KR20010109847A - The career and education management system in the Internet through the career communication - Google Patents

Abstract

The present invention relates to a method or system for managing education investment strategies and histories of those who will choose a job or a job in the future, and in particular, by applying the Internet World Wide Web (WWW) regulations and related technologies on computers and networks. Prior to finding employment and hiring, a smooth history communication between a number of companies and professional workers' groups and those seeking entry into a professional career is encouraged to induce a kind of employment (human resources) gift transaction, and companies, etc., secure stable human resources specialized for the company. In addition, it is possible to reduce the cost of re-education at the time of recruitment, and future employees can evaluate their current competitiveness and take an effective education investment strategy and pursuit strategy to meet their future goals. Recruitment of workforce to gain competitive advantage Relates to some sort of purposeful educational investment management and record management systems.

[ Definition of Terms ]

1. History subject, history manager : The person who plans, executes, and manages his / her education and histories is called the history subject, and assists the history subject's process of pursuing the history and helps to establish effective goals and strategies. A business owner who manages a business is called a history manager.

2. Manpower gifts, employment gifts : Persons who carry out education, training, or histories prior to employment and who are willing to work as soon as the relevant training, education, or prescribed history is completed. Depending on the season, the time required until employment is given, such as a two-year or three-year gift, will be expressed in front. In particular, those who are ready for their first job, such as college students, are called job gifts.

3. Sale and purchase of manpower futures (job gift) (trading of manpower futures) : A company or a company that has a manpower future interested in relation to future employment finds its own history process and future history plan in the company concerned or designated Indicate that they wish to have history communication on the premise of employment in the company's direct translation, etc., and companies, etc., shall generate human resources gifts (job gifts) and history communication on the premise of employment. Acceptance of a purchase is the sale or purchase of manpower futures (employment futures).

4. History communication : The pre-employee has a communication relationship between the pre-employee and the pre-employee at any time, and the pre-employee through the business department or specialized department of the pre-employment company for the education investment and history pursuit process that the pre-employee will pursue until employment. The two-way aimed at reducing the trial and error in the pursuit of history by encouraging the specialization of the relevant company, and by accumulating education investment and expertise specialized in the types of companies that they want to find a job and are likely to find employment. Communication is called history communication.

Description

The career and education management system in the Internet through the career communication}

The purpose of the present invention is to establish a job futures exchange using the World Wide Web on the Internet, and to make a number of preliminary jobs for education investment and history management (activity to cultivate various personality factors in addition to academic background) for employment purposes. Efficient education investment and history management are made for the military according to clear career goals, and many prospective companies (including not only companies but also professional jobs) are expected to find employment within the appropriate multiple of the expected employment of a certain year. ), On the one hand, suggests the direction of education investment and history management that is of use to the company at the time of recruitment, induces the specialization to the company, and on the other hand, promotes the value of the company as a job to predict future employment. Encourage them to conduct academic studies that are specific to their company and to make sure they have the best talent in advance. It is to provide a targeting history management service that bridges the gap between industry-university, which can be statically secured.

Conventional education investment and history management methods in the case of the subject of the history until the short-term before entering the job market, or vaguely invest in education for a large number of unspecified companies, etc. In the case of a history management business, it is necessary to provide a history subject to a history subject and provide appropriate education investment and traceability strategies. It was only a service such as a record making agency on the past history necessary to express value effectively.

According to the conventional method of history management services, education investment or history management, there have been various problems as follows.

First, in the case of the history subject, it is not possible to establish a clear history goal (target), which makes unnecessary investment in education, leading to waste economically and timely, or excessively focused on a specific history such as examination or entrance examination or university entrance examination. Investing has resulted in the loss of the educational investment opportunities necessary for the subject in the long run in the long run, or consequently, the unnecessary investment in the long term history of the subject.

Second, in the case of a person who purchases the manpower futures, such as a company, there is no opportunity to recommend specialized knowledge and education investment required for the companies, so they acquire the knowledge and skills necessary for the company even though they are competitively selected in the spot market every year. In order to make it possible, they had to make educational investments at the expense of companies, etc., and suffered the loss that such educational investments would be of no use because of the employees who turned out due to a mistake in pursuit of history. In addition, in the past, companies did not have clear indicators to promote the company in order to attract talented workers.

