Human resource management authority control system and method thereof
Through the human resource management authority control system, the hospital's job search process is optimized, the problems of cumbersome job search process and uncertainty in traditional human resource management are solved, efficient and stable talent screening and interview process are achieved, and labor costs are reduced. Increased admission rate and hospital favorability.
Patent Information
- Application Number
- CN202411139562.4
- Authority / Receiving Office
- CN · China
- Patent Type
- Applications(China)
- Current Assignee / Owner
- Filing Date
- 2024-08-20
- Publication Date
- 2024-12-13
AI Technical Summary
Traditional human resource management has problems such as malicious resume submission, cumbersome job search process, high labor intensity, and high interview uncertainty in hospitals, resulting in low entry rate and reduced hospital favorability.
A human resource management authority control system was designed to obtain the job seeker's resume, perform resume screening, preliminary interview, feature information extraction, entry willingness screening, interview time matching and interview information push, combined with mobile guidance, optimize job search process and reduce human Factor interference.
Systematized and standardized talent screening has been achieved, the workload of HR has been reduced, the stability and accuracy of interviews has been improved, labor costs have been reduced, and the appropriate talent introduction in the hospital has been ensured.
Smart Images
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Abstract
Description
Technical Field
[0001] The present invention relates to the field of human resource management, and in particular to a human resource management authority control system and method thereof. Background Art
[0002] Talent development is a key link and an important driver for the high-quality development of hospitals. Traditional effective human resource management is highly dependent on the experience and capabilities of hospital human resource personnel. However, with the continuous development of hospital scale and the increasing demand for talent introduction, the workload and difficulty of human resource management have also greatly increased. Simply relying on manual human resource management is difficult to meet the needs of hospitals.
[0003] Many job seekers choose to apply for jobs through recruitment websites. During the job search process, they upload their resumes to the recruitment websites for hospitals with recruitment needs to view.
[0004] In the process of recruiting personnel, the existing human resources face many situations of malicious resume submission, which need to be repeatedly screened by the human resources department. At the same time, there are many intermediate links involved in the process from submitting resumes to entering the interview. The process is cumbersome and the labor intensity of the human resources department is high. In addition, there are many uncertainties before the interview begins, which can easily lead to unsuccessful interviews for potential job seekers, thereby reducing their favorability towards the hospital and affecting the subsequent employment rate.
[0005] Therefore, it is necessary to provide a human resource management authority control system and method thereof to solve the above technical problems. Summary of the invention
[0006] The present invention provides a human resource management authority control system and method thereof, which can effectively avoid the problems involved in the background technology.
[0007] The main steps include:
[0008] S1: Obtain the resumes submitted by job seekers, screen the resumes submitted by job seekers, enter the resumes into the hospital human resources management system after the resume screening, conduct preliminary interviews with job seekers from the recruitment end based on the resumes, and extract key feature information of each job seeker after the preliminary interviews;
[0009] S2: Determine the degree of willingness of each job seeker to join the company based on the key characteristics of each job seeker, and screen out job seekers who are not matched or have low willingness to join the company;
[0010] S3: Obtaining the application information of the job seekers after screening, matching the suitable job seekers according to the different talent needs of the hospital, selecting the appropriate interview time, generating interview information according to the invited interview time, and delivering the interview information to the job seekers and interviewers;
[0011] S4: Conducting mobile guidance for the interviewer who has successfully arrived, so that the interviewer can enter the conference room for the interview, thereby facilitating a successful interview.
[0012] Preferably, the resume screening of the resumes submitted by job seekers specifically includes: whether the age of the job seeker, the education background of the job seeker, the job title of the job seeker, the major of the job seeker and the work experience of the job seeker meet the requirements of the hospital.
[0013] Preferably, the preliminary visit to the job seekers from the recruitment end based on their resumes specifically includes: obtaining each job seeker's response to the interview invitation information, and determining whether the job seeker agrees to the interview; if it is determined that the job seeker agrees to the interview, obtaining preliminary communication data between the recruitment end and the job seeker, and the preliminary communication data includes: interaction records and interview question answer results.
[0014] Preferably, the key characteristic information of the job seeker includes the job seeker's resignation status, the job seeker's current workplace, etc.
[0015] Preferably, the matching of the appropriate interview time specifically includes: determining whether the number of people who have passed the interview currently exceeds the threshold number of people who can be interviewed on the day; if not, arranging the time for the job seekers who have passed the interview in order of priority; if exceeded, postponing the interview to the next day.
