Store personnel recruitment method

Abstract

The invention belongs to the technical field of personnel recruitment, and discloses a store personnel recruitment method, which comprises the following steps of: intelligently calculating a total production working hour demand required by a plan target according to predicted plan target sales data or plan target production task load, and performing difference comparison on the total production working hour demand and available total working hours provided by manpower of an existing store / factory so as to obtain a recruitment result. If the target production total man-hour demand is greater than the available total man-hour currently possessed by the store / factory, making of an intelligent personnel recruitment plan is triggered; if the target production total man-hour demand is less than or equal to the available total man-hour currently possessed by the store / factory, comparing the target production total man-hour with the total man-hour of each post split from the available total man-hour currently possessed by the store / factory; when the available working time of a certain post currently possessed by the store / factory is smaller than the working time demand of the post required by the target, the post training demand is triggered, and a post training plan is intelligently formed; in addition, according to the intelligent training plan, the algorithm logic of the intelligent training plan comprises factors such as historical personnel demission rate, personnel transaction, new store and new factory planning plans and the like, and it is ensured that the whole plan meets the actual requirements of stores / factories. According to the invention, the existing employees are preferentially trained and then go on duty under the condition of determining that the post is missing, so that the recruitment time is reduced and the operation cost is controlled at the same time; the problem that a store personnel recruitment plan only depends on traditional personal experience is solved, and rationalization and intellectualization of the personnel recruitment plan are achieved.

Description

Technical Field

[0001] The present invention relates to the technical field of personnel recruitment, and more specifically, to a store personnel recruitment method. Background Art

[0002] In the traditional store staff recruitment process, people often rely on personal experience and intuition to formulate recruitment plans. This approach may lead to insufficient or excessive recruitment, thus affecting the store's operating efficiency and sales performance.

[0003] With the development of science and technology and the application of data analysis technology, more and more companies have begun to realize that by using systematic and intelligent methods to estimate future store employment needs and recommending recruitment plans based on current staffing conditions, they can more accurately predict personnel needs and achieve rationalization and intelligence in personnel recruitment.

[0004] Traditional recruitment methods have many limitations, such as the inability to accurately predict future sales budgets and personnel needs, and the lack of scientificity and objectivity in recruitment plans.

[0005] Therefore, a more intelligent, scientific and objective personnel recruitment method is needed to improve store operating efficiency and sales performance.

[0006] To this end, this application proposes a store staff recruitment method to solve the above-mentioned problems. Summary of the invention

[0007] In order to solve the above problems, the present application provides a method for recruiting store staff.

[0008] A store staff recruitment method provided by this application adopts the following technical solution:

[0009] A method for recruiting store personnel, characterized in that the method comprises the following steps:

[0010] Step S1: Intelligently calculate the target sales data or target production volume according to the forecast plan

[0011] The total production time required for the planned target;

[0012] (Total production hours required = production hours for a single product * total number of products produced)

[0013] Step S2: Statistics on the total available man-hours that can be provided by the manpower available in existing stores / factories;

[0014] Step S3, judging according to the result of comparison in S2, if the target total production man-hour demand is greater than the total available man-hours currently available in the store / factory, the formulation of an intelligent personnel recruitment plan is triggered; if the target total production man-hour demand is less than or equal to the total available man-hours currently available in the store / factory, the target total production man-hours and the total available man-hours currently available in the store / factory are split into the total man-hours of each position for comparison. When the available man-hours of a certain position currently available in the store / factory are less than the target man-hour demand of the position, the training demand for the position is triggered, and a position training plan is formed intelligently; in addition, the intelligent training plan and the algorithm logic of the intelligent training plan include factors such as staff turnover rate, staff job promotion, and new employee training system to ensure that the entire plan meets the actual needs of the store / factory;

[0015] Step S4, the human resources department executes the job training / recruitment plan in step S3, and then conducts job training certification and personnel recruitment, and tracks the progress of the plan in real time; when the next plan is formulated, the system automatically updates the latest available total working hours (the latest data after job training certification, data of new employees, data of resigned employees, number of personnel changes, and data of new store and new factory openings) and compares them with the target production working hours to determine whether the existing production working hours created by the existing employees after training / recruitment can meet the target production working hours;

[0016] Step S5: By comparing and analyzing the actual data with the planned data, the data adjustment strategies for various logical algorithm factors are obtained. The decision maker decides whether to optimize the human resource demand model. The human resource demand model drives the algorithm analysis logic in steps S3 and S4.

