A method, device and medium for optimizing department personnel composition

Abstract

The present application discloses a method, device and medium for optimizing the composition of departmental personnel, the method comprising: determining the evaluation index of the composition of departmental personnel; analyzing the departmental personnel information through a pre-constructed departmental personnel composition optimization model, determining the evaluation value of the department under the evaluation index and the total evaluation value of the department; displaying the evaluation value of the department with the highest total evaluation value under the evaluation index in the form of a radar chart, and using the display image of the department with the highest total evaluation value in the radar chart as a reference model; displaying the evaluation value of each department under the evaluation index in other departments on the radar chart, and using the display image of each department in the radar chart as a calculation model; in the radar chart, by matching the calculation model with the reference model, optimizing the composition of departmental personnel. The embodiment of the present application can rationally configure the composition of personnel in each department in an enterprise.

Description

Technical Field

[0001] The present application relates to the field of information management technology, and in particular to a method, device and medium for optimizing departmental personnel composition. Background Art

[0002] At present, most companies rely on experience, rules or ex post adjustments to allocate human resources, which can easily lead to short-sightedness. It is difficult to rationally allocate positions and personnel to departments from the overall perspective of corporate strategic development. Researchers often only provide a theoretical basis for decision makers, which is not very practical and operational.

[0003] Therefore, how to rationally configure the department's personnel composition has become an urgent issue that needs to be addressed. Summary of the invention

[0004] The embodiments of the present application provide a department personnel composition optimization method, device and medium, which are used to solve the problem that the department personnel composition cannot be rationally configured.

[0005] The present application embodiment adopts the following technical solutions:

[0006] On the one hand, an embodiment of the present application provides a method for optimizing department personnel composition, the method comprising: determining evaluation indicators for department personnel composition; analyzing department personnel information through a pre-constructed department personnel composition optimization model to determine the evaluation value of the department under the evaluation indicator and the total evaluation value of the department; displaying the evaluation value of the department with the highest total evaluation value under the evaluation indicator in the form of a radar chart, and using the display image of the department with the highest total evaluation value in the radar chart as a reference model; displaying the evaluation values ​​of each department in other departments under the evaluation indicator on the radar chart, and using the display image of each department in the radar chart as a calculation model; in the radar chart, optimizing the department personnel composition by matching the calculation model with the reference model.

[0007] In one example, the department personnel composition is optimized by matching the calculation model with the reference model, specifically including: determining the evaluation index to be optimized of the department by matching the calculation model with the reference model, and determining the personnel to be optimized in the department personnel information; the personnel to be optimized are personnel whose data threshold is below the evaluation index to be optimized; determining a target management cluster associated with the evaluation index to be optimized; the target management group includes personnel information in multiple departments related to the index to be optimized; in the target management group, personnel whose data threshold is above the evaluation index to be optimized are taken as target mobile personnel; based on the radar chart corresponding to the department to which the target mobile personnel belongs and the information of the target mobile personnel, the personnel to be optimized are matched with the target mobile personnel to optimize the department personnel composition.

[0008] In one example, the department personnel information is analyzed through a pre-built department personnel composition optimization model to determine the evaluation value of the department under the evaluation index and the total evaluation value of the department, specifically including: setting a reference index for the department personnel composition under the evaluation index; analyzing the evaluation index and the reference index through the hierarchical analysis method to determine the subjective weights corresponding to the evaluation index and the reference index respectively, calculating the department personnel information and the subjective weights to determine the subjective score of the department under the evaluation index; and analyzing the evaluation index and the reference index through the entropy weight method based on the department personnel information to determine the objective weights corresponding to the evaluation index and the reference index respectively, calculating the department personnel information and the objective weights to determine the objective score of the department under the evaluation index; determining the evaluation value of the department under the evaluation index based on the subjective score and the objective score; determining the total evaluation value of the department based on the evaluation value of the department under the evaluation index.

[0009] In one example, the evaluation index and the reference index are analyzed by the analytic hierarchy process to determine the subjective weights corresponding to the evaluation index and the reference index, respectively, specifically including: obtaining scores from business experts for the evaluation index and the reference index, respectively; the scores are used to indicate the importance of the evaluation index and the reference index; based on the scores, the evaluation index and the reference index are analyzed by the analytic hierarchy process to determine the subjective weights corresponding to the evaluation index and the reference index, respectively.