[0016] Preferably, matching a suitable interview time also includes: understanding the usage of the conference room on that day; if the conference room is not occupied, arranging the time for the job seekers who have passed the interview in order of priority; if the conference room is occupied, the job seekers' interview time will be modified and notified in advance before that period, and will be postponed to the next day after the conference room is used up; if the conference room cannot meet the needs of subsequent job seekers for interviews on that day, it will be postponed to the next day.
[0017] Preferably, the interview information includes the job applicant's name, contact information, ID number, photo, and scheduled interview time.
[0018] Preferably, S3 also includes obtaining the attendance status of the interviewer on that day, and if the interviewer on that day is absent, notifying the alternative interviewer to conduct the interview.
[0019] A human resource management authority control system, comprising:
[0020] Acquisition module: used to obtain resumes submitted by job seekers and screen the resumes submitted by job seekers;
[0021] Preliminary interview module: Conduct preliminary interviews with job seekers from the recruitment side based on their resumes;
[0022] Feature extraction module: After the initial interview, extract the key feature information of each job applicant;
[0023] Screening module: Screen out job seekers who are not a good match or have low willingness to join the company;
[0024] Matching module: Match the appropriate interview time and generate interview information based on the invited interview time;
[0025] Delivery module: delivering the interview information to job seekers and interviewers;
[0026] Guidance module: Provides mobile guidance to interviewees who have successfully arrived, so that they can enter the meeting room for the interview.
[0027] Preferably, it also includes an encryption module, which is used to encrypt and store the job application resume.
[0028] Compared with the related art, the human resource management authority control system and method provided by the present invention have the following beneficial effects:
[0029] The present invention provides a human resource management authority control system and method thereof, which can systematically, normatively and standardizedly obtain key information such as the ability, quality, and position adaptability of applicants, help hospital human resource management personnel to efficiently screen talents, minimize the adverse effects of human factors on the hospital's talent introduction work, greatly reduce the workload of HR, and set multi-level resume screening standards, with high resume screening accuracy, reduce labor costs, ensure the stability of interviews, enable interviews to proceed smoothly, and ensure that hospitals can more accurately obtain the required talents. BRIEF DESCRIPTION OF THE DRAWINGS
[0030] Figure 1 A flow chart of a preferred embodiment of the human resource management authority control method provided by the present invention;
[0031] Figure 2 This is a structural block diagram of the human resource management authority control system provided by the present invention. DETAILED DESCRIPTION
[0032] The present invention will be further described below in conjunction with the accompanying drawings and implementation modes.
[0033] Please refer to Figure 1 , Figure 2 ,in, Figure 1 A flow chart of a preferred embodiment of the human resource management authority control method provided by the present invention; Figure 2 The structure diagram of the human resource management authority control system provided by the present invention. The human resource management authority control method comprises the following steps:
[0034] S1: Obtain the resumes submitted by job seekers, screen the resumes submitted by job seekers, enter the resumes into the hospital human resources management system after the resume screening, conduct preliminary interviews with job seekers from the recruitment end based on the resumes, and extract key feature information of each job seeker after the preliminary interviews;
[0035] S2: Determine the degree of willingness of each job seeker to join the company based on the key characteristics of each job seeker, and screen out job seekers who are not matched or have low willingness to join the company;
[0036] S3: Obtaining the application information of the job seekers after screening, matching the suitable job seekers according to the different talent needs of the hospital, selecting the appropriate interview time, generating interview information according to the invited interview time, and delivering the interview information to the job seekers and interviewers;
[0037] S4: Conducting mobile guidance for the interviewer who has successfully arrived, so that the interviewer can enter the conference room for the interview, thereby facilitating a successful interview.
[0038] The resume screening of the resumes submitted by job seekers specifically includes: whether the job seeker's education background, age, job seeker's title, major and work experience meet the requirements.
[0039] In this embodiment, the job seeker's academic qualifications can be directly matched with the minimum academic qualifications set by the hospital. If they are not met, they do not meet the requirements and are directly screened out;
[0040] In this embodiment, the age of the job seeker can be directly matched with the age range required by the hospital. If the age of the job seeker is not within the range, the job seeker is directly screened out;
[0041] In this embodiment, the job applicant's job title can be directly matched with the job title range required by the hospital. If the job applicant's job title does not meet the requirements, it does not meet the requirements and is directly screened out;
[0042] In this embodiment, the job seeker's major matching rule is: keyword splitting is performed according to the job seeker's major. For example, if a job seeker fills in the major name "burn plastic surgery and beauty" on his resume, the phrases that can be split are "burn", "plastic surgery", "beauty", etc. If they can match two professional tags in the professional tag group, then they meet the requirements;
[0043] In this embodiment, the job applicant's work experience matching rule is as follows: keyword capture is performed based on the job applicant's work experience description. For example, "working in a xxx Class III Class A comprehensive hospital engaged in respiratory and critical care related work", only the keywords "Class III Class A", "respiratory", and "critical care" need to be captured for matching.
