Talent management method and system based on objective data evaluation

By conducting multi-dimensional digital monitoring of enterprise personnel, extracting and analyzing reflective indicators, and building a comprehensive quality level and ability portrait, the problems of poor objectivity and low accuracy of talent evaluation in the existing technology are solved, and more scientific, accurate and efficient talent management is achieved.

CN119809583AInactive Publication Date: 2025-04-11北京中友科技有限公司
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Patent Information

Application Number
CN202510295244.5
Authority / Receiving Office
CN · China
Patent Type
Applications(China)
Current Assignee / Owner
Filing Date
2025-03-13
Publication Date
2025-04-11
Estimated Expiration
Not applicable · inactive patent

AI Technical Summary

Technical Problem

In the prior art, the objectiveness of talent evaluation and low accuracy of evaluation make it difficult for enterprises to effectively and adapt to management talents.

Method used

By conducting multi-dimensional and comprehensive digital monitoring of enterprise personnel, generating activity logs, extracting reflective indicators in structured and unstructured data, analyzing entropy changes, integrating reflective indicators, building a comprehensive quality level, and establishing a hyperbolic attenuation model based on job information to build a capacity portrait of each enterprise personnel.

Benefits of technology

It improves the objectivity and accuracy of talent evaluation, avoids the influence of subjective factors, optimizes talent management, and achieves job matching and overall performance improvement.

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Abstract

The invention discloses a talent management method and system based on objective data evaluation, and relates to the technical field of data processing, and the method comprises the steps: analyzing the entropy change condition of each class of reflection indexes, integrating all classes of reflection indexes, determining the comprehensive quality level, describing the overall ability level of different persons through the comprehensive quality level, and carrying out the evaluation of the overall ability level. The objectivity of talent evaluation is improved, and the influence of subjective factors on talent ability evaluation is avoided, thereby helping to optimize talent management. The post information is analyzed to determine the post difference coefficient of each group post, the hyperbola attenuation model of each group post is established, the time change content of multiple factors in the post information is considered, the weight of each piece of post information is determined, the historical value and timeliness are balanced through hyperbola characteristics, and the accuracy of the hyperbola attenuation model is improved. The attenuation speed of the capability value of the post is described, and the capability portrait of each enterprise staff is constructed, so that capability comparison between different posts can be realized, and enterprise talent management and post distribution are optimized.
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