[0017] Furthermore, the calculation standard of the existing production man-hours includes the existing fixed production man-hours and the existing part-time production man-hours; the training in the job training plan in step S3 includes the training of existing employees, part-time employees or newly recruited employees.

[0018] Through the above technical solution, flexible adjustments can be made according to market demand and product characteristics. The calculation standards for existing production hours include existing fixed production hours and existing part-time production hours, which can be reasonably configured according to employee types and work arrangements to improve the flexibility and adaptability of the store.

[0019] Furthermore, the content of the management group's human resource demand level model includes historical resignations, future store expansion, management group personnel coverage, store types, regional factors, personnel changes, the proportion of full-time and part-time staff, and special workstations.

[0021] Through the above technical solutions, we can comprehensively evaluate the store’s manpower needs and provide support for the store’s long-term development, thereby better understanding the store’s manpower needs and formulating more scientific human resource management strategies.

[0022] Furthermore, after the comparison results are obtained, steps S1 and S2 include the following execution plan:

[0023] (1) If the total labor hours required for target production are greater than the total labor hours currently available in the store / factory, the formulation of an intelligent personnel recruitment plan is triggered;

[0024] (2) If the target total production man-hour requirement is less than or equal to the total available man-hours currently available at the store / factory, the target total production man-hours and the total available man-hours currently available at the store / factory are split into the total man-hours of each position for comparison. When the available man-hours of a position currently available at the store / factory are less than the target man-hour requirement for that position, the training demand for that position is triggered, and a position training plan is intelligently formed.

[0025] Furthermore, the result determined in step S4 after the job training includes the following execution plan:

[0026] (1) After job training for some existing employees, if the current production hours are less than the target production hours, it is considered a manpower shortage and a job recruitment plan is launched to recruit new employees;

[0027] (2) After job training for some existing employees, if the current production hours are greater than the target production hours, it is determined that there is a job vacancy and a job training plan is implemented. The job training plan can train some existing employees or recruit new employees or part-time employees.

[0028] In summary, the present application includes at least one of the following beneficial technical effects:

[0029] (1) This application helps stores to intelligently calculate the store's future employment needs based on future sales forecasts, and then recommends a recruitment plan or job training plan based on the store's current staffing situation; it solves the problem of store staff recruitment plans relying solely on traditional personal experience, and realizes the rationalization and intelligence of staff recruitment plans. BRIEF DESCRIPTION OF THE DRAWINGS

[0030] Figure 1 This is a flow chart of the method of this application. DETAILED DESCRIPTION

[0031] The following will clearly and completely describe the technical solutions in the embodiments of the present application in conjunction with the drawings in the embodiments of the present application; it is obvious that the described embodiments are only part of the embodiments of the present application, rather than all the embodiments, and all other embodiments obtained by ordinary technicians in this field based on the embodiments in the present application without making creative work are within the scope of protection of the present application.

[0032] In the description of the present application, it should be noted that the terms "upper", "lower", "inner", "outer", "top / bottom" and the like indicate positions or positional relationships based on the positions or positional relationships shown in the drawings, and are only for the convenience of describing the present application and simplifying the description, and do not indicate or imply that the device or element referred to must have a specific position, be constructed and operated in a specific position, and therefore cannot be understood as limiting the present application. In addition, the terms "first" and "second" are used for descriptive purposes only, and cannot be understood as indicating or implying relative importance.

[0033] In the description of this application, it should be noted that, unless otherwise clearly specified and limited, the terms "installed", "provided with", "set / connected", "connected", etc. should be understood in a broad sense. For example, "connected" can be a fixed connection, a detachable connection, or an integral connection; it can be a mechanical connection or an electrical connection; it can be a direct connection, or it can be indirectly connected through an intermediate medium, or it can be the internal communication of two components. For ordinary technicians in this field, the specific meanings of the above terms in this application can be understood according to specific circumstances.

[0034] Example:

[0035] The following is combined with Figure 1 This application is described in further detail.

