KR102614860B1 - Method, apparatus, and program for competency assessment based on attribute information of the evaluatee - Google Patents

Abstract

The present invention is a competency evaluation method performed in a competency evaluation device, comprising the steps of providing a questionnaire for evaluating the competency of a person to be evaluated, obtaining answer information of the person to be evaluated to the questionnaire, and based on the answer information. , It includes the step of evaluating the competency of the evaluation target according to a predefined competency model in order to analyze the suitability or consistency of the competency of the evaluation target with each job.

Description

Method, apparatus, and program for evaluating competency based on attribute information of the person being evaluated

The present invention relates to competency evaluation technology, and more specifically, to a competency evaluation method, device, and program that evaluates the suitability and consistency between the competency of the person being evaluated and the job.

In order to hire talent, companies conduct aptitude tests and select interviewees. Through a personality test, the personality of the person being hired, that is, the temperament or emotional characteristics that each person has differently, and aptitude, that is, the appropriate nature or application that can be mastered through training in relation to education or occupation in a specific field. Although ability can be evaluated, there are realistic problems in which candidates for employment cannot be properly evaluated using existing personality tests. Specifically, in the personality section, even factors unrelated to organizational life are evaluated, there is a tendency for excessive segmentation of similar elements, and there is a problem that biased evaluation may occur between elements with different personalities. The aptitude section is mainly used to evaluate job abilities, but aptitude There is a problem that it does not represent job ability and the tendency of the questions is similar, so practice can increase the percentage of correct answers. In addition, although personality and aptitude are different in nature and purpose, existing personality tests use them interchangeably to evaluate and interpret the two, making it difficult to properly evaluate candidates for recruitment.

Korean Patent No. 10-1998244

The purpose of the present invention is to more accurately evaluate the capabilities of the subject of evaluation, based on a competency model that reflects the organizational culture, industry characteristics, job characteristics, etc. of a specific company and systematizes the core competencies that create high performance for each job. The purpose is to provide competency evaluation methods, devices, and programs that evaluate the match between the competency of the person being evaluated and the job in charge.

The purpose of the present invention is to evaluate which of various jobs the competency of the evaluation target is suitable for, a competency evaluation method that evaluates the competency of the evaluation target and the suitability for each job based on a competency model in which general competency characteristics for each job are analyzed, It provides devices and programs.

The problems to be solved by the present invention are not limited to the problems mentioned above, and other problems not mentioned can be clearly understood by those skilled in the art from the description below.

The first aspect of the present invention for achieving the above object is a competency evaluation method, comprising the steps of providing a questionnaire for evaluating the competency of a person to be evaluated, obtaining information on the answer of the person to be evaluated to the questionnaire, and Based on the answer information, it includes the step of evaluating the competency of the evaluation target according to a predefined competency model in order to analyze the suitability or consistency of the competency of the evaluation target with each job.

Preferably, before providing the questionnaire, it further includes obtaining attribute information of the evaluation subject, and providing the survey includes providing a survey composed of items selected according to the attribute information. may include.

Preferably, the step of obtaining the answer information includes the step of obtaining information about the job of the evaluation subject, and the step of evaluating the competency includes the required competency elements and required competency elements for each job according to the job. It may include a step of analyzing the match between the competency of the person being evaluated and the job based on a customized competency model that defines each required level.

Preferably, the step of analyzing the consistency includes deriving the required competency elements of the job and the required level of the required competency elements from the customized competency model, and providing the answer information to determine the evaluation level of the evaluation subject for each required competency element. It may include a step of calculating as a basis, and a step of calculating a degree of consistency by comparing the evaluation level for each necessary competency element with the necessary level.

Preferably, a step of determining necessary competency elements that require improvement in the evaluation level of the evaluation subject in order to increase the degree of consistency, and recommending competency enhancement training or competency enhancement measures to improve the level of the determined necessary competency elements are further performed. It can be included.

Preferably, the step of evaluating the competency includes analyzing the suitability of the competency of the evaluation subject and each of the plurality of jobs based on a general competency model that defines generalized competency elements according to the job-specific characteristics of a plurality of preset jobs. It may include steps.

Preferably, in order to analyze the match between the competency of the evaluation subject and the degree of consistency by job, response information of a plurality of evaluation subjects classified as high performers, average performers, and low performers is obtained, and based on the obtained response information, the high performer's It may further include the step of analyzing the competency structure and creating a customized competency model that defines the required competency elements for each job and the required level for each required competency element.