[0044] In this embodiment, a specific database is provided, which contains the minimum threshold for recruitment, including: minimum educational requirements, age range, professional title range, sub-professional range and other keywords.
[0045] The preliminary visit to the job seekers from the recruitment end based on the resume specifically includes: obtaining each job seeker's response to the interview invitation information and judging whether the job seeker agrees to the interview; if it is determined that the job seeker agrees to the interview, obtaining preliminary communication data between the recruitment end and the job seeker, the preliminary communication data including: interaction records and interview question answer results.
[0046] In this embodiment, both the interaction record and the interview questions are within the scope of assessment for the preliminary interview. The interaction record assesses the job-seeking attitude of the job seeker, and the interview questions assess the professional ability of the job seeker. The job seeker is judged based on the two assessments, and those who fail the interview questions or do not meet the requirements will not be invited for an interview.
[0047] The key characteristic information of the job seeker includes the job seeker's resignation status and the job seeker's address.
[0048] In this embodiment, the job seeker's resignation status can filter out some unfriendly job seekers who have not resigned and choose to change jobs, and the job seeker's address can filter out some job seekers who are too far away and have no strong intention.
[0049] The matching of the appropriate interview time specifically includes: determining whether the number of people who have passed the interview currently exceeds the threshold of the number of people who can be interviewed on the day; if not, arranging the time for the job seekers who have passed the interview in order of priority; if exceeded, postponing the interview to the next day.
[0050] The matching of a suitable interview time also includes: understanding the usage of the conference room on that day. If the conference room is not occupied, scheduling the time for the qualified job seekers in order of priority. If the conference room is occupied, the job seekers' interview time will be modified and notified in advance before that period, and will be postponed after the conference room is used up. If subsequent job seekers are unable to be interviewed on that day, it will be postponed to the next day.
[0051] The interview information includes the job applicant's name, contact information, ID number, photo and invited interview time.
[0052] The S3 also includes obtaining the attendance status of the interviewer on that day. If the interviewer on that day is absent, the alternate interviewer is notified to conduct the interview.
[0053] In this embodiment, obtaining the attendance status of the interviewer can prevent the absence of the interviewer, avoid the job seeker from coming to the interview and not being able to have a smooth interview, prevent the job seeker from having negative emotions, and improve the job seeker's good impression of the hospital.
[0054] A human resource management authority control system, comprising:
[0055] Acquisition module: used to obtain resumes submitted by job seekers and screen the resumes submitted by job seekers;
[0056] Preliminary interview module: Conduct preliminary interviews with job seekers from the recruitment side based on their resumes;
[0057] Feature extraction module: After the initial interview, extract the key feature information of each job applicant;
[0058] Screening module: Screen out job seekers who are not a good match or have low willingness to join the company;
[0059] Matching module: Match the appropriate interview time and generate interview information based on the invited interview time;
[0060] Delivery module: delivering the interview information to job seekers and interviewers;
[0061] Guidance module: Provides mobile guidance to interviewees who have successfully arrived, so that they can enter the meeting room for the interview.
[0062] It also includes an encryption module, which is used to encrypt and store job resumes.
[0063] In this embodiment, a monitoring module may also be included to monitor the usage status of the conference room. If the conference room is needed on the same day, it is necessary to report it one day in advance, and the monitoring module transmits the information to the matching module to regenerate a new interview time to avoid conflicts with the invitation interview.
[0064] The working principle of the human resource management authority control method provided by the present invention is as follows:
[0065] First, the resumes submitted by job seekers are obtained, and the resumes submitted by job seekers are screened. After the resumes are screened, they are entered into the hospital human resources management system, and preliminary interviews are conducted with job seekers from the recruitment end based on their resumes. After the preliminary interviews, the key feature information of each job seeker is extracted; then, based on the key feature information of each job seeker, the degree of willingness to join the job is determined for each job seeker, and job seekers who do not match or have a weak willingness to join the job are screened out; then, the application information of the screened job seekers is obtained, and the appropriate interview time is matched. According to the invited interview time, interview information is generated, and the interview information is delivered to the job seeker and the interviewer; finally, the interviewees who have successfully visited are guided to move so that they can enter the meeting room for the interview.