[0036] The present application embodiment discloses a method for recruiting store personnel, the method comprising the following steps:

[0037] Step S1: Intelligently calculate the target sales data or target production volume according to the forecast plan

[0038] The total production time required for the planned target;

[0039] (Total production hours required = production hours for a single product * total number of products produced)

[0040] Step S2: Statistics on the total available man-hours that can be provided by the manpower available in existing stores / factories;

[0041] Step S3, making a decision based on the comparison result in S2, and executing a personnel recruitment plan or a job training plan;

[0042] Step S4, the human resources department executes the job training / recruitment plan in step S3, and then conducts job training certification and personnel recruitment, and tracks the progress of the plan in real time; when the next plan is formulated, the system automatically updates the latest available total working hours (the latest data after job training certification, data of new employees, data of resigned employees, number of personnel changes, and data of new store and new factory openings) and compares them with the target production working hours to determine whether the existing production working hours created by the existing employees after training / recruitment can meet the target production working hours;

[0043] Step S5: By comparing and analyzing the actual data with the planned data, the data adjustment strategies for various logical algorithm factors are obtained. The decision maker decides whether to optimize the human resource demand model. The human resource demand model drives the algorithm analysis logic in steps S3 and S4.

[0044] See also Figure 1 The calculation standard of existing production hours includes existing fixed production hours and existing part-time production hours; the training in the job training plan in step S3 includes existing employees, part-time employees or newly recruited employees; it can be flexibly adjusted according to market demand and product characteristics, and the calculation standard of existing production hours includes existing fixed production hours and existing part-time production hours, which can be reasonably configured according to employee type and work arrangement to improve the flexibility and adaptability of the store.

[0045] See also Figure 1 The content of the management team's human resource demand level model includes historical resignations, future store expansion, management team personnel coverage, store types, regional factors and special workstations; it can comprehensively evaluate the store's human resource needs and provide support for the store's long-term development, thereby better understanding the store's human resource needs and formulating more scientific human resource management strategies.

[0046] See also Figure 1 After the comparison results are obtained in steps S1 and S2, the following execution plan is included:

[0047] (1) If the total labor hours required for target production are greater than the total labor hours currently available in the store / factory, the formulation of an intelligent personnel recruitment plan is triggered;

[0048] (2)(2) If the target total production man-hour demand is less than or equal to the total available man-hours currently available at the store / factory, the target total production man-hours and the total available man-hours currently available at the store / factory are split into the total man-hours of each position for comparison. When the available man-hours of a position currently available at the store / factory are less than the target man-hour demand for that position, the training demand for that position is triggered and a position training plan is formed intelligently. In addition, the intelligent training plan and the algorithm logic of the intelligent training plan include factors such as staff turnover rate, staff job promotion, and new employee training system to ensure that the entire plan meets the actual needs of the store / factory.

[0049] See also Figure 1 The result determined in step S4 after the job training includes the following execution plan:

[0050] (1) After job training for some existing employees, if the current production hours are less than the target production hours, it is considered a manpower shortage and a job recruitment plan is launched to recruit new employees;

[0051] (2) After job training for some existing employees, if the current production hours are greater than the target production hours, it is determined that there is a job vacancy and a job training plan is implemented. The job training plan can train some existing employees or recruit new employees or part-time employees.

[0052] The implementation principle of a store staff recruitment method in an embodiment of the present application is: by predicting sales data and comparing it with the target production hours, the lack of manpower or positions is determined and corresponding plans are implemented. Compared with traditional recruitment methods, when it is determined that there are vacancies in positions, this application will give priority to training existing employees before they take up their posts, so as to reduce recruitment time and control operating costs at the same time; the results are also analyzed by establishing a management group manpower demand gear model to improve the efficiency of human resource allocation, optimize employee training, promote the long-term development of stores and flexibly adapt to market changes.

[0053] It should be noted that ITEM mentioned in this application means the number of product sales. For example, the target sales quantity of product A every half hour is 20 and the quantity of product B is 10, then A and B are ITEM; IPLH means the effective production working hours conversion rate that each manpower can provide every day (for example, the employee’s attendance working hours on that day are 8 hours, IPLH is 0.8, effective working hours = 8h*0.8=6.4h, excluding non-production working hours, such as meals, tea breaks, etc.).