Thirdly, it is well known that such conventional history pursuit practices and management techniques have led to various social problems, resulting in educational investment practices centered on specific records such as college entrance examinations and public notices.

These conventional problems are based on the following technical problems in history management.

First, in order to obtain clear information about his or her historical goals in the future, a history subject may inadvertently have a history of his or her surroundings, or he or she must invest time and effort to explore the opaque information network of the real world. Space limitations existed.

Second, even if the subject had information about his or her long-term history and set the goals correctly, it was technically difficult to obtain the information and set the path, such as education and investment necessary to pursue such a history.

Third, it is not technically easy to get historical taste and information about the so-called manpower futures that will appear in the future job market. Even though it attracted manpower and corporate public relations activities, it was technically difficult to make an efficient hiring investment. Moreover, it was a matter of greater waste and inefficiency to induce employment futures to conduct education investment and learning in a direction specialized for the company.

Fourth, even in the case of the history management service provider, there was no technical method to obtain information to present the user's historical goals to the user or the customer, and the technical basis to provide the advice service necessary for recommending and performing a specific history path was provided to the user. There was no.

The above-described conventional history management method for individuals is only a service that helps to efficiently express the past history of an individual in preparation for employment, but the present invention provides a user who will receive the history management service without time and place constraints in the future. The ideal history by easily gaining clear historical targets by exposing them to the job market, and creating future career paths and unrestricted communication, and methodically efficient advice from the number of people in the future career path. To provide services related to education investment and history management that enable pursuit. In addition, from the standpoint of companies, it is to devise an effective way to induce education investment specific to their company or to attract interest to the company for the pre-employment target group before the hiring process.

Therefore, the technical problem to be achieved by the present invention

First, how can technical subjects easily obtain historical targets?

Second, in what technical way can the historical subjects in the future history path be advised on the history subject's history performance process?

Third, how does the history manager resolve the original unbelief that comes from retroactively describing past facts when performing the history agent's acting in the past?

Fourth, it can be summarized as how the prospective recruiter who will employ the subject will secure a communication channel to establish a relationship with the subject when the subject invests in education.

1. Drawing 1

Mentoring on the pursuit of history by establishing a history communication relationship between the pre-employment company and the pre-employed manpower (human resources present) who want to have a history communication on the server of the history manager or the server of the prospective company linked to the history manager's server. Advice) and traceability management are structural and opposite events.

2. Drawing 2

It shows the structure of human futures trading between pre-employed companies and pre-employed workers based on the expected time of employment.

3. Drawing 3

It shows a structure in which a history user, a service user, a history manager company, and the like have communication through the Internet Worldwide Web.

4. Drawing 4

The structure of FIG. 4 is shown in detail according to a general system configuration.

5. Drawing 5

It shows the concept of a service that the traceability manager arranges the history communication between the history subject and the workforce purchase company, and systematically manages and database the process.

6. Drawing 6

It shows the flow of data on the overall history management system and the process of the system.

7. Drawing 7

This is a case study on the employment value index of each company to provide policy help and decision-making about the purchase of excellent history futures and the sale of futures by the subject in the history management system.

A feature of the present invention for solving the above problems is a history management system based on the World Wide Web (WWW) on the Internet.

Firstly, the company that will employ the human resources at a certain point in the future connects the willingness to receive support for the human resources gift that will have the history communication with the company's hiring criteria and employment value with the history manager's web server or the history manager's web server. Those who want to be listed on the relevant company's web server and want to get a job at a certain point in time will reveal the existing history and the history plan until the future employment to the specific company and reveal the relationship of history communication. Listing of prizes (Sale of human gifts)

Second, companies that have received a willingness to sell manpower futures selectively display purchase intentions for supporting history gifts within a predetermined multiple of the number of prospective employees at the time when they are expected to work, according to the prescribed criteria. Step to prepare

Third, when the sale of manpower is made, the company presents the manpower gifts through the mentor of the business department on the web to present the guidelines for education and learning until the time of employment and real economic data to which the company belongs, and specializes in learning and education. Having historical communication to induce

Fourth, the company periodically renews the gift pool through the withdrawal of the willingness to buy manpower futures and purchases new gifts according to predetermined criteria, thereby forming a pool of manpower gifts that are specialized for the company on the web. Steps to withdraw futures sales doctors or establish a new history-specific strategic plan to increase the value of futures sales or to revise the history path in a form suitable for companies with high employment value and high employment potential.

