200811730 p九、發明說明： 【發明所屬之技術領域】 係關於一種人力資源管理系統，尤指一種以企 業之職能$模為基礎，而於人力資料 .θ,bN 刀貝枓庫中將人力分成求職 者（P人才現^ )與準求職者（即人才期貨）者，以符合 人力市場的不同需求；並可作為預備性 【先前技術】 自目則既有之企業徵才方式，係藉由網路刊登徵才消 心，而使得求職者能夠獲得此份資訊，此時，徵選人才之 I式，不外乎求職者將履歷表填妥後，寄至欲應徵之企業 I，此時，企業將對求職者進行初步的面試或是筆試等筛 ::」乍其中’面试或是筆試係針對求職者之專業知識 m進—步提供企業對求職者的了解與認識，然而， 上述之方式，對於求職者之性向測試或是人袼特質的了解 仍有不足的地方，且由於一個人之工作表現會受到環境狀 2風俗民f月與世代文化等影響，而無法單獨由上述之方 士：斷獲得，使得經過企業錄取之求職者，在企業經過一 &日ϋ入人力與金錢進行教育訓練後，才發現選用人力 不適任或疋安排至不符合員工職能的職務，此時，將會增 加企業的成本。 此外，亦有企業係直接提供獎學金以鼓勵在校表現優 :、的子生，亚期望該生在畢業後能夠進入至企業中貢獻所 學，然而上述之太! 方式’由於學生之真正性向是不確定的， 4 200811730 且企業亦無法選擇符合自己企業本身特f的儲備人力，1 成企業無法網羅到符合企業本身特質的人力。 ^ 力外，依照現有 缺谁杆忾士灿 *珂企業現有職 缺進灯徵才、然而’若企業已可預見未來即將出現 殊職缺時，則由於現有人力㈣媒介方式僅針對可立即聘 雇之人’如應屆畢業生或是一般大眾，而較少爲未來可能 需要的人力作規劃’進而無法爲未來需求預作人才培訓。 _ 【發明内容】 發明人有繁於既有人力仲介平台均以現有人力為媒合 對象’並未針對企業未來的可能需求人力進行規劃儲備， =企業即使與學校合作，透過提供獎學金等方式預約將來 可用人力，仍無法確知預約人力之職能特質能否符合企業 的實際需要。 口此，本發明主要目的係為提供一以職能常模為基礎 ，人力貝源官理系統，係依照企業各部門所需之職能特 :’該職能係指一種知，戠、技能、行為與態度的組合，而 =夠幫助提升個人之工作成就，進而帶動企業對經濟的影 響力與競爭力，經過一人力資源系統之統整與歸納後，再 將各式人力進行比對分析與歸類，而使各式人力分配至適 當之職務’藉由此方式將可降低企業徵選到不適任人選之 機會’而將有用人力分配至適當之職務，進而提升企業之 i版運作能力。另可為未來可能需求的人力進行規劃。 為達上述目的所使用之主要技術手段係令一人力資源 5 200811730 \ 管理系統具有一.、目丨丨科es法 ，、 '常模分類模、—職能常模分析模組、-職能 : 且、-職能常模比對模組與-人力資料庫；其 ;亥=題庫係用以提供求職者或是準求職者（例如在 权生）應喊之題目· vL職：Γ莫分析模組係根據求職者或是準求職者之應 试結果刀析其職能特質； • ”存：=!模分類模組係根據求職者或是準求職者之職 型：…員’以找出適合求職者或是準求職者的職務 所該職能常模比對模組内係設有各式不同職務之職能特 貝’而根據求職者或是準电 、 疋丰求職者的職務類型與企業預建於 人力貝枓庫中的職務空缺進行配對； '人力貞料庫係儲存有求職者與準求職者之人力資 料，且將該職能當握八 貝 職r當广該職能常模分類模組與該 • a ，、拉組之結果，將會輸入至該人力資料庫中儲 :員二'該人力資料庫中係將儲存有企業組織文化與企 = = =:::後，得該企業— 了貝1下马分析與比對之依據。 X月又目的係為提供一運用前述人力資源管理夺 統之人才期貨；^ 4 系 m s理方法，係包括下列步驟： 對準求職者進行職能常模分析、分類； 根據前述分類結果將準求職者定義為 特質的人才期貨； 寸疋職月匕 200811730 建立人才期貨資料庫； 對 接受委託者針對特定職務缺之搜 和糠委吒者的搜尋請求 半仔人才期貨進行媒合配 在前述管if t^ y 的準求職二Λ,先針對目前尚未進入人力市場 可進入系統進:=來:能出現某些特定的職缺時， 以預約到適任的 口 ^職成特質的指定選擇，得 者而言，即使尚未進入人力市場，對於求職 僅可預約未夹可用人二乍準備，對於企業而言，不 能特質，達適才適任之目的。， 效旱握未來人力的職 站之：Ϊ月再目的係為提供一運用前述人力資源管理李 統之人才訂製管理方法，係包括下列”：、“里糸 對準求職者進行職能常模分析、分，貝· 根據前述分類結果將求職者 二’ 質的人才期貨； ” 1角荷疋職旎特 建立人才期貨資料庫； 接受委託者針對特定職缺之搜尋請東； :::該職缺所須具備職能特質韩：既有人才期貨； 對師遥人力作出職能補強建議； 前述方法係供企業針對盆科 d h… 之職能特質在人才期貨 中師遥，由於人力期貨尚在求 ^ ^ 木子進修中，故可針對_選么士 7 200811730 '果對獲選人力提出職能補強建議，使獲選人力更集中且更 重點式針對獲得特定職缺所應具備的職能進行加強，藉 此，可達「訂製人力」之目的。 本舍明又-目的係為提供一應用前述人力資源管理系 統之人力盤點方法，係包括下列步驟： μ 對-團體之成員進行職能常模分析'分類，並匯入一 人力資料庫；200811730 p9, invention description: [Technical field to which the invention belongs] relates to a human resource management system, especially one based on the function of the enterprise, and divides the manpower into the human data. θ, bN Job seekers (P talents now) and prospective job seekers (ie talent futures) to meet the different needs of the human market; and can be used as a preparatory [pre-technical] The online publication of the recruitment is dissipated, so that the job seeker can obtain this information. At this time, the type I is selected, except that the job seeker fills in the resume and sends it to the company I wants to apply. The company will conduct a preliminary interview or a written test for job seekers: “The interview or the written test is aimed at the professional knowledge of the job seeker. The company provides knowledge and understanding of the job seeker. However, the above In this way, there is still a shortage of knowledge about the sex-seeking test of the job seeker or the characteristics of the person, and because the performance of one person will be affected by the environment, the customs and the generation culture, The above-mentioned alchemist: the acquisition of the job seeker, after the company has entered the manpower and money for education and training after the company has been recruited by the company, it is found that the selection of the manpower is not suitable or arranged to the position that does not meet the employee's functions. At the time, it will increase the cost of the enterprise. In addition, there are also enterprises that directly provide scholarships to encourage outstanding performance in school:, the child expects that the student can enter the enterprise to contribute after the graduation, but the above is too! The way 'because the true nature of the students is Uncertain, 4 200811730 and the company can not choose the reserve manpower that meets the characteristics of its own enterprise, and 10% of the enterprises cannot collect the manpower that meets the