TW202407592A - Server for determining surrogate of work - Google Patents

Abstract

A server for determining surrogate of work is provided. The server includes a storage medium, a transceiver and a processor. The storage medium stores a plurality of person, wherein the plurality of person includes an absent person and a plurality of candidate surrogates, and each of the plurality of candidate surrogates includes a work-experience-similarity-value associated with the absent person, wherein the storage medium further stores a current-work-duty-conflict-condition. The processor obtains a plurality of current-work-performance-score-prediction-values respectively corresponding to the plurality of person using a plurality of historical-work-performance-scores according to a regression model; the processor uses the work-experience-similarity-value, the plurality of current-work-performance-score-prediction-values, and the current-work-duty-conflict-condition to determine a surrogate from the plurality of candidate surrogates.

Description

Server for agents who decide jobs

This disclosure is about an agent server used to determine jobs.

Currently, when an employee of a particular company/bank is absent, an agent can usually be assigned on a temporary basis only based on the experience of the supervisor. However, this method often fails to assign the most suitable agent.

The server used by the agent of the disclosure includes a storage medium, a transceiver and a processor. The storage medium stores a plurality of persons, wherein the plurality of persons include absent persons and a plurality of candidate agents, and each of the plurality of candidate agents includes a work experience similarity value associated with the absent person, wherein the storage medium further stores the work experience associated with the plurality of candidate agents. An individual's current job position conflict conditions. The processor is coupled to the storage medium and the transceiver, wherein the processor uses multiple historical work performance scores to obtain multiple current work performance score prediction values corresponding to multiple personnel according to the regression model; the processor uses work experience similar values, multiple The predicted value of the current job performance score and the conflict conditions of the current job position are used to determine the target agent from multiple candidate agents.

In order to make the above features and advantages of the present disclosure more obvious and understandable, embodiments are given below and described in detail with reference to the attached drawings.

FIG. 1 is a schematic diagram of a server 100 for determining work agents according to an embodiment of the present disclosure. The server 100 may include a storage medium 110, a transceiver 120, and a processor 130. The server 100 can be installed in a bank.

The storage medium 110 is, for example, any type of fixed or removable random access memory (random access memory, RAM), read-only memory (read-only memory, ROM), or flash memory (flash memory). , hard disk drive (HDD), solid state drive (SSD) or similar components or a combination of the above components, and are used to store multiple modules or various application programs that can be executed by the processor 130 .

The transceiver 120 transmits and receives signals in a wireless or wired manner. The transceiver 120 is communicatively connected to the host electronic device 200 .

The processor 130 is, for example, a central processing unit (CPU), or other programmable general-purpose or special-purpose micro control unit (MCU), microprocessor, or digital signal processing unit. Digital signal processor (DSP), programmable controller, application specific integrated circuit (ASIC), graphics processing unit (GPU), image signal processor (ISP) ), image processing unit (IPU), arithmetic logic unit (ALU), complex programmable logic device (CPLD), field programmable gate array (field programmable gate array) , FPGA) or other similar components or a combination of the above components. The processor 130 may be coupled to the storage medium 110 and the transceiver 120 .

In this embodiment, the storage medium 110 can store multiple persons. These personnel may include absentees as well as multiple candidates for representation. For convenience of explanation, each subsequent embodiment will be described with the absent person as person identification A, and the plurality of candidate agents as person identification B, person identification C, and person identification D.

Further, each of the plurality of candidate agents (person identification B, person identification C, and person identification D) may include a work history similarity value associated with the absent person (person identification A). Specifically, the processor 130 may utilize multiple job factors (stored in the storage medium 110 ) that respectively correspond to multiple jobs to obtain work experience similarity values. Table 1 is an example of multiple job factors respectively corresponding to multiple positions. Multiple job factors may include (but are not limited to) "Whether you have ever held the position of "Taiwan dollar deposits"", "Whether you have held the position of "Foreign currency deposits"", "Whether you have held the position of "Financial Management"", "Whether you have held the position of "Financial Management"""Have you ever held the position "Personal Loans"" and "Have you ever held the position "Business Loans"". Table 1 An example of multiple job factors corresponding to multiple positions respectively Person identification Have you ever held the position of "Taiwan Dollar Foreign Exchange"? Have you ever held the position of "Foreign Currency Deposit"? Have you ever held the position of "financial management"? Have you ever held the position "Personal Loan"? Have you ever held the position "Corporate Loans"? A 1 (yes) 0 (no) 1 (yes) 1 (yes) 1 (yes) B 1 (yes) 0 (no) 0 (no) 1 (yes) 1 (yes) C 0 (no) 0 (no) 0 (no) 1 (yes) 1 (yes) D 1 (yes) 0 (no) 0 (no) 0 (no) 0 (no)

