Multi-dimensional standard-oriented talent resource information management platform and method

Abstract

The invention provides a talent resource information management platform and method oriented to a multi-dimensional standard, and relates to the technical field of resource information management, and the method comprises the steps: receiving multi-source talent data through multiple data sources; performing talent resource evaluation on the multi-source talent data according to the evaluation dimension of the talent, and constructing a talent stereo map; performing intelligent feature analysis based on the talent stereo map to generate a comprehensive evaluation score; performing personalized talent recommendation according to the comprehensive evaluation score to obtain a comprehensive recommendation result; and carrying out dynamic visualization on the comprehensive recommendation result, and carrying out interactive management. According to the method and the device, the technical problem that effective integration of talents and team cooperation efficiency are further influenced due to lack of comprehensive consideration of multi-dimensional features in candidate evaluation in the prior art can be solved, and the technical goal of performing multi-dimensional feature comprehensive evaluation on candidates is achieved; the technical effect of improving the talent matching degree and the team cooperation efficiency is achieved.

Description

Technical Field

[0001] The present application relates to the technical field of resource information management, and in particular to a talent resource information management platform and method oriented to multi-dimensional standards. Background Art

[0002] In modern enterprises, the effectiveness of talent recruitment and management directly affects the overall performance and competitiveness of the organization. With the rapid development of the economy and the intensification of market competition, enterprises are increasingly in need of high-quality talents. However, existing talent recruitment and assessment technologies have many defects in practical applications, which makes enterprises face difficulties in talent selection and management.

[0003] At present, existing technologies often lack comprehensive consideration of multi-dimensional characteristics in the candidate evaluation process. Most current assessment tools focus on the two dimensions of skills and experience, while the assessment of soft factors such as cultural adaptation and psychological quality is often ignored. This one-sided assessment method may result in the recommended talents being able to meet the job requirements in terms of skills, but unable to integrate into the corporate culture, which in turn affects the team's collaborative efficiency and overall work atmosphere. For example, some companies failed to effectively assess the emotional intelligence and communication skills of candidates during the interview process, resulting in friction within the team and affecting work progress.

[0004] To sum up, the existing technology lacks comprehensive consideration of multi-dimensional characteristics in candidate evaluation, resulting in insufficient evaluation of soft factors such as cultural adaptation and psychological quality, which further affects the effective integration of talents and team collaboration efficiency. This one-sided recruitment and evaluation method not only misses out on outstanding talents with potential, but also causes friction within the team and reduces work efficiency, thus affecting the overall competitiveness and development potential of the enterprise. Summary of the invention

[0005] The purpose of this application is to provide a talent resource information management platform and method oriented to multi-dimensional standards, in order to solve the existing technical problems that the lack of comprehensive consideration of multi-dimensional characteristics in candidate evaluation leads to insufficient evaluation of soft factors such as cultural adaptation and psychological quality, further affecting the effective integration of talents and team collaboration efficiency. This one-sided recruitment and evaluation method not only misses out on outstanding talents with potential, but also causes friction within the team and reduces work efficiency, thereby affecting the overall competitiveness and development potential of the enterprise.

[0006] In view of the above problems, this application provides a talent resource information management platform and method oriented to multi-dimensional standards.

[0007] In the first aspect, the present application provides a talent resource information management platform for multi-dimensional standards, including: a multi-source talent data receiving module, the multi-source talent data receiving module is used to receive multi-source talent data through multiple data sources, the multiple data sources include recruitment websites, social media, industry forums and training platforms; a talent three-dimensional map construction module, the talent three-dimensional map construction module is used to perform talent resource evaluation on the multi-source talent data according to the talent evaluation dimensions, and construct a talent three-dimensional map, the evaluation dimensions include skills, experience, cultural adaptation and psychological quality; a comprehensive evaluation score generation module, the comprehensive evaluation score generation module is used to perform intelligent feature analysis based on the talent three-dimensional map to generate a comprehensive evaluation score; a comprehensive recommendation result acquisition module, the comprehensive recommendation result acquisition module is used to perform personalized talent recommendation based on the comprehensive evaluation score and obtain a comprehensive recommendation result; a visualization and interactive management module, the visualization and interactive management module is used to dynamically visualize the comprehensive recommendation results and perform interactive management.