characteristics of the enterprise itself. ^ In addition, according to the existing lack of talent, the company's existing job vacancies, but if the company is foreseeable in the future, the current manpower (four) media approach is only for immediate employment Employed people, such as fresh graduates or the general public, are less likely to plan for the manpower that may be needed in the future, and thus fail to prepare talent training for future needs. _ [Summary of the Invention] The inventor has a problem in the existing manpower agency platform that uses the existing manpower as the medium to meet the needs of the company. It does not plan for the future needs of the company. If the company cooperates with the school, it can make an appointment by providing scholarships. In the future, manpower can be used, and it is still impossible to know whether the functional characteristics of the appointment manpower can meet the actual needs of the enterprise. In view of this, the main purpose of the present invention is to provide a functional norm based on the human resources system, which is based on the functions required by various departments of the enterprise: 'The function refers to a knowledge, know-how, skills, behaviors and The combination of attitudes, and = can help to improve the individual's work achievements, and then drive the company's influence and competitiveness on the economy. After a human resource system is integrated and summarized, the various types of manpower are compared and classified. By assigning all kinds of manpower to the appropriate position 'by this way, it will reduce the opportunity for the company to select unsuitable candidates' and assign the useful manpower to the appropriate position, thereby enhancing the operational capability of the enterprise. It can also plan for the manpower that may be needed in the future. The main technical means used for the above purposes is to make a human resource 5 200811730 \ management system has one, the target es method, the 'normal model classification module, the function norm analysis module, the function: and - Function norm comparison module and - human database; its; Hai = question bank is used to provide job seekers or prospective job seekers (such as in the right of life) should be called the topic · vL job: Γ Mo analysis module According to the test results of job seekers or prospective job seekers, the function characteristics are analyzed; • “Save:=! Module classification module is based on the job seeker or prospective job seeker position: ... member' to find suitable job search The role of the job seeker or the job seeker is compared to the function of the module. The function is based on the job seeker or the job type of the job seeker and the company. Job vacancies in the human resources library are paired; 'The manpower database stores the manpower information of the job seekers and the prospective job seekers, and the function is used as the function of the eight-class job. The result of the • a , pull group will be input to the human capital In the library: the second member of the manpower database will store the organizational culture and enterprise = = =:::, after the company - the basis of the analysis and comparison of the Bay 1 Providing a talent futures using the aforementioned human resources management system; ^ 4 system method, including the following steps: Aligning job seekers with functional norm analysis and classification; defining prospective job seekers as traits based on the above classification results Futures; 疋 疋 匕 117 117 117 117 117 117 117 117 117 117 117 117 117 117 117 117 117 117 117 117 117 117 117 117 117 117 117 117 117 117 117 117 117 117 117 117 117 117 117 117 117 117 117 117 117 117 117 117 117 117 117 Second, first of all, you can enter the system without entering the manpower market: = Come: When there are certain specific vacancies, you can make an appointment to the designated option of the Qualified Qualifications, even if you have not yet entered The manpower market, for job hunting, can only be reserved for the unsuccessful person to prepare for the second job. For the enterprise, it is not traitual, and the right person is suitable for the purpose of