TWI819915B - Team building assessment system - Google Patents

Abstract

A team building assessment system include at least one client, a server and an input/output device. The server is connected to the at least one client via the internet and the server is used to evaluate the candidate's personality traits, suitability for a job category, and compatibility with the existing team members of the job category based on the answers to the questions on the first, second and third questionnaires to produce a job applicant evaluation report. The server sends the job applicant evaluation report to the corresponding client. The input/output device is connected to the server via the internet and the input/output device is used to send an interview request message to the server, answer the questions on the first questionnaire, the second questionnaire and the third questionnaire, and output the questions on the first questionnaire, the second questionnaire and the third questionnaire.

Description

Team building evaluation system

The present invention is mainly an evaluation system, and in particular, it relates to a system for analyzing the functional characteristics of job seekers to evaluate whether the job seeker is suitable for joining a company team.

At present, enterprises mainly publish recruitment information through manpower banks such as 104 or 1111, so that job seekers can obtain recruitment information of various enterprises. Furthermore, after job seekers complete their resumes, they send them to the companies they applied for through the above-mentioned labor bank, and wait for an interview invitation from the company.

However, most interviewers can only know the basic information of the job seeker through the contents of the resume. They often cannot accurately grasp the applicant's characteristics and work ability in the first interview, which makes the company invest in manpower. After using money to educate and train the admitted job seekers, it was discovered that the admitted job seekers were not suitable for their current job positions and had to be transferred to other job positions, or even directly eliminated and re-hired, which would increase the company's costs. problem.

In view of this, it is necessary to provide a team formation evaluation system to solve the above problems.

The purpose of the present invention is to provide a team formation evaluation system that can analyze the functional characteristics of job seekers to evaluate whether the job seekers are suitable for joining the company's team.

The advantage of the "monkey-type organization" described in the entire text of this invention is that the organization is highly flexible and has a certain degree of ability in all aspects, whether it is marketing, product production and management, the formulation and implementation of plans and strategies; The disadvantage is that because everything is good, the organization may not be able to master everything.

The advantage of the "falcon-type organization" described in the full text of this invention is that: like a falcon, it usually hovers at high altitudes, and only after it has spotted the target, it is sure to take action; its disadvantage is that it has excellent plans and strategies. In normal times, there may be an illusion that the organization is stagnant because the skills are not advanced too pragmatically. In addition, attention must be paid to personal communication and emotional connections within the organization.

The advantages of the "ant colony-type organization" described in the full text of this invention are: the organization's first priority is practical ability, which has huge advantages in actually promoting or implementing plans; its disadvantages are: strategic planning and the emotional connection between organizational members But it's likely to be ignored.

The advantages of the "elephant group organization" described in the full text of this invention are: the organization is connected by strong emotions and has great advantages in creativity and cohesion; its disadvantages are: practical and analytical capabilities and long-term planning and strategy Recognize the importance and may be forgotten by the organization.

The advantage of the "lion-type organization" described in the full text of this invention is that the members of the organization have deep bonds and creativity, and also have excellent execution capabilities; the disadvantage is that the organization may focus on enhancing feelings and practical business. The importance of long-term planning is relatively ignored.

The advantages of the "dolphin-type organization" described in the full text of this invention are that the members of the organization have deep bonds and creativity, and also have excellent planning and strategy capabilities; the disadvantage is that the organization may focus on enhancing feelings and planning inferences. On the other hand, the importance of implementation is relatively ignored, which may ultimately lead to the possibility of talking on paper.

The "wolf-pack type organization" described in the full text of this invention means that the members of the organization have excellent execution capabilities and high-end planning and strategy capabilities; its disadvantage is that the organization may focus on actual business and strategies, while relatively neglecting them. It is important for members to get along and interact with each other. They often work alone and have strong individual combat capabilities, but cooperation and coordination within the organization require more attention.