[0010] In one example, the department personnel information and the subjective weight are calculated to determine the department's subjective score under the evaluation index, specifically including: determining the personnel information of the department; multiplying the personnel information by the subjective weight of the reference index first, and then multiplying the information by the subjective weight of the evaluation index to obtain the score of the personnel information of the department under the evaluation index; and calculating the average of the scores of the personnel information under the evaluation index to obtain the subjective score of the department under the evaluation index.

[0011] In one example, the evaluation index and the reference index are analyzed by the entropy weight method according to the department personnel information to determine the objective weights corresponding to the evaluation index and the reference index, specifically including: determining the evaluation index data and the reference index data according to the department personnel information; constructing a data matrix according to the evaluation index data and the reference index data, and normalizing the data in the data matrix; determining the entropies corresponding to the evaluation index and the reference index according to the normalized evaluation index data and reference index data; determining the objective weights corresponding to the evaluation index and the reference index according to the entropies corresponding to the evaluation index and the reference index.

[0012] In one example, the department personnel information and the objective weight are calculated to determine the objective score of the department under the evaluation index, which specifically includes: determining the personnel information of the department; multiplying the personnel information by the objective weight of the reference index first, and then multiplying it by the objective weight of the evaluation index to obtain the score of the personnel information of the department under the evaluation index; and calculating the average score of the personnel information under the evaluation index to obtain the objective score of the department under the evaluation index.

[0013] In one example, determining the evaluation value of the department under the evaluation indicator based on the subjective score and the objective score specifically includes: obtaining the weight of the subjective score and the weight of the objective score through feedback from business experts; and correcting the subjective score and the objective score to determine that the subjective score and the objective score are of the same order of magnitude; calculating the corrected subjective score and the weight of the subjective score to determine an updated subjective score; and calculating the corrected objective score and the weight of the objective score to determine an updated objective score; summing the updated subjective score and the updated objective score, and mapping the summed score to a preset score range to determine the evaluation value of the department under the evaluation indicator.

[0014] On the other hand, an embodiment of the present application provides a department personnel composition optimization device, comprising: at least one processor; and a memory communicatively connected to the at least one processor; wherein the memory stores instructions executable by the at least one processor, and the instructions are executed by the at least one processor so that the at least one processor can: determine the evaluation index of the department personnel composition; analyze the department personnel information through a pre-built department personnel composition optimization model to determine the evaluation value of the department under the evaluation index and the total evaluation value of the department; display the evaluation value of the department with the highest total evaluation value under the evaluation index in the form of a radar chart, and use the display image of the department with the highest total evaluation value in the radar chart as a reference model; display the evaluation values ​​of each department in other departments under the evaluation index on the radar chart respectively, and use the display image of each department in the radar chart as a calculation model; in the radar chart, optimize the department personnel composition by matching the calculation model with the reference model.

[0015] On the other hand, an embodiment of the present application provides a non-volatile computer storage medium for optimizing department personnel composition, storing computer executable instructions, characterized in that the computer executable instructions are set to: determine evaluation indicators for department personnel composition; analyze department personnel information through a pre-constructed department personnel composition optimization model to determine the evaluation value of the department under the evaluation indicator and the total evaluation value of the department; display the evaluation value of the department with the highest total evaluation value under the evaluation indicator in the form of a radar chart, and use the display image of the department with the highest total evaluation value in the radar chart as a reference model; display the evaluation value of each department in other departments under the evaluation indicator on the radar chart, and use the display image of each department in the radar chart as a calculation model; in the radar chart, optimize the department personnel composition by matching the calculation model with the reference model.

[0016] At least one of the above technical solutions adopted in the embodiments of the present application can achieve the following beneficial effects:

[0017] The embodiment of the present application can obtain the evaluation value of a determined department under the evaluation index and the total evaluation value of the department through a pre-constructed department personnel composition optimization model, can timely understand the personnel composition of each department, and improve the reliability of evaluating the rationality level of department personnel composition, and generate a calculation model and a reference model in the form of a radar chart, which can realize the comparison of multiple evaluation indicators of the department in the radar chart, rationalize the personnel composition of each department in the enterprise, and provide users with a more intuitive optimization direction for the department personnel composition. BRIEF DESCRIPTION OF THE DRAWINGS

[0018] In order to more clearly illustrate the technical solution of the present application, some embodiments of the present application will be described in detail below in conjunction with the accompanying drawings, in which:

[0019] Figure 1 A schematic diagram of a flow chart of a method for optimizing departmental personnel composition provided in an embodiment of the present application;

[0020] Figure 2 A schematic diagram of the structure of a departmental personnel composition optimization device provided in an embodiment of the present application. DETAILED DESCRIPTION

[0021] In order to make the purpose, technical solution and advantages of the present application clearer, the technical solution of the present application will be clearly and completely described below in conjunction with specific embodiments and corresponding drawings. Obviously, the described embodiments are only part of the embodiments of the present application, not all of the embodiments. Based on the embodiments in the present application, all other embodiments obtained by ordinary technicians in the field without creative work are within the scope of protection of the present application.

[0022] Some embodiments of the present application are described in detail below with reference to the accompanying drawings.

[0023] The analysis method involved in the embodiments of the present application can be implemented by a terminal device or a server, and the present application does not impose any special restrictions on this. For the convenience of understanding and description, the following embodiments are described in detail by taking a server as an example.

[0024] It should be noted that the server may be a single device or a system consisting of multiple devices, that is, a distributed server, and this application does not make any specific limitation on this.

[0025] Figure 1 A flowchart of a method for optimizing departmental personnel composition provided in an embodiment of the present application.

[0026] S101: Determine the evaluation indicators for department personnel composition.

[0027] Specifically, based on the user's operation, the server obtains evaluation indicators of the department's personnel composition.

[0028] It should be noted that the evaluation indicators can be set according to actual needs and are not limited here. For example, the evaluation indicators include age structure, educational structure, professional structure, other structures, and qualification structure.

[0029] S102: Analyze department personnel information through a pre-built department personnel composition optimization model to determine the evaluation value of the department under the evaluation index and the total evaluation value of the department.

[0030] Among them, the evaluation value of the department under the evaluation index is used to indicate the imbalance of the department's personnel composition, and the total evaluation value of the department is used to indicate the comprehensive strength of the department's personnel composition.

[0031] In addition, the department personnel information includes personnel information in multiple departments of the enterprise.

[0032] S103: Display the evaluation value of the department with the highest total evaluation value under the evaluation index in the form of a radar chart, and use the display image of the department with the highest total evaluation value in the radar chart as a reference model.

[0033] Among them, a radar chart is a graphical method of displaying multivariate data in the form of a two-dimensional chart of three or more quantitative variables represented on axes starting from the same point. The relative positions and angles of the axes are usually uninformative.

[0034] Specifically, after obtaining the total evaluation value of each department, the server will first sort the total evaluation values ​​of each department to determine the department with the highest total evaluation value. Then, the server uses Echart technology to display the evaluation value of the department with the highest total evaluation value under the evaluation index on the radar chart, so that users can obtain the specific distribution of the personnel composition corresponding to the department with the highest total evaluation value at a glance.

[0035] S104: The evaluation values ​​of each department in other departments under the evaluation indicators are displayed on the radar chart respectively, and the display images of each department in the radar chart are used as the calculation model.

[0036] That is to say, the server generates corresponding radar charts for each department in other departments. In each radar chart, the specific distribution of the personnel composition of the department with the highest total evaluation value and the specific distribution of the personnel composition of each department in other departments are displayed.

[0037] In addition, the server sets different permissions for different users. For example, Department A can only see the evaluation value of the department with the highest total evaluation value under the evaluation index, as well as the evaluation value of its own department under the evaluation index. However, for the company's regulatory leaders, they can see the radar charts corresponding to each department in other departments.

[0038] S105: In the radar chart, the departmental personnel composition is optimized by matching the calculation model with the reference model.

[0039] Specifically, the server matches the calculation model with the reference model in the radar chart, and can determine the index to be optimized, that is, the index that the department is insufficient in. Then, the personnel to be optimized are determined in the department personnel information, and the personnel to be optimized are personnel whose data threshold is lower than the evaluation index to be optimized. Then, the target management cluster associated with the evaluation index to be optimized is determined, and the target management group includes personnel information in multiple departments related to the index to be optimized, wherein each evaluation index is associated with the corresponding target management cluster.

[0040] Then, the server selects personnel whose data thresholds are higher than the evaluation index to be optimized as target mobile personnel in the target management group, and obtains a radar chart corresponding to the department to which the target mobile personnel belong. There may be multiple target mobile personnel.