the job. Providing a talent management management method using the above-mentioned human resources management Li Tongzhi, including the following ":", "Liuyi aligns with the job seeker to perform functional norm analysis, points, and according to the above classification results, the job seeker's quality talent futures "One corner of the Dutch job to establish a talent futures database; accept the commissioner for the search for specific job vacancies; ::: The job sufficiency must have functional traits Han: existing talent futures; The function reinforcement recommendation; The above method is for the enterprise to focus on the functional characteristics of the pottery dh... in the talent futures division, because the manpower futures are still seeking ^ ^ Muzi training, it can be selected for the _ selection of the corpus 7 200811730 'fruit pair selected The manpower proposes a functional reinforcement proposal to strengthen the selected manpower and focus on the functions required to obtain specific vacancies, thereby achieving the purpose of "customized manpower". The present invention aims to provide a human inventory method for applying the aforementioned human resource management system, which comprises the following steps: μ Performing a functional norm analysis of the members of the group 'classification and importing into a human database;
取得該人力資料庫； 種類與數量而與其人力資料庫 根據該團體之職務需求 進行比對； 獲得比對結果。 前述方法係提供企業針對 點，以了解目前公司現有人力 位員工適得其所。 内部之目前既有員工進行盤 之使用狀況，進一步使每一 〇 呆匕出現立即職缺，或是當企章Obtain the manpower database; type and quantity and compare it with the manpower database according to the job requirements of the group; obtain the comparison results. The aforementioned method provides a point of view for the company to understand that the current staff of the company is suitable for the company. At present, there are employees in the use of the disk, which further makes each stagnation appear immediate, or as a business
已可預見未來將會有特定職缺 田止業 次、広/ w ^ 生$ 均可猎由上述人力 貝源糸統之處理，尋找適合之求職者。It is foreseeable that there will be specific occupations and deficiencies in the future. 広/ w ^ 生$ can be hunted by the above-mentioned human resources, to find suitable job seekers.
L頁施万式J 請參閱第-圖所示，係為本發明 ^ 期貨管理方法流程圖。本發 又土貝施例之人才 礎之人力資源管理系統進行人才期貨管理之方、/ 基 下列步驟：對準求職者（即在校 法’係包括 分類⑴…根據上述分類結果將=能常模分析、 竹+永職者定義為一具備 8 200811730 * * 特定職能特質的人才期貨（102)，將上述資料建立人 貨育料庫，該人力資源管理系統接受委託者（ “ 對特定職務缺之搜尋請求⑴3)，根據委託者的搜尋产灰 與庫存人才期貨進行媒合配對（104)。若委託者 = 者進行媒合配對成功，則該人力資料庫將會關閉準求職= m委託者登入，職缺資料(1°5)，若未媒合配對成 择、隹1入 貝科與丰求職者貧料將於該系統中持 々 田委尧者之職缺有所變動時，將可再攻 I入至該系統中進行倏故，日脾馬女 T适订杉改，且將原有獲得之 託者職缺資料再产開 ,_ , ^ 欠職者/、委 入人力心法係先針對目前尚未進 二力市场的準求職者分析其職能特質 質分類建檔，因此，合企辈 r、職此特 職缺時，可、隹： 業預期未來可能出現某些特定的 、 進入糸統進行配對媒合，選擇特定之聃^ 而可預約到適任的人選。 特…此特質， 請再參閱第二圖所千 έ & 才訂樂營理* ⑽不係為本發明一較佳實施例之人 才:衣e理方法流程圖。係包括下列 職者定義為刀析、分類陶，根據前述分類結果將準求 人才期貨資粗庙. 孑』貝（202)，建立 、 ，係接受委託者針對特定夺 (203)，針對# 疋職缺之搜哥请求 丁4職缺所須具備職能特質篩 該人力資源管理备& — 々、既有人才期貨， 糸流將對篩選人力作出職能 委託者與準求 ”此補強建議。方 八職者進行媒合配對成功（2〇 會關閉該準屯M 則彡亥系、洗將 (205)，若夫樹人 I、又安此者登入之職缺資料 ’、“己對成功，則該委託者之職缺資料與該 9 200811730 ^ , * -準求職者資料將於該系統中持續進行媒合配對；當委气者 ^寻適合之準求職者後，將透過㈣統依據該準求職者碎 得之職能特質告知該準求職者應補強之職能建議（2〇6).又 當委託者之職缺有所變動時，將可再次登入至該系統中進 盯修改（2G7) ’且將原有獲得之準求職者與委託者職缺資 料再度開啟。由於本方法之人力期貨尚在求學進修中，、故 可針對師選結果對獲選人力提出職能補強建議，使獲選人 ,力可對特定職缺所應具備的職能進行加強，進一步達L-page Schwann J See the figure-picture, which is the flow chart of the futures management method of the invention. This issue is also based on the human resources management system of the talents of Tubei, and the following steps are taken: the following steps: Align the job seekers (ie, in the school law system, including the classification (1)... according to the above classification results will be Model analysis, bamboo + permanent job is defined as a talent futures (102) with 8 200811730 * * specific functional characteristics, the above information is used to establish a human goods breeding library, the human resource management system accepts the commissioner (" Search request (1) 3), according to the searcher's search for ash and inventory talent futures matchmaking (104). If the entrant = the matchmaking success, the manpower database will close the prospective job = m delegator Login, job vacancies (1°5), if there is no media match pairing, 隹1 into Beca and Feng job seeker, the poor materials will be changed in the system, the position