In order to achieve the above objectives, the present invention provides a team formation evaluation system, which includes: at least one client; a server connected to the at least one client through a network, and the server has a database module, a first An evaluation module, a second evaluation module, a third evaluation module and a control module. The database module is used to store a first questionnaire, a plurality of second questionnaires and a third questionnaire. The plurality of The second questionnaire is divided into different job categories. The first evaluation module is used to analyze the first questionnaire to evaluate the personality traits of the job seeker to generate a first result. The second evaluation module is used to analyze the first result. The second questionnaire is used to confirm whether the job seeker has several job items required for one of the job categories, and to evaluate whether the job seeker is suitable for the job category to produce a second result. The third assessment module is used to The third questionnaire answered by the existing team members of the job category and the third questionnaire answered by the job seeker are analyzed to evaluate whether the job seeker matches the team member to produce a third result. The electrical properties of the control module Connect the database module, the first evaluation module, the second evaluation module and the third evaluation module. When the control module receives an interview request message, it sends the first questionnaire and the job category The corresponding second questionnaire and the third questionnaire, and the corresponding first results, second results and third results are compiled to generate a job seeker evaluation report, and the server sends the job seeker evaluation report to The corresponding client; and an input/output device connected to the server through the network. The input/output device has a computer device, an input device and an output device, and the computer device is used to send the server to the server. Interview request message. The interview request message includes a job applicant's resume and applicant company information. The applicant company information includes the job category to which the job seeker is applying, and the identification code of the company to which the applicant is applying. The identification code is used to identify the company. The client is unique. The input device is electrically connected to the computer device and is used to answer questions on the first questionnaire, the second questionnaire and the third questionnaire. The output device is electrically connected to the computer device and is used to answer questions on the first questionnaire, the second questionnaire and the third questionnaire. To output the questions on the first questionnaire, the second questionnaire and the third questionnaire.

In some embodiments, the second evaluation module sorts several work items associated with the corresponding second questionnaire according to a sorting order, and sets weight values from large to small in order. If in the Among several job items, if the job seeker possesses all the top N job items, then the second evaluation module will directly evaluate the job seeker as being suitable for that job category.

In some embodiments, if the job seeker does not possess all of the top N job items among the several job items, the second evaluation module will assign the job items the job seeker possesses and the corresponding weights. The value is weighted and calculated, and it is judged whether it exceeds a score threshold. If the judgment result is yes, the second evaluation module will evaluate the job seeker as suitable for the job category; if the judgment result is no, the second evaluation module will The applicant is assessed as not suitable for the job category.

In some embodiments, the third evaluation module obtains the job category and the work performance of each of its existing team members through the client, and excludes the third questionnaire whose work performance is answered by the top M team members. .

In some embodiments, the client sends the job category to be recruited by the enterprise and its team attributes to the server, and the control module determines whether the job seeker meets the team attributes based on the first result to generate a fourth result. , the control module integrates the first result, the second result, the third result and the fourth result to generate the job applicant evaluation report.

In some embodiments, the team building evaluation system of the present invention may also have a fourth evaluation module to connect the server and the input/output device through the network. The fourth evaluation module has an audio playback unit, an An audio receiving unit and an analysis unit, the audio playing unit is used to send the first questionnaire, the second questionnaire and the third questionnaire obtained from the database module to the input/output device in the form of audio files, The audio receiving unit is used to receive job seekers' voice responses to questions on the first questionnaire, the second questionnaire and the third questionnaire from the input/output device. The analysis unit is electrically connected to the audio playing unit and the audio receiving unit. unit, and is used to record the sending time when the audio playback unit completes sending the question audio files of the first questionnaire, the second questionnaire and the third questionnaire to the input-output device, and to record the audio receiving unit sent by the input-output device. After completing the receiving time of the response audio files of the first questionnaire, the second questionnaire and the third questionnaire, the analysis unit analyzes whether the difference between the corresponding receiving time and the sending time is within a corresponding time delay range. within The evaluation module sends the credibility determination result to the server, so that the control module adds the credibility results of the first result, the second result and the third result to the job seeker evaluation report.

