A method for estimating the fit between personnel and positions for cadre proposals

Abstract

The present invention relates to the technical field of job management in enterprises and institutions, and discloses a method for estimating the degree of person-job fitness for cadre motion, that is, in the process of cadre motion, for each candidate who is screened out according to the preset job conditions of the candidate position, a corresponding quantitative index score can be obtained based on corresponding data such as age, length of service, education background and work experience, and the scores on the three-age and two-history indicators are integrated to achieve the purpose of quantitative analysis of the degree of person-job fitness based on the three-age and two-history data of the candidate, and finally obtain the estimated value of the person-job fitness of the candidate in the candidate position, so as to be used for the comprehensive evaluation and ranking of the candidate motion, and further can provide technical support for the final cadre motion decision in a scientific and quantitative manner, and avoid the problem of lack of comparability and fairness caused by artificial scoring method, so as to facilitate practical application and promotion.

Description

Technical Field

[0001] The invention belongs to the technical field of post management in party and government agencies or enterprises and institutions, and specifically relates to a method for estimating the human-post fitness for cadre motions. Background Art

[0002] With the development of society, the job efficiency of enterprises and institutions (i.e. enterprises and institutions, where enterprises generally refer to state-owned enterprises; institutions generally refer to social service organizations established with state-owned assets and engaged in education, science and technology, culture and health and other activities, and are legal entities in the form of organizations or institutions) determines the work progress and efficiency of the affiliated units. At the same time, the matching of people and positions plays a vital role in the management of cadres, that is, selecting candidates who best meet the job requirements and work experience for the target positions, so as to maximize the value of talents in the target positions.

[0003] The talent selection and evaluation work in the current cadre promotion process is still mainly based on subjective scoring and judgment, lacking quantitative analysis based on the data of three ages and two histories (i.e., three ages refer to age, length of service and length of party membership; two histories refer to education and work experience) to comprehensively match talents with the positions to be promoted. Artificial scoring can easily lead to problems such as inconsistent evaluation standards and lack of comparability of scores due to different scoring groups. Therefore, the method of artificial scoring cannot meet the requirements of quantitative analysis on the one hand, and it can easily lead to problems of lack of comparability and fairness on the other. Summary of the invention

[0004] In order to solve the problem that the manual scoring method in the existing cadre proposal process cannot meet the requirements of quantitative analysis and is prone to lack of comparability and fairness, the purpose of the present invention is to provide a method, device, computer equipment and computer-readable storage medium for estimating the person-job fit for cadre proposal. In the cadre proposal process, for each candidate to be proposed who is screened out according to the preset job conditions of the position to be proposed, a quantitative analysis of the comprehensive matching evaluation between the candidate and the position to be proposed is performed based on the corresponding three-age and two-history data, and finally an estimated person-job fit of the corresponding candidate in the position to be proposed is obtained, so as to be used for the comprehensive evaluation and ranking of the cadre proposal, thereby being able to provide technical support for the final cadre proposal decision in a scientific and quantitative manner, and avoiding the problem of lack of comparability and fairness caused by manual scoring methods, so as to facilitate practical application and promotion.

[0005] In a first aspect, the present invention provides a method for estimating the suitability of personnel for cadre motions, comprising:

[0006] Screen out at least one candidate for the position to be proposed based on the preset position conditions of the position to be proposed;

[0007] For each person to be proposed in the at least one person to be proposed, obtaining a corresponding first indicator score on the three-age indicators according to the corresponding three-age data, wherein the three-age data includes age, length of service and length of party membership;

[0008] For each person to be proposed, obtain the corresponding second indicator score on the academic degree indicator according to the corresponding academic degree data;

[0009] For each of the persons to be proposed, the corresponding third indicator score on the work experience indicator is obtained in the following manner: after obtaining all the first cadre assessment indicators of the position to be proposed and all the second cadre assessment indicators of the historical positions, for each of the first cadre assessment indicators in all the first cadre assessment indicators, first calculate the sentence similarity between the corresponding and each of the second cadre assessment indicators in all the second cadre assessment indicators, then predict the estimated score on the corresponding first cadre assessment indicator when the person to be proposed takes office at the position to be proposed based on the historical scoring results and the corresponding sentence similarity calculation results, finally, predict the estimated total assessment score when the person to be proposed takes office at the position to be proposed based on the estimated scores on all the first cadre assessment indicators through cumulative calculation, and use the estimated total assessment score as the third indicator score, wherein the historical position refers to the position that the person to be proposed has currently worked for, and the historical scoring results refer to the scoring results on the second cadre assessment indicators when the person to be proposed takes office at the historical position;

[0010] For each person to be proposed, the first indicator score, the second indicator score and the third indicator score are accumulated to obtain the corresponding total indicator score;

[0011] For each candidate to be promoted, the percentage of the corresponding total score of the indicator to the maximum total score of the indicator is calculated, so as to serve as an estimated value of the person-job fit of the corresponding candidate to be promoted in the position to be promoted, and to participate in the comprehensive evaluation ranking of the cadre promotion.

[0012] Based on the above invention content, a new scheme is provided which can scientifically and quantitatively estimate the person-job fit between the candidates and the positions to be proposed, that is, in the process of cadre proposal, for each candidate to be proposed who is screened out according to the preset position conditions of the position to be proposed, a corresponding quantitative index score can be obtained based on the corresponding age, length of service, length of party membership, education level and work experience data, and the scores on the three-age and two-history indicators can be combined to achieve the purpose of quantitative analysis of the degree of person-job fit based on the three-age and two-history data of the candidates to be proposed, and finally an estimated value of the person-job fit of the candidates to be proposed in the position to be proposed is obtained, so as to be used for the comprehensive evaluation and ranking of the cadre proposal, and then scientifically and quantitatively provide technical support for the final cadre proposal decision, and avoid the problem of lack of comparability and fairness caused by artificial scoring methods, which is convenient for practical application and promotion.

[0013] In a possible design, for each of the first cadre assessment indicators among all the first cadre assessment indicators, based on the historical scoring results and the corresponding sentence similarity calculation results, the estimated score of the candidate for promotion on the corresponding first cadre assessment indicator when taking up the position to be promoted is predicted, including:

[0014] According to the sentence similarity calculation result of the first cadre assessment indicator, the second cadre assessment indicator corresponding to the maximum sentence similarity is used as the first reference indicator of the first cadre assessment indicator;

[0015] Based on the scoring results of the candidate on the various second cadre assessment indicators when he / she took up the historical position, the recorded scoring value on the first reference indicator will be used as the estimated score of the candidate on the corresponding first cadre assessment indicator when he / she takes up the position.

