Algorithm for performing personnel file special examination through OCR (Optical Character Recognition)

Abstract

The invention discloses an algorithm for performing personnel archive special examination through OCR identification, and relates to the technical field of human resource management, and the algorithm comprises the steps: obtaining historical personnel archive data of a to-be-examined person based on an OCR image-text detection model, and building a special examination archive database of the to-be-examined person; on the basis of a special review file database of the to-be-reviewed personnel, personnel file counterfeiting verification is carried out on the special review file data, whether the special review file data of the to-be-reviewed personnel is true or not is judged, if not, it is judged that abnormity exists, and if yes, multi-dimensional review analysis is carried out on the special review file data of the to-be-reviewed personnel; evaluating a historical level mobilization comprehensive score of the to-be-audited person; and judging whether the historical level transfer comprehensive score of the to-be-audited personnel is in a level transfer standard range interval, if so, judging that no abnormity exists, and if not, judging that abnormity exists. The method has the advantages that resume counterfeiting is reduced, and fairness of level promotion is maintained.

Description

Technical Field

[0001] The present invention relates to the technical field of human resource management, and in particular to an algorithm for conducting special review of personnel files through OCR recognition. Background Art

[0002] The personnel file review uses professional means to carefully review and verify the information in the personnel file, including but not limited to key contents such as the employee's date of birth, time of joining the work, academic degree, work experience, and cadre status. Its purpose is to improve the authenticity and standardization of cadre personnel file work, ensure that the file content is objective and true, and the procedures for forming the materials are complete, and ultimately serve important decision-making and personnel selection and employment.

[0003] Since laws and regulations do not allow background checks on personnel, the authenticity verification of personnel files currently requires joint verification by multiple departments, which makes the authenticity verification of personnel files cumbersome. Secondly, nepotism in personnel appointments within the company further leads to unfair competition, resulting in a decline in the quality of organizational decision-making, which is not conducive to the long-term development of the organization. Summary of the invention

[0004] In order to solve the above technical problems, an algorithm for special review of personnel files through OCR recognition is provided. This technical solution solves the above-mentioned problems that due to the fact that laws and regulations do not allow background checks on personnel, the authenticity verification of personnel files of personnel currently requires joint verification by multiple departments, which makes the authenticity verification of personnel files cumbersome. Secondly, nepotism in the appointment of personnel within the enterprise further leads to unfair competition, resulting in a decline in the quality of decision-making in the organization, which is not conducive to the long-term development of the organization.

[0005] In order to achieve the above purpose, the technical solution adopted by the present invention is:

[0006] An algorithm for reviewing personnel files through OCR recognition, including:

[0007] Based on the OCR image and text detection model, obtain the historical personnel file data of the personnel to be audited and establish a special audit file database for the personnel to be audited;

[0008] Based on the special audit file database of the personnel to be audited, the personnel file fraud verification is carried out on the special audit file data to determine whether the special audit file data of the personnel to be audited is true. If not, it is determined that there is an abnormality. If so, it is determined that there is no abnormality;

[0009] If it is determined that there is no abnormality, a multi-dimensional review and analysis will be conducted on the special review file data of the person to be reviewed to evaluate the comprehensive score of the historical rank transfer of the person to be reviewed;

[0010] Determine whether the comprehensive score of the historical rank transfer of the person to be reviewed is within the standard range of the rank transfer. If so, it is determined that there is no abnormality; if not, it is determined that there is an abnormality.

[0011] Preferably, based on the special review file database of the personnel to be reviewed, a multi-dimensional review and analysis is performed on the special review file data to obtain a comprehensive score of the historical rank transfer of the personnel to be reviewed, specifically including:

[0012] Based on the special audit file database of the personnel to be audited, analyze the historical job demand indicators of the personnel to be audited in the special audit file data;

[0013] Based on the special audit file database of the personnel to be audited, analyze the ability indicators of the personnel to be audited in the special audit file data;

[0014] Analyze the matching degree between the historical job requirements of the personnel to be audited and their capabilities, and obtain the job matching coefficient of the personnel to be audited;

[0015] Based on the special review file database of personnel to be reviewed, the promotion avoidance violation status index of personnel to be reviewed in the special review file data is analyzed;

[0016] Based on the job matching coefficient of the person to be reviewed and the promotion avoidance violation status index of the person to be reviewed, calculate the comprehensive score of the historical job grade transfer of the person to be reviewed;