[0008] Optionally, the talent resource assessment is performed on the multi-source talent data according to the talent assessment dimension to construct a three-dimensional talent map, including: identifying talents on the multi-source talent data to obtain experience descriptions and achievement descriptions; performing interactive content analysis on the multi-source talent data to determine talent styles and personal values; performing ability test simulation on the multi-source talent data to generate ability assessment results, the ability assessment results including psychological quality assessment results, leadership assessment results and teamwork ability assessment results; combining the experience descriptions and achievement descriptions, the talent style and personal values, and the ability assessment results to construct the three-dimensional talent map.

[0009] Optionally, the intelligent feature analysis based on the talent stereogram is performed to generate a comprehensive evaluation score, including: establishing a comprehensive scoring model based on personal feature samples and evaluation score samples; extracting keywords from the talent stereogram to obtain personal features; inputting the personal features into the comprehensive scoring model to quantify multi-dimensional features to generate the comprehensive evaluation score.

[0010] Optionally, performing personalized talent recommendations based on the comprehensive evaluation scores to obtain comprehensive recommendation results includes: extracting job requirements and corporate culture to perform suitability analysis on the personal characteristics to obtain talent suitability; if the talent suitability meets a suitability recommendation threshold, adding the candidate corresponding to the personal characteristics to the comprehensive recommendation results.

[0011] Optionally, the dynamic visualization of the comprehensive recommendation result includes: building a talent management dashboard through the comprehensive recommendation result; updating the multi-source talent data in real time, and updating the comprehensive recommendation result to obtain a visualization result.

[0012] Optionally, the interactive management includes: simulating the impact of talent combinations on team performance based on the comprehensive recommendation results to generate interactive analysis results; performing profit-oriented management of the impact on team performance through the interactive analysis results, and obtaining interactive management results and feeding them back to the comprehensive recommendation results.

[0013] Optionally, it also includes: monitoring candidate performance according to the comprehensive recommendation results to obtain feedback information; evaluating the effectiveness of talent recommendation according to the feedback information to generate effectiveness evaluation results; adjusting the evaluation dimensions according to the effectiveness evaluation results and feeding back to the construction results of the three-dimensional talent map.

[0014] On the second aspect, the present application also provides a talent resource information management method for multi-dimensional standards, including: receiving multi-source talent data through multiple data sources, the multiple data sources including recruitment websites, social media, industry forums and training platforms; conducting talent resource evaluation on the multi-source talent data according to talent evaluation dimensions, and constructing a three-dimensional talent map, the evaluation dimensions including skills, experience, cultural adaptation and psychological quality; conducting intelligent feature analysis based on the three-dimensional talent map to generate a comprehensive evaluation score; conducting personalized talent recommendations based on the comprehensive evaluation scores to obtain comprehensive recommendation results; dynamically visualizing the comprehensive recommendation results and performing interactive management.

[0015] One or more technical solutions provided in this application have at least the following technical effects or advantages: Receive multi-source talent data through multi-data sources, and the multi-source data sources include recruitment websites, social media, industry forums and training platforms; conduct talent resource assessment on the multi-source talent data according to talent assessment dimensions to construct a three-dimensional talent map, and the assessment dimensions include skills, experience, cultural adaptation and psychological quality; conduct intelligent feature analysis based on the three-dimensional talent map to generate a comprehensive assessment score; conduct personalized talent recommendation based on the comprehensive assessment score to obtain a comprehensive recommendation result; dynamically visualize the comprehensive recommendation result and interactively manage it, that is, by identifying the potential advantages and adaptability of candidates, ensure that the recommended talents can be consistent with job requirements and corporate culture in various dimensions, and ultimately achieve not only evaluating candidates in terms of skills and experience, but also deeply analyzing their soft factors such as cultural adaptation, psychological quality, communication skills and emotional intelligence, so as to help companies continue to track the performance of candidates after recruitment and adjust talent management strategies in a timely manner, thereby further enhancing the overall cohesion and work efficiency of the team, and ultimately creating greater value for the company.

