KR20230059531A - Mehtod, apparatus, and program for evaluating capability - Google Patents

Abstract

The present invention, as a competency evaluation method performed in a competency evaluation device, comprises: a step of providing a questionnaire to evaluate a competency of a subject being evaluated; a step of obtaining response information of the subject being evaluated for the questionnaire; and a step of evaluating the competency of the subject being evaluated according to a predefined competency model in order to analyze a suitability or consistency per competency and duty of the subject being evaluated, based on the answer information. Therefore, the present invention is capable of having an effect of being used as basic information for recruitment, personnel management, and the like.

Description

Competency evaluation method, device, and program

The present invention relates to a competency evaluation technique, and more particularly, to a competency evaluation method, apparatus, and program for evaluating the suitability and matching between the competency of an evaluation target and a job.

In order to hire talent, companies conduct personality tests to select interviewees. Through the personality test, the personality of the person to be recruited, that is, the personality that each person has differently, temperament or emotional characteristics, and aptitude, that is, the appropriate nature or application that can be mastered by training in relation to education or occupation in a specific field Ability can be evaluated, but there are realistic problems that cannot be properly evaluated by existing personality tests. Specifically, in the personality part, even factors unrelated to organizational life are evaluated, there is a tendency to excessively subdivide similar elements, and there is a problem that biased evaluation may occur between elements with different personalities. There is a problem that does not represent this job ability and the tendency of the questions is similar, so if you practice, you can increase the percentage of correct answers. In addition, although personality and aptitude are different in nature and purpose, in the existing personality test, the two are mixed and evaluated and interpreted, so there is a limitation in properly evaluating the person to be hired.

Korean Patent Registration No. 10-1998244

The purpose of the present invention is to evaluate the competency of the evaluation target more accurately, based on a competency model in which the organizational culture, industry characteristics, job characteristics, etc. of a specific company are reflected and the core competencies that create high performance for each job are systematized. It is to provide a competency evaluation method, device, and program for evaluating the degree of correspondence between the competency of the subject of evaluation and the job in charge.

An object of the present invention is a competency evaluation method that evaluates the competency of the subject of evaluation and the suitability for each job based on a competency model in which the general competency characteristics of each job are analyzed in order to evaluate which job the competency of the subject of evaluation is suitable for. It is to provide an apparatus and a program.

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

A first aspect of the present invention for achieving the above object is, as a competency evaluation method, providing a questionnaire for evaluating the competency of an evaluation target, obtaining response information of the evaluation target for the questionnaire, and Based on the answer information, a step of evaluating the competency of the target of evaluation according to a predefined competency model in order to analyze the degree of fit or matching between the competency of the target of evaluation and each job is included.

Preferably, prior to the providing of the questionnaire, the step of obtaining attribute information of the evaluation subject is further included, and the providing of the questionnaire includes providing a questionnaire composed of items selected according to the attribute information. can include

Preferably, the step of acquiring the answer information includes the step of acquiring information about the job of the evaluation target, and the step of evaluating the competency includes a required competency element and a required competency element for each job, depending on the job. A step of analyzing the degree of correspondence between the competency of the evaluation target and the job based on a customized competency model defining each required level may be included.

Preferably, the step of analyzing the degree of congruence includes deriving a required competency element of the job and a required level of the required competency element from the customized competency model, and determining the evaluation level of the evaluation target for each required competency element by using the answer information. It may include a step of calculating based on, and a step of calculating a degree of conformity by comparing the evaluation level for each required competency element with the required level.

Preferably, the step of determining a necessary competency element that requires an improvement in the evaluation level of the evaluation target in order to increase the matching degree, and the step of recommending a competency-enhancing education or capacity-building method for improving the level of the determined necessary competency element are further included. can include

Preferably, the step of evaluating the competency comprises analyzing the competency of the subject of evaluation and the suitability of each of the plurality of jobs based on a general competency model defining generalized competency elements according to job-specific characteristics of a plurality of preset jobs. steps may be included.