[0017] Among them, the position matching coefficient of the person to be reviewed is specifically:

[0018]

[0019] In the formula, V is the job matching coefficient of the person to be audited, G is the historical job demand index, P is the ability index of the person to be audited, and W is G is the weighted historical job demand index, W P is the weighted capability index of the personnel to be reviewed, max() is the maximum value function, min() is the minimum value function, γ is the weight factor;

[0020] The calculation of the comprehensive score of the historical rank transfer of the personnel to be reviewed is specifically as follows:

[0021] C=H·V

[0022] Where C is the comprehensive score of the historical job grade transfer of the person to be reviewed, H is the promotion avoidance violation status index of the person to be reviewed, and V is the position matching coefficient of the person to be reviewed.

[0023] Preferably, based on the special audit file database of the personnel to be audited, analyzing the historical job position demand indicators of the personnel to be audited in the special audit file data specifically includes:

[0024] Determine the target task requirement parameters of the historical position; the target task requirement parameters of the position include: reducing the number of poor people and increasing income levels;

[0025] According to the region where the historical position was held, several related factors that affect the completion of the target task in the region are determined and recorded as the characteristic parameters of the influencing factors of the target task;

[0026] Calculate the implementation difficulty of the target task based on the target task requirement parameters of the historical position and the characteristic parameters of the influencing factors of the target task;

[0027] Based on the target task requirement parameters of the historical positions and the implementation difficulty of the target tasks, calculate the historical positions demand index;

[0028] The calculation of historical job position demand index is specifically as follows:

[0029]

[0030] In the formula, G is the historical job demand index, S i is the required parameter of the i-th target task, F i is the implementation difficulty of the i-th target task, A j is the characteristic parameter of the jth influencing factor affecting the i-th target task, α is the difficulty factor, n is the total number of target tasks, and m is the total number of characteristic parameters of the influencing factors of the target tasks.

[0031] Preferably, based on the special audit file database of the personnel to be audited, analyzing the ability indicators of the personnel to be audited in the special audit file data specifically includes:

[0032] Based on the special audit file data of the person to be audited, determine the ability characteristic parameters of the person to be audited; the ability characteristic parameters of the person to be audited include: professional skills and work experience;

[0033] Assign weights to the capability characteristic parameters of the personnel to be audited based on their historical experience in the special audit file data;

[0034] Based on the weights assigned to the competence characteristic parameters of the personnel to be audited and the competence characteristic parameters of the personnel to be audited, the competence indicators of the personnel to be audited are calculated;

[0035] The specific calculation of the competence index of the personnel to be audited is:

[0036] P=β0+β1D1+β2D2+β k D k +...+β L D L

[0037] In the formula, P is the capability index of the person to be audited, D k is the kth capability characteristic parameter of the person to be audited, β0, β1, β2, β k , β L are all capability weight coefficients, and L is the total number of capability characteristic parameters.

[0038] Preferably, based on the special review file database of the personnel to be reviewed, analyzing the promotion avoidance violation status index of the personnel to be reviewed in the special review file data specifically includes:

[0039] Based on the historical level transfer records of the personnel to be reviewed in the special review archive database of the personnel to be reviewed, a relationship network map of the promotion voting personnel of the personnel to be reviewed is established;

[0040] According to the promotion avoidance violation rules, a violation score is assigned to the promotion voting personnel relationship network map of the person to be reviewed, and a promotion voting personnel relationship network score map of the person to be reviewed is obtained;

[0041] Through the normalization formula, the normalized score of the promotion voting personnel relationship network score map of the person to be reviewed is calculated to obtain the promotion avoidance violation status index of the person to be reviewed;

[0042] Among them, the promotion avoidance violation status index of the personnel to be reviewed is specifically:

[0043]

[0044] Where H is the promotion avoidance violation status index of the personnel to be reviewed, V i′j′ is the jth score value of the i-th voter in the relationship network score map of the promotion voter of the person to be reviewed, max(V i′j′ ) is the maximum value of the jth score of the ith voter in the promotion voting personnel relationship network score map of the personnel to be reviewed, min(V i′j′ ) is the minimum value of the j-th score of the ith voting personnel in the promotion voting personnel relationship network score map of the personnel to be reviewed.