of the 々田委尧Can be attacked into the system for the sake of the accident, the Japanese spleen horse female T is suitable for the revision of the fir, and the original obtained job holders and information on the re-production, _, ^ owed to the staff /, commissioned into the human heart The legal system first targets the prospective job seekers who have not yet entered the second force market. It analyzes the classification of its functions and quality. Therefore, when the company is in a position to work for a special job, it may be: 业: It is expected that certain specific, entering the system will be matched in the future, and the specific choice will be made. You can make an appointment to a suitable candidate. For this trait, please refer to the second figure for the Millennium & 乐乐乐理理* (10) It is not a talent for the preferred embodiment of the present invention: The system includes the following functions as defined as the knife analysis and classification of the pottery. According to the above classification results, the talent futures capital will be sought for the thick temple. 孑』贝 (202), established, and the system accepts the consignor for the specific win (203), against # The job clerk is required to have a functional traits for the job clerk. The human resources management preparation & 々, the existing talent futures, the turbulence will be the functional entruster and the quasi-seeking for the screening of manpower. The eight-participant has successfully matched the matchmaking (2 will close the prospective 屯M, then the 彡海系, wash will (205), if the husband is I, and the person who is logged in to the job is missing information', 'has been successful, Then the detainer's job vacancy information with the 9 200811730 ^ , * - Job seeker information will continue to be matched in the system. When the disciplinary seeker finds a suitable prospective job seeker, he will inform the prospective job seeker of the role of the job seeker through the (4) system based on the functional characteristics of the prospective job seeker. Suggestion (2〇6). When there is a change in the position of the consignor, you will be able to log in again to the system to modify the score (2G7) and re-enter the original job seeker and the entrusted job information. Since the manpower futures of this method are still in the process of further study, it is possible to propose functional reinforcements for the selected manpower for the results of the teacher selection, so that the selected person can strengthen the functions of the specific vacancies and further strengthen the functions. Da
製人力之目的。 〇T 本發明係關於一種利用職能常模對企業進行人力盤點 方法，係包括下列步驟：對一顚雕 ^ ^ 対圈肢之成貝進行職能常楔分 析、分類，並匯入-人力資料庫 體之成員即指企業員工，…企掌/=止業，该團 ^甲Θ 業貝工係先經過一測試 =測:讀’再經過—職能常模分析模組之分析與―職 月“拉/刀類模組進行分類後，定義每—位企業員工 職能特質，而建立取得該企辈 、 特疋 職務需求種類與數量而與上述之人 業之 爲八酱个出Α 一 K人刀貝科庫進行比對，獲 業求與貫際企業内部員工之比對έ士果今^ ,L m ^ ^ 了、、Ό果，之後，根據 比對U ’ _人力資料庫係提供 塞：CS 4 此μ 彔貝工所缺乏之職能 、’-步k供該企業員工之職能補強建議，且 結果中將可找出企業目前或是未 / 特質^ 預知所需人力之職能 特貝呀，將可輸入至人力資料庫 力。 而可向企業外徵求人 所既有員工進行盤 前述方法係提供企業針對内部之目 200811730 點，以了解目前公司現有人力之使用狀況，而提供給企業 選才、育才、用才與留才計畫，其令，企業係可藉由員土 經過該：試題庫之測試後，了解該員工之職能特質後，例 如：該員工經過-激勵方式分析模組之測試後。將可 促進該員工前進的動力為何，如物f獎勵、職位升遷獎勵、 休假或旅遊獎勵、精神或口頭獎勵、自身成長鼓勵或是工 作推限充分授權等，此種測試將使企業了解員工之需求， 而進-步使企業了解如何將員工繼續留在企業内工作 留才之目的’且亦提供企業預先培養出接班人才，’進 V使企業在新舊交接上更加順暢等，進一牛一 ^ 工適得其所。 /母一位員 _前述方法中用來對求職者或準求職者進 “析、分類及企業搜尋之平台係 此吊 發明人力資源管理“Hi — 弟-圖所不，其為本 _ ―糸統―較佳實施例之方塊圖，主要得八 人力資源系統具有一測試題庫（ 、 ’、7 析模组（4 9, 職此常模分 … 2 )、一職能常模分類模組（4 常模比對模組（“）與-人力資料庫（45)VC' 1 J = 内係分為潛在職能分析模組（4 (4 1 3 )刀析核組（4 1 2 )、忠誠度分析模租 (4 1 3 )、激勵方式分析模組 μ 組 之配合度分析模組（4 2 i &與下屬 1 6)等；其中：. ”作合喊貫度檢測模組（4 該潛在能力分析模組（4 1 1、a > 、 工作才能或是尚未被開發之潛在：=者：具備之 p才靶強弱程度，而該 200811730 潛在工作才能又再區分出六項基本工作才能，係為：隨機 應變能力、變革開創能力、領導管理能力、審美欣賞能力、 理財運用能力與人際社交能力；㈣隨機應變能力之結果 係指是否能夠自由思考而不拘泥於固定的觀念，且能靈活 應付環境變化之程度；格變革開創能力之結果係指是否 具有否定現況、改革現有秩序創造新格 而該領導管理能力之結果係指在人際關係中：否=確 §忍自己的優勢並對周遭的人產生發揮領導的能力；而該審 美欣賞能力之結果係指對週遭事物具備美化和欣賞的能力 或具有藝術創造的能力；而該理財運用能力之結果俜指對 於財務的處理和應用，有其相當不錯的運用邏輯；而 際社交能力之結果係指社交性之強弱與人際關係上二 現； 衣 該調適能力分析模組（412)係指自己本 與情緒=工作畴、工作内容與環境之間的調整:t 力’而具有五個向度：情緒起伏、感受纖細、内外偏：b 挑剔適應與情感共鳴；㈣情肖㈣_ … #感的程度，而該感受纖細 ：:、、卑感以及憂 ’、員不破感以及神纟(τ<暂 度’而違内外偏向係顯示内向以及外向的程， ' 壬 適應係顯示其對事務之客觀 而该挑剔 同理心、同情心與溫柔程度度，而該情感共鳴係顯示其 係具有四個向度··職業 該忠誠度分析模組（4 1 道德、工作穩定、服從盡職與報剛忍耐、; 該激勵方式分析模組（4 4 1 4 )係具有六個項目··物 12 200811730 頭獎 *貝獎勵、職位升遷獎勵、休假或旅遊獎勵、精神或 勵、自身成長鼓勵與工作權限充分授權； 忒主官與下屬之配合度分析模組C 4 1 5 )係具有： 個向度·個性配合度、冑務配合度與管理配合度； 价該作答誠實度檢測模組（4 1 6 )係依據作答傾向、 =的合理性與作答3_請職的有效度和作答者的誠 之知：過：：試題的測驗，而能夠對求職者或是準求職者 員工進行㈣，f π 了解此外，亦可對企業 仃而忒，進而了解企業員工之特性； 該職能常模分析模組（4 2 )係 古 、、 者經過該洌q I ”/ 3者或是準求職 獲得求二=41}測試之各項結果進行分析，而 又仟承職者或是準求職者之 質等各項結果； 〃 b力、性向能力與人袼特 "亥職能常模分類模纟（ 具備之專業能力等級、、性 等資料，將該職能常模分析模；(==質較為適合 統計1找出適合之職務.)