[0016] In a possible design, for each of the first cadre assessment indicators among all the first cadre assessment indicators, based on the historical scoring results and the corresponding sentence similarity calculation results, the estimated score of the candidate for promotion on the corresponding first cadre assessment indicator when taking up the position to be promoted is predicted, including:

[0017] According to the sentence similarity calculation result of the first cadre assessment indicator, the second cadre assessment indicator corresponding to the maximum sentence similarity is used as the first reference indicator of the first cadre assessment indicator;

[0018] According to the scores of the candidates on the second cadre assessment indicators when they took up the positions in the past, the estimated scores of the candidates on the first cadre assessment indicators when they took up the positions are calculated according to the following formula: cr :

[0019] P cr =η hp *P hp

[0020] Where η hp represents the sentence similarity between the first cadre assessment indicator and the corresponding first reference indicator, P hp It indicates the score record value obtained by the person to be promoted on the first reference indicator when he / she took up the historical employment position.

[0021] In a possible design, for each of the first cadre assessment indicators among all the first cadre assessment indicators, based on the historical scoring results and the corresponding sentence similarity calculation results, the estimated score of the candidate for promotion on the corresponding first cadre assessment indicator when taking up the position to be promoted is predicted, including:

[0022] According to the sentence similarity calculation result of the first cadre assessment indicator, it is determined whether the maximum sentence similarity value is greater than or equal to a preset threshold value;

[0023] If so, first use the second cadre assessment index corresponding to the maximum sentence similarity value as the first reference index of the first cadre assessment index, and then use the score record value on the first reference index as the estimated score value on the first cadre assessment index obtained by the candidate when he / she takes office at the historical post, or calculate the estimated score value P on the first cadre assessment index obtained by the candidate when he / she takes office at the post, according to the following formula: cr :

[0024] P cr =η hp *P hp

[0025] Where η hp represents the sentence similarity between the first cadre assessment indicator and the corresponding first reference indicator, P hp Indicates the score record value obtained by the candidate on the first reference indicator when he / she took up the historical position;

[0026] If not, first determine from all the second cadre assessment indicators a plurality of second cadre assessment indicators that correspond one to one to the plurality of sentence similarities arranged in descending order, and then use the plurality of second cadre assessment indicators as a plurality of second reference indicators for the first cadre assessment indicator, and according to the score results of the candidate for promotion on the second cadre assessment indicators when taking up the historical post, predict the estimated score of the candidate for promotion on the first cadre assessment indicator when taking up the post to be promoted according to the following steps:

[0027] Obtain all third-party cadre assessment indicators of previously employed positions, wherein the previously employed position refers to the position that the incumbent person has held before taking up the position to be proposed, and the number of the incumbent persons is multiple and refers to the persons who have currently held the position to be proposed;

[0028] For each of the plurality of employees, according to the plurality of second reference indicators and all corresponding third cadre assessment indicators, a third cadre assessment indicator most similar to each of the plurality of second reference indicators is determined from all corresponding third cadre assessment indicators to obtain the corresponding plurality of most similar indicators;

[0029] For each of the employed personnel, a corresponding training sample is obtained according to the score record values ​​on the corresponding multiple most similar indicators obtained when the person takes up the corresponding previous position, and a label value of the training sample is obtained according to the score record values ​​on the first cadre assessment indicator obtained when the person takes up the position to be proposed;

[0030] Input all obtained training samples and corresponding label values ​​into a neural network model for training, and obtain a scoring estimation model corresponding to the first cadre assessment indicator;

[0031] A sample to be tested is obtained according to the score records of the candidate on the plurality of second reference indicators obtained when the candidate was employed in the historical position;

[0032] Inputting the sample to be tested into the scoring estimation model for estimation, and obtaining an outputted label estimation value;

[0033] According to the marked estimated value, the estimated score of the candidate on the first cadre assessment indicator obtained when the candidate takes up the position to be proposed is restored.

[0034] In a possible design, the neural network model adopts a neural network model based on a back-propagation BP network, a Hopfield network, an adaptive resonance theory ART network or a Kohonen network.

[0035] In a possible design, for each first cadre assessment indicator among all the first cadre assessment indicators, the sentence similarity corresponding to each second cadre assessment indicator among all the second cadre assessment indicators is calculated, including:

[0036] The sentence similarity calculation method based on edit distance, BM25 algorithm, term frequency inverse document frequency TFIDF, TextRank algorithm, Word2Vec cosine similarity and / or deep structure semantic model DSSM is used to calculate the sentence similarity between each pair of the first cadre assessment indicator and the second cadre assessment indicator.

[0037] In a possible design, based on the estimated scores on all the first cadre assessment indicators, the estimated total assessment score of the candidate when taking up the position to be proposed is predicted by cumulative calculation, including:

[0038] The estimated total score P of the assessment is calculated according to the following formula totle :

[0039]

[0040] In the formula, i represents a positive integer, N represents the total number of the first cadre assessment indicators, and λ i represents the preset weight coefficient of the ith first cadre assessment indicator among all the first cadre assessment indicators, P i It represents the estimated score of the i-th first cadre assessment indicator.

[0041] In a second aspect, the present invention provides a person-job suitability estimation device for cadre motions, comprising a personnel screening module, a first indicator score acquisition module, a second indicator score acquisition module, a third indicator score acquisition module, an indicator total score calculation module and a person-job suitability estimation module, wherein the third indicator score acquisition module comprises an indicator acquisition submodule, an indicator similarity calculation submodule, an assessment score estimation submodule and a total score accumulation calculation submodule which are sequentially connected in communication;

[0042] The personnel screening module is used to screen out at least one person to be proposed according to the preset position conditions of the position to be proposed;

[0043] The first indicator score acquisition module is communicatively connected to the personnel screening module, and is used to acquire the corresponding first indicator score on the three-age indicators for each of the at least one person to be proposed according to the corresponding three-age data, wherein the three-age data includes age, length of service and length of party membership;

[0044] The second indicator score acquisition module is communicatively connected to the personnel screening module, and is used to acquire the corresponding second indicator score on the educational indicator for each of the candidates to be proposed according to the corresponding educational data;

[0045] The third indicator score acquisition module is communicatively connected to the personnel screening module, and is used to acquire the corresponding third indicator score on the work experience indicator for each of the candidates to be proposed;

[0046] The indicator acquisition submodule is used to obtain all first cadre assessment indicators of the positions to be proposed and all second cadre assessment indicators of the positions previously employed, wherein the positions previously employed refer to the positions currently employed by the person to be proposed;

[0047] The indicator similarity calculation submodule is used to calculate, for each first cadre assessment indicator among all the first cadre assessment indicators, the sentence similarity corresponding to each second cadre assessment indicator among all the second cadre assessment indicators;

[0048] The assessment score estimation submodule is used to predict, for each of the first cadre assessment indicators, the estimated score of the candidate for promotion when he / she takes up the position to be promoted and on the corresponding first cadre assessment indicator based on the historical scoring results and the corresponding sentence similarity calculation results, wherein the historical scoring results refer to the scoring results of the candidate for promotion when he / she takes up the historical position and on the various second cadre assessment indicators;

[0049] The total score accumulation calculation submodule is used to predict the estimated total score of the candidate when he / she takes up the position to be proposed by accumulating the estimated scores on all the first cadre assessment indicators, and use the estimated total score as the third indicator score;

[0050] The indicator total score calculation module is respectively connected to the first indicator score acquisition module, the second indicator score acquisition module and the third indicator score acquisition module, and is used to accumulate the corresponding first indicator score, the second indicator score and the third indicator score for each person to be proposed, to obtain the corresponding indicator total score;

[0051] The person-job fit estimation module is communicatively connected to the indicator total score calculation module, and is used to calculate the percentage of the corresponding indicator total score to the maximum indicator total score for each person to be promoted, so as to serve as the person-job fit estimation value of the corresponding person to be promoted in the position to be promoted, and participate in the comprehensive evaluation ranking of the cadre promotion.