Fifth, the history manager indexes the status of the company's support of human resources in accordance with a certain law and publishes it on the website of the history manager to assist in the selection of companies that support the sale of human resources futures. Mentor may also participate in the above). Participate in the above series of history communication process to help the history subject's history strategy and execution and to record and manage the process systematically in a certain form on the history manager's web server storage device. step

Sixth, the history manager assigns a so-called confirmation date to the predetermined issue history according to the history subject's request, such as keeping the record of the corresponding history and the recording time in a form that the history subject cannot change.

Seventh, when the time of employment of the manpower futures is reached, the history manager allows the non-manpower futures purchase company to access the database of the relevant history or print out the information on the history of the subject in a certain form. It provides features that include providing and further assisting in the definitive employment process of manpower gifts.

The concrete example is as follows.

The "a" group who entered the business department of the "A" university accesses the history manager's website through the Internet and obtains various history information provided by the history manager. The “a” group searches a variety of company information provided by companies receiving the manpower futures purchase listed on the above website, referring to the employment value index of each company provided by the history manager, We will establish future learning and education plans that are specific to the company, and ask several companies to sell their gifts as gifts and have historical communication. Firm "B", who received a gift sale intention, such as "a" group, retrieves the history and history plan of anonymous gifts (in the case of gift support form for individual departments, the personnel of the business department may be involved). In many cases), when the gift is available for employment, it is selected and presented with the intention to purchase the gift within a predetermined multiple of the expected employment. Now, what the "a" group, which successfully sold the gift to the "B" company, is going to take the real economic data presented by the "B" company while taking courses in the curriculum of the university according to the study plan indicated in the sale of the gift. Based on the "B" is to conduct a study specialized in the company. Occasionally, the manager's website or the company's "B" website associated with it receives advice from the "B"company's business department in relation to the subject, and sometimes provides a new perspective to research "B". It also helps companies by participating in activities. The “B” company periodically evaluates the participation in the history communication and the performance of the workforce gifts periodically (about 1 ~ 2 times a year) to increase the loyalty of the gift pool, such as withdrawing gifts and buying new gifts. In the past four years of university history communication, the company finally selects the company to be employed from among those who have successfully held futures. After all, in the case of a competent manpower that succeeds in the plural sale such as the "a" group, companies will openly compete when they are hired, and eventually build a high bond through the mentor of the department and invest in the "a" group. The company that made the decision to back would likely hire him.

Meanwhile, despite their ability and talent, the "b" group of local "C" colleges, which have traditionally been disadvantaged in the job market, is aware of these disadvantages in advance, It's an important department, but most of the so-called talented workers like the above "a" group don't want to work), so they can use their strategies to increase their values with more specialized learning and history plans than the "a" group. have. As a company, it is much more efficient to hire people with knowledge and job loyalty specific to a specific field and task, such as the "b" group, rather than having to lose or lose their jobs due to the dissatisfaction of personnel placement even after hiring so-called talented people. would.

As another example, suppose that "a" in an "a" company had left the company with the intention of changing his job and completed a foreign MBA. The military "a" will hire a MBA student two years after he finishes his MBA program on his history manager's web server, before leaving MBA, instead of spending a lot of money investing with vague expectations and plans for the future. Search for data on companies that wish to buy futures, develop a two-year academic plan to meet the needs of a few companies you consider appropriate, and ask them to sell you as a two-year gift with the company-specific academic plan. In this process, the military reads the changes in market demand and demand at the time of employment, and executes an efficient education investment (time, economic) plan according to the time. After successfully selling the gifts, the "A" military obtained the direction and data necessary for research through the mentor of the present purchase company for two years studying in the United States, and assisted the business department through reporting the local data in the United States. Through this process, the relationship between the company and the company is increased, the degree of severity of education and the possibility of employment are also increased. After all, the "a" army who has studied abroad is likely to do the best job for him with the best prepared study in the company he knows best.

If the group "a" expects to be somewhat penalized in the future job market because he is studying at a foreign university, which is less well known, the group "a" will search the database listed on the historian's server for himself. By establishing a market that can be customized, the future sale attempts will be used to verify how the plan is reflected in the market. Through this series of processes, it is possible to establish a history strategy that can maximize his value in the future market based on his past history of "A".