Preferably, in order to analyze the degree of congruence between the competency of the evaluation target and each job, response information of a plurality of evaluation targets classified into high performers, average performers, and low performers is obtained, and based on the obtained answer information, high performers are identified. A step of generating a customized competency model in which required competency elements for each job and required levels for each required competency element are defined by analyzing the competency structure may be further included.

Preferably, the step of generating the customized competency model includes: obtaining job duties, performance information, and answer information of the plurality of evaluation subjects, and selecting high performers for each job based on the job duties and performance information. Comparatively analyzing the competencies analyzed based on the answer information of the high performers and the competencies analyzed based on the answer information of the evaluation target other than the high performers by job, and the core of the high performers according to the results of the comparative analysis The step of deriving the level of competency elements and core competency elements, and the step of creating a customized competency model by defining required competency elements and required levels of required competency elements for each job based on the levels of the core competency elements and core competency elements. can include

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

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

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

As described above, according to the present invention, since the competency of the evaluation subject and the suitability for each job, the degree of matching of the job in charge, and the level of each competency constituting the job in charge are provided, the effect that can be used as basic information for recruitment, personnel management, etc. there is

In addition, the competency of the evaluation target is evaluated using a competency model that derives and systematizes the characteristic competency elements and levels of high performers for each job. It has the effect of providing a standard for changing one's own behavior in a direction 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.
2 is a configuration diagram illustrating a capability evaluation device according to an embodiment.
3 is a flowchart illustrating a capability evaluation method according to an exemplary embodiment.
4 is a flowchart illustrating a method of generating a customized competency model according to an embodiment.
5 and 6 are exemplary diagrams for explaining a method of generating a customized competency model according to an embodiment.
7 is an exemplary diagram illustrating a capability evaluation result according to an exemplary embodiment.

Advantages and features of the present invention, and methods of achieving them, will become clear with reference to the detailed description of the following embodiments taken in conjunction with the accompanying drawings. However, the present invention is not limited to the embodiments disclosed below, but may be implemented in various different forms, only these embodiments are intended to complete the disclosure of the present invention, and are common in the art to which the present invention belongs. It is provided to fully inform the person skilled in the art of the scope of the invention, and the invention is only defined by the scope of the claims.

Terminology used herein is for describing the embodiments and is not intended to limit the present invention. In this specification, singular forms also include plural forms unless specifically stated otherwise in a phrase. As used herein, "comprises" and/or "comprising" does not exclude the presence or addition of one or more other elements other than the recited elements. Like reference numerals throughout the specification refer to like elements, and “and/or” includes each and every combination of one or more of the recited elements. Although "first", "second", etc. are used to describe various components, these components are not limited by these terms, of course. These terms are only used to distinguish one component from another. Accordingly, it goes without saying that the first element mentioned below may also be the second element 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 belongs. In addition, terms defined in commonly used dictionaries are not interpreted ideally or excessively unless explicitly specifically defined.

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

In this specification, a computer means any kind of hardware device including at least one processor, and may be understood as encompassing a software configuration operating in a corresponding hardware device according to an embodiment. For example, a computer may be understood as including a smartphone, a tablet PC, a desktop computer, a laptop computer, and user clients and applications running on each device, but is not limited thereto.

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

Although each step described in this specification is described as being performed by a computer, the subject of each step is not limited thereto, and at least a part of each step may be performed in different devices according to embodiments.

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

Referring to FIG. 1 , the competency evaluation system 100 includes a competency evaluation device 110 , an evaluation target terminal 120 , and an evaluator terminal 130 . Here, the competency evaluation device 110, the evaluation target 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 evaluation target terminal 120 and the evaluator terminal 130 to perform 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. Based on the competency model, it is possible to analyze the responses to the questionnaire of the evaluation subject to evaluate which job the evaluation subject is suitable for among various jobs or whether the evaluation subject's competency matches a specific job. Here, data on evaluation results may be provided to the evaluator's terminal 130, and may be stored and managed separately to form a database.