[0052] In a third aspect, the present invention provides a computer device comprising a memory and a processor that are communicatively connected, wherein the memory is used to store a computer program, and the processor is used to read the computer program to execute the method for estimating human-job fit as described in the first aspect or any possible design of the first aspect.

[0053] In a fourth aspect, the present invention provides a computer-readable storage medium having instructions stored thereon. When the instructions are executed on a computer, the method for estimating the human-job fit as described in the first aspect or any possible design of the first aspect is executed.

[0054] In a fifth aspect, the present invention provides a computer program product comprising instructions, which, when executed on a computer, causes the computer to execute the method for estimating the human-job fit as described in the first aspect or any possible design of the first aspect. BRIEF DESCRIPTION OF THE DRAWINGS

[0055] In order to more clearly illustrate the embodiments of the present invention or the technical solutions in the prior art, the drawings required for use in the embodiments or the description of the prior art will be briefly introduced below. Obviously, the drawings described below are only some embodiments of the present invention. For ordinary technicians in this field, other drawings can be obtained based on these drawings without paying creative work.

[0056] Figure 1 It is a flow chart of the method for estimating the person-job suitability provided by the present invention.

[0057] Figure 2 It is a structural schematic diagram of the person-job suitability estimation device provided by the present invention.

[0058] Figure 3 It is a structural schematic diagram of the computer device provided by the present invention. DETAILED DESCRIPTION

[0059] The present invention will be further described below in conjunction with the accompanying drawings and specific embodiments. It should be noted that although the description of these embodiments is used to help understand the present invention, it does not constitute a limitation of the present invention. The specific structures and functional details disclosed herein are only used to describe the embodiments of the present invention. However, the present invention can be embodied in many alternative forms, and it should not be understood that the present invention is limited to the embodiments set forth herein.

[0060] It should be understood that although the terms first and second, etc. may be used herein to describe various objects, these objects should not be limited by these terms. These terms are only used to distinguish one object from another object. For example, a first object can be referred to as a second object, and similarly, a second object can be referred to as a first object without departing from the scope of the exemplary embodiments of the present invention.

[0061] It should be understood that the term "and / or" that may appear in this article is merely a description of the association relationship between associated objects, indicating that there may be three relationships. For example, A and / or B can represent three situations: A exists alone, B exists alone, or A and B exist at the same time; the term " / and" that may appear in this article describes another type of association object relationship, indicating that there may be two relationships. For example, A / and B can represent two situations: A exists alone or A and B exist at the same time; in addition, the character " / " that may appear in this article generally indicates that the previous and next associated objects are in an "or" relationship.

[0062] like Figure 1 As shown, the method for estimating the degree of fit between a person and a position for cadre motion provided in the first aspect of this embodiment can be executed, but is not limited to, by a computer device with certain computing resources, such as a personal computer (PC, which refers to a multi-purpose computer with a size, price and performance suitable for personal use; desktops, laptops, small laptops, tablets and ultrabooks are all personal computers), smart phones, personal digital assistants (PAD) or wearable devices and other electronic devices, so that in the process of cadre motion, for each person to be moved selected according to the preset position conditions of the position to be moved, a quantitative analysis of the comprehensive matching evaluation between the person and the position to be moved can be performed based on the corresponding three-age and two-history data, and finally the estimated value of the degree of fit between the person to be moved and the position to be moved is obtained, so as to be used for the comprehensive evaluation and ranking of the participants in the cadre motion, and then it can provide technical support for the final cadre motion decision in a scientific and quantitative manner, and avoid the problem of lack of comparability and fairness caused by human scoring, which is convenient for practical application and promotion. Figure 1 As shown, the method for estimating the degree of suitability between a person and a job may include, but is not limited to, the following steps S1 to S6.

[0063] S1. Select at least one candidate for the position to be proposed based on the preset job requirements of the position to be proposed.

[0064] In step S1, the preset job conditions may include but are not limited to conditions set on gender, ethnicity, place of origin, age and / or education level, so as to screen out candidates who meet the job conditions to be proposed, and the specific screening method is the existing conventional method.

[0065] S2. For each of the at least one person to be proposed, obtain a corresponding first indicator score on the three-age indicators according to the corresponding three-age data, wherein the three-age data contains age, length of service and length of party membership.

[0066] In step S2, the score of the first indicator can be obtained based on the preset scores of different ages, length of service and length of party membership, but is not limited to. For the age indicator, data statistics can be first performed based on the age data of all historical employees of the position to be proposed to obtain a normal age distribution result, and then the preset score is set according to the normal age distribution result: the closer to the average age, the higher the score; the farther away from the average age, the lower the score. For the length of service indicator and the length of party membership indicator, the corresponding preset score can be set according to the corresponding normal distribution statistical results, just like the age indicator, and no further elaboration is given here.

[0067] S3. For each person to be proposed, obtain the corresponding second indicator score based on the academic qualifications indicator according to the corresponding academic qualifications data.

[0068] In the step S3, the second indicator score can be obtained based on, but not limited to, preset scores at different educational levels and the educational level data of the person to be promoted. For the educational level indicator, data statistics can be first performed based on the educational level data of all historical employees of the position to be promoted to obtain a normal distribution result of educational level, and then a preset score can be set based on the normal distribution result of educational level: the closer to the average educational level, the higher the score; the farther away from the average educational level, the lower the score.

[0069] S4. For each person to be proposed, obtain the corresponding third indicator score on the work experience indicator.

[0070] In the step S4, the third indicator score of the person to be proposed on the work experience indicator can be obtained according to the following steps S41 to S44.

[0071] S41. Obtain all first cadre assessment indicators of the position to be promoted and all second cadre assessment indicators of the positions previously held, wherein the positions previously held refer to the positions where the person to be promoted has currently held.