[0016] The above description is only an overview of the technical solution of the present application. In order to more clearly understand the technical means of the present application, it can be implemented according to the contents of the specification, and in order to make the above and other purposes, features and advantages of the present application more obvious and easy to understand, the specific implementation methods of the present application are specifically cited below. It should be understood that the content described in this section is not intended to identify the key or important features of the embodiments of the present application, nor is it intended to limit the scope of the present application. Other features of the present application will become easy to understand through the following description. BRIEF DESCRIPTION OF THE DRAWINGS

[0017] In order to more clearly illustrate the technical solutions in the present application or 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 in the following description are only exemplary, and for ordinary technicians in this field, other drawings can be obtained based on the provided drawings without paying any creative work.

[0018] Figure 1 This is a schematic diagram of the structure of the talent resource information management platform for multi-dimensional standards in this application; Figure 2 This is a flowchart of the talent resource information management method for multi-dimensional standards in this application.

[0019] Description of reference numerals: Multi-source talent data receiving module 11, talent three-dimensional map building module 12, comprehensive evaluation score generating module 13, comprehensive recommendation result obtaining module 14, visualization and interactive management module 15. DETAILED DESCRIPTION

[0020] This application provides a talent resource information management platform and method for multi-dimensional standards, which solves the existing technical problems that the lack of comprehensive consideration of multi-dimensional characteristics in candidate evaluation leads to insufficient evaluation of soft factors such as cultural adaptation and psychological quality, further affecting the effective integration of talents and team collaboration efficiency. This one-sided recruitment and evaluation method not only misses outstanding talents with potential, but also causes friction and reduced work efficiency within the team, thus affecting the overall competitiveness and development potential of the enterprise. The technical goal of comprehensive evaluation of multi-dimensional characteristics of candidates is achieved, and the technical effect of improving talent matching and team collaboration efficiency is achieved.

[0021] Below, the technical solutions in the present application will be clearly and completely described with reference to the accompanying drawings. Obviously, the described embodiments are only part of the embodiments of the present application, rather than all of the embodiments of the present application. It should be understood that the present application is not limited to the example embodiments described herein. Based on the embodiments of the present application, all other embodiments obtained by ordinary technicians in this field without creative work are within the scope of protection of the present application. It should also be noted that, for the convenience of description, only the parts related to the present application are shown in the accompanying drawings, rather than all of them.

[0022] For example, please refer to the attached Figure 1 , this application provides a talent resource information management platform oriented to multi-dimensional standards, specifically including: The multi-source talent data receiving module 11 is used to receive multi-source talent data through multiple data sources, and the multiple data sources include recruitment websites, social media, industry forums and training platforms.

[0023] Specifically, multi-source talent data is received through multiple data sources, that is, information is obtained from multiple channels to enrich candidate profiles. For example, the candidate's work experience and skills are obtained through recruitment websites, such as three years of project management experience and six professional certifications; while social media can reflect the candidate's communication style and interpersonal network, such as showing the candidate's interaction with 100 professionals in the industry. Then, industry forums can provide information about the candidate's contributions and discussions in specific fields, for example, the candidate participated in five technical discussion groups, and the training platform shows the online courses completed by the candidate, such as a 90-point pass rate for data analysis courses. Comprehensive and in-depth multi-source talent data is formed by integrating data from different sources.

[0024] The talent stereogram construction module 12 is used to conduct talent resource evaluation on the multi-source talent data according to talent evaluation dimensions to construct a talent stereogram, wherein the evaluation dimensions include skills, experience, cultural adaptation and psychological quality.

[0025] Specifically, talent resource evaluation is conducted on multi-source talent data according to the talent evaluation dimensions to construct a three-dimensional talent map. Among them, the evaluation dimension refers to the different aspects used to comprehensively analyze candidates. First, the skill dimension includes the candidate's professional skills and soft skills. For example, a software engineer has the programming ability of programming tools and has served as a coordinator in the team. Next, the experience dimension emphasizes the candidate's work experience and project management ability. For example, the candidate has successfully managed three large projects in the past five years, with a project success rate of 90%. In addition, cultural fit evaluates the candidate's fit with the company culture. For example, a candidate shows an emphasis on teamwork, which is consistent with the company's emphasis on "win-win cooperation". Finally, the psychological quality dimension judges the candidate's adaptability by evaluating his performance under pressure. For example, the candidate showed good emotional management ability in the simulation test and scored 80 points. Through the comprehensive evaluation of the evaluation dimensions, a three-dimensional talent map is constructed, thereby providing data support and reference basis for recruitment decisions.