In some embodiments, the analysis unit analyzes the answer audio file to obtain frequency information in the answer audio file, and determines whether the applicant's intonation is lying based on the characteristics in the frequency information. If the judgment result is yes, then The analysis unit re-judges the corresponding questionnaire as not having credibility; if the judgment result is no, the analysis unit still judges the corresponding questionnaire as having credibility.

In some embodiments, the team building evaluation system of the present invention may also have a fifth evaluation module to connect the server and the input/output device through the network. The fifth evaluation module has a command unit, a video recording module, and a command unit. unit and an identification unit. The instruction unit is used to instruct job seekers to perform a specified behavior. The video recording unit is used to photograph and record the specified behavior to generate a photographed image. The identification unit is electrically connected to the instruction unit and the video recording unit. And used to identify the captured image to determine whether the job seeker has correctly performed the specified behavior. If the judgment result is yes, the analysis unit will analyze the job seeker's questions on the first questionnaire, the second questionnaire and the third questionnaire. The answers are all judged to be credible; if the judgment result is no, the analysis unit judges the job seeker's answers to the questions on the first questionnaire, the second questionnaire and the third questionnaire to be untrustworthy. degree, the fifth evaluation module sends the credibility determination result to the server, so that the control module adds the respective credibility results of the first result, the second result and the third result to the Candidate Assessment Report.

The team building evaluation system of the present invention has the following characteristics: it can evaluate the personality traits of job seekers and whether they are suitable for a job category based on the first evaluation module, the second evaluation module and the third evaluation module of the server. And whether it is matched with the existing team members of the job category to generate a candidate evaluation report, and then send the candidate evaluation report to the client of the company where the candidate applied. In this way, the team formation evaluation system of the present invention can provide companies with an accurate grasp of job seekers' personality traits and work abilities in a short period of time, as well as improve corporate productivity and reduce corporate recruitment costs.

The embodiments of the present invention are described in detail below with reference to the drawings. The accompanying drawings are mainly simplified schematic diagrams, which only illustrate the basic structure of the present invention in a schematic manner. Therefore, only elements related to the present invention are marked in these drawings. , and the components shown are not drawn based on the number, shape, size ratio, etc. of the actual implementation. The actual implementation specifications and sizes are actually a selective design, and the component layout may be more complex.

The following description of the embodiments refers to the accompanying drawings to illustrate specific embodiments in which the invention may be practiced. The directional terms mentioned in the present invention, such as "up", "down", "front", "back", etc., are only for reference to the directions in the attached drawings. Therefore, the directional terms used are used to explain and understand the present application, rather than to limit the present application. Additionally, in the specification, unless expressly described to the contrary, the word "comprising" will be understood to mean the inclusion of stated elements but not the exclusion of any other elements.

Please refer to Figure 1, which is a system block diagram of a preferred embodiment of the team formation evaluation system of the present invention. The team formation evaluation system includes: at least a client 1, a server 2 and an input/output device 3, which at least A client 1 and the input/output device 3 are respectively connected to the server 2 through the network.

In this embodiment, the client 1 is a server owned by an enterprise that is recruiting employees. The enterprise uses the client 1 to send the job category to be recruited, and even the team attributes of the job category, to The server 2 is used to publish corporate job vacancies for job seekers to check. Preferably, the job category to be recruited and its team attributes can also be sent to the existing online manpower bank (such as 104 Manpower Bank, 1111 Manpower Bank) through the client 1. For example, the system may include team attributes such as a group of monkey-type organizations, a falcon-type organization, an ant colony-type organization, an elephant-type organization, a group of lion-type organizations, a dolphin-type organization and a group of wolf-type organizations.

In this embodiment, the server 2 is also a server. The server 2 is connected to the at least one client 1 through the network. Preferably, it can also be connected to the online labor bank through the network. The server 2 has a database module 21, a first evaluation module 22, a second evaluation module 23, a third evaluation module 24 and a control module 25, wherein the database module 21 Used to store a first questionnaire, several second questionnaires and a third questionnaire. Specifically, in the first questionnaire, the plurality of second questionnaires and the third questionnaire, each has several questions to be answered by the job seeker, and each question is a yes or no or several different levels of options (for example: Strongly disagree, disagree, no opinion, agree, strongly agree) for job seekers to choose from, which can be understood by those with ordinary knowledge in the field related to the present invention. It is worth noting that the several second questionnaires belong to different job categories, and the questions in each second questionnaire are used to assess whether the job seekers have the required work items in the corresponding job category.