[0072] In the step S41, the first cadre assessment index and the second cadre assessment index are similar to performance assessment indexes (which are common terms in human resource management, specifically referring to the basis for judging the value of work performance when the on-the-job personnel at all levels who undertake the business process and results of the enterprise complete the designated tasks by clarifying the unit or method of performance assessment goals), and can be inspected and evaluated from the dimensions of personnel's morality, ability, attendance, performance and integrity, but not limited to. The first cadre assessment index and the second cadre assessment index need to have the same scoring system, for example, both are 100 points, and can have corresponding weight coefficients; their specific acquisition method can be obtained by manually inputting them into a computer device by the cadre motion decision maker. In addition, the number of the historical employment positions can be multiple and each has a corresponding set of all the second cadre assessment indicators, and the content, number and weight coefficient of the corresponding cadre assessment indicators for the positions to be proposed and each of the historical employment positions can be different.

[0073] S42. For each first cadre assessment indicator among all the first cadre assessment indicators, calculate the sentence similarity between the corresponding first cadre assessment indicators and each second cadre assessment indicator among all the second cadre assessment indicators.

[0074] In the step S42, since the contents of the first cadre assessment indicator and the second cadre assessment indicator are both presented in the form of sentences, the sentence similarity between each pair of the first cadre assessment indicator and the second cadre assessment indicator can be calculated based on the sentence similarity calculation method in the natural language processing technology. Specifically, it can be but not limited to using a sentence similarity calculation method based on edit distance, BM25 algorithm, term frequency inverse document frequency TFIDF (Term Frequency–Inverse Document Frequency), TextRank algorithm, Word2Vec cosine similarity and / or deep structured semantic model DSSM (DeepStructured Semantic Models), etc., to calculate the sentence similarity between each pair of the first cadre assessment indicator and the second cadre assessment indicator. The aforementioned sentence similarity calculation methods are all existing conventional algorithms, and those skilled in the art can apply them to the present embodiment through conventional modifications.

[0075] S43. For each of the first cadre assessment indicators, based on the historical scoring results and the corresponding sentence similarity calculation results, predict the estimated scores that the candidate would have obtained on the corresponding first cadre assessment indicators when he or she took up the position to be proposed, wherein the historical scoring results refer to the scores that the candidate would have obtained on the corresponding second cadre assessment indicators when he or she took up the historical position.

[0076] In step S43, all the second cadre assessment indicators and the historical scoring results are used as a section of work history data of the person to be proposed; considering that different cadre assessment indicators generally have different weight coefficients, the historical scoring results need to be scoring values ​​without considering the weight coefficients; in addition, the historical scoring results can be, but are not limited to, the scoring record values ​​in the last assessment cycle, or the average value, median value or maximum value of the scoring records in the last few assessment cycles (if the assessment cycle is 1 month, 3 months can be used as an example). Specifically, for each first cadre assessment indicator among all the first cadre assessment indicators, based on the historical scoring results and the corresponding sentence similarity calculation results, the estimated score of the person to be proposed on the corresponding first cadre assessment indicator when he / she takes office at the position to be proposed is predicted, including but not limited to the following steps S201 to S202.

[0077] S201. Based on the sentence similarity calculation result of the first cadre assessment indicator, the second cadre assessment indicator corresponding to the maximum sentence similarity value is used as the first reference indicator of the first cadre assessment indicator.

[0078] In the step S201, for example, for the first cadre assessment indicator A, all the second cadre assessment indicators include the second cadre assessment indicator 11, the second cadre assessment indicator 12, the second cadre assessment indicator 13, the second cadre assessment indicator 14 (the first four indicators correspond to the historical employment position 1), the second cadre assessment indicator 21, the second cadre assessment indicator 22, the second cadre assessment indicator 23, the second cadre assessment indicator 24, the second cadre assessment indicator 25 (the first five indicators correspond to the historical employment position 2), the second cadre assessment indicator 31 and the second cadre assessment indicator 32 (the first two indicators correspond to the historical employment position 3), among which, the second cadre assessment indicator 22 has the maximum sentence similarity with the first cadre assessment indicator A, then the second cadre assessment indicator 22 is the first reference indicator of the first cadre assessment indicator A.

[0079] S202. Based on the scores obtained by the candidate for promotion on the various second cadre assessment indicators when he / she took up the historical position, the recorded score value on the first reference indicator is used as the estimated score obtained by the candidate for promotion on the corresponding first cadre assessment indicator when he / she took up the position.

[0080] In the step S202, if the recorded score value of the candidate for promotion on the second cadre assessment indicator 22 when serving in the historical employment position 2 is 90 points, then the estimated score value of the candidate for promotion on the first cadre assessment indicator A when serving in the position to be promoted is also 90 points.

[0081] S44. Based on the estimated scores on all the first cadre assessment indicators, the estimated total assessment score that the candidate will receive when taking up the position to be promoted is predicted through cumulative calculation, and the estimated total assessment score is used as the third indicator score.

[0082] In step S44, the estimated total score P of the assessment can be calculated according to the following formula: totle :

[0083]

[0084] In the formula, i represents a positive integer, N represents the total number of the first cadre assessment indicators, and λ i represents the preset weight coefficient of the ith first cadre assessment indicator among all the first cadre assessment indicators, P i It represents the estimated score of the i-th first cadre assessment indicator.

[0085] The execution order of the aforementioned steps S2, S3 and S4 is not limited in the first aspect of this embodiment, and they may be executed simultaneously or sequentially.

[0086] S5. For each person to be proposed, the corresponding first indicator score, the second indicator score and the third indicator score are accumulated to obtain the corresponding total indicator score.

[0087] In step S5, if the first indicator score, the second indicator score and the third indicator score have different preset weight coefficients, the preset weight coefficients of each indicator also need to be considered for calculation during the accumulation process, which will not be repeated here.

[0088] S6. For each candidate to be promoted, calculate the percentage of the corresponding total score of the indicator to the maximum total score of the indicator, so as to serve as the estimated value of the person-job fit of the corresponding candidate to be promoted in the position to be promoted, and participate in the comprehensive evaluation ranking of the cadre promotion.

[0089] Therefore, based on the person-job fit estimation method described in the aforementioned steps S1 to S6 and S41 to S44, a new scheme is provided that can scientifically and quantitatively estimate the person-job fit of the candidate and the position to be proposed. That is, in the cadre proposal process, for each candidate to be proposed who is screened out according to the preset position conditions of the position to be proposed, a corresponding quantitative index score can be obtained based on the corresponding age, length of service, length of party membership, education level and work experience data, and the scores on the three-age and two-history indicators can be combined to achieve the purpose of quantitative analysis of the degree of person-job matching based on the three-age and two-history data of the candidate to be proposed, and finally an estimated person-job fit of the candidate to be proposed in the position to be proposed is obtained, so as to be used for the comprehensive evaluation and ranking of the cadre proposal, thereby being able to provide scientific and quantitative technical support for the final cadre proposal decision, and avoid the problem of lack of comparability and fairness caused by artificial scoring methods, which is convenient for practical application and promotion.