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

2 is a configuration diagram illustrating a capability 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, a network interface (or communication interface) (not shown), a 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 capability evaluation device 110 . Preferably, the processor 111 may include a central processing unit (CPU), a micro processor unit (MPU), a micro controller unit (MCU), or any type of processor well known in the art of the present invention. , may perform operations for at least one application or program for executing 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 (eg, a bus) for transmitting and receiving signals to and from other components. The processor 111 may temporarily or permanently store signals (or data) processed in the processor 111 (RAM: Random Access Memory, not shown) and ROM (ROM: Read-Only Memory, not shown) may be further included. In addition, 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 described with reference to FIGS. 3 and 4 by executing one or more instructions stored in the memory 112 .

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

Steps of a method or algorithm described in connection with an embodiment of the present invention may be implemented directly in hardware, implemented in a software module executed by hardware, or implemented by a combination thereof. A software module may include random access memory (RAM), read only memory (ROM), erasable programmable ROM (EPROM), electrically erasable programmable ROM (EEPROM), flash memory, hard disk, removable disk, CD-ROM, or It may reside in any form of computer readable recording medium well known in the art to which the present invention pertains.

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

Hereinafter, with reference to FIGS. 3 and 4 , a method for evaluating a competency performed by the competency evaluation device 110 and a method for generating a customized competency model will be described.

3 is a flowchart illustrating a capability evaluation method according to an exemplary embodiment.

Referring to FIG. 3 , the competency evaluation device 110 provides a questionnaire for evaluating the competency of an evaluation target (step S310). Here, the competency evaluation device 110 transmits a questionnaire to the evaluation target terminal 120 so that the evaluation target can check the questionnaire. Preferably, the competency evaluation device 110 may obtain information on attributes of the evaluation target prior to step S310, and may provide a questionnaire composed of items selected according to the attribute information in step S310.

In the disclosed embodiment, attribute information may mean specific job title information or information on a preset classification according to career. For example, attribute information may be obtained by being classified as newcomer or career, or may be obtained by being classified according to predetermined criteria such as employee to executive level, senior executive to CEO, etc., but is not limited thereto.

In one embodiment, if information on the core value and the image of human resources of a specific company is acquired in advance, items may be selected according to the core value and the image of human resources of the corresponding company, and the questionnaire may be configured.

In addition, the questionnaire includes items for evaluating the competency of the evaluation subject, items for determining how honestly and consistently the subject responded, and how clearly the subject for evaluation recognized and responded to his/her own behavioral characteristics or inclinations. It can be composed of items that can be configured, and the following focuses on the competency evaluation method, but personality evaluation (e.g., evaluation of emotional and behavioral aspects corresponding to organizational suitability) can also be performed together with competency evaluation. And the specific method can be easily understood by those skilled in the art belonging to the technical field of the present invention.

The competency evaluation device 110 obtains information about the evaluation target's answer to the questionnaire provided in step S310 (step S320). Here, the evaluation target inputs an answer to the questionnaire to the evaluation target terminal 120 , and the answer information input to the evaluation target terminal 120 is transmitted to the competency evaluation device 110 .

The competency evaluation device 110 evaluates the competency of the target of evaluation according to a predefined competency model in order to analyze the degree of conformity or matching between the competency of the target and each job based on the answer information obtained in step S320 (step S330). . Here, the fit for each job is evaluated by applying the general competency model generated by analyzing the general job characteristics of Korean companies, and the match for each job is the job classification of the company and the corresponding job according to the specific company to which the evaluation target belongs or belongs. It is evaluated by applying a customized competency model generated based on the result of analyzing the competency structure of each high performer, and the suitability and matching for each job can be selectively performed according to the setting of the evaluator's terminal 130. That is, if there is no customized competency model for the company, only the fit for each job can be evaluated using the general competency model, and if there is a customized competency model, the fit or matching can be evaluated for each job. In addition, even if there is no customized competency model, the matching degree may be evaluated by using a customized competency model of another company in a similar industry according to the setting of the evaluator terminal 130 .