The first assessment module 22 is used to analyze the first questionnaire to assess the personality traits of job applicants to generate a first result. Specifically, the first evaluation module 22 determines that the job seeker has corresponding personality traits based on the job seeker's answers on the first questionnaire, which is common knowledge in the relevant fields of the present invention. For example, ties can include personality traits such as Game Breaker, Guardian, Connector, and Facilitator.

The second assessment module 23 is used to analyze the second questionnaire to confirm whether the job seeker has several job items required for one of the job categories, and to evaluate whether the job seeker is suitable for the job category to generate a first Two results. Specifically, the second evaluation module 23 can sort several work items associated with the corresponding second questionnaire according to a sorting order, and set the weight values from large to small in order, that is, , the weight value of the work item ranked first is greater than the weight value of the work item ranked second, and the weight value of the work item ranked second is greater than the weight value of the work item ranked third. , and so on.

Based on the above, the ranking order can be set by the enterprise through the client 1 and sent to the server 2 to decide to give priority to job seekers with specific job items in the job category. On the other hand, the respective weight values of several work items of the job category can be set by the enterprise through the client 1 and sent to the server 2, or can be automatically set by the second evaluation module 23. But it is not limited to this.

In this embodiment, if among the several job items, the job seeker has the top N job items, that is, the job seeker has all the top N job items, then the second evaluation module 23 Directly evaluate the job seeker as being suitable for the job category. For example, but not limited to, when the number of job projects is 5, N can be equal to 3; otherwise, that is, the job seeker does not have all the first N job projects. Possessed, the second evaluation module 23 performs a weighted calculation on the job items possessed by the job seeker and the corresponding weight values, and determines whether it exceeds a score threshold (for example: 60% of the total score). If the judgment result is yes, then The second evaluation module 23 evaluates the job applicant as being suitable for the job category; if the judgment result is no, the second evaluation module 23 evaluates the job applicant as being unsuitable for the job category.

The third evaluation module 24 is used to analyze the third questionnaire answered by the existing team members of the job category and the third questionnaire answered by the job seeker to evaluate whether the job seeker matches the team member to generate a Third result. Specifically, the third evaluation module 24 evaluates whether the job seeker and the team member can match each other based on the responses of the job seeker and the team member to the third questionnaire, which belongs to common knowledge in the relevant fields of the present invention. . It is worth noting that the third evaluation module 24 can also refer to the personality traits of the job seeker and the team members. If the number of people with the job seeker's personality traits that are inconsistent with the personality traits of the team members exceeds the If the total number of team members is 50%, the job applicant will be evaluated as not matching with the team members. On the contrary, the job applicant will be evaluated as being compatible with the team members.

Preferably, the third evaluation module 24 can also obtain the job category and the work performance of each of its existing team members through the client 1, and set the work performance as the third question answered by the last M team members. The questionnaire is excluded, which means that it is not used as a reference basis to evaluate whether the job applicant is matched with the team members of this job category. For example, but not limited to, when the number of team members is 10, M can be equal to 2. Among them, the work performance of each team member can be obtained through the client 1 connected to the enterprise's internal system, which can be understood by those with ordinary knowledge in the relevant fields of the present invention.

In this embodiment, the control module 25 is a microcontroller (MCU), but it is not limited to this. The control module 25 is electrically connected to the database module 21, the first evaluation module 22, the second evaluation module 23 and the third evaluation module 24. When the control module 25 receives an interview request When sending a message, the first questionnaire, the second questionnaire corresponding to the job category and the third questionnaire are sent to the input/output device 3 for job seekers to answer the first questionnaire, the second questionnaire and the third questionnaire. Three questions on the questionnaire.