[0090] Based on the technical solution of the first aspect mentioned above, the present embodiment further provides another possible design for obtaining the estimated score of the person to be promoted on the first cadre assessment indicator, that is, for each first cadre assessment indicator among all the first cadre assessment indicators, based on the historical scoring results and the corresponding sentence similarity calculation results, the estimated score of the person to be promoted on the corresponding first cadre assessment indicator when he or she takes up the position to be promoted is predicted, including but not limited to the following steps S211 to S212.

[0091] S211. Based on the sentence similarity calculation result of the first cadre assessment indicator, the second cadre assessment indicator corresponding to the maximum sentence similarity value is used as the first reference indicator of the first cadre assessment indicator.

[0092] S212. Based on the scores of the candidate for promotion obtained when he / she took up the historical post and on the various second cadre assessment indicators, the estimated score P of the candidate for promotion obtained when he / she took up the post and on the first cadre assessment indicator is calculated according to the following formula: cr :

[0093] P cr =η hp *P hp

[0094] Where η hp represents the sentence similarity between the first cadre assessment indicator and the corresponding first reference indicator, P hp It represents the score record value obtained by the person to be promoted when he / she took up the historical job and on the first reference indicator.

[0095] In step S212, continuing with the example of step S201, if the second cadre assessment indicator 22 and the first cadre assessment indicator A have a maximum sentence similarity of 90%, and the score record value obtained by the person to be promoted on the second cadre assessment indicator 22 when taking up the historical employment position 2 is 90 points, then the estimated score obtained by the person to be promoted on the first cadre assessment indicator A when taking up the position to be promoted is 81 points.

[0096] Therefore, based on the possible design one described in the aforementioned steps S211 to S212, in the process of predicting the estimated score of the person to be proposed on the first cadre assessment indicator, the similarity between the first cadre assessment indicator and the first reference indicator can be fully considered, so that the final estimated result is more accurate and the scientific quantification effect is further improved.

[0097] Based on the technical solution of the aforementioned first aspect or possible design one, the present embodiment further provides another possible design two for obtaining the estimated score of the person to be promoted on the first cadre assessment indicator, that is, for each first cadre assessment indicator among all the first cadre assessment indicators, based on the historical scoring results and the corresponding sentence similarity calculation results, the estimated score of the person to be promoted on the corresponding first cadre assessment indicator when he or she takes up the position to be promoted is predicted, including but not limited to the following steps S221 to S223.

[0098] S221. Based on the sentence similarity calculation result of the first cadre assessment indicator, determine whether the maximum sentence similarity value is greater than or equal to a preset threshold.

[0099] In step S231, the preset threshold is used as a basis for judging whether the first cadre assessment indicator is a specific cadre assessment indicator of the proposed position relative to the historical position. If the maximum sentence similarity of the first cadre assessment indicator is greater than or equal to the preset threshold, the first cadre assessment indicator is a non-specific cadre assessment indicator, such as a basic indicator such as an attendance indicator; and if the maximum sentence similarity of the first cadre assessment indicator is less than the preset threshold, the first cadre assessment indicator is a specific cadre assessment indicator, which requires a special method for scoring and estimating. In addition, for example, the preset threshold can be 50%.

[0100] S222. If so, first use the second cadre assessment index corresponding to the maximum sentence similarity value as the first reference index of the first cadre assessment index, and then use the score record value on the first reference index as the estimated score value on the first cadre assessment index obtained by the candidate when he / she takes office at the position to be moved, or calculate the estimated score value P on the first cadre assessment index obtained by the candidate when he / she takes office at the position to be moved according to the following formula: cr :

[0101] P cr =η hp *P hp

[0102] Where η hp represents the sentence similarity between the first cadre assessment indicator and the corresponding first reference indicator, P hp It represents the score record value obtained by the person to be promoted on the first reference indicator when he / she took up the historical position.

[0103] In the step S222, specific technical details can be found in the aforementioned steps S201 to S202 and steps S211 to S212, which will not be repeated here.

[0104] If not, first determine from all the second cadre assessment indicators a plurality of second cadre assessment indicators that correspond one to one with the similarities of the plurality of sentences arranged in descending order, and then use the plurality of second cadre assessment indicators as a plurality of second reference indicators for the first cadre assessment indicator.

[0105] In step S223, continuing with the example of step S201, for the first cadre assessment indicator B, if its sentence similarities with the second cadre assessment indicator 11, the second cadre assessment indicator 12, the second cadre assessment indicator 13, the second cadre assessment indicator 14, the second cadre assessment indicator 21, the second cadre assessment indicator 22, the second cadre assessment indicator 23, the second cadre assessment indicator 24, the second cadre assessment indicator 25, the second cadre assessment indicator 31 and the second cadre assessment indicator 32 are 12%, 21%, 25%, 5%, 8%, 15%, 6%, 11%, 30%, 18% and 2% respectively, and the preset threshold is 50%, then the second cadre assessment indicator 12 corresponding to 21%, the second cadre assessment indicator 13 corresponding to 25%, the second cadre assessment indicator 22 corresponding to 15%, the second cadre assessment indicator 25 corresponding to 30% and the second cadre assessment indicator 31 corresponding to 18% can be used as the second reference indicators of the first cadre assessment indicator B, and the sentence similarities including the second cadre assessment indicator 12, The second cadre assessment index 13, the second cadre assessment index 22, the second cadre assessment index 25 and the second cadre assessment index 31 are the second reference indicators. Then, according to the scoring results of the candidate for promotion on the second cadre assessment indicators when the candidate for promotion takes up the historical post, the estimated score of the candidate for promotion on the first cadre assessment indicator when the candidate for promotion takes up the post can be predicted according to the following steps S231 to S237.

[0106] S231. Obtain all third-party cadre assessment indicators for previously employed positions, wherein the previously employed position refers to a position that the incumbent person had previously held before being employed in the position to be proposed, and the number of the incumbent persons is multiple and refers to the persons who have currently held the position to be proposed.

[0107] In step S231, the specific description and acquisition method of the third cadre assessment index are similar to those of the first cadre assessment index and the second cadre assessment index, and are not described in detail here. The number of the previously employed positions may also be multiple for a single employed person, and each of them has a corresponding set of all the third cadre assessment indicators, and for each of the previously employed positions, the content, number and weight coefficient of the corresponding cadre assessment indicators may also be different.

[0108] S232. For each of the multiple employees, based on the multiple second reference indicators and all corresponding third cadre assessment indicators, determine from all corresponding third cadre assessment indicators the third cadre assessment indicators that are most similar to each of the multiple second reference indicators, and obtain the corresponding multiple most similar indicators.

[0109] In step S232, the similarity calculation method between the third cadre assessment indicator and the second reference indicator can also adopt the sentence similarity calculation method, and the third cadre assessment indicator with the maximum sentence similarity with the second reference indicator is used as one of the most similar indicators. In addition, the multiple most similar indicators are in one-to-one correspondence with the multiple second reference indicators.