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

In one embodiment, in step S330, the competency evaluation device 110 determines the competency of the evaluation target and each of the plurality of jobs based on a general competency model defining generalized competency elements according to job-specific characteristics of a plurality of preset jobs. fit can be analyzed. Here, there is no limit to the number of multiple jobs constituting 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 is a difference in job classification and characteristics in each country, the competency evaluation device 110 generates a general competency model for each country and selects the evaluation target 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, when an evaluation subject is an applicant for a foreign company or a subject to be dispatched overseas, the competency of the evaluation subject and the suitability of the job may be evaluated based on a pre-generated general competency model of a specific country.

In one embodiment, the competency evaluation device 110 may acquire information about the job of the evaluation target along with the information on the answer to the questionnaire in step S320, in this case, the competency evaluation device 110 in step S330 determines the job Based on the customized competency model that defines the required competency elements for each job and the required level for each required competency element, the degree of congruence between the competency of the evaluation target and the job can be analyzed. Here, information on the job of the evaluation target may be obtained from the evaluation target terminal 120 or the evaluator terminal 130 . For example, the evaluation subject inputs information about the job he/she is currently in charge of to the evaluation subject terminal 120, or the evaluator inputs information about a specific job into the evaluation subject terminal 130 to arrange the evaluation subject's job. can do.

The customized competency model is created for each specific company, and it systematizes data that evaluates whether the competency of the evaluation target corresponds to a specific job in a specific company. The competency evaluation device 110 obtains answer information of a plurality of evaluation subjects classified into high performers, average performers, and low performers, and analyzes the competency structure of the high performers based on the obtained answer information to obtain required competency elements for each job. And it is possible to create a customized competency model that defines the required level for each required competency element, and evaluate the degree of matching between the competency of the subject of evaluation 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 of the corresponding job and the required level of the required competency elements from the customized competency model based on the information about the job acquired in step S320. Here, the number of required competency elements is not limited, 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 a predetermined standard. When the necessary competency elements are derived, the competency evaluation device 110 analyzes the level of the required competency elements of the evaluation target based on the response information of the evaluation target, and calculates the evaluation level of the evaluation target for each required competency element. Next, the competency evaluation device 110 compares the evaluation level for each required competency factor with the required level to calculate the degree of matching of the corresponding job. That is, a plurality of necessary competency elements required for a specific job can be selected, and when the competency of the evaluation target is evaluated for each of the selected plurality of required competency elements, the degree of matching is evaluated based on the result. Here, the contrast between the evaluation level and the required level for each required competency factor can be expressed visually, and the degree of agreement can be expressed numerically.

In one embodiment, in order to increase the calculated coincidence after step S330, the competency evaluation device 110 determines a necessary competency element that requires an improvement in the evaluation level of the evaluation target, and enhances the competency for improving the level of the determined required competency element. Training or capacity building measures can be recommended. More specifically, the competency evaluation device 110 determines a required competency element having an evaluation level that does not meet a predetermined standard through a comparison between the evaluation level and the required level for each required competency element, and determines the level associated with the corresponding competency element. Improvement solutions can be suggested. Here, the level improvement solution may be information stored in advance through the evaluator terminal 130 or information obtained from high performer answer information when creating a customized competency model, which may be periodically updated.