Subsequently, the control module 25 aggregates the first result, the second result and the third result to generate a job applicant evaluation report. The server 2 sends the job seeker evaluation report to the corresponding client 1, or can also send it to the online job bank, and then sends it to the corresponding client 1 via the online job bank. In this way, companies can use the applicant assessment report to understand the applicant's personality traits, whether he is suitable for the job category, and whether he can match the team members of the job category.

Preferably, the control module 25 can also determine whether the job seeker meets the attributes of the team based on the first result to generate a fourth result. The control module 25 integrates the first result, the second result, the third result and the fourth result to generate the job applicant evaluation report. For example, if the total number of people whose personality traits are determined to be game breakers, guardians or connectors exceeds 80% of the total number of members of the team, then the team attributes will be classified as a "monkey organization". Furthermore, if the number of people whose personality traits are determined to be game-breakers exceeds 50% of the total number of members of the team, and if the number of people whose personality traits are determined to be guardians or promoters exceeds 15% of the total number of members of the team, the attributes of the team will be classified as " Dolphin-shaped organization.

Following the above, the control module 25 counts the personality traits of the job seeker and the team members of the job category based on the first result, and compares the personality traits of the job seeker with the team members required by the job category. Requirement limits for attributes.

The input/output device 3 is connected to the server 2 through the network. It can also be connected to the online labor bank through the network, and then connected to the server 2 through the online labor bank. Specifically, the input-output device 3 has a computer device 31, an input device 32 and an output device 33. The computer device 31 is used to send the interview request message to the server 2. The interview request message includes an A job seeker's resume and an applicant's company information. The job seeker's resume belongs to common knowledge in the relevant fields of the present invention and will not be described in detail here. The applicant company information includes the job category to which the job seeker is applying and the identification code of the company to which he is applying. This identification code is used to identify the client 1 of the company and is unique. In this embodiment, the computer device 31 is a computer host.

The input device 32 is electrically connected to the computer device 31 and is used to answer questions on the first questionnaire, the second questionnaire and the third questionnaire. The output device 33 is electrically connected to the computer device 31 and is used to output questions on the first questionnaire, the second questionnaire and the third questionnaire. In this embodiment, the input device 32 and the output device 33 can be a combination of a mouse and keyboard set and a screen, a combination of a microphone and a speaker, or a mobile device (such as a smart phone or tablet computer). ).

It is worth noting that the output device 33 can also be used to display job categories released by the enterprise to which the at least one client 1 belongs. On the other hand, job seekers can also select the job category they want to apply for through the input device 32 . Among them, the job category information released by the enterprise to which the at least one client 1 belongs can be stored in the database module 21 of the server 2 or in the online manpower bank.

Please refer to Figure 2 as well, which is a usage diagram of the fourth evaluation module of the team formation evaluation system of the present invention. If the job seeker does not go directly to the enterprise to apply, for example, connects to the server 2 through the mobile device, or connects to the online labor bank through the mobile device, and then connects to the server 2, then the present invention The team building evaluation system may also have a fourth evaluation module 4 connected to the server 2 and the input/output device 3 through the network. The fourth evaluation module 4 is used to evaluate the job seeker's response to the first questionnaire and the Whether the answers to the questions on the second questionnaire and the third questionnaire are credible. In this embodiment, the fourth evaluation module 4 has an audio playing unit 41, an audio receiving unit 42 and an analyzing unit 43, wherein the audio playing unit 41 is used to obtain data from the database module 21. The first questionnaire, the second questionnaire and the third questionnaire are sent to the input/output device 3 in the form of audio files. The audio receiving unit 42 is used to receive the job seeker's voice responses to the questions on the first questionnaire, the second questionnaire and the third questionnaire from the input/output device 3 .