[0045] Compared with the prior art, the present invention has the following beneficial effects:

[0046] The present invention proposes an algorithm for special review of personnel files through OCR recognition, and performs multi-dimensional analysis based on the historical personnel file data of the person to be reviewed, reviews the authenticity of the personnel file of the person to be reviewed, the requirements of the historical position, and whether the ability of the person in office matches, and analyzes the rationality of the promotion path of the person to be reviewed in a multi-dimensional manner, reduces resume fraud, and maintains the fairness of promotion. BRIEF DESCRIPTION OF THE DRAWINGS

[0047] Figure 1It is a flow chart of an algorithm method for conducting special review of personnel files through OCR recognition;

[0048] Figure 2 A flow chart of the comprehensive scoring method for evaluating the historical rank transfers of personnel to be reviewed;

[0049] Figure 3 A flow chart of the method for analyzing the historical position demand indicators of the personnel to be audited;

[0050] Figure 4 A flow chart of the method for analyzing the competency indicators of personnel to be audited;

[0051] Figure 5 Flow chart of the violation status index method for the promotion of personnel to be reviewed;

[0052] Figure 6 It is a schematic diagram of the structure of the electronic device of the present invention;

[0053] Figure 7 It is a schematic diagram of the computer-readable storage medium structure of the present invention. DETAILED DESCRIPTION

[0054] The following description is used to disclose the present invention so that those skilled in the art can implement the present invention. The preferred embodiments described below are only examples, and those skilled in the art may think of other obvious variations.

[0055] Reference Figure 1 As shown, an algorithm for conducting a special review of personnel files through OCR recognition includes:

[0056] Based on the OCR image and text detection model, obtain the historical personnel file data of the personnel to be audited and establish a special audit file database for the personnel to be audited;

[0057] Based on the special audit file database of the personnel to be audited, the personnel file fraud verification is carried out on the special audit file data to determine whether the special audit file data of the personnel to be audited is true. If not, it is determined that there is an abnormality. If so, it is determined that there is no abnormality;

[0058] If it is determined that there is no abnormality, a multi-dimensional review and analysis will be conducted on the special review file data of the person to be reviewed to evaluate the comprehensive score of the historical rank transfer of the person to be reviewed;

[0059] Determine whether the comprehensive score of the historical rank transfer of the person to be reviewed is within the standard range of the rank transfer. If so, it is determined that there is no abnormality; if not, it is determined that there is an abnormality.

[0060] This plan conducts a multi-dimensional analysis based on the historical personnel file data of the person to be reviewed, verifies the authenticity of the personnel file of the person to be reviewed, the requirements of the historical position, and whether the ability of the incumbent matches, and analyzes the rationality of the promotion path of the person to be reviewed in a multi-dimensional manner, reduces resume fraud, and maintains the fairness of promotion.

[0061] Reference Figure 2 As shown in the figure, based on the special review file database of the personnel to be reviewed, a multi-dimensional review and analysis is conducted on the special review file data to obtain the comprehensive score of the historical rank transfer of the personnel to be reviewed, which specifically includes:

[0062] Based on the special audit file database of the personnel to be audited, analyze the historical job demand indicators of the personnel to be audited in the special audit file data;

[0063] Based on the special audit file database of the personnel to be audited, analyze the ability indicators of the personnel to be audited in the special audit file data;

[0064] Analyze the matching degree between the historical job requirements of the personnel to be audited and their capabilities, and obtain the job matching coefficient of the personnel to be audited;

[0065] Based on the special review file database of personnel to be reviewed, the promotion avoidance violation status index of personnel to be reviewed in the special review file data is analyzed;

[0066] Based on the job matching coefficient of the person to be reviewed and the promotion avoidance violation status index of the person to be reviewed, calculate the comprehensive score of the historical job grade transfer of the person to be reviewed;

[0067] Among them, the position matching coefficient of the person to be reviewed is specifically:

[0068]

[0069] In the formula, V is the job matching coefficient of the person to be audited, G is the historical job demand index, P is the ability index of the person to be audited, and W is G is the weighted historical job demand index, W P is the weighted capability index of the personnel to be reviewed, max() is the maximum value function, min() is the minimum value function, γ is a weight factor.