[0041] Then, the server analyzes the radar chart to determine whether the evaluation indicators to be optimized also need to be optimized in the department to which the target mobile personnel belongs. If so, the target mobile personnel will be excluded. If not, the information of the target mobile personnel will be obtained. Then, based on the information of the personnel to be optimized and the information of the target mobile personnel, the server comprehensively evaluates the deployment relationship between the target mobile personnel and the personnel to be optimized, notifies the relevant departments of the deployment relationship, and reminds the relevant departments of the optimization direction of the department's personnel composition.

[0042] In addition, after determining the indicators to be optimized, the server proposes a strategy for external recruitment and reminds the corresponding departments to optimize their personnel composition. For example, when the calculation model of this department is matched with the reference model, the evaluation index of the educational structure has a matching degree lower than the preset threshold, indicating that the average educational level of this department is low. Therefore, it is recommended that this department recruit talents with higher academic qualifications.

[0043] After determining the department's indicators to be optimized, not only will we propose recruitment strategies to the department, but we will also generate internal personnel deployment strategies, thereby saving manpower and material resources and optimizing the department's personnel composition in a timely manner.

[0044] It should be noted that although the embodiments of the present application are based on Figure 1 Steps S101 to S105 are described in sequence, but this does not mean that steps S101 to S105 must be performed in a strict order. Figure 1 The order shown in the figure is to introduce and explain step S101 to step S105 in sequence, in order to facilitate those skilled in the art to understand the technical solution of the embodiment of the present application. In other words, in the embodiment of the present application, the order between step S101 to step S105 can be appropriately adjusted according to actual needs.

[0045] pass Figure 1The method can obtain the evaluation value of a certain department under the evaluation index and the total evaluation value of the department through a pre-built department personnel composition optimization model, can timely understand the personnel composition of each department, and improve the reliability of the department personnel composition information, and generate a calculation model and a reference model in the form of a radar chart, which can realize the comparison of multiple evaluation indicators of the department in the radar chart, and rationally configure the personnel composition of each department in the enterprise, and at the same time provide users with a more intuitive optimization direction for the department personnel composition.

[0046] based on Figure 1 The present application also provides some specific implementation schemes and extension schemes of the method, which will be described below.

[0047] In some embodiments of the present application, since there are problems such as inconsistent standards, greater operational difficulty, and lower evaluation reliability and validity when optimizing department personnel, the server can more reasonably and scientifically evaluate the department personnel composition by pre-building a department personnel composition optimization model.

[0048] First, based on the user's operation, the server will set a reference indicator for the department's personnel composition under the evaluation indicator. That is, the evaluation indicator is a first-level indicator, a second-level indicator is set under the first-level indicator, and a third-level indicator is set under the second-level indicator, and so on.

[0049] Secondly, the server analyzes the evaluation indicators and reference indicators through the hierarchical analysis method to determine the subjective weights corresponding to the evaluation indicators and reference indicators respectively, and then calculates the department personnel information and the subjective weights to determine the department's subjective score under the evaluation indicators. In addition, after obtaining the personnel information of multiple departments, the server analyzes the evaluation indicators and reference indicators through the entropy weight method to determine the objective weights corresponding to the evaluation indicators and reference indicators respectively, calculates the department personnel information and the objective weights to determine the objective score of the department under the evaluation indicators, and then determines the evaluation value of the department under the evaluation indicators based on the subjective score and the objective score.

[0050] Finally, after obtaining the evaluation value of the department under the evaluation index, the server sums the evaluation values ​​of the department under each evaluation index to obtain the summed evaluation value, and then maps the summed evaluation value to the preset score range to obtain the total evaluation value of the department. For example, the preset score range is [60-100].

[0051] Among them, the server obtains the scores corresponding to the evaluation indicators and reference indicators from business experts. The scores are used to indicate the importance of the evaluation indicators and reference indicators. Then, based on the scores, the evaluation indicators and reference indicators are analyzed by the hierarchical analysis method to determine the subjective weights corresponding to the evaluation indicators and reference indicators. Thus, by integrating the experience of business experts, the accuracy of evaluating the importance of the evaluation indicators and reference indicators can be improved.

[0052] Furthermore, the server determines the personnel information of each person in the department, and then multiplies the personnel information with the subjective weight of the reference indicator, and then multiplies it with the subjective weight of the evaluation indicator to obtain the score of each person in the department under the evaluation indicator. Finally, the server calculates the average score of each person's information under the evaluation indicator to obtain the subjective score of the department under the evaluation indicator.