[0026] The comprehensive evaluation score generating module 13 is used to perform intelligent feature analysis based on the talent stereogram to generate a comprehensive evaluation score.

[0027] Specifically, intelligent feature analysis is performed based on the three-dimensional talent map to generate a comprehensive evaluation score. For example, based on the specific excellence of the candidate's skills, the skill score is 85 points, based on the specific excellence of the candidate's experience, the skill score is 90 points, and the comprehensive evaluation score is obtained by combining the scores of cultural adaptation and psychological quality. For example, by taking a weighted average of the scores of all dimensions, a comprehensive evaluation score is finally generated. Assuming the result is 88 points, it provides an important reference for recruitment decisions, thereby helping companies quickly find the most suitable talents.

[0028] The comprehensive recommendation result acquisition module 14 is used to make personalized talent recommendations based on the comprehensive evaluation scores and obtain comprehensive recommendation results.

[0029] Specifically, personalized talent recommendations are made based on comprehensive evaluation scores, that is, by analyzing the multi-dimensional characteristics of candidates to generate quantitative values ​​and obtain comprehensive recommendation results to reflect their overall suitability. For example, the candidates scored 85, 90 and 88 points in skills, experience and cultural fit respectively, and the final calculated comprehensive evaluation score was 88 points. When making personalized talent recommendations, based on these scores, candidates with higher comprehensive evaluation scores are recommended first to ensure the accuracy and suitability of the recommendations. If the recommendation standard set is that the comprehensive evaluation score is above 85 points, Candidate A's score of 88 points and Candidate B's score of 87 points will be included in the comprehensive recommendation results, thereby providing recruiters with a clear recommendation list to help find suitable candidates faster, and then more efficiently screen out talents that meet their needs, thereby improving the success rate of recruitment.

[0030] The visualization and interactive management module 15 is used to dynamically visualize the comprehensive recommendation results and perform interactive management.

[0031] Specifically, the comprehensive evaluation scores, suitability and other key features of candidates are displayed in the form of charts, dashboards, etc., so that recruiters can monitor and analyze in real time. For example, the comprehensive evaluation scores of candidates may be displayed through bar charts, and bars of different colors can represent different suitability, such as green for high suitability (above 90 points), and red for low suitability (below 70 points). Then, recruiters can interact with the visualization results, adjust the view or filter specific data, such as clicking on a candidate's bar chart to view its detailed background information and characteristics, so as to make more accurate decisions. If the candidate's suitability changes significantly over different time periods, recruiters can quickly identify and make corresponding adjustments, which not only improves the readability of the data, but also enhances the flexibility of management, making the recruitment process more efficient and scientific.

[0032] The talent resource information management platform oriented to multi-dimensional standards can achieve the technical goal of comprehensively evaluating the multi-dimensional characteristics of candidates, and achieve the technical effect of improving talent matching and team collaboration efficiency.

[0033] Furthermore, the present application also includes: Perform talent identification on the multi-source talent data to obtain experience descriptions and achievement descriptions; perform interactive content analysis on the multi-source talent data to determine talent style and personal values; perform ability test simulation on the multi-source talent data to generate ability assessment results, which include psychological quality assessment results, leadership assessment results and teamwork ability assessment results; combine the experience descriptions and achievement descriptions, the talent style and personal values, and the ability assessment results to construct the talent three-dimensional map.

[0034] Specifically, talent identification is performed on multi-source talent data, that is, analyzing the resumes and other materials provided by candidates to obtain descriptions of experience and achievements, so as to extract their work experience and achievements. For example, a candidate mentioned in his resume that he worked as a project manager in a technology company and successfully led a two-year project that increased the company's revenue by 20%. This description can clearly understand the candidate's professional background and actual contributions.

[0035] Next, we conduct interactive content analysis on multi-source talent data, that is, by analyzing the candidates' speeches on social media or professional forums, we can determine the talent style and personal values ​​and evaluate the candidates' communication style and values. For example, if a candidate actively shares successful stories of teamwork on social media, it shows that the candidate values ​​collaboration and common growth, and the recruiter can better judge the match between the candidate and the corporate culture.