Preferably, the step of creating the customized competency model includes obtaining job duties, performance information, and response information of the plurality of evaluation subjects, and selecting high performers for each job based on the job duties and performance information. , A step of comparing and analyzing the capabilities analyzed based on the response information of the high performer and the capabilities analyzed based on the response information of evaluation subjects other than the high performer for each job, and determining the core of the high performer according to the results of the comparative analysis. A step of deriving the level of competency elements and core competency elements, and a step of creating a customized competency model by defining the required competency elements for each job and the required level of required competency elements based on the levels of the core competency elements and core competency elements. It can be included.

A second aspect of the present invention for achieving the above object is a capability evaluation device, comprising a memory storing one or more instructions and a processor executing the one or more instructions stored in the memory, and the processor executes the one or more instructions. The method according to the disclosed embodiment is performed by executing.

A third aspect of the present invention for achieving the above object is a competency evaluation computer program, which is combined with a computer as hardware and stored in a computer-readable recording medium so that the method according to the disclosed embodiment can be performed.

Other specific details of the invention are included in the detailed description and drawings.

As described above, according to the present invention, the suitability between the competency of the person being evaluated and the job, the degree of correspondence between the job in charge, and the level of each competency constituting the job in charge are provided, so that it can be used as basic information for recruitment, personnel management, etc. There is.

In addition, the competency of the evaluator is evaluated using a competency model that is systematized by deriving the characteristic competency elements and levels that only high performers have for each job, so based on the competency evaluation results, the evaluator can match the organization's purpose and direction and achieve performance. It has the effect of providing a standard for changing one's own behavior in a way that can be improved.

The effects of the present invention are not limited to the effects mentioned above, and other effects not mentioned will be clearly understood by those skilled in the art from the description below.

1 is a configuration diagram showing a competency evaluation system according to the present invention.
Figure 2 is a configuration diagram showing a competency evaluation device according to an embodiment.
Figure 3 is a flowchart showing a competency evaluation method according to an embodiment.
Figure 4 is a flowchart showing a method for creating a customized competency model according to an embodiment.
Figures 5 and 6 are exemplary diagrams to explain a method of creating a customized competency model according to an embodiment.
Figure 7 is an exemplary diagram showing the results of competency evaluation according to an embodiment.

The advantages and features of the present invention and methods for achieving them will become clear by referring to the embodiments described in detail below along with the accompanying drawings. However, the present invention is not limited to the embodiments disclosed below and may be implemented in various different forms. The present embodiments are merely provided to ensure that the disclosure of the present invention is complete and to provide a general understanding of the technical field to which the present invention pertains. It is provided to fully inform the skilled person of the scope of the present invention, and the present invention is only defined by the scope of the claims.

The terminology used herein is for describing embodiments and is not intended to limit the invention. As used herein, singular forms also include plural forms, unless specifically stated otherwise in the context. As used in the specification, “comprises” and/or “comprising” does not exclude the presence or addition of one or more other elements in addition to the mentioned elements. Like reference numerals refer to like elements throughout the specification, and “and/or” includes each and every combination of one or more of the referenced elements. Although “first”, “second”, etc. are used to describe various components, these components are of course not limited by these terms. These terms are merely used to distinguish one component from another. Therefore, it goes without saying that the first component mentioned below may also be a second component within the technical spirit of the present invention.

Unless otherwise defined, all terms (including technical and scientific terms) used in this specification may be used with meanings commonly understood by those skilled in the art to which the present invention pertains. Additionally, terms defined in commonly used dictionaries are not interpreted ideally or excessively unless clearly specifically defined.

As used in the specification, the term “unit” or “module” refers to a hardware component such as software, FPGA, or ASIC, and the “unit” or “module” performs certain roles. However, “part” or “module” is not limited to software or hardware. A “unit” or “module” may be configured to reside on an addressable storage medium and may be configured to run on one or more processors. Thus, as an example, a “part” or “module” refers to components such as software components, object-oriented software components, class components, and task components, processes, functions, properties, Includes procedures, subroutines, segments of program code, drivers, firmware, microcode, circuits, data, databases, data structures, tables, arrays, and variables. The functionality provided within components and “parts” or “modules” can be combined into smaller components and “parts” or “modules” or into additional components and “parts” or “modules”. Could be further separated.