The processor 130 may use a plurality of job factors in Table 1 (corresponding to multiple positions respectively) to obtain each work experience similarity value as shown in Table 2. As shown in Table 2, the work experience similarity values may include correlation values and difference test values. In this embodiment, the correlation value is, for example, a Pearson Correlation Coefficient value. On the other hand, the difference test value is, for example, the significance value (P Value) of the Independent Two Sample t Test or the significance value (P Value) of the Wilcoxon Signed Rank Test. ). In detail, the processor 130 may use a statistical method to obtain a correlation value of 0.61 between the person identification B and the absent person (person identification A) according to Table 1, and obtain the correlation value between the person identification B and the absent person (person identification A) according to Table 1 The test value for identifying the difference between A) is 0.545. Similarly, the processor 130 may obtain the correlation value between the person identification C and the absent person (person identification A) according to Table 1 to be 0.41, and obtain the correlation value between the person identification C and the absent person (person identification A) according to Table 1 The difference test value is 0.243. Similarly, the processor 130 may obtain that the correlation value between the person identification D and the absent person (person identification A) is 0.25 according to Table 1, and obtain the correlation value between the person identification D and the absent person (person identification A) according to Table 1. The difference test value is 0.067. After obtaining the work experience similarity values between each candidate agent and the absent person, the processor 130 may store the work experience similarity values in the storage medium 110 . Table 2 An example of similarity values for each work experience associated with absentees candidate agent correlation value difference test value Person identification B 0.61 0.545 Person identification C 0.41 0.243 Person identificationD 0.25 0.067

It should be noted here that the processor 130 can also store the work experience similarity threshold in the storage medium 110 . The purpose of the similar work experience threshold will be explained later.

Further, in this embodiment, the processor 130 may receive a plurality of historical work performance scores respectively corresponding to a plurality of persons from the supervisor electronic device 200 through the transceiver 120 . Table 3 is an example. In detail, the supervisor who operates the supervisor electronic device 200 (for example, the supervisor of person identification A, person identification B, person identification C, and person identification D) may pre-record each of person identification A, person identification B, person identification C, and person identification D. historical job performance scores, and each of the historical job performance scores includes a plurality of performance score factors. For example, as shown in Table 3, the historical work performance scores of personnel identification A can include the performance score factor "performance achievement rate" of 7 points, the performance score factor "efficiency of handling customer affairs" of 10 points, and the performance score factor "efficiency of handling supervisor affairs". 5 points, 5 points for the performance score factor "Getting along well with colleagues" and 6 points for the performance score factor "Extensive handling of affairs". In addition, the historical work performance score of Personnel Identification A can also include a "comprehensive score" of 8 points. The processor 130 may store historical work performance scores of person identification A, person identification B, person identification C, and person identification D in the storage medium 110 . Table 3 An example of multiple historical job performance scores corresponding to multiple personnel Person identification performance achievement rate Efficiency in handling customer affairs Efficiency in handling supervisory matters Getting along well with colleagues Extensive range of business transactions Comprehensive score A 7 10 5 5 6 8 B 6 9 6 6 7 9 C 4 4 4 5 5 6 D 8 7 5 5 7 8