[0070] The calculation of the comprehensive score of the historical rank transfer of the personnel to be reviewed is specifically as follows:

[0071] C=H·V

[0072] Where C is the comprehensive score of the historical job grade transfer of the person to be reviewed, H is the promotion avoidance violation status index of the person to be reviewed, and V is the position matching coefficient of the person to be reviewed.

[0073] This solution deeply mines the special review file database of the personnel to be reviewed, comprehensively evaluates the match between their historical job requirements and current capabilities, and simultaneously considers the avoidance and violation situations in the promotion process. Finally, the comprehensive score of the historical rank transfer of the personnel to be reviewed is calculated through the position matching coefficient and the avoidance and violation status index, providing core parameters for subsequent judgment of whether there are any abnormalities in the special review files.

[0074] Reference Figure 3 As shown, based on the special review file database of the personnel to be reviewed, the historical job position demand indicators of the personnel to be reviewed in the special review file data are analyzed, including:

[0075] Determine the target task requirement parameters of the historical position; the target task requirement parameters of the position include: reducing the number of poor people and increasing income levels;

[0076] According to the region where the historical position was held, several related factors that affect the completion of the target task in the region are determined and recorded as the characteristic parameters of the influencing factors of the target task;

[0077] Calculate the implementation difficulty of the target task based on the target task requirement parameters of the historical position and the characteristic parameters of the influencing factors of the target task;

[0078] Based on the target task requirement parameters of the historical positions and the implementation difficulty of the target tasks, calculate the historical positions demand index;

[0079] The calculation of historical job position demand index is specifically as follows:

[0080]

[0081] In the formula, G is the historical job demand index, S i is the required parameter of the i-th target task, F i is the implementation difficulty of the i-th target task, A j is the characteristic parameter of the jth influencing factor affecting the i-th target task, α is the difficulty factor, n is the total number of target tasks, and m is the total number of characteristic parameters of the influencing factors of the target tasks.

[0082] Reference Figure 4 As shown, based on the special audit file database of the personnel to be audited, the ability indicators of the personnel to be audited in the special audit file data are analyzed, including:

[0083] Based on the special audit file data of the person to be audited, determine the ability characteristic parameters of the person to be audited; the ability characteristic parameters of the person to be audited include: professional skills and work experience;

[0084] Assign weights to the capability characteristic parameters of the personnel to be audited based on their historical experience in the special audit file data;

[0085] Based on the weights assigned to the competence characteristic parameters of the personnel to be audited and the competence characteristic parameters of the personnel to be audited, the competence indicators of the personnel to be audited are calculated;

[0086] The specific calculation of the competence index of the personnel to be audited is:

[0087] P=β0+β1D1+β2D2+β k D k +...+β L D L

[0088] In the formula, P is the capability index of the person to be audited, D k is the kth capability characteristic parameter of the person to be audited, β0, β1, β2, β k , β L are all capability weight coefficients, and L is the total number of capability characteristic parameters.

[0089] This plan analyzes the special review file data of the personnel to be reviewed, extracts their ability characteristic parameters such as professional skills and work experience, and reasonably assigns weights to these ability characteristic parameters based on their historical resume and experience. By combining the weights and ability characteristic parameters, the ability indicators of the personnel to be reviewed are comprehensively calculated to objectively evaluate their professional ability level.

[0090] Reference Figure 5 As shown, based on the special review file database of the personnel to be reviewed, the promotion avoidance violation status index of the personnel to be reviewed in the special review file data is analyzed, which specifically includes:

[0091] Based on the historical level transfer records of the personnel to be reviewed in the special review archive database of the personnel to be reviewed, a relationship network map of the promotion voting personnel of the personnel to be reviewed is established;

[0092] According to the promotion avoidance violation rules, a violation score is assigned to the promotion voting personnel relationship network map of the person to be reviewed, and a promotion voting personnel relationship network score map of the person to be reviewed is obtained;

[0093] Through the normalization formula, the normalized score of the promotion voting personnel relationship network score map of the person to be reviewed is calculated to obtain the promotion avoidance violation status index of the person to be reviewed;

[0094] Among them, the promotion avoidance violation status index of the personnel to be reviewed is specifically:

[0095]

[0096] Where H is the promotion avoidance violation status index of the personnel to be reviewed, Vi′j′ is the jth score value of the i-th voter in the relationship network score map of the promotion voter of the person to be reviewed, max(V i′j′ ) is the maximum value of the jth score of the ith voter in the relationship network score map of the promotion voters of the candidate to be reviewed, min(V i′j′ ) is the minimum value of the j-th score of the ith voting personnel in the promotion voting personnel relationship network score map of the personnel to be reviewed.