之各項結果進行 該職能常模比對模組（ 之職能特質，其中，該 ^ 、内係設有各式不同職務 -般性全體職能常模、？！果比對模組係分成五種類型: 職能常模、八—Ί : ^性職務職能常模、產業別職務 常模：中：Γ全體職能常模與公司個別職務職能 務所建立出共同之職能常模，：:: =分產業、不分職 刀马男性全體職能常模與 13 200811730 女性全體職能當捃. . M 一觳性職務職能常模係扣τ、太尊 職各所建立出之職能常模’而分刀::同 女性全體職能常模；產 另丨生王體職能常模與 所古\ 職能常模係指同-產拿同 職泰所有么司的全體性質能特質；八_ 業叼 常模係針對各公司整體特性 ^司一般性全體職能 職務職能常模係指針對個別公司的公彻 常模’·上述之職能常模比對 4職矛:：建立的職能 有相類似之職務缺，而將求職者*企*係尋找企業是否 接； 、止栗之職缺進行配對連 該人力資料庫（4 5 )係區 人力資料，該人力資料係包括有 'β者與準求職者之 生曰、血型以及可辨識身分、寫曰期、姓名、性別、 並儲存有上述之人力資料，其 '(如·身分證號碼）’ 與應屆畢業生，而該準求者/求職者係指—般大眾 該人力資料庫（45)"=指仍在校就讀之學生，且 2)、該職能常模分類模 忒職能常模分析模組（4 組（4 4 )之結果。 3 )與該職能常模比對模 此外，企業主可利用前述 工進行㈣，以定義出各二、、’對企#内各種職務的員 屬之職能特質’可儲存至人^次的職％特質’此為企業專 求人材之依據。 貝料庫（4 5 )中’作為徵 於本發明中，該人力資源技… 織文化與企業員王測試之結 1系統係先針對企業之組 專屬之職能特質，而可用^ ^行評價後’而獲得該企業 μ攻求符合企業需求之求職者或 14 200811730 是準求職者。 另外，若當企業欲進行組織改造時，係可利用前述系 統將對現有人力進行檢測，而將企業内部目前人力之分 配，進行統計與紀錄，即進行現有人力盤點後，將測試、= 果輪入人力資料庫中，再與既有之同一產業同一職務之常 #進行分析與比對’而得知該員工適合之職務類型，而將 企業員工分配至適當之職務，進一步提供企業選才、育才、 _ '才與留才計晝之參考，因此，可將企業進行重新改組與 改造’進一步能夠提升企業之生產力。 當企業進行人力盤點後，產生職務缺，則將該職務缺 輸入至該人力資料庫（45)中，且註記為現有職缺，或 是當企業擬定發展企劃後，已預知未來將會產生有職产 缺，亦可將該職務缺輸入至該人力資料庫中，且將今二 註記為預期職缺，更進一步可紀錄聘催日期。°〆職各 :企業或是求職者利用該人力資源管㈣統，作為企 • 妓才及求職者或準求職者謀職之橋樑，並進行有效率的 媒合，其具體流程如下： 、 錢置人力資料庫"5)方面，關於企業方面，企 -糸砰估企業組織文化與測試現有員工之職能 獲得企業本身特有之職能特質，將目前職務缺以 =之職務缺輸入至人力資料庫（45)中，更進士= 來預見之職務缺所需聘僱曰期輸 、未 求職去古；〆 7貝T才辱宁，關於 或準求職者谁系統中的測試題庫（4工）對於求職者 曰 仃測武，通過該測試題庫（4 1 )之測試後， 15 200811730 即由該職能常模分析模組（4 2 -職能分析結果，之後再 則武結果，而獲得 分類模組（4 3 )中 衿出至6亥職吊杈 料輸出至兮腆、σ之職務類型，之後再將資 翰出至5玄職忐常模比對模电 / ^ ± / 、 〔 4 4 )中，尋找企業中是 否有相類似之職務空缺， 疋 灰Λ I扣人a 將付合企業職能特質需求之 求職者與企業之職缺進行配 ^ 果，該結果將顯亍目… 接，而獲得職務配對結 顯示暫時無適合職缺，若二:=，若：適合職缺將 與公司顯示出來以μ二二職缺，將職缺名稱 + Μ供永職者或準求職者知道。 由於準求職者之配對職務传 缺，若入f + ^ ❿^係為企業未來預設之職務 ^ 右企業之職務缺未到聘僱曰细& . 需要此職務或是準灰職者$、高 X a欠’例如·不 該人力資料庫中進行ίΓ 該企業可進入至 貝料送回至人力資料庫中，進 n者之 模組進行其他配對連接。另!方==由这職能常模比對 〇 )係接供八蚩此人力貝源系統（4 金業預知未來聘僱職務之人力為何，因此，企 聘=該人力進行職前訓練與培養，例如：提供該 ，見習或是提供吸引準求職者優惠方案等，而進一步使 以人力在未來党聘該職務時能夠及早進入企業運作。 :上所述，由於本發明建立有-人力資源管理系統， 對企業之組織文化與企業員工量身打造其特有之職 :特貝’且藉由上述之系統建立出-人才期貨管理方法、 ,人才吕丁製管理方法與—人力盤點之方法，因此，當將企 業目前或是未來可預見所需之人才，依據企業所需：職二 16 200811730 特質進行徵才，尤发，若县 ,0i 八 預J將來將會需要大批新進人 '，則此一方式將可幫助企業提早尋找至適合的人才， 且亦幫助準求職者明確知道未 … 方向準借，“… /不出路之方向，而朝預定之 , ，该人力資源系統亦可針對企業員工 人力盤點，而使得企業 ' 進行 步增加企業之生“至適當之職務，壤〜 >、生產力，且企業係可藉由該人力盤點。The purpose of manpower. 〇T The present invention relates to a manual inventory method for a company using a functional norm, which comprises the following steps: performing a function analysis and classification of a 顚 顚 ^ ^ ^ 対 対 成 成 - - - - - - 人力 人力 人力 人力 人力 人力 人力 人力 人力 人力The members of the body refer to the employees of the company, ... the palm of the enterprise /= stop the business, the group ^ A Θ Θ industry 贝 系 first passed a test = test: read 're- _ _ function analysis module analysis and "month After the classification of the pull/knife module, define the functional characteristics of each employee, and establish the type and quantity of the demand for the enterprise and the special job, and the above-mentioned people’s industry is the eight sauces. Cocu compares and obtains the ratio of the internal staff of the company to the internal staff of the company, L m ^ ^, and the results, after which, according to the comparison U ' _ human database system provides plug: CS 4 This μ 彔 工 工 缺乏 缺乏 缺乏 缺乏 缺乏 缺乏 缺乏 缺乏 缺乏 缺乏 缺乏 缺乏 缺乏 缺乏 缺乏 缺乏 缺乏 缺乏 缺乏 缺乏 缺乏 缺乏 缺乏 缺乏 缺乏 缺乏 缺乏 缺乏 缺乏 缺乏 缺乏 缺乏 缺乏 缺乏 缺乏 缺乏 缺乏 缺乏 缺乏 缺乏 缺乏 缺乏 缺乏 缺乏 缺乏 缺乏Can be input to the human resources database. Some employees have the above method to provide the company with an internal target of 200811730 to understand the current use of the company's existing manpower, and to provide enterprises with talent selection, nurturing, talent and retention plans, which allows the enterprise to borrow After the test of the test bank, after understanding the functional characteristics of the employee, for example, after the employee has passed the test of the incentive mode analysis module, the motivation for the employee's progress will be promoted. Post promotion incentives, vacation or travel rewards, spiritual or verbal rewards, self-growth incentives, or full-time empowerment of work extensions, such tests will enable companies to understand the needs of employees and further enable companies to understand how to keep employees The purpose of the company's work in the company's work is to provide the company with the talents in advance to train the successor. 