In this specification, a computer refers to all types of hardware devices including at least one processor, and depending on the embodiment, it may be understood as encompassing software configurations that operate on the hardware device. For example, a computer can be understood to include, but is not limited to, a smartphone, tablet PC, desktop, laptop, and user clients and applications running on each device.

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

Each step described in this specification is described as being performed by a computer, but the subject of each step is not limited thereto, and depending on the embodiment, at least part of each step may be performed in a different device.

1 is a configuration diagram showing a competency evaluation system according to the present invention.

Referring to Figure 1, the competency evaluation system 100 includes a competency evaluation device 110, an evaluation subject terminal 120, and an evaluator terminal 130. Here, the competency evaluation device 110, the evaluation subject terminal 120, and the evaluator terminal 130 are connected through a network.

The competency evaluation device 110 is a device that is connected to the evaluator terminal 120 and the evaluator terminal 130 and performs a competency evaluation method. Preferably, the competency evaluation device 110 generates a competency model based on data transmitted and received from the evaluation target terminal 120 and the evaluator terminal 130 or generates a competency model based on data related to general job classification and job characteristics. And, based on the competency model, the responses to the evaluation target's questionnaire can be analyzed to evaluate which job the evaluation target is suitable for among various jobs, or whether the evaluation target's competency matches a specific job. Here, data on evaluation results may be provided to the evaluator terminal 130, and may be separately stored and managed into a database.

The evaluation subject terminal 120 is a device that can be equipped or operated by the person whose competency is to be evaluated through the competency evaluation device 110, and the evaluator terminal 130 provides the evaluation results of the evaluation target from the competency evaluation device 110. It is a device that can be equipped or operated by an evaluator who wishes to receive or use data on evaluation results for multiple purposes. Preferably, a plurality of evaluation subject terminals 120 and evaluator terminals 130 may be included. The evaluation subject terminal 120 and the evaluator terminal 130 are, for example, the computers described above, and can install and execute an application or program for performing the competency evaluation method provided by the competency evaluation device 110. , input and output of data can be controlled by providing a user interface.

Figure 2 is a configuration diagram showing a competency evaluation device according to an embodiment.

Referring to FIG. 2, the capability evaluation device 110 includes a processor 111 and a memory 112, and preferably includes a network interface (or communication interface) (not shown), storage (not shown), or a bus ( bus) (not shown) may be further included.

The processor 111 controls the overall operation of each component of the competency evaluation device 110. Preferably, the processor 111 may be configured to include a Central Processing Unit (CPU), Micro Processor Unit (MPU), Micro Controller Unit (MCU), or any type of processor well known in the art of the present invention. , an operation may be performed on at least one application or program to execute a method according to embodiments of the present invention.

In one embodiment, the processor 111 may include one or more cores (not shown), a graphics processing unit (not shown), or a connection path (e.g., bus, etc.) for transmitting and receiving signals with other components. The processor 111 may include random access memory (RAM) (not shown) and read-only memory (ROM) that temporarily or permanently store signals (or data) processed within the processor 111. (not shown) may further be included. Additionally, the processor 111 may be implemented in the form of a system on chip (SoC) including at least one of a graphics processing unit, RAM, and ROM. In addition, the processor 111 may perform the method to be described with reference to FIGS. 3 and 4 by executing one or more instructions stored in the memory 112.

The memory 112 stores various data, commands, or information. Preferably, programs (one or more instructions) for processing and controlling the processor 111 may be stored in the memory 112, and the programs stored in the memory 112 may be divided into a plurality of modules according to function. You can.

The steps of the method or algorithm described in connection with embodiments of the present invention may be implemented directly in hardware, implemented as a software module executed by hardware, or a combination thereof. The software module may be RAM (Random Access Memory), ROM (Read Only Memory), EPROM (Erasable Programmable ROM), EEPROM (Electrically Erasable Programmable ROM), Flash Memory, hard disk, removable disk, CD-ROM, or It may reside on any type of computer-readable recording medium well known in the art to which the present invention pertains.

