Competency label-based training providing method

Abstract

The invention relates to a competency label-based training providing method. The method includes the following steps that: resume and JD (job description) data are obtained from a database; obtained resumes and JDs are expressed in the form of a competency label numerical value matrix; association rules of positions and competency labels are obtained; whether a resume provider is qualified for a position or lacks some skills required by the position is judged; and training providing is carried out in a targeted manner according to judgment results. According to the method, the requirements of trainees and trainers are compared and matched with each other deeply; most appropriate data are automatically extracted from a large quantity of training resources and are recommend; and enterprises and individuals can be assisted to complete accurate and targeted training work. The competency label-based training providing method has the advantages of simplicity, quickness, accuracy and effectiveness. With the competency label-based training providing method adopted, early-stage work such as time-consuming laborious study in a method in the prior art is not required, and a large quantity of work is not required to find relate education and training resources.

Description

technical field [0001] The invention relates to the technical field of computer processing, in particular to a method for providing personalized targeted training based on competency labels. Background technique [0002] Training is an organized behavior of knowledge transfer, skill transfer, standard transfer, information transfer, belief transfer, and management admonishment. At present, domestic training focuses on skill transfer, while time focuses on pre-employment. In order to achieve unified scientific and technical specifications and standardized operations, through modern information-based processes such as goal planning and setting, knowledge and information transfer, skill proficiency drills, job completion evaluation, and result exchange announcements, employees are allowed to pass certain educational and training technical means. The training to achieve the expected level, improve the goal, improve combat effectiveness, personal ability, and work ability is cal...

AI Technical Summary

Problems solved by technology

This evaluation rule is basically based on psychological tests, intelligence tests, and some aptitude tests. It is highly subjective and has poor accuracy. Did not show the expected effect; at the same time, this type of assessment does not reflect the detailed and different needs of different industries and positions for competency

In the absence of data support, these evaluation methods must rely on various auxiliary information and the experience judgment of decision makers, which are highly subjective, and the primary and secondary relationship between competencies is difficult to confirm specifically, and do not have a wide range of applicable significance

Images