[0053] Among them, the server determines the evaluation index data and reference index data according to the department personnel information, and then constructs a data matrix based on the evaluation index data and the reference index data, and normalizes the data in the data matrix. According to the normalized evaluation index data and reference index data, the entropy corresponding to the evaluation index and the reference index is determined, and finally, according to the entropy corresponding to the evaluation index and the reference index, the objective weights corresponding to the evaluation index and the reference index are determined.

[0054] Furthermore, the server determines the personnel information of each person in the department, multiplies the information of each person with the objective weight of the reference indicator, and then multiplies it with the objective weight of the evaluation indicator to obtain the score of each person in the department under the evaluation indicator. Finally, the server calculates the average score of each person's information under the evaluation indicator to obtain the objective score of the department under the evaluation indicator.

[0055] Among them, after the server obtains the subjective score and the objective score, since the order of magnitude of the subjective score and the objective score are not uniform, and the corresponding weights are not reasonable compared with the objective score, for example, the subjective score accounts for a small proportion, while the objective score accounts for a high proportion. However, since the subjective score integrates expert experience, the subjective score should account for a higher proportion.

[0056] Therefore, the server corrects the subjective score and the objective score to ensure that the subjective score and the objective score are of the same order of magnitude. The server also obtains feedback from business experts to obtain the weight of the subjective score and the weight of the objective score fed back by the business experts, and then calculates the corrected subjective score and the weight of the subjective score to determine the updated subjective score, and calculates the corrected objective score and the weight of the objective score to determine the updated objective score. Finally, the updated subjective score and the updated objective score are summed, and the summed score is mapped to a preset score range to determine the evaluation value of the department under the evaluation index, thereby further improving the rationality of the subjective score and the objective score.

[0057] The embodiment of the present application constructs a department personnel composition optimization model by adopting a subjective and objective combined weighting method based on the combination of entropy weight method and hierarchical analysis method, that is, a method combining subjective weights and objective weights, which can accurately and objectively evaluate the reasonable level of department personnel composition and improve.

[0058] Based on the same idea, some embodiments of the present application also provide devices and non-volatile computer storage media corresponding to the above methods.

[0059] Figure 2 A schematic diagram of a department personnel composition optimization device provided in an embodiment of the present application includes:

[0060] at least one processor; and,

[0061] a memory communicatively connected to the at least one processor; wherein,

[0062] The memory stores instructions executable by the at least one processor, the instructions being executed by the at least one processor to enable the at least one processor to:

[0063] Determine the evaluation indicators for department personnel composition;

[0064] Analyze department personnel information through the pre-built department personnel composition optimization model to determine the department's evaluation value under the evaluation index and the department's total evaluation value;

[0065] The evaluation value of the department with the highest total evaluation value under the evaluation index is displayed in the form of a radar chart, and the display image of the department with the highest total evaluation value in the radar chart is used as a reference model;

[0066] The evaluation values ​​of each department under the evaluation indicators of other departments are displayed on the radar chart respectively, and the display images of each department in the radar chart are used as the calculation model;

[0067] In the radar chart, the departmental personnel composition is optimized by matching the calculated model with the reference model.

[0068] Some embodiments of the present application provide a non-volatile computer storage medium for optimizing departmental personnel composition, which stores computer executable instructions, wherein the computer executable instructions are configured as follows:

[0069] Determine the evaluation indicators for department personnel composition;

[0070] Analyze department personnel information through the pre-built department personnel composition optimization model to determine the department's evaluation value under the evaluation index and the department's total evaluation value;

[0071] The evaluation value of the department with the highest total evaluation value under the evaluation index is displayed in the form of a radar chart, and the display image of the department with the highest total evaluation value in the radar chart is used as a reference model;

[0072] The evaluation values ​​of each department under the evaluation indicators of other departments are displayed on the radar chart respectively, and the display images of each department in the radar chart are used as the calculation model;

[0073] In the radar chart, the departmental personnel composition is optimized by matching the calculated model with the reference model.

[0074] Each embodiment in this application is described in a progressive manner, and the same or similar parts between the embodiments can be referred to each other, and each embodiment focuses on the differences from other embodiments. In particular, for the device and medium embodiments, since they are basically similar to the method embodiments, the description is relatively simple, and the relevant parts can be referred to the partial description of the method embodiments.