[0036] Then, we simulated the ability test of multi-source talent data, that is, we quantitatively evaluated the various abilities of candidates through online tests, generated ability evaluation results, and provided strong support for recruitment decisions. Among them, the ability evaluation results include psychological quality evaluation results, leadership evaluation results, and teamwork ability evaluation results. For example, a candidate scored 85 points in the psychological quality test, showing strong stress resistance, and received an "excellent" rating in the leadership evaluation.

[0037] Finally, by combining the experience description with the achievement description, the talent style and personal values, and the ability assessment results, a three-dimensional talent map can be constructed to clearly present the candidate's strengths and suitability. For example, a candidate may have excellent work experience, a positive attitude in teamwork, and a high score in the ability assessment, which together constitute the candidate's three-dimensional talent map.

[0038] By identifying and analyzing multi-source talent data, we can fully understand the candidate's experience, values ​​and abilities, and then build a detailed three-dimensional talent map, which not only helps recruiters make wise decisions, but also improves the accuracy of talent matching.

[0039] Furthermore, the present application also includes: A comprehensive scoring model is established based on personal feature samples and evaluation score samples; keywords are extracted from the three-dimensional talent map to obtain personal features; the personal features are input into the comprehensive scoring model to quantify multi-dimensional features and generate the comprehensive evaluation score.

[0040] Specifically, a comprehensive scoring model is established based on individual characteristic samples and evaluation score samples, that is, a model for talent evaluation is constructed using historical data, which can comprehensively evaluate the various characteristics of candidates. For example, if the candidate samples score 85 points, 90 points, 85 points and 80 points in terms of skills, experience, cultural adaptation and psychological quality, respectively, they will be included in the comprehensive scoring model to obtain a more comprehensive evaluation result.

[0041] Next, we extract keywords from the talent stereogram to obtain individual characteristics, that is, by analyzing the candidate's resume, social media activities and interactive content, we identify the candidate's characteristics in each evaluation dimension. For example, we extract keywords such as "innovative thinking", "team leadership" and "problem solving" from the candidate's information, and then match them with the evaluation dimensions of skills, experience, cultural adaptation and psychological quality to obtain specific characteristics of the excellence of skills, experience, cultural adaptation and psychological quality.

[0042] Then, the personal characteristics are input into the comprehensive scoring model for multi-dimensional feature quantification to generate a comprehensive evaluation score, that is, a specific evaluation score is generated by inputting the extracted keywords into the comprehensive scoring model. For example, the specific excellence of the input skills makes the candidate's skill score 92 points, which is combined with the scores of experience, cultural adaptation and psychological quality to finally obtain a comprehensive evaluation score of 88 points.

[0043] By establishing a comprehensive scoring model, extracting personal characteristics, and quantifying multi-dimensional features, it is possible to provide a comprehensive candidate assessment and help make better recruitment decisions.

[0044] Furthermore, the present application also includes: Extract job requirements and corporate culture to perform a suitability analysis on the personal characteristics to obtain talent suitability; if the talent suitability meets the suitability recommendation threshold, add the candidate corresponding to the personal characteristics to the comprehensive recommendation result.

[0045] Specifically, the specific requirements of the position and the cultural values ​​of the company are clarified. For example, if the position requires the candidate to have "teamwork" and "innovation", and the corporate culture emphasizes "open communication" and "continuous learning", the candidate's personal characteristics will be analyzed to determine the degree of match between the candidate's job requirements and corporate culture. If the candidate scores 90 points and 85 points in job requirements and corporate culture respectively, his / her talent suitability is high.

[0046] Then, during the evaluation, if the candidate's suitability score is higher than the set suitability recommendation threshold, such as 80 points, the candidate will be included in the recommendation list and a comprehensive recommendation result will be obtained. For example, if the candidate's final suitability score is 88 points, which is higher than the suitability recommendation threshold of 80 points, the candidate's personal characteristic information will be added to the comprehensive recommendation result for the employer's reference.

[0047] By extracting job requirements and corporate culture, we conduct a compatibility analysis on the candidates’ personal characteristics to ensure that the final recommended talents can better integrate into the job and corporate culture, thereby improving the success rate of recruitment.