In one embodiment, the evaluation result information of the evaluation target may be provided in the form of a report, and the evaluation result information and answer information may be separately stored and managed to be used for redeployment of an employee department within a company or when hiring a new employee. However, since the employee response information is changed according to the employee's job performance experience and ability improvement, and the evaluation result may also change accordingly, the information may be stored and stored for a certain period of time and used. For example, using the evaluation results, the evaluator can propose a department transfer to a job with a high level of fit if the competency of the person being evaluated and the current job are not well suited or matched, and when hiring a new employee, a new employee applies. Even if there is one job, it can be assigned to a job in which the new employee's ability can be used well, that is, the new employee's ability and suitability are high. In addition, when the evaluator selects the job in charge of the evaluation subject based on the result of the job fit of the evaluation subject, the job matching is checked based on the selected job information and the evaluation subject's answer information to determine whether the evaluation subject has properly selected the job in charge. can be checked again. That is, when information on a specific job and information on an evaluation target are received from the evaluator terminal 130, the competency evaluation device 110 analyzes the degree of agreement with respect to the specific job based on previously stored response information of the evaluation target.

In one embodiment, if job information for a specific company, response information of employees belonging to the company, and a customized competency model are all stored and managed in the competency evaluation device 110, the competency evaluation device 110 may perform a specific task Based on this, it is possible to recommend an employee with the most suitable competency for the job or a specific employee with the most suitable job and competency. That is, an evaluator of a specific company may request recommendation of an employee most suitable for a specific job or a job most suitable for a specific employee's competency through the competency evaluation device 110 through the evaluator terminal 130 .

Preferably, the competency evaluation device 110 derives necessary competency elements and required levels for the corresponding task from a customized competency model in order to recommend the most suitable employee for a specific task, and all employees belonging to the company or the evaluator terminal ( 130), the degree of conformity can be calculated by calculating the evaluation level for the necessary competency elements of each employee based on the pre-stored answer information of some employees selected in advance. That is, the degree of agreement for each of a plurality of employees for a specific job is calculated. The competency evaluation device 110 may recommend an employee having a competency that most closely matches the corresponding job based on the degree of congruence calculated for each employee, and the recommendation result and reason (eg, congruence evaluation result) are determined by the evaluator. It may be provided to the terminal 130 .

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

4 is a flowchart illustrating a method of generating a customized competency model according to an embodiment.

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

The competency evaluation device 110 selects a high performer for each job based on the job in charge and performance information obtained in step S410 (step S420), and the competency evaluation device 110 analyzes the competency based on the high performer's answer information. Comparatively analyzes the analyzed competencies by job based on the answer information of the evaluation target other than the high performer and the high performer (step S430).

First, referring to FIG. 5, as an analysis of the competency structure, the competency is composed of base 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 for each job, and differentiated competencies are differentiated competencies that appear only in high-performing employees.

The competency evaluation device 110 analyzes the competency structure of high performers based on the competency structure. In the disclosed embodiment, information on base competency, common competency, and differentiated competency for each job is derived based on the competency diagnosis result. That is, the competency evaluation device 110 acquires basic competencies based on the answer information of all evaluation subjects, classifies all evaluation subjects by job, acquires common competencies based on the answer information of the evaluation subjects for each job, and It is possible to analyze the competency structure of high performers by acquiring differentiated competencies based on the answer information of high performers among those subject to evaluation. Here, the base competency may be acquired based on information about the company's talent image input from the evaluator terminal 130 in addition to the answer information of the evaluation subjects.

In various embodiments, evaluation using a separate evaluation tool may be performed for job expertise (eg, knowledge and skills).

The competency evaluation device 110 derives the level of the core competency element and core competency element of the high performer according to the result of the comparative analysis in step S430 (step S440), and the competency evaluation device 110 derives the core competency element and core competency element. 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 illustrated in FIG. 6 based on the competency structure of high performers obtained as a result of the 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 the high performer for each competency yields a level The competency evaluation device 110 extracts competency elements from each of the basic competency, common competency, and differentiated competency derived for each job as a core competency element, and the level of high performers calculated for the core competency element corresponds to the level of the core competency element. applicable Next, information on the core competency element and the level of the core competency element may be provided to the evaluator terminal 130 . The evaluator can confirm the core competency elements and their levels derived from the high performer competency structure and can add, delete, or modify 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 talents, goals, etc. and the number of high performers for each job, it is necessary to adjust the core competency elements and their levels through the evaluator. because it can When the confirmation of the core competency element and its level is completed from the evaluator's terminal 130, the competency evaluation device 110 receives information on the confirmed core competency element and its level from the evaluator's terminal 130, and receives it as a required competency element. and the level of required competency elements. That is, the competency evaluation device 110 determines the required competency elements for each job and the level of the required competency elements to generate a customized competency model as shown in the example of FIG. 6 .