'Into the V, the company will be more smooth in the new and old handovers, and it will be suitable for the company. The platform used for job searchers or prospective job seekers to “analyze, classify and search for enterprises” is the invention of human resources management. “Hi — brother – map is not, its is _ The block diagram of the preferred embodiment, the main human resources system has a test question bank (, ', 7 analysis module (4 9, this is the norm... 2), a functional norm classification module (4 Norm comparison module (") and - human database (45) VC' 1 J = internal system is divided into potential functional analysis module (4 (4 1 3) knife analysis group (4 1 2), Loyalty analysis model rent (4 1 3), incentive mode analysis module μ group of fitness analysis module (4 2 i & and subordinates 16); among them: 4 The potential capability analysis module (4 1 1 , a > , work ability or potential that has not yet been developed: = person: has the degree of p target strength, and the 200811730 potential work can distinguish six basics Work ability is: self-restraint ability, change creation ability, leadership management ability, aesthetic appreciation ability, financial management ability and interpersonal social ability; (4) The result of random adaptability means whether you can think freely without being constrained by fixed concepts, and can Flexibility to cope with the degree of environmental change; If you have a negative status, reform the existing order, create a new situation, and the result of the leadership management ability refers to the interpersonal relationship: No = § The result of appreciation ability refers to the ability to beautify and appreciate the things around or have the ability to create art; and the result of the ability to use financial management refers to the processing and application of finance, which has quite good application logic; The result refers to the social strength and interpersonal relationship; the clothing adaptation ability analysis module (412) refers to the adjustment between the self and the emotion = work domain, work content and environment: t force 'with five Dimensions: emotional ups and downs, feeling slender, internal and external bias: b picky adaptation and emotional resonance; (four) love Xiao (four) _ ... #感的程度, and the feeling is slender::, 卑 以及 以及 、 、 、 、 、 、 、 、 、 、 、 、 、 、 、 、 (τ<temporary' and the internal and external biases show the inward and outward directions, 'the adaptation system shows its objectiveness to the affairs and the discerning empathy, compassion and warmth Degree, and the emotional resonance system shows that the department has four dimensions··the occupation of the loyalty analysis module (4 1 ethics, work stability, obedience and due diligence, and the incentive mode analysis module (4 4 1 4 ) Department has six projects···12 12 200811730 First prize*Bei reward, position promotion reward, vacation or travel reward, spirit or encouragement, self-growth encouragement and full authority of work authority; Module C 4 1 5 ) has: directionality, personality matching degree, coordination degree and management cooperation degree; price of honesty detection module (4 1 6 ) is based on the tendency of answering, = reasonableness and Answer 3_ The validity of the job and the honesty of the respondent: After: the test of the test questions, and can be carried out for the job seeker or the prospective job seeker (4), f π understand, but also to the enterprise, and then Understand the characteristics of the company's employees; the function of the norm analysis module (4 2) is the ancient, the person who passed the 洌q I ” / 3 or the quasi-job job to obtain the results of the test ==41} Also a job applicant or a prospective job seeker And other results; 〃 b force, sexual ability and humanity special characteristics of the