The components of the present invention may be implemented as a program (or application) and stored in a medium in order to be executed in conjunction with a hardware computer. Components of the invention may be implemented as software programming or software elements, and similarly, embodiments may include various algorithms implemented as combinations of data structures, processes, routines or other programming constructs, such as C, C++, , may be implemented in a programming or scripting language such as Java, assembler, etc. Functional aspects may be implemented as algorithms running on one or more processors.

Hereinafter, with reference to FIGS. 3 and 4, the competency evaluation method performed by the competency evaluation device 110 and the custom competency model creation method will be described.

Figure 3 is a flowchart showing a competency evaluation method according to an embodiment.

Referring to FIG. 3, the competency evaluation device 110 provides a questionnaire to evaluate the competency of the person being evaluated (step S310). Here, the competency evaluation device 110 transmits a questionnaire to the evaluation subject terminal 120 so that the evaluation subject can check the questionnaire. Preferably, the competency evaluation device 110 may obtain information about the attributes of the evaluation subject before step S310, and provide a questionnaire composed of items selected according to the attribute information in step S310.

In the disclosed embodiment, attribute information may mean specific position information or information about a preset classification according to experience. For example, attribute information may be obtained by classifying as new or experienced, or may be obtained by classifying according to preset criteria such as employee ~ executive level, senior executive ~ CEO, etc., but is not limited to this.

In one embodiment, if information on a specific company's core values and talent ideals has been obtained in advance, a survey may be constructed by selecting items according to the core values and talent ideals of the company.

In addition, the questionnaire includes items to evaluate the competency of the person being evaluated, as well as items to determine how honestly and consistently the person being evaluated responded, and items to evaluate how clearly the person being evaluated recognized and responded to his or her behavioral characteristics or tendencies. It can be composed of possible items, and the following will focus on the competency evaluation method. However, personality evaluation (e.g., emotional and behavioral aspects corresponding to organizational suitability, etc.) can also be performed along with competency evaluation. and the specific method can be easily understood by those skilled in the art of the present invention.

The competency evaluation device 110 obtains response information of the person being evaluated to the questionnaire provided in step S310 (step S320). Here, the person being evaluated enters answers to the questionnaire on the person being evaluated, and the answer information entered into the person being evaluated is transmitted to the competency evaluation device 110.

Based on the answer information obtained in step S320, the competency evaluation device 110 evaluates the competency of the evaluation target according to a predefined competency model in order to analyze the suitability or consistency between the competency of the evaluation target and the job (step S330). . Here, the suitability for each job is evaluated by applying a general competency model created by analyzing the general job characteristics of Korean companies, and the match for each job is tailored to the specific company to which the evaluation subject belongs or will belong, and matches the job classification of the company and the corresponding job. It is evaluated by applying a customized competency model created based on the results of analyzing the competency structure of each high performer, and the suitability and consistency for each job can be selectively performed according to the settings of the evaluator terminal 130. In other words, if the company does not have a customized competency model, only the suitability for each job can be evaluated using a general competency model, and if there is a customized competency model, the suitability or match for each job can be evaluated. In addition, even if there is no customized competency model, the degree of consistency can be evaluated by using a customized competency model from another company in a similar industry according to the settings of the evaluator terminal 130.

Preferably, the general competency model and the customized competency model are generated by the competency evaluation device 110 and can be performed separately from each step of the competency evaluation method shown in FIG. 3. For example, the general competency model may be created before the competency evaluation method shown in FIG. 3 is performed, and the customized competency model may be created before the competency evaluation method shown in FIG. 3 or the competency evaluation method shown in FIG. 3 It can be created based on the data collected as a result of the performance. The method for creating a customized competency model will be described in more detail with reference to FIG. 4 below.

In one embodiment, in step S330, the competency evaluation device 110 evaluates the competency of the evaluation subject and each of the plurality of jobs based on a general competency model that defines generalized competency elements according to the job-specific characteristics of a plurality of preset jobs. Fitness can be analyzed. Here, there is no limit to the number of jobs that make up the general competency model and the number of competency elements for each job, and it follows the general job classification and characteristics of Korean companies. In one embodiment, if there are differences in job classification and characteristics for each country, the competency evaluation device 110 generates a general competency model for each country to select the evaluator terminal 120 or the evaluator terminal 130. Accordingly, job suitability can be analyzed based on the general competency model of a specific country. For example, if the evaluation subject is an applicant for a foreign company or a person to be dispatched overseas, the competency and job suitability of the evaluation subject can be evaluated based on a parasitic general competency model for a specific country.