[0110] S233. For each of the employed personnel, a corresponding training sample is obtained based on the score record values ​​on the corresponding multiple most similar indicators obtained when the person took up the corresponding previous position, and a marking value of the training sample is obtained based on the score record values ​​on the first cadre assessment indicator obtained when the person took up the position to be proposed.

[0111] In step S233, one employee corresponds to one training sample and a label value, so the more employees there are, the more training samples there will be, and the higher the estimation accuracy of the scoring estimation model obtained by subsequent training will be. The specific process of obtaining the training samples and label values ​​includes but is not limited to normalizing the scoring record values ​​so as to input them into the subsequent neural network model. In addition, if the number of training samples is insufficient, the training samples can also be enriched by conventional sample enhancement methods.

[0112] S234. Input all the obtained training samples and the corresponding label values ​​into the neural network model for training, and obtain a scoring estimation model corresponding to the first cadre assessment indicator.

[0113] In step S234, the neural network model is a complex network system formed by a large number of simple processing units (called neurons) widely connected to each other, which reflects many basic characteristics of human brain functions and is a highly complex nonlinear dynamic learning system. Therefore, through a conventional training method based on all training samples and corresponding label values, a scoring prediction model corresponding to the first cadre assessment indicator can be obtained, so that after inputting the test sample, the corresponding label prediction value and confidence results can be output. Specifically, the neural network model can be, but is not limited to, a neural network model based on a back propagation BP (Back Propagation) network, a Hopfield network, an adaptive resonance theory ART (Adaptive Resonance Theory) network or a Kohonen network. In addition, different scoring prediction models can be trained for different first cadre assessment indicators.

[0114] S235. A sample to be tested is obtained based on the score records of the person to be promoted obtained when he / she took up the historical job and on the multiple second reference indicators.

[0115] In step S235, the specific process of obtaining the sample to be tested also includes but is not limited to normalizing the scoring record values ​​so as to input them into the scoring prediction model.

[0116] S236. Input the sample to be tested into the scoring estimation model for estimation, and obtain an output label estimation value.

[0117] S237. Based on the marked estimated value, restore the estimated score of the candidate on the first cadre assessment indicator when the candidate takes up the position to be promoted.

[0118] In step S237, the specific restoration process of the estimated score value corresponds to the specific acquisition process of the sample to be tested. For example, for the normalization process, restoration processing is required to obtain the estimated score value under the percentage system.

[0119] Therefore, based on the possible design two described in the aforementioned steps S221 to S223 and S231 to S237, in the process of predicting the estimated score of the person to be promoted on the first cadre assessment indicator, different algorithms can be used to estimate the non-specific cadre assessment indicators and specific cadre assessment indicators of the position to be promoted relative to the historical position. For the specific cadre assessment indicators, a neural network model can be temporarily trained based on the work history data of the incumbent who has served in the position to be promoted to obtain a corresponding scoring estimation model, and then the estimated score of the person to be promoted on the corresponding indicator can be accurately predicted based on the scoring estimation model and the scoring results, so that the final estimation result is more accurate and the scientific quantification effect is further improved.

[0120] like Figure 2 As shown, the second aspect of this embodiment provides a virtual device for implementing the method for estimating the degree of human-job adaptation described in the first aspect or any possible design of the first aspect, including a personnel screening module, a first indicator score acquisition module, a second indicator score acquisition module, a third indicator score acquisition module, an indicator total score calculation module and a human-job adaptation degree estimation module, wherein the third indicator score acquisition module includes an indicator acquisition submodule, an indicator similarity calculation submodule, an assessment score estimation submodule and a total score accumulation calculation submodule which are sequentially connected in communication;

[0121] The personnel screening module is used to screen out at least one person to be proposed according to the preset position conditions of the position to be proposed;

[0122] The first indicator score acquisition module is communicatively connected to the personnel screening module, and is used to acquire the corresponding first indicator score on the three-age indicators for each of the at least one person to be proposed according to the corresponding three-age data, wherein the three-age data includes age, length of service and length of party membership;

[0123] The second indicator score acquisition module is communicatively connected to the personnel screening module, and is used to acquire the corresponding second indicator score on the educational indicator for each of the candidates to be proposed according to the corresponding educational data;

[0124] The third indicator score acquisition module is communicatively connected to the personnel screening module, and is used to acquire the corresponding third indicator score on the work experience indicator for each of the candidates to be proposed;

[0125] The indicator acquisition submodule is used to obtain all first cadre assessment indicators of the positions to be proposed and all second cadre assessment indicators of the positions previously employed, wherein the positions previously employed refer to the positions currently employed by the person to be proposed;

[0126] The indicator similarity calculation submodule is used to calculate, for each first cadre assessment indicator among all the first cadre assessment indicators, the sentence similarity corresponding to each second cadre assessment indicator among all the second cadre assessment indicators;

[0127] The assessment score estimation submodule is used to predict, for each of the first cadre assessment indicators, the estimated score of the candidate for promotion when he / she takes up the position to be promoted and on the corresponding first cadre assessment indicator based on the historical scoring results and the corresponding sentence similarity calculation results, wherein the historical scoring results refer to the scoring results of the candidate for promotion when he / she takes up the historical position and on the various second cadre assessment indicators;

[0128] The total score accumulation calculation submodule is used to predict the estimated total score of the candidate when he / she takes up the position to be proposed by accumulating the estimated scores on all the first cadre assessment indicators, and use the estimated total score as the third indicator score;

[0129] The indicator total score calculation module is respectively connected to the first indicator score acquisition module, the second indicator score acquisition module and the third indicator score acquisition module, and is used to accumulate the corresponding first indicator score, the second indicator score and the third indicator score for each person to be proposed, to obtain the corresponding indicator total score;

[0130] The person-job fit estimation module is communicatively connected to the indicator total score calculation module, and is used to calculate the percentage of the corresponding indicator total score to the maximum indicator total score for each person to be promoted, so as to serve as the person-job fit estimation value of the corresponding person to be promoted in the position to be promoted, and participate in the comprehensive evaluation ranking of the cadre promotion.

[0131] The working process, working details and technical effects of the aforementioned device provided in the second aspect of this embodiment can be referred to the method for estimating the human-job suitability described in the first aspect or any possible design of the first aspect, and will not be described in detail here.

[0132] like Figure 3 As shown, the third aspect of this embodiment provides a computer device for executing the first aspect or any possible design of the method for estimating the degree of human-job fitness in the first aspect, including a memory and a processor connected in communication, wherein the memory is used to store a computer program, and the processor is used to read the computer program, and execute the method for estimating the degree of human-job fitness as described in the first aspect or any possible design in the first aspect. Specifically, the memory may include, but is not limited to, a random access memory (Random-Access Memory, RAM), a read-only memory (Read-Only Memory, ROM), a flash memory (Flash Memory), a first-in-first-out memory (First Input First Output, FIFO) and / or a first-in-last-out memory (First Input Last Output, FILO), etc.; the processor may include, but is not limited to, a microprocessor of the STM32F105 series. In addition, the computer device may also include, but is not limited to, a power module, a display screen, and other necessary components.

