stored in the construction manpower DB based on the job in the generic organization chart of each construction product group, so that the detailed process of searching for the right person of a specific job through the expert search module for each job through the Internet is shown in FIG. 14. Same as

15 is a UI screen for searching the right person (expert) for each job.

This series of processes in FIG. 1 is accomplished by a program that codes algorithms directly through a programming language to do this with a computer.
In addition, the construction job information management module, education / training program recommendation module, construction-related education / training program evaluation module, competency level diagnosis module, construction manpower supply diagnosis module and expert search module for each job is a global construction human resource information infrastructure providing device Included in The global construction human resource information infrastructure providing apparatus includes a software for providing a global construction human resource information infrastructure, such as a server, a desktop, a laptop or a portable terminal. In addition, data calculated or inputted or outputted by the global construction human resource information infrastructure providing device may be stored in a separate storage device.

In summary, the existing business organization classification system is defined according to the company position, but by defining the generic organization chart for each construction product group composed of the necessary tasks according to the characteristics of the global construction human resource information infrastructure project proposed in the present invention, Based on the organization chart, a job description that defines the responsibilities and roles of each position on the organization chart, a job description that defines the competencies required to perform the job corresponding to that position, and a training / training program that defines the competency required to acquire the competency. Provide a learning system diagram. In addition, quantitative and qualitative supply and demand forecasts are conducted for each position.

Through the present invention, it is possible to innovate in a horizontal organizational concept by converting the position, position, and pay system into a variable position system centered on the business organization, and separating the pay system, position, and position system from the structure that is unified. In addition, by clearly presenting the competence of experts required in global projects, it is possible to clearly define the tasks that each task required for the project should perform, recruit talents accordingly, and If the required competencies are defined, not only the quantitative outlook for comparing graduates and recruitment staff, but also the qualitative outlook for comparing the degree of demand for a specific job and the right person for that job, and the existing operation of each company Unlike job development programs in Korea, job information required for each construction product group In addition, it is possible for construction engineers to be provided with education / training programs necessary for actual work performance. Based on the results, it is possible to reorganize into a basic education program for specialized fields where quality supply is less than demand, and to cultivate the right person, that is, to cultivate the right person, that is, to adequately digest the tasks assigned to the main job of the business to focus on industry rather than the best technician or expert. It is possible to innovate with the system, and the diagnosis result is stored in the manpower pool according to the position on the organization chart, and it is possible to connect the company / business looking for the right person in the position, thereby supporting the job search and hiring of the engineer. Constructors by regularly evaluating education / training programs and educational institutions They can be provided with high-quality programs, construction products - by promising outlook for labor demand and supply in the market and based on the results obtained through the product matrix Technology has established corporate strategy, human resources reflects the market demand quickly possible effects.

Claims (4)

(a) 'Description of job descriptions that define responsibility and roles for each job by inputting classification code, job classification code, job name, proficiency, job function, role, responsibility and job performance by construction product group', 'construction' Classification code by product group, job classification code, job name, proficiency, required competency name and required level are entered as input data, and the job specification that defines the competence required for the performance of the corresponding job 'and' classification system by construction product group ' Construction job information DB including code, job classification system code, job name, proficiency, required competency name and learning name are inputted as input data, and a learning system diagram that defines the education / training curriculum necessary to improve job performance performance Storing and building through a construction job information management module in the global construction human resource information infrastructure providing device;
(b) Whether the education / training program DB established by inputting and storing the learning name, program name, operating institution, operating institution evaluation result, and educational evaluation result as input data satisfies certain criteria. Evaluate the education / training program through the construction-related education / training program evaluation module, and compare and compare the results of previous competency evaluations with the current level of competency. (Iii) The competency level diagnosis module in the global construction human resource information infrastructure providing device provides the result of competency level comparison with other technicians inputted, and the global construction human resource information infrastructure providing device according to the result of the competency level diagnosis. Education / training program that satisfies certain criteria in the education / training program DB through the education / training program recommendation module within Steps to recommend and;
(c) The competency level diagnosis results are stored in the construction manpower DB through the job search module in the global construction human resource information infrastructure providing device so that companies can search the right person for a specific job through the Internet. , And
(d) Global construction human resources using 'construction manpower DB', 'construction manpower supply level' and 'construction manpower demand', in which general construction manpower information, competency information, employment information and market wage unit prices are input and stored. A method for providing a global construction human resource information infrastructure comprising the step of providing a construction manpower supply and demand outlook result through a construction manpower supply and demand diagnosis module in an information infrastructure providing device.

delete delete delete

Images