In one embodiment, the competency evaluation device 110 may acquire information about the job of the person being evaluated along with answer information to the questionnaire in step S320. In this case, the competency evaluation device 110 may acquire information about the job in step S330. Accordingly, the match between the competency of the person being evaluated and the job can be analyzed based on a customized competency model that defines the required competency elements for each job and the required level for each required competency element. Here, information about the job of the person being evaluated can be obtained from the person being evaluated terminal 120 or the evaluator terminal 130. For example, the person being evaluated inputs information about the job he/she is currently responsible for into the evaluator terminal 120, or the evaluator inputs information about a specific job into the evaluator terminal 130 to assign the person being evaluated to the job. can do.

A customized competency model is created for each specific company and is a structured system of data that evaluates whether the competency of the person being evaluated matches a specific job at a specific company. The competency evaluation device 110 acquires answer information from a plurality of evaluation subjects classified as high performers, average performers, and low performers, analyzes the competency structure of high performers based on the obtained answer information, and analyzes the competency elements required for each job. It is possible to create a customized competency model that defines the required level for each required competency element, and evaluate the match between the competency of the person being evaluated and each job according to the customized competency model created in this way.

More specifically, in step S330, the competency evaluation device 110 derives the required competency elements for the job and the required level of the required competency elements from the customized competency model based on the information about the job obtained in step S320. Here, there is no limit to the number of required competency elements, and a different number of required competency elements can be derived for each job, and the required level can be divided into specific stages according to preset standards. Once the required competency elements are derived, the competency evaluation device 110 analyzes the level of the required competency elements of the evaluated subject based on the answer information of the evaluated subject and calculates the evaluation level of the evaluated subject for each required competency element. Next, the competency evaluation device 110 compares the evaluation level for each required competency element with the required level to calculate the degree of match for the job. In other words, a plurality of required competency elements required for a specific job may be selected, and when the competency of the person being evaluated is evaluated for each of the selected multiple required competency elements, the degree of consistency is evaluated based on the results. Here, the comparison between the evaluation level and the required level for each required competency element can be expressed visually, and the degree of agreement can be expressed numerically.

In one embodiment, after step S330, in order to increase the calculated match, the competency evaluation device 110 determines necessary competency elements that require improvement in the evaluation level of the evaluation subject, and strengthens competency to improve the level of the determined necessary competency elements. Training or capacity building measures may be recommended. More specifically, the competency evaluation device 110 determines the necessary competency elements having an evaluation level that does not meet the preset standard by comparing the evaluation level and necessary level for each required competency element, and determines the level associated with the competency element. Can suggest improvement solutions. Here, the level improvement solution may be information pre-stored through the evaluator terminal 130 or information obtained from the response information of high performers when creating a customized competency model, and this may be updated periodically.

In one embodiment, the evaluation result information of the evaluation subject may be provided in the form of a report, and the evaluation result information and answer information may be stored and managed separately and used for redeployment of employee departments within the company or when hiring new employees. However, since the response information about the employee may change as the employee's job performance experience and ability improve, and the evaluation results may also change accordingly, the information may be stored, stored, and utilized only for a certain period of time. For example, using the evaluation results, the evaluator can suggest a transfer to a department with a higher fit if it appears that the suitability or match between the competency of the person being evaluated and the current job is low, and when hiring a new employee, the new employee can apply. Even if there is only one job, the new employee can be assigned to a job where his or her capabilities can be demonstrated well, that is, a job that is highly suitable for the new employee's capabilities. In addition, when the evaluator selects the job of the subject of evaluation based on the results of the subject's job suitability, the job match is checked based on the information about the selected job and the information of the subject of evaluation to determine whether the job in charge of the subject of evaluation has been properly selected. You can check it again. That is, upon receiving information about a specific job and information about the evaluation subject from the evaluator terminal 130, the competency evaluation device 110 analyzes the degree of agreement for the specific job based on the pre-stored response information of the evaluation subject.

In one embodiment, if job information for a specific company, response information of employees belonging to the company, and customized competency model are all stored and managed in the competency evaluation device 110, the competency evaluation device 110 is configured to store and manage the specific job. Based on this, you can recommend the employee whose capabilities are most suitable for the job, or you can recommend the job that best matches the employee's capabilities based on a specific employee. That is, an evaluator of a specific company may request a recommendation of an employee most suitable for a specific job from the competency evaluation device 110 through the evaluator terminal 130 or request a recommendation of a job most suitable for the specific employee's competency.