[0097] It is understandable that through normalization, the complex scoring map is transformed into a unified and comparable violation status index to quantify the possible risk of avoidance violations in the promotion process of the personnel to be reviewed. This index not only reflects the compliance of the promotion process of the personnel to be reviewed, but also provides objective basis parameters for decision makers.

[0098] Furthermore, the method or system according to the embodiment of the present application can also be Figure 6 The electronic device architecture shown in FIG. Figure 6 As shown, the electronic device 500 may include a bus 501, one or more CPUs 502, a read-only memory (ROM) 503, a random access memory (RAM) 504, a communication port 505 connected to a network, an input / output component 506, a hard disk 507, etc. The storage device in the electronic device 500, such as the ROM 503 or the hard disk 507, may store an algorithm for performing personnel file review through OCR recognition provided by the present application.

[0099] Figure 7 Schematic diagram of a computer-readable storage medium structure provided by an embodiment of the present application. Figure 7 As shown, a computer-readable storage medium 600 according to an embodiment of the present application is shown. Computer-readable instructions are stored on the computer-readable storage medium 600. When the computer-readable instructions are executed by the processor, an algorithm for performing a special review of personnel files through OCR recognition according to an embodiment of the present application described with reference to the above figures can be executed. The storage medium 600 includes, but is not limited to, for example, volatile memory and / or non-volatile memory. Volatile memory may include, for example, random access memory (RAM) and cache memory (cache), etc. Non-volatile memory may include, for example, read-only memory (ROM), hard disk, flash memory, etc.

[0100] The above shows and describes the basic principles, main features and advantages of the present invention. Those skilled in the art should understand that the present invention is not limited to the above embodiments. The above embodiments and descriptions only describe the principles of the present invention. The present invention may be subject to various changes and improvements without departing from the spirit and scope of the present invention. These changes and improvements fall within the scope of the present invention to be protected. The scope of protection claimed by the present invention is defined by the attached claims and their equivalents.

Claims

1. An algorithm for conducting personnel file review through OCR recognition, characterized in that: include: Based on the OCR image and text detection model, obtain the historical personnel file data of the personnel to be audited and establish a special audit file database for the personnel to be audited; Based on the special audit file database of the personnel to be audited, the personnel file fraud verification is carried out on the special audit file data to determine whether the special audit file data of the personnel to be audited is true. If not, it is determined that there is an abnormality. If so, it is determined that there is no abnormality; If it is determined that there is no abnormality, a multi-dimensional review and analysis will be conducted on the special review file data of the person to be reviewed to evaluate the comprehensive score of the historical rank transfer of the person to be reviewed; Determine whether the comprehensive score of the historical rank transfer of the person to be reviewed is within the standard range of the rank transfer. If so, it is determined that there is no abnormality; if not, it is determined that there is an abnormality.

2. According to the algorithm for conducting special review of personnel files through OCR recognition according to claim 1, based on the special review file database of the personnel to be reviewed, a multi-dimensional review and analysis is performed on the special review file data to obtain the comprehensive score of the historical rank transfer of the personnel to be reviewed, which specifically includes: Based on the special audit file database of the personnel to be audited, analyze the historical job demand indicators of the personnel to be audited in the special audit file data; Based on the special audit file database of the personnel to be audited, analyze the ability indicators of the personnel to be audited in the special audit file data; Analyze the matching degree between the historical job requirements of the personnel to be audited and their capabilities, and obtain the job matching coefficient of the personnel to be audited; Based on the special review file database of personnel to be reviewed, the promotion avoidance violation status index of personnel to be reviewed in the special review file data is analyzed; Based on the position matching coefficient of the person to be reviewed and the promotion avoidance violation status index of the person to be reviewed, the comprehensive score of the historical job grade transfer of the person to be reviewed is calculated.