In this embodiment, the analysis unit 43 may be a microcontroller or other device with the same function. The analysis unit 43 is electrically connected to the audio playing unit 41 and the audio receiving unit 42, and is used to record that the audio playing unit 41 completes sending the respective question audio files of the first questionnaire, the second questionnaire and the third questionnaire to the The sending time of the input-output device 3, and the recording time when the audio receiving unit 42 completes receiving the response audio files about the first questionnaire, the second questionnaire and the third questionnaire from the input-output device 3, the analysis unit 43 Analyze whether the difference between the corresponding receiving time and the sending time is within a corresponding time delay range. If the analysis result is yes, then the analysis unit 43 determines the corresponding questionnaire to be credible; if the analysis result If no, the analysis unit 43 determines that the corresponding questionnaire is not credible. The fourth evaluation module 4 sends the credibility determination result to the server 2 so that the control module 25 adds the credibility results of the first result, the second result and the third result to The Candidate Assessment Report.

For example, the analysis unit 43 can set the respective time delay ranges of the first questionnaire, the second questionnaire and the third questionnaire to 5-10 minutes, 3-5 minutes and 10-15 minutes. The job seeker receives the first questionnaire through the input-output device 3 and answers the questions on the first questionnaire, and then transmits the answers back to the server 2 through the input-output device 3 . When a job seeker takes 4 minutes to answer the entire first questionnaire, that is, the time between the audio player unit 41 completing sending the question audio file and the audio receiving unit 42 completing receiving the answer audio file has not yet reached the first questionnaire. If the time delay range is within the time delay range, the analysis unit 43 will regard the applicant as answering casually without thinking, and therefore determine that the applicant is not credible. Furthermore, when the job seeker's response time is 12 minutes, it means that the time between the audio player unit 41 completing sending the question audio file and the audio receiving unit 42 completing receiving the answer audio file has exceeded the time of the first questionnaire. If the delay range is within the delay range, the analysis unit 43 will regard the job seeker as having made false answers to the questions asked in the first questionnaire, and will therefore determine that the applicant is not credible. Compared with the first questionnaire, the analysis unit 43 also uses the same method to analyze whether the second questionnaire and the third questionnaire are credible.

Furthermore, even if the time between the audio playback unit 41 completing sending the question audio file and the audio receiving unit 42 completing receiving the answer audio file falls within the corresponding time delay range, the analysis unit 43 can further analyze the job seeker. The answer audio file is used to obtain the frequency information in the answer audio file, and based on the characteristics in the frequency information, it is judged whether the applicant's intonation is lying. If the judgment result is yes, the analysis unit 43 will re-write the corresponding questionnaire. It is determined that it does not have credibility; if the determination result is no, the analysis unit 43 still determines that the corresponding questionnaire has credibility. It is worth noting that in the present invention, the intelligent model established through the machine learning method can be used to perform feature analysis on the frequency information to determine whether the intonation of the job applicant is lying, which is a common practice in the relevant fields of the present invention. Knowledge, I won’t go into details here.

Please refer to Figure 3 as well, which is a usage diagram of the fifth evaluation module of the team formation evaluation system of the present invention. If the job seeker goes directly to the company to apply, the team formation evaluation system of the present invention can also have a fifth evaluation module 5 that connects the server 2 and the input/output device 3 through the network. The fifth evaluation module 5 It has an instruction unit 51, a video recording unit 52 and an identification unit 53. The instruction unit 51 is used to instruct the job seeker to perform a specified behavior. For example, but not limited to, the specified behavior can instruct the job seeker through audio and video means. Stack several cups placed on the table into a pyramid shape. The video recording unit 52 is used to capture and record the specified behavior to generate a captured image. In this embodiment, the video recording unit 52 is a camera, and the number is at least one.

The identification unit 53 is electrically connected to the command unit 51 and the video recording unit 52, and is used to identify the photographed image to determine whether the job seeker has correctly performed the specified behavior. If the judgment result is yes, the recognition unit 53 will identify the job seeker. The answers to the questions on the first questionnaire, the second questionnaire and the third questionnaire are all judged to be credible; if the judgment result is no, the identification unit 53 compares the job seeker's answers to the first questionnaire, the third questionnaire The answers to the questions on the second questionnaire and the third questionnaire were judged to be unreliable. Subsequently, the fifth evaluation module 5 sends the credibility determination result to the server 2 so that the control module 25 determines the credibility results of the first result, the second result and the third result. Add to this candidate assessment report. It is worth noting that in the present invention, the intelligent model established through machine learning methods can be used to generate the identification unit 53, and perform feature analysis on the captured image to determine whether the job seeker in the captured image has the correct identity. Executing the corresponding designated behavior belongs to common knowledge in the relevant fields of the present invention, and will not be described in detail here.