[0054] An example of the manpower demand model in this application is as follows:

[0055] Planned production or sales products: Product A quantity 100 Product B quantity 200 Product C quantity 300 (the planned production and sales data can be estimated based on historical actual production and sales data)

[0056] Standard production time for a single product A = 0.1h (customized)

[0057] Standard production time for a single product B = 0.2h (customized)

[0058] Standard production time for a single product C = 0.3h (customized)

[0059] Planned production demand total working hours = (0.1*100) + (0.2*200) + (0.3*300) = 60h

[0060] 8-hour working hours system: Each person can work up to 8 hours a day (company attendance system)

[0061] IPLH=0.8 (customized)

[0062] Effective working hours per person per day = 8*0.8 = 6.4

[0063] The manpower demand for the day = total planned production hours / effective working hours per person per day = 60 / 6.4 = 10 people (the rounding rule can be customized: rounding off the decimal point or taking the integer)

[0064] When the store currently has 8 people, it needs to recruit 2 people;

[0065] When a store currently has 10 employees and one of them has not completed job training, a training plan needs to be initiated;

[0066] The above are all preferred embodiments of the present application, and the protection scope of the present application is not limited thereto. Therefore, any equivalent changes made according to the structure, shape, and principle of the present application should be included in the protection scope of the present application.

Claims

1. A method for recruiting store personnel, characterized in that: The method comprises the following steps: Step S1, intelligently calculate the total production man-hours required for the planned target based on the predicted planned target sales data or planned target production task volume; (Total production hours required = production hours for a single product * total number of products produced) Step S2: Statistics on the total available man-hours that can be provided by the manpower available in existing stores / factories; Step S3: According to the comparison result of S2, if the target total production man-hour requirement is greater than the total man-hour available at the store / factory, the formulation of the intelligent personnel recruitment plan is triggered; If the target total production man-hour requirement is less than or equal to the total available man-hours currently available at the store / factory, the target total production man-hours and the total available man-hours currently available at the store / factory are split into the total man-hours of each position for comparison. When the available man-hours of a certain position currently available at the store / factory are less than the target man-hour requirement for that position, the training demand for that position is triggered and a position training plan is formed intelligently. In addition, the intelligent training plan and the algorithm logic of the intelligent training plan include factors such as staff turnover rate, staff job promotion, and new employee training system to ensure that the entire plan meets the actual needs of the store / factory. Step S4, the human resources department executes the job training / recruitment plan in step S3, and then conducts job training certification and personnel recruitment, and tracks the progress of the plan in real time; when the next plan is formulated, the system automatically updates the latest available total working hours (the latest data after job training certification, data of new employees, data of resigned employees, number of personnel changes, and data of new store and new factory openings) and compares them with the target production working hours to determine whether the existing production working hours created by the existing employees after training / recruitment can meet the target production working hours; Step S5: By comparing and analyzing the actual data with the planned data, the data adjustment strategies for various logical algorithm factors are obtained. The decision maker decides whether to optimize the human resource demand model. The human resource demand model drives the algorithm analysis logic in steps S3 and S4.

2. A store staff recruitment method according to claim 1, characterized in that: The calculation standard of the existing production man-hours includes the existing fixed production man-hours and the existing part-time production man-hours; the training in the job training plan in step S3 includes the training of existing employees, part-time employees or newly recruited employees.

3. A store staff recruitment method according to claim 1, characterized in that: The content of the management group's human resource demand level model includes historical resignations, future store expansion, management group personnel coverage, store types, regional factors, personnel changes, the proportion of full-time and part-time staff, and special workstations.

4. A store staff recruitment method according to claim 1, characterized in that: After the comparison results are obtained, the steps S1 and S2 include the following execution plan: (1) If the total labor hours required for target production are greater than the total labor hours currently available in the store / factory, the formulation of an intelligent personnel recruitment plan is triggered; (2) If the target total production man-hour requirement is less than or equal to the total available man-hours currently available at the store / factory, the target total production man-hours and the total available man-hours currently available at the store / factory are split into the total man-hours of each position for comparison. When the available man-hours of a position currently available at the store / factory are less than the target man-hour requirement for that position, the training demand for that position is triggered, and a position training plan is intelligently formed.

5. A store staff recruitment method according to claim 1, characterized in that: The result determined in step S4 after the job training includes the following execution plan: (1) After job training for some existing employees, if the current production hours are less than the target production hours, it is determined that there is a shortage of manpower, and a job recruitment plan is implemented to recruit new employees and track the plan; (2) After job training for some existing employees, if the current production hours are greater than the target production hours, it is determined that there is a job vacancy and a job training plan is implemented (when there is a job vacancy in the management group, internal personnel promotion is given priority). The job training plan can train some existing employees or recruit new employees or part-time employees.

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