3. According to the algorithm for conducting personnel file review through OCR recognition according to claim 2, the position matching coefficient of the person to be reviewed is specifically: In the formula, V is the job matching coefficient of the person to be audited, G is the historical job demand index, P is the ability index of the person to be audited, and W is G is the weighted historical job demand index, W P is the weighted capability index of the personnel to be reviewed, max() is the maximum value function, min() is the minimum value function, γ is the weight factor; in, The calculation of the comprehensive score of the historical rank transfer of the personnel to be reviewed is as follows: C=H·V Where C is the comprehensive score of the historical job grade transfer of the person to be reviewed, H is the promotion avoidance violation status index of the person to be reviewed, and V is the position matching coefficient of the person to be reviewed.

4. According to claim 3, an algorithm for conducting special review of personnel files through OCR recognition is based on the special review file database of the personnel to be reviewed, and the historical job position demand indicators of the personnel to be reviewed in the special review file data are analyzed, which specifically include: Determine the target task requirement parameters for historical positions; The target task requirement parameters of the position include: reducing the number of poor people and increasing income levels; According to the region where the historical position was held, several related factors that affect the completion of the target task in the region are determined and recorded as the characteristic parameters of the influencing factors of the target task; Calculate the implementation difficulty of the target task based on the target task requirement parameters of the historical position and the characteristic parameters of the influencing factors of the target task; Based on the target task requirement parameters of the historical positions and the difficulty of implementing the target tasks, the historical position demand index is calculated.

5. According to the algorithm for conducting personnel file review through OCR recognition according to claim 4, the calculation of historical position demand index is specifically: In the formula, G is the historical job demand index, S i is the required parameter of the i-th target task, F i is the implementation difficulty of the i-th target task, A j is the characteristic parameter of the jth influencing factor affecting the i-th target task, α is the difficulty factor, n is the total number of target tasks, and m is the total number of characteristic parameters of the influencing factors of the target tasks.

6. According to claim 5, an algorithm for conducting special review of personnel files through OCR recognition is characterized in that, based on the special review file database of the personnel to be reviewed, analyzing the ability indicators of the personnel to be reviewed in the special review file data specifically includes: Determine the capability characteristic parameters of the personnel to be audited based on their special audit file data; The capability characteristic parameters of the personnel to be reviewed include: professional skills and work experience; Assign weights to the capability characteristic parameters of the personnel to be audited based on their historical experience in the special audit file data; Based on the weights assigned to the competence characteristic parameters of the personnel to be audited and the competence characteristic parameters of the personnel to be audited, the competence indicators of the personnel to be audited are calculated; The specific calculation of the competence index of the personnel to be audited is: P=β0+β1D1+β2D2+β k D k +...+b L D L In the formula, P is the capability index of the person to be audited, D k is the kth capability characteristic parameter of the person to be audited, β0, β1, β2, β k , β L are all capability weight coefficients, and L is the total number of capability characteristic parameters.

7. According to claim 6, an algorithm for conducting special review of personnel files through OCR recognition is characterized in that, based on the special review file database of the personnel to be reviewed, analyzing the promotion avoidance violation status index of the personnel to be reviewed in the special review file data specifically includes: Based on the historical level transfer records of the personnel to be reviewed in the special review archive database of the personnel to be reviewed, a relationship network map of the promotion voting personnel of the personnel to be reviewed is established; According to the promotion avoidance violation rules, a violation score is assigned to the promotion voting personnel relationship network map of the person to be reviewed, and a promotion voting personnel relationship network score map of the person to be reviewed is obtained; Through the normalization formula, the normalized score of the promotion voting personnel relationship network score map of the person to be reviewed is calculated to obtain the promotion avoidance violation status index of the person to be reviewed; Among them, the promotion avoidance violation status index of the personnel to be reviewed is specifically: Where H is the promotion avoidance violation status index of the personnel to be reviewed, V i′j′ is the jth score value of the i-th voter in the relationship network score map of the promotion voter of the person to be reviewed, max(V i′j′ ) is the maximum value of the jth score of the ith voter in the relationship network score map of the promotion voters of the candidate to be reviewed, min(V i′j′ ) is the minimum value of the j-th score of the ith voting personnel in the promotion voting personnel relationship network score map of the personnel to be reviewed.

8. An electronic device, characterized in that: include: 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 execute an algorithm for performing special review of personnel files through OCR recognition as described in any one of claims 1-7.

9. A computer-readable storage medium storing a computer program, characterized in that: When the computer program is executed by a processor, an algorithm for conducting a special review of personnel files through OCR recognition as described in any one of claims 1 to 7 is implemented.

Images