[0075] The devices and media provided in the embodiments of the present application correspond one-to-one to the methods. Therefore, the devices and media also have similar beneficial technical effects as the corresponding methods. Since the beneficial technical effects of the methods have been described in detail above, the beneficial technical effects of the devices and media will not be repeated here.

[0076] Those skilled in the art will appreciate that embodiments of the present invention may be provided as methods, systems, or computer program products. Therefore, the present invention may take the form of a complete hardware embodiment, a complete software embodiment, or an embodiment combining software and hardware. Moreover, the present invention may take the form of a computer program product implemented on one or more computer-usable storage media (including but not limited to disk storage, CD-ROM, optical storage, etc.) containing computer-usable program code.

[0077] The present invention is described with reference to flowcharts and / or block diagrams of methods, devices (systems), and computer program products according to embodiments of the present invention. It should be understood that each process and / or block in the flowchart and / or block diagram, as well as the combination of processes and / or blocks in the flowchart and / or block diagram, can be implemented by computer program instructions. These computer program instructions can be provided to a processor of a general-purpose computer, a special-purpose computer, an embedded processor, or other programmable data processing device to produce a machine, so that the instructions executed by the processor of the computer or other programmable data processing device generate instructions for implementing the processes in the flowchart and / or block diagram. Figure 1 A process or multiple processes and / or boxes Figure 1 A device that provides the functions specified in a block or multiple blocks.

[0078] These computer program instructions may also be stored in a computer-readable memory capable of directing a computer or other programmable data processing device to operate in a specific manner, so that the instructions stored in the computer-readable memory produce an article of manufacture comprising an instruction device, which implements the process Figure 1 A process or multiple processes and / or boxes Figure 1 A function specified in one or more boxes.

[0079] These computer program instructions can also be loaded onto a computer or other programmable data processing device so that a series of operating steps are executed on the computer or other programmable device to produce a computer-implemented process, thereby providing instructions for implementing the process. Figure 1 A process or multiple processes and / or boxes Figure 1 The steps for the functions specified in one or more boxes.

[0080] In a typical configuration, a computing device includes one or more processors (CPU), input / output interfaces, network interfaces, and memory.

[0081] The memory may include non-permanent storage in a computer-readable medium, random access memory (RAM) and / or non-volatile memory in the form of read-only memory (ROM) or flash RAM. The memory is an example of a computer-readable medium.

[0082] Computer readable media include permanent and non-permanent, removable and non-removable media that can be implemented by any method or technology to store information. Information can be computer readable instructions, data structures, program modules or other data. Examples of computer storage media include, but are not limited to, phase change memory (PRAM), static random access memory (SRAM), dynamic random access memory (DRAM), other types of random access memory (RAM), read-only memory (ROM), electrically erasable programmable read-only memory (EEPROM), flash memory or other memory technology, compact disk read-only memory (CD-ROM), digital versatile disk (DVD) or other optical storage, magnetic cassettes, magnetic tape magnetic disk storage or other magnetic storage devices or any other non-transmission media that can be used to store information that can be accessed by a computing device. As defined herein, computer readable media does not include temporary computer readable media (transitory media), such as modulated data signals and carrier waves.

[0083] It should also be noted that the terms "include", "comprises" or any other variations thereof are intended to cover non-exclusive inclusion, so that a process, method, commodity or device including a series of elements includes not only those elements, but also other elements not explicitly listed, or also includes elements inherent to such process, method, commodity or device. In the absence of more restrictions, the elements defined by the sentence "comprises a ..." do not exclude the existence of other identical elements in the process, method, commodity or device including the elements.

[0084] The above is only an embodiment of the present application and is not intended to limit the present application. For those skilled in the art, the present application may have various changes and variations. Any modification, equivalent replacement, improvement, etc. made within the technical principle of the present application should all fall within the protection scope of the present application.