Following the above, the team formation evaluation system of the present invention can evaluate the personality traits of job seekers and whether they are suitable for a position based on the first evaluation module, the second evaluation module and the third evaluation module of the server. Category, and whether it is matched with the existing team members of the job category to generate a candidate evaluation report, and then send the candidate evaluation report to the client of the company where the candidate applied. In this way, the team formation evaluation system of the present invention can provide companies with an accurate grasp of job seekers' personality traits and work abilities in a short period of time, as well as improve corporate productivity and reduce corporate recruitment costs.

The above-disclosed embodiments are only illustrative of the principles, characteristics and effects of the present invention, and are not intended to limit the scope of the present invention. Anyone skilled in the art can implement the invention without violating the spirit and scope of the present invention. Modifications and changes are made to the above embodiments. Any equivalent changes and modifications accomplished by applying the contents disclosed in the present invention shall still be covered by the following patent application scope.

﹝This invention﹞ 1:Client 2:Servo end 21: Database module 22:First evaluation module 23: Second evaluation module 24:Third evaluation module 25:Control module 3: Input/output device 31:Computer equipment 32:Input device 33:Output device 4: The fourth evaluation module 41: Audio playback unit 42: Audio receiving unit 43:Analysis unit 5: The fifth evaluation module 51: Command unit 52:Video unit 53:Identification unit

[Figure 1] is a system block diagram of the team formation evaluation system of the present invention; [Fig. 2] is a usage diagram of the fourth evaluation module of the team formation evaluation system of the present invention; [Fig. 3] is a usage diagram of the fifth evaluation module of the team formation evaluation system of the present invention.

1:Client

2:Servo end

21: Database module

22:First evaluation module

23: Second evaluation module

24:Third evaluation module

25:Control module

3: Input/output device

31:Computer equipment

32:Input device

33:Output device

4: The fourth evaluation module

41: Audio playback unit

42: Audio receiving unit

43:Analysis unit

5: The fifth evaluation module

51: Command unit

52:Video unit

53:Identification unit

Claims (7)