The history manager organizes the history communication between companies and pre-employees with the history management system based on the World Wide Web (WWW), which is placed on the Internet. Advises companies to implement a high-hit hysteresis strategy and, on the other hand, helps companies, such as recruiting specialized staff specialized in the hiring firm, achieve industrial rationalization of the recruitment sector. On the other hand, the history manager systematically organizes and preserves the history records generated in the process of pursuing the history, thereby helping to increase the credibility of the history and help the decision makers' competitiveness in the future job market.

According to the history management system according to the present invention made as described above, the history performer can evaluate the history value in his future market easily and technically through a completely free competition market, and at the same time, the method and strategy of history goal and history pursuit. It is technically easy to obtain, and thus, the history manager can provide a variety of services related to the establishment of a historical goal, a strategy for pursuing a history, and more than a simple history agent.

When such a history management system is established, many problems caused by the disparity between industry and academia can be naturally healed by the principle of free market competition, and the change of demand in the future market of companies (potential leadership for interpersonal relationship, interpersonal relationship) Reducing unnecessary educational investments and ensuring the appropriate distribution of educational investments in response to skills, team skills, enthusiasm, problem-solving skills, human maturity, intellectual curiosity, analytical skills, comprehensive skills, and social issues. It has the effect of contributing to the efficient allocation of resources in society by inducing appropriate education investment. On the other hand, as a result of inducing the specialization of the training of recruitment personnel with the involvement of the business department before hiring the personnel, it is possible to hire the personnel with the ability, aptitude, loyalty and history that best suits the needs of the company, thereby reducing the cost of retraining It will contribute to the rationalization of the recruitment of corporate personnel, including

Claims (3)

In the history management system based on the World Wide Web (WWW) on the Internet, it is possible to obtain the history objectives, educational investment strategies, and the pursuit strategies of the history subjects. In order to achieve the goal First, the company that wants to hire a human resource at a certain point in the future connects the willingness to receive support for the human resources gift that will have historical communication with the company's hiring criteria and employment value, to the history manager's web server or the history manager's web server. Those who want to be listed on the relevant company's web server and want to get a job at a certain point in time will reveal the existing history and history plan until the future employment to the specific company and reveal the relationship of history communication. Listed on the prize (history gift sale) Second, companies that have received a willingness to sell manpower futures selectively display purchase intentions for supporting history gifts within a predetermined multiple of the number of prospective employees at the time when they are expected to work, according to the prescribed criteria. Step to prepare Third, when the sale of the manpower is made, the company presents the manpower gift to the manpower gift through the mentor of the business department on the web, the guidelines of education and learning until employment, and the real economic data to which the company belongs to the manpower gift. Steps to Induce Historical Communication Fourth, the company periodically renews the gift pool through the withdrawal of the willingness to buy manpower futures and purchases new gifts according to predetermined criteria, thereby forming a pool of manpower gifts that are specialized for the company on the web. One or a combination of steps to withdraw futures selling intentions or to create a new history-specific strategic plan to increase the value of the sale of futures or to modify the history path in a form suitable for companies with high employment value and potential employment. It is possible to establish a human resources futures trading market on the web, and the prospective employees can set the goals of history through history communication with business department mentors such as companies on the web, and establish a specialized education investment and traceability strategy. History management or recruitment system In the history management system based on the World Wide Web (WWW) on the Internet, the history manager manages the history of the history subject. In the case of storing the history of the history subject which is the customer of the history manager, including the history formed in the history communication process as described in claim 1 above, the data is stored in the storage device on the manager's server in a database according to a certain form provided by the history manager. Apart from the contents of the history, the independent time data in a form that is not accessible to the history subject is given to the time of storing the history (same as the date of confirmation) and maintained, and the time of writing the history is authenticated if necessary. History management system characterized in that to increase the reliability of the history information of the history subject provided by the history manager in the future in the future In the history management system based on the World Wide Web (WWW) on the Internet, a history manager allows a history subject to determine the employment value of a prospective employment company. Employment gift support status, corporate employment stability, corporate welfare, corporate development, corporate financial structure, corporate status, etc., in order to represent the company's human participation value in preparation for the share price that represents the capital element of the company. The employment value index, which takes into account various information such as the ownership structure of the company, is displayed and updated electronically on the history manager's web to assist in the selection of employment gifts and to make companies a policy indicator for attracting excellent gifts. History management or recruitment system