[0133] The working process, working details and technical effects of the aforementioned computer device provided in the third aspect of this embodiment can be referred to the method for estimating the human-job fit described in the first aspect or any possible design of the first aspect, and will not be described in detail here.

[0134] The fourth aspect of this embodiment provides a computer-readable storage medium storing instructions including the first aspect or any possible design of the method for estimating the degree of human-job fitness in the first aspect, that is, the computer-readable storage medium stores instructions, and when the instructions are executed on a computer, the method for estimating the degree of human-job fitness in the first aspect or any possible design of the first aspect is executed. The computer-readable storage medium refers to a carrier for storing data, which may include but is not limited to a floppy disk, a CD, a hard disk, a flash memory, a USB flash drive and / or a memory stick, etc., and the computer may be a general-purpose computer, a special-purpose computer, a computer network, or other programmable devices.

[0135] The working process, working details and technical effects of the aforementioned computer-readable storage medium provided in the fourth aspect of this embodiment can be referred to the person-job fit estimation method described in the first aspect or any possible design of the first aspect, and will not be described in detail here.

[0136] In a fifth aspect, the present embodiment provides a computer program product comprising instructions, which, when executed on a computer, causes the computer to execute the method for estimating the degree of human-job fit as described in the first aspect or any possible design of the first aspect. The computer may be a general-purpose computer, a special-purpose computer, a computer network, or other programmable device.

[0137] Finally, it should be noted that the present invention is not limited to the above optional implementations, and anyone can derive other various forms of products under the enlightenment of the present invention. The above specific implementations should not be understood as limiting the scope of protection of the present invention. The scope of protection of the present invention should be based on the definition in the claims, and the description can be used to interpret the claims.

Claims

1. A method for estimating the degree of fit between a person and a position for cadre motion, characterized in that: include: Screen out at least one candidate for the position to be proposed based on the preset position conditions of the position to be proposed; For each of the at least one person to be proposed, obtaining a corresponding first indicator score on the three-age indicators according to the corresponding three-age data, wherein the three-age data includes age and length of service; For each person to be proposed, obtain the corresponding second indicator score on the academic degree indicator according to the corresponding academic degree data; For each person to be proposed, the corresponding third indicator score on the work experience indicator is obtained in the following manner: after obtaining all the first cadre assessment indicators of the position to be proposed and all the second cadre assessment indicators of the historical position, for each first cadre assessment indicator among all the first cadre assessment indicators, first use the sentence similarity calculation method based on edit distance, BM25 algorithm, term frequency inverse document frequency TFIDF, TextRank algorithm, Word2Vec cosine similarity and / or deep structure semantic model DSSM to calculate the corresponding sentence similarity with each second cadre assessment indicator among all the second cadre assessment indicators, and then Then, based on the historical scoring results and the corresponding sentence similarity calculation results, the estimated score of the candidate for promotion on the corresponding first cadre assessment indicator when he / she takes office at the position to be promoted is predicted, and finally, based on the estimated score on all the first cadre assessment indicators, the estimated total assessment score of the candidate for promotion when he / she takes office at the position to be promoted is predicted by cumulative calculation, and the estimated total assessment score is used as the third indicator score, wherein the historical position refers to the position that the candidate for promotion has currently worked in, and the historical scoring results refer to the scoring results of the candidate for promotion on each of the second cadre assessment indicators when he / she takes office at the historical position; For each first cadre assessment indicator among all the first cadre assessment indicators, based on historical scoring results and corresponding sentence similarity calculation results, predict the estimated score of the candidate for promotion on the corresponding first cadre assessment indicator when taking office at the position to be promoted, including: judging whether the maximum sentence similarity is greater than or equal to a preset threshold value according to the sentence similarity calculation results of the first cadre assessment indicator; if so, first using the second cadre assessment indicator corresponding to the maximum sentence similarity as the first reference indicator of the first cadre assessment indicator, and then, based on the scoring results of the candidate for promotion on the historical position and on each second cadre assessment indicator, using the recorded score value on the first reference indicator as the estimated score of the candidate for promotion on the first cadre assessment indicator when taking office at the position to be promoted, or calculating the estimated score P of the candidate for promotion on the first cadre assessment indicator when taking office at the position to be promoted according to the following formula: cr : P.S cr η hp *P hp Where η hp represents the sentence similarity between the first cadre assessment indicator and the corresponding first reference indicator, P hp Indicates the score record value obtained by the candidate for promotion on the first reference indicator when he / she takes up the historical post; if not, first determine from all the second cadre assessment indicators a plurality of second cadre assessment indicators that correspond one to one with the plurality of sentence similarities arranged in descending order, and then use the plurality of second cadre assessment indicators as a plurality of second reference indicators of the first cadre assessment indicator, and according to the score results obtained by the candidate for promotion on the various second cadre assessment indicators when he / she takes up the historical post, predict the estimated score of the candidate for promotion on the first cadre assessment indicator when he / she takes up the post to be promoted according to the following steps: Obtain all third cadre assessment indicators of previously employed positions, wherein the previously employed position refers to a position that the employed person has held before taking up the position to be proposed, and the number of the employed persons is multiple and refers to the persons who have currently worked for the position to be proposed; for each of the multiple employed persons, according to the multiple second reference indicators and all corresponding third cadre assessment indicators, determine the third cadre assessment indicator that is most similar to each of the multiple second reference indicators from all corresponding third cadre assessment indicators, and obtain the corresponding multiple most similar indicators; for each of the employed persons, according to the score record values ​​obtained when taking up the corresponding previously employed position and on the corresponding multiple most similar indicators, obtain the corresponding training sample, and according to the score record values ​​obtained when taking up the position to be proposed The marking value of the training sample is obtained by inputting the scoring record value obtained when the candidate was appointed to the position and on the first cadre assessment indicator; all the obtained training samples and the corresponding marking values ​​are input into a neural network model based on back propagation BP network, Hopfield network, adaptive resonance theory ART network or Kohonen network for training to obtain a scoring prediction model corresponding to the first cadre assessment indicator; according to the scoring record value obtained when the candidate was appointed to the historical position and on the multiple second reference indicators, a sample to be tested is obtained; the sample to be tested is input into the scoring prediction model for prediction to obtain an output marking prediction value; according to the marking prediction value, the scoring prediction value obtained when the candidate was appointed to the position to be proposed and on the first cadre assessment indicator is restored; For each person to be proposed, the first indicator score, the second indicator score and the third indicator score are accumulated to obtain the corresponding total indicator score; For each candidate to be promoted, the percentage of the corresponding total score of the indicator to the maximum total score of the indicator is calculated, so as to serve as an estimated value of the person-job fit of the corresponding candidate to be promoted in the position to be promoted, and to participate in the comprehensive evaluation ranking of the cadre promotion.