Preferably, the competency evaluation device 110 derives the necessary competency elements and necessary levels for the job from a customized competency model in order to recommend the most suitable employee for a specific job, and all employees belonging to the company or the evaluator terminal ( 130), the degree of agreement can be calculated by calculating the evaluation level for each employee's required competency elements based on the pre-stored answer information of some pre-selected employees. In other words, the degree of agreement for each of multiple employees for a specific job is calculated. The competency evaluation device 110 can recommend an employee with the competency that best matches the job based on the calculated match for each employee, and the recommendation result and the reason (for example, match evaluation result) are evaluated by the evaluator. It may be provided to the terminal 130.

Preferably, the competency evaluation device 130 is configured to recommend competency elements required for all jobs in the company from a customized competency model or for some jobs pre-selected through the evaluator terminal 130 in order to recommend the most suitable job for a specific employee. and the necessary level can be derived. Next, the competency evaluation device 130 can calculate the degree of agreement for each job for which the necessary competency elements and necessary levels are derived based on the pre-stored answer information of the specific employee, and based on the degree of agreement, the competency and best practices of the specific employee can be calculated. Jobs with a high degree of matching can be recommended. The recommendation result and the reason may be provided to the evaluator terminal 130.

Figure 4 is a flowchart illustrating a method for creating a customized competency model according to an embodiment.

Referring to FIG. 4, the competency evaluation device 110 acquires the duties, performance information, and answer information of a plurality of evaluation subjects (step S310). Here, a plurality of evaluation subjects are employees belonging to a specific company, the job in charge is a job type classified in a specific company, and performance information can be divided into high performance, general performance, and low performance. Preferably, the competency evaluation device 110 provides a questionnaire to the evaluation subject terminal 120 possessed by each of the plurality of evaluation subjects, and each of the plurality of evaluation subjects provides response information to the questionnaire to the evaluation subject terminal 120. can be input and transmitted to the competency evaluation device 110. The job and performance information of each of the plurality of evaluation subjects is entered into the competency evaluation device 110 by an evaluator among employees belonging to the company entering the job and performance information of each of the plurality of evaluation subjects into the evaluator terminal 130. It can be sent.

The competency evaluation device 110 selects high performers for each job based on the job and performance information obtained in step S410 (step S420), and the competency evaluation device 110 analyzes the competency based on the response information of the high performer. Comparatively analyze the analyzed capabilities by job based on the response information of evaluation subjects other than high performers (step S430).

First, referring to Figure 5, the competency structure is analyzed, and the competency consists of basic competency, common competency, differentiated competency, and job expertise. Here, basic competencies are competencies related to the basic values and qualities required of all employees, common competencies are common competencies that appear for each job, and differential competencies are differentiated competencies that only appear among high-performing employees.

The competency evaluation device 110 analyzes the competency structure of high performers based on this competency structure. In the disclosed embodiment, information on basic competencies, common competencies, and differentiated competencies for each job is derived based on the competency diagnosis results. In other words, the competency evaluation device 110 acquires basic competency based on the answer information of all evaluation subjects, classifies all evaluation subjects by job, and then acquires common competency based on the answer information of the evaluation subjects for each job. The competency structure of high performers can be analyzed by obtaining differentiated competencies based on the response information of high performers among those subject to star evaluation. Here, the basic competency can be acquired based on information about the company's talent profile input from the evaluator terminal 130 in addition to the response information of the evaluation subjects.

In various embodiments, job expertise (e.g., knowledge and skills) may be evaluated using a separate evaluation tool.

The competency evaluation device 110 derives the core competency elements and the level of the core competency elements of the high performer according to the results of the comparative analysis in step S430 (step S440), and the competency evaluation device 110 determines the core competency elements and core competency elements. Based on the level of, a customized competency model is created by defining the required competency elements for each job and the required level of the required competency elements (step S450). Preferably, the competency evaluation device 110 may generate a customized competency model as shown in the example shown in FIG. 6 based on the competency structure of high performers obtained as a result of comparative analysis in step S430.