Claims

1. A method for optimizing departmental personnel composition, characterized in that: The method comprises: Determine the evaluation indicators for department personnel composition; Analyze department personnel information through a pre-built department personnel composition optimization model to determine the evaluation value of the department under the evaluation index and the total evaluation value of the department; The evaluation value of the department with the highest total evaluation value under the evaluation index is displayed in the form of a radar chart, and the display image of the department with the highest total evaluation value in the radar chart is used as a reference model; The evaluation values ​​of each department in other departments under the evaluation index are displayed on the radar chart respectively, and the display images of each department in the radar chart are used as the calculation model; In the radar chart, the department personnel composition is optimized by matching the calculation model with the reference model; The optimizing of the department personnel composition by matching the calculation model with the reference model specifically includes: By matching the calculation model with the reference model, the evaluation index to be optimized of the department is determined, and the personnel to be optimized are determined in the department personnel information; the personnel to be optimized are personnel whose data threshold value is lower than the evaluation index to be optimized; Determine a target management cluster associated with the evaluation indicator to be optimized; the target management cluster includes personnel information in multiple departments related to the evaluation indicator to be optimized; In the target management cluster, personnel whose data values ​​are higher than the data threshold of the evaluation index to be optimized are regarded as target mobile personnel; Based on the radar chart corresponding to the department to which the target mobile personnel belongs and the information of the target mobile personnel, the personnel to be optimized are matched with the target mobile personnel to optimize the personnel composition of the department; wherein, by analyzing the radar chart, it is determined whether the evaluation indicators to be optimized also need to be optimized in the department to which the target mobile personnel belongs. If so, the target mobile personnel is excluded; if not, the deployment relationship between the target mobile personnel and the personnel to be optimized is comprehensively evaluated based on the information of the personnel to be optimized and the information of the target mobile personnel.

2. The method according to claim 1, characterized in that The department personnel information is analyzed by using the pre-built department personnel composition optimization model to determine the evaluation value of the department under the evaluation index and the total evaluation value of the department, specifically including: Setting reference indicators for the personnel composition of the department under the evaluation indicators; Analyzing the evaluation index and the reference index by using the hierarchical analysis method to determine the subjective weights corresponding to the evaluation index and the reference index respectively, calculating the department personnel information and the subjective weights to determine the department's subjective score under the evaluation index; and According to the department personnel information, the evaluation index and the reference index are analyzed by the entropy weight method to determine the objective weights corresponding to the evaluation index and the reference index respectively, and the department personnel information and the objective weights are calculated to determine the objective score of the department under the evaluation index; Determining the evaluation value of the department under the evaluation index according to the subjective score and the objective score; The total evaluation value of the department is determined according to the evaluation value of the department under the evaluation index.

3. The method according to claim 2, characterized in that The step of analyzing the evaluation index and the reference index by using the hierarchical analysis method to determine the subjective weights corresponding to the evaluation index and the reference index respectively includes: Obtaining scores from business experts for the evaluation indicator and the reference indicator, respectively; the scores are used to indicate the importance of the evaluation indicator and the reference indicator; According to the scoring, the evaluation index and the reference index are analyzed by using a hierarchical analysis method to determine the subjective weights corresponding to the evaluation index and the reference index respectively.

4. The method according to claim 3, characterized in that The calculating of the department personnel information and the subjective weight to determine the department's subjective score under the evaluation index specifically includes: Determine the information of each person in the department; Multiplying the information of each person by the subjective weight of the reference index first, and then multiplying it by the subjective weight of the evaluation index, to obtain the score of the information of each person in the department under the evaluation index; The average of the scores of the personnel information under the evaluation index is calculated to obtain the subjective score of the department under the evaluation index.

5. The method according to claim 2, characterized in that: The analysis of the evaluation index and the reference index by the entropy weight method according to the department personnel information to determine the objective weights corresponding to the evaluation index and the reference index respectively includes: Determine evaluation index data and reference index data based on the department personnel information; Constructing a data matrix according to the evaluation index data and the reference index data, and normalizing the data in the data matrix; Determine the entropy corresponding to the evaluation index and the reference index respectively according to the normalized evaluation index data and the reference index data; According to the entropies respectively corresponding to the evaluation index and the reference index, the objective weights respectively corresponding to the evaluation index and the reference index are determined.

6. The method according to claim 5, characterized in that The calculating the department personnel information and the objective weight to determine the objective score of the department under the evaluation index specifically includes: Determine the information of each person in the department; Multiplying the information of each person by the objective weight of the reference index first, and then multiplying it by the objective weight of the evaluation index, to obtain the score of the information of each person in the department under the evaluation index; The average of the scores of the personnel information under the evaluation index is calculated to obtain the objective score of the department under the evaluation index.