2. The method for estimating the degree of suitability of a person to a job as claimed in claim 1, characterized in that: Based on the estimated scores of all the first cadre assessment indicators, the estimated total assessment score of the candidate when taking up the position to be moved is predicted by cumulative calculation, including: The estimated total score P of the assessment is calculated according to the following formula totle : In the formula, i represents a positive integer, N represents the total number of the first cadre assessment indicators, and λ i represents the preset weight coefficient of the i-th first cadre assessment indicator among all the first cadre assessment indicators, P i It represents the estimated score of the i-th first cadre assessment indicator.

3. A device for estimating the degree of suitability of personnel for cadre motion, characterized in that: It includes a personnel screening module, a first indicator score acquisition module, a second indicator score acquisition module, a third indicator score acquisition module, an indicator total score calculation module and a person-job suitability estimation module, wherein the third indicator score acquisition module includes an indicator acquisition submodule, an indicator similarity calculation submodule, an assessment score estimation submodule and a total score accumulation calculation submodule which are sequentially connected in communication; The personnel screening module is used to screen out at least one person to be proposed according to the preset position conditions of the position to be proposed; The first indicator score acquisition module is communicatively connected to the personnel screening module, and is used to acquire the corresponding first indicator score on the three-age indicators for each of the at least one personnel to be proposed according to the corresponding three-age data, wherein the three-age data contains age and length of service; The second indicator score acquisition module is communicatively connected to the personnel screening module, and is used to acquire the corresponding second indicator score on the educational indicator for each of the candidates to be proposed according to the corresponding educational data; The third indicator score acquisition module is communicatively connected to the personnel screening module, and is used to acquire the corresponding third indicator score on the work experience indicator for each of the candidates to be proposed; The indicator acquisition submodule is used to obtain all first cadre assessment indicators of the positions to be proposed and all second cadre assessment indicators of the positions previously employed, wherein the positions previously employed refer to the positions currently employed by the person to be proposed; The indicator similarity calculation submodule is used to calculate the corresponding sentence similarities with each of the second cadre assessment indicators in all the second cadre assessment indicators by using a sentence similarity calculation method based on edit distance, BM25 algorithm, term frequency inverse document frequency TFIDF, TextRank algorithm, Word2Vec cosine similarity and / or deep structure semantic model DSSM for each of the first cadre assessment indicators in all the first cadre assessment indicators; The assessment score estimation submodule is used to predict, for each of the first cadre assessment indicators, the estimated score of the candidate for promotion when he / she takes up the position to be promoted and on the corresponding first cadre assessment indicator based on the historical scoring results and the corresponding sentence similarity calculation results, wherein the historical scoring results refer to the scoring results of the candidate for promotion when he / she takes up the historical position and on the various second cadre assessment indicators; For each of the first cadre assessment indicators, based on historical scoring results and corresponding sentence similarity calculation results, predict the estimated score of the candidate when he / she takes office at the position to be moved and on the corresponding first cadre assessment indicator, including: judging whether the maximum sentence similarity is greater than or equal to a preset threshold value based on the sentence similarity calculation result of the first cadre assessment indicator; if so, first using the second cadre assessment indicator corresponding to the maximum sentence similarity as the first reference indicator of the first cadre assessment indicator, and then, based on the scoring results of the candidate when he / she takes office at the historical position and on each of the second cadre assessment indicators, using the recorded score value on the first reference indicator as the estimated score of the candidate when he / she takes office at the position to be moved and on the first cadre assessment indicator, or calculating the estimated score P of the candidate when he / she takes office at the position to be moved and on the first cadre assessment indicator according to the following formula: cr : P.S cr η hp *P hp Where η hp represents the sentence similarity between the first cadre assessment indicator and the corresponding first reference indicator, P hp Indicates the score record value obtained by the candidate for promotion on the first reference indicator when he / she takes up the historical post; if not, first determine from all the second cadre assessment indicators a plurality of second cadre assessment indicators that correspond one to one with the plurality of sentence similarities arranged in descending order, and then use the plurality of second cadre assessment indicators as a plurality of second reference indicators of the first cadre assessment indicator, and according to the score results obtained by the candidate for promotion on the various second cadre assessment indicators when he / she takes up the historical post, predict the estimated score of the candidate for promotion on the first cadre assessment indicator when he / she takes up the post to be promoted according to the following steps: Obtain all third cadre assessment indicators of previously employed positions, wherein the previously employed position refers to a position that the employed person has held before taking up the position to be proposed, and the number of the employed persons is multiple and refers to the persons who have currently worked for the position to be proposed; for each of the multiple employed persons, according to the multiple second reference indicators and all corresponding third cadre assessment indicators, determine the third cadre assessment indicator that is most similar to each of the multiple second reference indicators from all corresponding third cadre assessment indicators, and obtain the corresponding multiple most similar indicators; for each of the employed persons, according to the score record values ​​obtained when taking up the corresponding previously employed position and on the corresponding multiple most similar indicators, obtain the corresponding training sample, and according to the score record values ​​obtained when taking up the position to be proposed The marking value of the training sample is obtained by inputting the scoring record value obtained when the candidate was appointed to the position and on the first cadre assessment indicator; all the obtained training samples and the corresponding marking values ​​are input into a neural network model based on back propagation BP network, Hopfield network, adaptive resonance theory ART network or Kohonen network for training to obtain a scoring prediction model corresponding to the first cadre assessment indicator; according to the scoring record value obtained when the candidate was appointed to the historical position and on the multiple second reference indicators, a sample to be tested is obtained; the sample to be tested is input into the scoring prediction model for prediction to obtain an output marking prediction value; according to the marking prediction value, the scoring prediction value obtained when the candidate was appointed to the position to be proposed and on the first cadre assessment indicator is restored; The total score accumulation calculation submodule is used to predict the estimated total score of the candidate when he / she takes up the position to be promoted by accumulating the estimated scores on all the first cadre assessment indicators, and use the estimated total score as the third indicator score; The indicator total score calculation module is respectively connected to the first indicator score acquisition module, the second indicator score acquisition module and the third indicator score acquisition module, and is used to accumulate the corresponding first indicator score, the second indicator score and the third indicator score for each person to be proposed, to obtain the corresponding indicator total score; The person-job fit estimation module is communicatively connected to the indicator total score calculation module, and is used to calculate the percentage of the corresponding indicator total score to the maximum indicator total score for each person to be promoted, so as to serve as the person-job fit estimation value of the corresponding person to be promoted in the position to be promoted, and participate in the comprehensive evaluation ranking of the cadre promotion.

4. A computer device, characterized in that , comprising a memory and a processor connected in communication, wherein the memory is used to store a computer program, and the processor is used to read the computer program and execute the method for estimating the degree of human-job suitability as described in any one of claims 1 to 2.

5. A computer-readable storage medium, characterized in that The computer-readable storage medium stores instructions, and when the instructions are executed on the computer, the method for estimating the degree of human-job suitability as described in any one of claims 1 to 2 is executed.

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