More specifically, when the competency structure of high performers for each job is analyzed, the competency evaluation device 110 derives the basic competency, common competency, and differentiated competency required for each job from the analyzed competency structure, and identifies high performers for each competency. Branches calculate the level. The competency evaluation device 110 extracts competency elements from each of the basic competencies, common competencies, and differentiated competencies derived for each job as core competency elements, and determines the level of high performers calculated for the core competency elements to the level of the core competency elements. It applies. Next, information about the core competency elements and the level of the core competency elements may be provided to the evaluator terminal 130. The evaluator can check the core competency elements and their levels derived from the high performer competency structure and add, delete, or modify the core competency elements or adjust the level of the core competency elements. This means that in the case of a specific job in an environment where it is difficult to analyze the general competency structure of high performers due to the reflection of the company's talent image, goals, etc. and the number of high performers for each job, it is necessary to adjust the core competency elements and their levels through an evaluator. Because you can. When confirmation of the core competency elements and their levels is completed from the evaluator terminal 130, the competency evaluation device 110 receives information about the core competency elements and their levels that have been confirmed from the evaluator terminal 130 and provides necessary competency elements. It can be determined by the level of required competency elements. In other words, the competency evaluation device 110 determines the required competency elements and levels of required competency elements for each job and creates a customized competency model as shown in the example of FIG. 6.

For example, referring to Figure 6, specific company A has jobs such as “sales management, management support, product development, etc.”, and the required competency elements and required levels are defined by analyzing the competency structure of high performers for each job. In the case of “sales management,” it is “level 1 team leadership, level 2 team membership, and level 3 relationship building.” Among each step of the competency evaluation method described with reference to FIG. 3, information about the job is obtained in step S320 and the match between the competency of the person being evaluated and the job is analyzed in step S330, using such a customized competency model. The required competency elements and levels for the job are derived, and the degree of consistency is calculated through comparison with the competency of the person being evaluated.

In one embodiment, a customized competency model may be created by segmenting by specific job and position. The competency evaluation device 110 generates a customized competency model for each specific job and position according to the method described with reference to FIG. 4 when it is possible to select high performers for each specific job and position, and for jobs and positions for which high performers cannot be selected. In the case of positions, a customized competency model can be created by analyzing changes in the competency structure of high performers in a specific job or position and predicting the competency structure of that job or position.

Such a customized competency model is created by reflecting the company's job classification, job characteristics, and talent image. Before evaluating the competency of a specific evaluation subject, a customized competency model is created based on the answers to a questionnaire from employees belonging to the company. If a customized competency model has been created, the competency of a specific evaluation subject (for example, an applicant for the company) can be evaluated using the customized competency model. However, the competency of the evaluation target can be evaluated for companies for which a customized competency model has not been created. In this case, you can use a customized competency model from another company in a similar industry to the company in question. Preferably, the competency evaluation device 110 receives confirmation of consent to use the customized competency model in other companies when creating a customized competency model for a specific company, and evaluates other companies from the evaluator terminal 130 that does not have a customized competency model. When receiving a request to use a corporate customized competency model, corporate information about other companies that have received consent can be provided to allow the evaluator to select a customized competency model. In other words, the competency of the evaluator of the company is evaluated using the customized competency model of the other company selected by the evaluator terminal 130 among a number of other companies in a similar industry.

In one embodiment, if the purpose is not to evaluate the competency of a company's applicant, but to evaluate the competency of employees of a specific company for reasons such as their departmental placement, the competency evaluation device 110 is shown in FIGS. 3 and 4. The methods shown in can be performed in combination. In other words, all employees belonging to the company are subject to evaluation, and the competency evaluation device 110 provides a questionnaire to the evaluator terminal 120 of each evaluator to obtain answer information and obtains job information and performance information of each evaluator. After acquisition, a customized competency model can be created through the method shown in Figure 4. When a customized competency model is created, the competency evaluation method shown in Figure 3 can be performed, and among the competency evaluation methods, competency evaluation using a general competency model can be performed in parallel with the creation of a customized competency model. In other words, when a customized competency model is created based on the answer information, job information, and performance information of the person being evaluated, the suitability for each job can be evaluated using the general competency model based on the answer information of the person being evaluated.

Figure 7 is an exemplary diagram showing the results of competency evaluation according to an embodiment.