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

In one embodiment, the customized competency model may be subdivided and generated for each specific job and position. The competency evaluation device 110 creates 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, In the case of job titles, a customized competency model can be created by predicting the competency structure of the job or position by analyzing the change in the competency structure of a high performer in a specific job or position.

Such a customized competency model is created by reflecting the company's job classification, job characteristics, and talents. Prior to evaluating the competency of a specific evaluation target, the customized competency model is based on the answers to the questionnaires of employees belonging to the company. If it has been created, it is possible to evaluate the competency of a specific person to be evaluated (for example, an applicant for the company) using the corresponding custom competency model, but the competency of the person to be evaluated can be evaluated for a company for which a customized competency model has not been created. In this case, a customized competency model for other companies in a similar industry to the company concerned can be used. Preferably, the competency evaluation device 110 receives confirmation of agreement on the possibility of using the customized competency model in other companies when creating a customized competency model for a specific company, and receives information from the evaluator terminal 130 of the specific company that does not have a customized competency model. In the case of receiving a request for use of a customized competency model for a company, the evaluator can select a customized competency model by providing company information on other companies that have received consent. That is, the competency of the evaluation target of the corresponding company is evaluated by using the customized competency model of the other company selected by the evaluator terminal 130 from among a plurality of other companies in a similar industry.

In one embodiment, if the competency of an employee belonging to a specific company is evaluated not for the purpose of evaluating the competency of the applicant, but for reasons such as department assignment of employees belonging to a specific company, the competency evaluation device 110 is shown in FIGS. 3 and 4 The method shown in can be performed in combination. That is, all employees belonging to the company are subject to evaluation, and the competency evaluation device 110 obtains answer information by providing a questionnaire to the evaluation subject terminal 120 of each evaluation subject, and provides job information and performance information of each evaluation subject. After acquisition, a customized competency model can be created through the method shown in FIG. 4 . When the custom competency model is created, the competency evaluation method shown in FIG. 3 can be performed, and among the competency assessment methods, competency evaluation using the general competency model can be performed in parallel with the creation of the customized competency model. That is, when a customized competency model is created based on the response information, job information, and performance information of the evaluation target, the suitability for each job can be evaluated using the general competency model based on the evaluation target's response information.

7 is an exemplary diagram illustrating a capability evaluation result according to an exemplary embodiment.

Referring to FIG. 7 , the result of competency evaluation according to the present invention includes information on job competency matching and job competency fit. First, the job competency match 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 target of company A corresponds to “domestic sales” and there is a customized competency model of company A, the competency evaluation device 110 determines the necessary competency elements and requirements of “domestic sales” from the customized competency model. As a level, six competencies and their respective levels, “achievement orientation (III), confidence (III), customer orientation (III), relationship formation ability (III), persuasiveness (III), and flexibility (III)” can be derived. . Then, the competency evaluation device 110 may calculate the evaluation level of the required competency element of the evaluation target and compare the required level and the evaluation level for each required competency element of the job as shown in the radial graph. In addition, the competency evaluation device 110 may analyze the required level and the evaluation level for each required competency element to calculate the degree of agreement, and the degree of agreement may be expressed as a numerical value, such as 69 to 75%.