Furthermore, in this embodiment, the storage medium 110 may store current job conflict conditions. Table 4 is an example of current job role conflict conditions. For example, as shown in Table 4, if the current position of the absent person is "Taiwan dollar deposit", and if the current position of the specific candidate agent is "Taiwan dollar deposit", then when the subsequent processor 130 wants to identify the absent person When deciding on a working agent, the processor 130 will determine which candidate agent can replace the absent person. For another example, if the current job of the absent person is "Taiwan dollar deposit", and if the current job of the specific candidate agent is "Financial Management", then when the subsequent processor 130 wants to decide the agent to work for the absent person, , the processor 130 will determine that the candidate agent cannot replace the absent person. Table 4 An example of current job conflict conditions The current position of the candidate agent is "Taiwan dollar deposit and exchange" The current position of the candidate agent is "Foreign Currency Deposit" The current position of the candidate agent is "Financial Management" The current position of the candidate agent is "Personal Loan" The current position of the candidate agent is "Corporate Loan" The current job of the absent person is "Taiwan Dollar Remittance" replaceable replaceable Irreplaceable Irreplaceable Irreplaceable The current position of the absentee is "Foreign Currency Deposit" replaceable replaceable Irreplaceable Irreplaceable Irreplaceable The absentee's current job title is "Financial Management" Irreplaceable Irreplaceable replaceable Irreplaceable Irreplaceable The absentee's current position is "Personal Loan" Irreplaceable Irreplaceable Irreplaceable replaceable Irreplaceable The absentee's current position is "Corporate Loan" Irreplaceable Irreplaceable Irreplaceable Irreplaceable replaceable

FIG. 2 is a flowchart illustrating a method for determining working agents according to an embodiment of the present disclosure, wherein the method may be implemented by the system 100 shown in FIG. 1 .

In step S201, the processor 130 may use a plurality of historical work performance scores to obtain a plurality of current work performance score prediction values corresponding to a plurality of persons according to the regression model. The above-mentioned regression model may be linear regression (Linear Regression) or regression tree (Regression Tree), but the present disclosure is not limited thereto. In detail, as described in the above-mentioned Table 3 and its embodiments, each of the plurality of historical work performance scores stored in the storage medium 110 may include a plurality of performance score factors (ie, performance score factors "performance achievement rate", Performance score factor "efficiency in handling customer affairs", performance score factor "efficiency in handling supervisory affairs", performance score factor "getting along well with colleagues" and performance score factor "extent in handling affairs"). Furthermore, the performance score factor "performance achievement rate" can correspond to the weight 1 of the regression model, the performance score factor "efficiency in handling customer affairs" can correspond to the weight 2 of the regression model, and the performance score factor "efficiency in handling supervisor affairs" can correspond to For the weight 3 of the regression model, the performance score factor "getting along well with colleagues" can correspond to the weight 4 of the regression model, and the performance score factor "extensiveness of handling affairs" can correspond to the weight 5 of the regression model. The processor 130 can use the "comprehensive score" shown in Table 3 to obtain/determine the values of weight 1 to weight 5. Then, based on each performance score factor in the above Table 3, the processor 130 can calculate the current score 1 of "Performance Achievement Rate", the current score 2 of "Processing Customer Affairs Efficiency", the current score 3 of "Processing Supervisor Affairs Efficiency", and " The current score of 4 for "Getting along well with colleagues", the current score of 5 for "Extensiveness of handling affairs" and the weights 1 to 5 determine/predict that in a specific period of time in the future (for example, within the next month), they respectively correspond to the number of Multiple current job performance score predictions for individual personnel (Person ID A, Person ID B, Person ID C, and Person ID D). Table 5 is an example of multiple current job performance score prediction values determined/predicted by the processor 130 . Table 5 An example of multiple current job performance score prediction values Person identification Predicted value of current job performance score A 9.2 B 8.9 C 6.5 D 7.2

In step S202, the processor 130 may utilize work experience similarity values, multiple current job performance score prediction values, and current job conflict conditions to determine target agents from multiple candidate agents. Following the foregoing embodiment, the following description will take the absent person as person identification A as an example.

First, the similarity values of each work experience in Table 2 indicate that the work experience similarity values of Personnel Identification B and Person Identification A are the highest (the similarity values of the work experience of each candidate agent and Personnel Identification A, in order of numerical value, Person Identification B , person identification C and person identification D). Furthermore, it is assumed that the work experience similarity value thresholds pre-stored in the storage medium 110 include a correlation value threshold of 0.4 and a difference test value threshold of 0.05. Because the correlation value between person identification D and the absent person (person identification A) is 0.25, which is less than the correlation value threshold of 0.4, and/or the difference test value between person identification D and the absent person (person identification A) is less than 0.067 With a difference test value threshold of 0.05, the processor 130 may determine that person identification D will not be selected as the target agent, and the processor 130 may determine that the priority order of multiple candidate agents is, in order, person identification B and Person identification C.