Referring to Figure 7, the results of competency evaluation according to the present invention include information on job competency congruence and job competency suitability. First, job competency congruence is evaluated based on a customized competency model and is an optional item that can be analyzed only when information on a specific job is obtained and when a customized competency model exists. For example, if the job of the evaluation subject of Company A corresponds to “domestic sales” and there is a customized competency model for Company A, the competency evaluation device 110 determines the necessary competency elements and requirements for “domestic sales” from the customized competency model. Six competencies and their respective levels can be derived: “Achievement Orientation (III), Confidence (III), Customer Orientation (III), Relationship Building Ability (III), Persuasiveness (III), and Flexibility (III).” . Next, the competency evaluation device 110 can calculate the evaluation level for the required competency elements of the person being evaluated and display it by comparing the required level and evaluation level for each required competency element for the job, as shown in the radial graph. In addition, the competency evaluation device 110 can calculate the degree of agreement by analyzing the necessary level and evaluation level for each required competency element, and the degree of agreement can be expressed numerically, such as 69 to 75%.

Preferably, job competency suitability is evaluated based on a general competency model, and is an item that is always performed when evaluating the competency of the person being evaluated. For example, a total of 28 jobs for which job competency suitability is evaluated can be set, and the competency evaluation device 110 evaluates the suitability for a total of 28 jobs based on the answer information to the evaluation subject's questionnaire. It can be expressed like a bar graph. In other words, the person being evaluated or the evaluator can look at the job competency suitability and check which job out of 28 jobs the person being evaluated is suitable for. The competency evaluation results shown in Figure 7 are examples, and the method of expressing the results of job competency congruence obtained using a customized competency model and the results of job competency suitability obtained using a general competency model is not limited to this and can be modified in various ways. possible.

Above, embodiments of the present invention have been described with reference to the attached drawings, but those skilled in the art will understand that the present invention can be implemented in other specific forms without changing its technical idea or essential features. You will be able to understand it. Therefore, the embodiments described above should be understood in all respects as illustrative and not restrictive.

100: Competency evaluation system
110: Competency evaluation device
111: processor
112: memory
120: Evaluation subject terminal
130: Evaluator terminal

Claims (3)

In the competency evaluation method performed in the competency evaluation device,
Providing a questionnaire to evaluate the competency of the person being evaluated;
Obtaining response information of the evaluation subject to the questionnaire; and
Based on the answer information, it includes a step of evaluating the competency of the evaluation target according to a general competency model for analyzing the competency of the evaluation target and suitability for each job and a customized competency model for analyzing the match for each job,
The step of providing a questionnaire to evaluate the competency of the person being evaluated is:
When information on the core values and talent ideals of a specific company is obtained in advance, comprising the step of constructing a survey by selecting items according to the core values and talent ideals,
In order to analyze the match between the capabilities of the evaluation subject and each job, response information from multiple evaluation subjects classified as high performers, average performers, and low performers was obtained, and the competency structure of the high performer was created based on the obtained response information. It further includes the step of analyzing and creating the customized competency model that defines the required competency elements for each job and the required level for each required competency element,
The step of creating the customized competency model is,
Obtaining duties, performance information, and response information of the plurality of evaluation subjects;
Selecting high performers for each job based on the job and performance information;
Comparatively analyzing the capabilities analyzed based on the response information of the high performers and the capabilities analyzed based on the response information of evaluation subjects other than the high performers for each job;
Deriving the core competency elements and the level of the core competency elements of the high performer according to the results of the comparative analysis; and
It includes the step of creating a customized competency model by defining the required competency elements for each job and the required level of the required competency elements based on the core competency elements and the levels of the core competency elements,
The competency structure of the above high performers is,
Basic competencies are acquired based on the response information of the plurality of evaluation subjects, and after dividing the plurality of evaluation subjects by job, common competencies are acquired based on the answer information of the evaluation subjects for each job, and among the evaluation subjects for each job, It is characterized by obtaining and analyzing differential capabilities based on the response information of high performers,
Before providing the questionnaire, further comprising obtaining attribute information of the evaluation subject,
The step of providing the questionnaire includes providing a questionnaire composed of items selected according to the attribute information.
A memory that stores one or more instructions; and
A processor executing the one or more instructions stored in the memory,
A capability evaluation device wherein the processor performs the method of claim 1 by executing the one or more instructions.
A computer program combined with a computer as hardware and stored in a computer-readable recording medium so as to perform the method of claim 1.