Hai functional norm classification model (with professional ability level, sex, etc., the function of the norm analysis model; (== quality is more suitable Statistics 1 find out the appropriate results.) The results of the function of the norm comparison module (the functional characteristics, which ^, the internal system has a variety of different positions - general function of the norm,? ! The comparison module system is divided into five types: functional norm, eight-Ί: ^ sexual job function norm, industry other job norm: middle: Γ all functional norms and the company's individual job functions establish a common The function of the norm, :::: = sub-industry, non-divisional male and female functions of the norm and 13 200811730 female all functions as a 捃.. M 觳 职务 职务 职能 职能 τ 、 、 、 、 、 、 、 、 、 、 、 The function of the norm 'and the division of the knife:: with the female functional norm; the production of the other generation of the body of the function of the norm and the ancient \ functional norm refers to the same - production of the same job of all the Secretary of the overall nature of the characteristics; _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ A similar job is lacking, and the job seeker * enterprise * is to find out whether the enterprise is connected; the job of the stop is matched with the manpower database of the manpower database (4 5), the manpower data includes the 'β person Health, blood type and identifiable identity with prospective job seekers, The manpower information, the name, the gender, and the above-mentioned manpower information, the '(eg ID card number)' and the recent graduates, and the requester/job seeker refers to the general public. "= refers to the students still in school, and 2), the function of the norm classification function function norm analysis module (the result of 4 groups (4 4). 3) compared with the function norm model. The business owner can use the above-mentioned workers to carry out (4), in order to define the functional characteristics of the members of the various positions in the various positions of 'the enterprise', which can be stored to the number of employees of the company. This is the basis for the enterprise to seek talents. In the shell library (4 5 ), as the levy in the invention, the human resource technology... The system of the culture and the enterprise staff test 1 system is firstly directed to the functional characteristics of the enterprise group, and can be evaluated after ^^ 'While the company μ seeks job seekers who meet the needs of the company or 14 200811730 is a prospective job seeker. In addition, if the enterprise wants to carry out organizational transformation, the system can use the above system to test the existing manpower, and the current manpower distribution within the enterprise will be counted and recorded, that is, after the existing manpower inventory, the test will be tested. Into the manpower database, and then analyze and compare the same job with the same industry in the same industry, and know the type of job that the employee is suitable for, and assign the employee to the appropriate position to further provide the company's selection. Yucai, _ 'the only way to stay with the talents, so the company can be reorganized and transformed' can further enhance the productivity of the enterprise. When a company has a job inventory and a job vacancy occurs, the job vacancy is entered into the manpower database (45) and is noted as an existing job vacancy, or when the company draws up a development plan, it is predicted that there will be a job in the future. In the case of a shortage of births, the job vacancy can also be entered into the manpower database, and the notes on the second day are recorded as expected vacancies, and the date of the appointment can be further recorded. ° Defects: Enterprises or job seekers use this human resources management system to serve as a bridge between enterprises and job seekers or prospective job seekers, and to carry out efficient mediation. The specific process is as follows: In the human resources database, the enterprise--estimate the organizational culture and the functions of testing the existing employees to obtain the unique functional