Furthermore, since the multiple current job performance score prediction values in Table 5 indicate that the current job performance score prediction value of person identification B is the highest (the current job performance score prediction values of each candidate agent are in the order of numerical value, person identification B, Person Identification C and Person Identification D), the processor 130 may determine the priority order of the plurality of candidate agents as Person Identification B and Person Identification C.

Next, assuming that the storage medium 110 has stored in advance, the absent person (person identification A) corresponds to the first current job "Taiwan dollar deposit", and the first candidate agent person (person identification B) corresponds to the second current job "financial management", And the second candidate agent (person identification C) corresponds to the first current job "Taiwan dollar deposit and exchange". The processor 130 may determine the second candidate agent (person identification C) as the target agent using the current job conflict conditions shown in Table 4. In other words, although the priority order of multiple candidate agents is Personnel Identification B and Personnel Identification C, as indicated in Table 4 above, if the current position of the absent person (Personnel Identification A) is "Taiwan Dollar Deposit", and if a specific If the current job title of the candidate agent (person identification B) is "Financial Management", the processor 130 will determine that person identification B cannot replace person identification A. Therefore, the processor 130 will determine person identification C as the target agent.

In summary, the server for determining the working agent of the present disclosure can determine the working agent by using the work experience similarity value between the candidate agent and the absent person. Based on this, agents with relatively similar work experience to the absentee personnel can be determined. Furthermore, the predicted value of the current job performance score can also be used to determine the agent for the job. In other words, the agent who will have higher job performance can also be determined. In addition, current job conflict conditions can also be used to determine the agent for the job. Therefore, it is possible to avoid the situation where the current position of the agent does not match the current position of the absentee and the agent cannot act.

Although the disclosure has been disclosed above through embodiments, they are not intended to limit the disclosure. Anyone with ordinary knowledge in the technical field may make slight changes and modifications without departing from the spirit and scope of the disclosure. Therefore, The scope of protection of this disclosure shall be determined by the scope of the appended patent application.

100: Server used to determine the agent for the job 110:Storage media 120:Transceiver 130: Processor 200: In charge of electronic devices S201~S202: steps

FIG. 1 is a schematic diagram of a server used to determine agents working according to an embodiment of the present disclosure. FIG. 2 is a flowchart illustrating a method for determining agents to work with, according to an embodiment of the present disclosure.

100: Server used to determine the agent for the job

110:Storage media

120: Transceiver

130: Processor

200: In charge of electronic devices

Claims (6)

A server for agents who decide jobs, including: A storage medium that stores a plurality of persons, wherein the plurality of persons includes an absent person and a plurality of candidate agent persons, and each of the plurality of candidate agent persons includes a work experience similarity value associated with the absent person, wherein The storage medium further stores current job conflict conditions; transceiver; and a processor coupled to the storage medium and the transceiver, wherein The processor uses a plurality of historical work performance scores to obtain a plurality of current work performance score prediction values corresponding to the plurality of persons according to a regression model; The processor utilizes the work history similarity value, the plurality of current job performance score prediction values, and the current job conflict condition to determine a target agent from the plurality of candidate agents. A server as described in Request Item 1, wherein The processor obtains the work experience similarity value using multiple job factors respectively corresponding to multiple positions, and stores the work experience similarity value in the storage medium. The server as described in claim 1, wherein the work experience similarity value includes a correlation value and a difference test value. The server of claim 1, wherein the transceiver is communicatively connected to a host electronic device, wherein The processor receives the plurality of historical work performance scores respectively corresponding to the plurality of persons from the supervisor electronic device through the transceiver. The server of claim 1, wherein each of the plurality of historical job performance scores includes a plurality of performance score factors. The server of claim 1, wherein the plurality of candidate agents include a first candidate agent and a second candidate agent, wherein the absent person corresponds to a first current position, and the first candidate agent The person corresponds to a second current position, and the second candidate agent corresponds to the first current position, where The processor determines the second candidate agent as the target agent using the current job conflict condition.

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