[0066] Compared with the related art, the human resource management authority control system and method provided by the present invention have the following beneficial effects:
[0067] The present invention can systematically, normatively and standardly obtain key information such as the ability, quality, and position adaptability of applicants, help hospital human resource management personnel to efficiently screen talents, minimize the adverse effects of human factors on the hospital's talent introduction work, greatly reduce the workload of HR, and set up multi-level resume screening standards. The resume screening has high accuracy, reduces the hospital's labor costs, ensures the stability of the interview, and enables the interview to proceed smoothly, which is conducive to the hospital's recruitment of suitable talents.
[0068] The above descriptions are merely embodiments of the present invention and are not intended to limit the patent scope of the present invention. Any equivalent structure or equivalent process transformation made using the contents of the present invention specification and drawings, or directly or indirectly applied in other related technical fields, are also included in the patent protection scope of the present invention.
Claims
1. A method for controlling human resource management authority, comprising the following steps: S1: Obtain the resumes submitted by job seekers, screen the resumes submitted by job seekers, enter the resumes into the hospital human resources management system after the resume screening, conduct preliminary interviews with job seekers from the recruitment end based on the resumes, and extract key feature information of each job seeker after the preliminary interviews; S2: Determine the degree of willingness of each job seeker to join the company based on the key characteristics of each job seeker, and screen out job seekers who are not matched or have low willingness to join the company; S3: Obtaining the application information of the job seekers after screening, matching the suitable job seekers according to the different talent needs of the hospital, selecting the appropriate interview time, generating interview information according to the invited interview time, and delivering the interview information to the job seekers and interviewers; S4: Conducting mobile guidance for the interviewer who has successfully arrived, so that the interviewer can enter the conference room for the interview, thereby facilitating a successful interview.
2. The human resource management authority control method according to claim 1 is characterized in that: The resume screening of the resumes submitted by job seekers specifically includes: whether the age, education level, job title, major and work experience of the job seeker meet the hospital requirements.
3. The human resource management authority control method according to claim 1 is characterized in that: The preliminary visit to the job seekers from the recruitment end based on the resume specifically includes: obtaining each job seeker's response to the interview invitation information and judging whether the job seeker agrees to the interview; if it is determined that the job seeker agrees to the interview, obtaining preliminary communication data between the recruitment end and the job seeker, the preliminary communication data including: interaction records and interview question answer results.
4. The human resource management authority control method according to claim 1 is characterized in that: The key characteristic information of the job seeker includes the job seeker's resignation status, the job seeker's current work and living place, etc.
5. The human resource management authority control method according to claim 1 is characterized in that: The matching of the appropriate interview time specifically includes: determining whether the number of people who have passed the interview currently exceeds the threshold of the number of people who can be interviewed on the day; if not, arranging the time for the job seekers who have passed the interview in order of priority; if exceeded, postponing the interview to the next day.
6. The human resource management authority control method according to claim 5 is characterized in that: The matching of a suitable interview time also includes: understanding the usage of the conference room on that day. If the conference room is not occupied, scheduling the time for the qualified job seekers in order of priority. If the conference room is occupied, the job seekers' interview time will be modified and notified in advance before that period, and will be postponed after the conference room is used up. If subsequent job seekers are unable to be interviewed on that day, it will be postponed to the next day.
7. The human resource management authority control method according to claim 1 is characterized in that: The interview information includes the job applicant's name, contact information, ID number, photo and invited interview time.
8. The human resource management authority control method according to claim 1 is characterized in that: The S3 also includes obtaining the attendance status of the interviewer on that day. If the interviewer on that day is absent, the alternate interviewer is notified to conduct the interview.
9. A human resource management authority control system, characterized in that: include: Acquisition module: used to obtain resumes submitted by job seekers and screen the resumes submitted by job seekers; Preliminary interview module: Conduct preliminary interviews with job seekers from the recruitment side based on their resumes; Feature extraction module: After the initial interview, extract the key feature information of each job applicant; Screening module: Screen out job seekers who are not a good match or have low willingness to join the company; Matching module: Match the appropriate interview time and generate interview information based on the invited interview time; Delivery module: delivering the interview information to job seekers and interviewers; Guidance module: Provides mobile guidance to interviewees who have successfully arrived, so that they can enter the meeting room for the interview.
10. The human resource management authority control system according to claim 9 is characterized in that: It also includes an encryption module, which is used to encrypt and store job resumes.