Preferably, the job competency fit is evaluated based on the general competency model, and is always performed when evaluating the competency of the evaluation target. For example, a total of 28 jobs for which job competency conformity is evaluated may be set, and the competency evaluation device 110 evaluates the fitness for a total of 28 jobs based on the response information to the questionnaire of the evaluation subject. It can be represented as a bar graph. That is, the evaluation target or the evaluator can look at the job competency suitability and confirm which job the evaluation target's competency is suitable for among 28 jobs. The competency evaluation result shown in FIG. 7 is an example, and the method of representing the result of the job competency match obtained using the customized competency model and the result of the job competency fit obtained using the general competency model is not limited thereto, but is modified in various ways. possible.

Although the embodiments of the present invention have been described with reference to the accompanying drawings, those skilled in the art to which the present invention pertains can be implemented in other specific forms without changing the technical spirit or essential features of the present invention. you will be able to understand Therefore, it should be understood that the embodiments described above are illustrative in all respects and not restrictive.

100: competency evaluation system
110: competency evaluation device
111: processor
112: memory
120: evaluation target terminal
130: evaluator terminal

Claims (10)

In the competency evaluation method performed in the competency evaluation device,
providing a questionnaire for evaluating the competency of the evaluation target;
Obtaining information about the evaluation target's answer to the questionnaire; and
Based on the answer information, a competency evaluation method comprising the step of evaluating the competency of the evaluation target according to a predefined competency model in order to analyze the degree of fit or matching between the competency of the evaluation target and each job.
According to claim 1,
Prior to the providing of the questionnaire, further comprising obtaining attribute information of the evaluation target,
The providing of the questionnaire comprises providing a questionnaire composed of items selected according to the attribute information.
According to claim 1,
The obtaining of the answer information includes obtaining information about a job of the evaluation target,
The step of evaluating the competency includes the step of analyzing the degree of correspondence between the competency of the subject of evaluation and the job based on a customized competency model defining required competency elements for each job and required levels for each required competency element according to the job. Competence evaluation method characterized in that.
The method of claim 3, wherein the analyzing of the degree of coincidence comprises:
Deriving a required competency element of the job and a required level of the required competency element from the customized competency model;
Calculating an evaluation level of the evaluation target for each required competency element based on the answer information; and
Competence evaluation method comprising the step of comparing the evaluation level for each required competency element with the required level to calculate a degree of agreement.
According to claim 4,
determining a necessary competency element that requires an improvement in the evaluation level of the evaluation target in order to increase the degree of matching; and
Competency evaluation method further comprising the step of recommending a competency-enhancing education or a competency-strengthening plan for improving the level of the determined necessary competency element.
The method of claim 1, wherein the step of evaluating the competency,
Competence evaluation comprising the step of analyzing the suitability of the competency of the evaluation target and each of the plurality of jobs based on a general competency model that defines generalized competency elements according to job-specific characteristics of a plurality of preset jobs. method.
According to claim 1,
In order to analyze the degree of correspondence between the competency of the evaluation target and each job, the response information of a plurality of evaluation targets divided into high performers, average performers, and low performers is obtained, and the competency structure of the high performers is determined based on the obtained answer information. The competency evaluation method further comprising the step of analyzing and generating a customized competency model defining required competency elements for each job and required levels for each required competency element.
The method of claim 7, wherein the generating of the customized competency model comprises:
Obtaining job duties, performance information, and answer information of the plurality of evaluation subjects;
Selecting high performers for each job based on the job and performance information in charge;
Comparing and analyzing the competency analyzed based on the answer information of the high performer and the competency analyzed based on the answer information of the evaluation target other than the high performer for each job;
Deriving a core competency element and a level of the core competency element of the high performer according to the result of the comparative analysis; and
A competency evaluation method comprising the step of generating a customized competency model by defining required competency elements and required levels of required competency elements for each job based on the core competency elements and levels of the core competency elements.
a memory that stores one or more instructions; and
a processor to execute the one or more instructions stored in the memory;
The processor performs the method of claim 1 by executing the one or more instructions.
A computer program stored in a computer-readable recording medium to be combined with a computer, which is hardware, to perform the method of claim 1.

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