7. The method according to claim 2, characterized in that: Determining the evaluation value of the department under the evaluation index according to the subjective score and the objective score specifically includes: Obtaining the weight of the subjective score and the weight of the objective score through feedback from business experts; and correcting the subjective score and the objective score to ensure that the subjective score and the objective score are of the same order of magnitude; Calculating the revised subjective score and the weight of the subjective score to determine an updated subjective score; and calculating the revised objective score and the weight of the objective score to determine an updated objective score; The updated subjective score and the updated objective score are summed, and the summed score is mapped to a preset score range to determine the evaluation value of the department under the evaluation indicator.

8. A device for optimizing departmental personnel composition, characterized in that: include: at least one processor; as well as, a memory communicatively connected to the at least one processor; wherein, The memory stores instructions executable by the at least one processor, the instructions being executed by the at least one processor to enable the at least one processor to: Determine the evaluation indicators for department personnel composition; Analyze department personnel information through a pre-built department personnel composition optimization model to determine the evaluation value of the department under the evaluation index and the total evaluation value of the department; The evaluation value of the department with the highest total evaluation value under the evaluation index is displayed in the form of a radar chart, and the display image of the department with the highest total evaluation value in the radar chart is used as a reference model; The evaluation values ​​of each department in other departments under the evaluation index are displayed on the radar chart respectively, and the display images of each department in the radar chart are used as the calculation model; In the radar chart, the department personnel composition is optimized by matching the calculation model with the reference model; The optimizing of the department personnel composition by matching the calculation model with the reference model specifically includes: By matching the calculation model with the reference model, the evaluation index to be optimized of the department is determined, and the personnel to be optimized are determined in the department personnel information; the personnel to be optimized are personnel whose data threshold value is lower than the evaluation index to be optimized; Determine a target management cluster associated with the evaluation indicator to be optimized; the target management cluster includes personnel information in multiple departments related to the evaluation indicator to be optimized; In the target management cluster, personnel whose data values ​​are higher than the data threshold of the evaluation index to be optimized are regarded as target mobile personnel; Based on the radar chart corresponding to the department to which the target mobile personnel belongs and the information of the target mobile personnel, the personnel to be optimized are matched with the target mobile personnel to optimize the personnel composition of the department; wherein, by analyzing the radar chart, it is determined whether the evaluation indicators to be optimized also need to be optimized in the department to which the target mobile personnel belongs. If so, the target mobile personnel is excluded; if not, the deployment relationship between the target mobile personnel and the personnel to be optimized is comprehensively evaluated based on the information of the personnel to be optimized and the information of the target mobile personnel.

9. A non-volatile computer storage medium for optimizing departmental personnel composition, storing computer executable instructions, characterized in that: The computer executable instructions are configured to: Determine the evaluation indicators for department personnel composition; Analyze department personnel information through a pre-built department personnel composition optimization model to determine the evaluation value of the department under the evaluation index and the total evaluation value of the department; The evaluation value of the department with the highest total evaluation value under the evaluation index is displayed in the form of a radar chart, and the display image of the department with the highest total evaluation value in the radar chart is used as a reference model; The evaluation values ​​of each department in other departments under the evaluation index are displayed on the radar chart respectively, and the display images of each department in the radar chart are used as the calculation model; In the radar chart, the department personnel composition is optimized by matching the calculation model with the reference model; The optimizing of the department personnel composition by matching the calculation model with the reference model specifically includes: By matching the calculation model with the reference model, the evaluation index to be optimized of the department is determined, and the personnel to be optimized are determined in the department personnel information; the personnel to be optimized are personnel whose data threshold value is lower than the evaluation index to be optimized; Determine a target management cluster associated with the evaluation indicator to be optimized; the target management cluster includes personnel information in multiple departments related to the evaluation indicator to be optimized; In the target management cluster, personnel whose data values ​​are higher than the data threshold of the evaluation index to be optimized are regarded as target mobile personnel; Based on the radar chart corresponding to the department to which the target mobile personnel belongs and the information of the target mobile personnel, the personnel to be optimized are matched with the target mobile personnel to optimize the personnel composition of the department; wherein, by analyzing the radar chart, it is determined whether the evaluation indicators to be optimized also need to be optimized in the department to which the target mobile personnel belongs. If so, the target mobile personnel is excluded; if not, the deployment relationship between the target mobile personnel and the personnel to be optimized is comprehensively evaluated based on the information of the personnel to be optimized and the information of the target mobile personnel.

Images