characteristics of the enterprise, and input the current job vacancies to the human resources database ( 45), more Jinshi = to foresee the position of the lack of required employment, long-term loss, no job hunting to go to ancient times; 〆 7 shells T only swearing, about or prospective job seekers who in the system test questions (4 workers) for job hunting After the test of the test question bank (4 1 ), 15 200811730 is the function of the norm analysis module (4 2 - functional analysis results, and then the results of the military, and get the classification module (4 3 In the middle of the 亥 衿 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 6 Is there a similar job vacancy in the enterprise? Λ I buckle person a will match the job seeker of the company's functional traits needs to match the job vacancies of the company, the result will be obvious... The job matching match shows that there is no suitable job title temporarily, if two:= If: the job vacancies will be displayed with the company to the μ 22 job, the job title + Μ for the permanent or the prospective job seeker. Due to the lack of matching job positions of prospective job seekers, if you enter f + ^ ❿ ^ is the predecessor of the company's future ^ The position of the right enterprise is not available to the employer & fine & Need this position or the gray worker $ , high X a owed 'for example · not in the manpower database Γ Γ Γ Γ Γ Γ Γ Γ Γ Γ Γ Γ Γ Γ Γ Γ Γ Γ Γ Γ Γ Γ Γ Γ Γ Γ Γ Γ Γ Γ Γ Γ Γ Γ In addition, the party == is compared with this function norm)) for the manpower source system (4 gold industry predicts the manpower of the future employment, therefore, the employment = the manpower for pre-employment training and training For example, providing this, trainee or offering preferential programs for attracting prospective job seekers, etc., and further enabling manpower to enter the business operation early in the future when the party is employed in the post.: As described above, since the invention is established - human resource management System, tailor-made for the organizational culture of the company and the employees of the company: Tebe' and through the above system to establish - the talent futures management method, the talent management method and the method of human inventory, therefore When the company is expected to meet the talents currently or in the future, according to the needs of the enterprise: Qualification 2, 200811730 traits, especially, if the county, 0i 八 pre-J will need a large number of newcomers in the future, then this One way will help companies find the right talents early, and also help prospective job seekers know clearly that they are not in the right direction, “.../no way out, and as scheduled, the human resources department Also for employees manpower inventory, so that businesses' conduct further increase the company's life "to the appropriate position, ~ >, soil productivity, and enterprise system can be by the human inventory.
【圖式簡單說明】 $ ώ弟一圖：係為本發明一較佳實施例之人才期貨乾 法流程圖。 < J貝官王里方 + &第—圖，係為本發明一較佳實施例之人才訂繫技 法流程圖。 < 叮衣g狸方 鬌 Λ|^ _ 圖。〜圖·係為本發明一較佳實施例之系統架構示之 【主要元件符號說明】 ^ 4 1)測試題庫 (4 1 1 )潛在職能分析模組 (4 1 2 )調適能力分析模組 (^ 1 3 )忠誠度分析模組 4 1 4 )激勵方式分析模組 (415)主管與下屬之配合度分析模組 (4 1 6 )作答誠實度檢測模組 < 4 2 )職能常模分析模組 (4 3 )職能常模分類模組 17 200811730 i V ' \ ( 4 4 )職能常模比對模組 ~ ( 4 5 )人力資料庫 _BRIEF DESCRIPTION OF THE DRAWINGS FIG. 1 is a flowchart of a talent futures method according to a preferred embodiment of the present invention. <J.Beiguan Wang Lifang + & figure is a flow chart of the talent ordering technique according to a preferred embodiment of the present invention. < 叮衣g狸方 鬌 Λ|^ _ Figure. - Figure is a system architecture diagram of a preferred embodiment of the present invention [main component symbol description] ^ 4 1) Test question bank (4 1 1) potential function analysis module (4 1 2) adaptation capability analysis module ( ^ 1 3) Loyalty Analysis Module 4 1 4) Incentive Method Analysis Module (415) Competency Analysis Module (4 1 6 ) for the cooperation degree of the subordinates to test the honesty detection module < 4 2 ) Functional norm analysis Module (4 3 ) function norm classification module 17 200811730 i V ' \ ( 4 4 ) Function norm comparison module ~ ( 4 5 ) Human database _
1818