A team building evaluation system includes: at least one client; a server connected to the at least one client through a network; the server has a database module, a first evaluation module, and a second evaluation module, a third evaluation module, a fourth evaluation module and a control module, the database module is used to store a first questionnaire, a plurality of second questionnaires and a third questionnaire, the plurality of The two questionnaires belong to different job categories. The first evaluation module is used to analyze the first questionnaire to evaluate the personality traits of the job seeker to generate a first result. The second evaluation module is used to analyze the second A questionnaire is used to confirm whether the job seeker has several job items required for one of the job categories, and to evaluate whether the job seeker is suitable for the job category to produce a second result. The third assessment module is used to The third questionnaire answered by the existing team members of the job category and the third questionnaire answered by the job seeker are analyzed to evaluate whether the job seeker matches the team member to generate a third result. The control module is electrically connected The database module, the first evaluation module, the second evaluation module and the third evaluation module, when the control module receives an interview request message, sends the first questionnaire, the job category The corresponding second questionnaire and the third questionnaire, and the corresponding first results, second results and third results are compiled to generate a job seeker evaluation report, and the server sends the job seeker evaluation report to the relevant The corresponding client; and an input/output device connected to the server through the network. The input/output device has a computer device, an input device and an output device. The computer device is used to issue the interview to the server. Request message. The interview request message includes a job applicant's resume and applicant company information. The applicant company information includes the job category to which the applicant is applying, and the identification code of the company to which the applicant is applying. The identification code is used to identify the customer of the company. end, and has uniqueness. The input device is electrically connected to the computer device and is used to return To answer the questions on the first questionnaire, the second questionnaire and the third questionnaire, the output device is electrically connected to the computer device and is used to output the questions on the first questionnaire, the second questionnaire and the third questionnaire; Wherein, the fourth evaluation module connects the server and the input/output device through a network. The fourth evaluation module has an audio playback unit, an audio receiving unit and an analysis unit. The audio playback unit is used to download data from The first questionnaire, the second questionnaire and the third questionnaire obtained by the database module are sent to the input/output device in the form of audio files. The audio receiving unit is used to receive the job seeker's response to the input/output device from the input/output device. The analysis unit is electrically connected to the audio playback unit and the audio receiving unit, and is used to record the completion of sending the first questionnaire by the audio playback unit, The sending time of the respective question audio files of the second questionnaire and the third questionnaire to the input-output device, and recording that the audio receiving unit completed receiving the information about the first questionnaire, the second questionnaire and the third questionnaire from the input-output device The reception time of each answer audio file of the questionnaire. The analysis unit analyzes whether the difference between the corresponding reception time and the sending time is within the corresponding time delay range. If the analysis result is yes, the analysis unit will The questionnaire is determined to be credible; if the analysis result is no, the analysis unit determines the corresponding questionnaire to be unreliable, and the fourth evaluation module sends the credibility determination result to the server, The control module is caused to add respective credibility results of the first result, the second result and the third result to the job applicant evaluation report. The team formation evaluation system as described in claim 1, wherein the second evaluation module sorts several work items associated with the corresponding second questionnaire according to a sorting order, and sets the order from largest to largest. With a small weight value, if among the several job items, the top N job items are ranked among the top N job items, and all job seekers have them, the second evaluation module will directly evaluate the job seeker as being suitable for that job category. The team building evaluation system as described in request item 2, wherein, if among the several work items, the top N work items are ranked and the job seeker does not have all of them, then the second evaluation module Perform a weighted calculation on the job items possessed by the job seeker and the corresponding weight value, and determine whether it exceeds a score threshold. If the judgment result is yes, the second evaluation module will evaluate the job seeker as being suitable for the job category; if it is judged that If the result is no, the second evaluation module evaluates the job applicant as not suitable for the job category. The team formation evaluation system as described in request item 1, wherein the third evaluation module obtains the job category and the work performance of each of its existing team members through the client, and assigns the work performance to the top M teams The third questionnaire answered by the person was excluded. The team formation evaluation system as described in request item 1, wherein the client sends the job category to be recruited by the company and its team attributes to the server, and the control module determines whether the job seeker meets the team based on the first result. attributes to generate a fourth result, and the control module aggregates the first result, the second result, the third result and the fourth result to generate the job applicant evaluation report. The team building evaluation system as described in claim 1, wherein the analysis unit analyzes the answer audio file to obtain frequency information in the answer audio file, and determines whether the applicant's intonation is lying based on the characteristics in the frequency information. , if the judgment result is yes, then the analysis unit will re-judge the corresponding questionnaire as not having credibility; if the judgment result is no, then the analysis unit will still judge the corresponding questionnaire as having credibility. The team building evaluation system as described in claim 1, wherein the server also has a fifth evaluation module that connects the server and the input/output device through the network, and the fifth evaluation module has a command unit, a A video recording unit and an identification unit. The instruction unit is used to instruct job seekers to perform a designated behavior. The video recording unit is used to photograph and record the designated behavior to generate a captured image. The identification unit is electrically connected to the instruction unit and the video recording unit. , and used to identify the captured image to determine whether the job seeker has correctly performed the specified behavior. If the judgment result is yes, the analysis unit will ask the job seeker questions on the first questionnaire, the second questionnaire and the third questionnaire. All answers are judged to be credible; if the judgment result If it is no, then the analysis unit determines that the job seeker's answers to the questions on the first questionnaire, the second questionnaire and the third questionnaire are not credible, and the fifth evaluation module determines the credibility of the answers. The determination result is sent to the server, causing the control module to add the respective credibility results of the first result, the second result and the third result to the job seeker evaluation report.

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