[0048] Furthermore, the present application also includes: A talent management dashboard is constructed based on the comprehensive recommendation results; the multi-source talent data is updated in real time, and the comprehensive recommendation results are updated to obtain a visualized result.

[0049] Specifically, the talent management dashboard is constructed through the comprehensive recommendation results, that is, the candidate's evaluation results and recommendation information are displayed in a visual way, so that recruiters can quickly obtain the required information. For example, the talent management dashboard can display the candidate's comprehensive evaluation score, suitability and other key characteristics, using charts or graphs to enable the recruitment team to see each candidate's strengths and weaknesses at a glance.

[0050] Next, new candidate data is collected and integrated regularly to ensure that the dashboard reflects the latest information. For example, suppose new candidate data is entered into the platform, or a candidate with an original evaluation score of 85 is updated to 90 after performance monitoring data analysis, prompting the comprehensive recommendation results to be adjusted to ensure that the recruitment team makes decisions based on the latest information.

[0051] By building a talent management dashboard and updating multi-source talent data in real time, recruiters can easily obtain comprehensive recommendation results and use visual information to make faster and more accurate recruitment decisions, thereby improving the efficiency of talent management and enhancing the scientific nature of the decision-making process.

[0052] Furthermore, the present application also includes: The team performance impact of the talent combination is simulated based on the comprehensive recommendation result to generate an interactive analysis result; the profit-oriented management of the team performance impact is performed through the interactive analysis result, and the interactive management result is obtained and fed back to the comprehensive recommendation result.

[0053] Specifically, the recommended candidate information is used to simulate the potential impact of different talent combinations on team performance. For example, if there are three candidates with comprehensive evaluation scores of 85, 90 and 88 respectively, the overall performance may reach 95 points when they are combined to work together, thereby generating interactive analysis results, which in turn assists the recruitment team to intuitively see the effects of different combinations.

[0054] Next, the interactive analysis results are used to manage the impact on team performance, and the interactive management results are fed back to the comprehensive recommendation results, that is, the talent combination is adjusted according to the simulation results to maximize the overall performance of the team. For example, if the simulation shows that combining candidate A and candidate B will increase the team performance to 98 points, the team may give priority to these two candidates and update this feedback information to the comprehensive recommendation results to reflect the best choice.

[0055] By simulating the impact of talent combinations on team performance and conducting profit-oriented management based on interactive analysis results, recruitment teams can optimize talent selection more scientifically, improve overall team performance, ensure the effectiveness of recruitment decisions, and ultimately bring greater value to the company.

[0056] Furthermore, the present application also includes: Monitor candidate performance based on the comprehensive recommendation results to obtain feedback information; evaluate the effectiveness of talent recommendation based on the feedback information to generate effectiveness evaluation results; adjust the evaluation dimensions based on the effectiveness evaluation results and feed back to the construction results of the talent stereogram.

[0057] Specifically, after a candidate is recommended, we regularly track the candidate's performance in actual work to collect relevant data. For example, if a candidate achieves 120% of the sales target within three months of joining the company, we can record feedback information to understand whether the candidate matches expectations.

[0058] Next, the collected feedback is analyzed to determine whether the initial recommendations were effective. If 80% of candidates exceed expectations in their job performance, the effectiveness assessment result is high; conversely, if only 40% of candidates meet the target, the effectiveness assessment result may be considered low.

[0059] Then, based on the results of the effectiveness assessment, the talent assessment criteria are modified. For example, if it is found that communication skills have a significant impact on candidate performance, the weight of the skill dimension is increased to make the talent three-dimensional map more accurate.

[0060] By monitoring candidate performance and obtaining feedback, we assist the recruitment team in evaluating the effectiveness of talent recommendations and adjust the evaluation dimensions accordingly to ensure that the construction of a three-dimensional talent map is continuously optimized, thereby improving the scientific nature and accuracy of recruitment decisions.

[0061] In summary, the multi-dimensional standard-oriented talent resource information management platform provided by this application has the following technical effects: Receive multi-source talent data through multi-data sources, and the multi-source data sources include recruitment websites, social media, industry forums and training platforms; conduct talent resource assessment on the multi-source talent data according to talent assessment dimensions to construct a three-dimensional talent map, and the assessment dimensions include skills, experience, cultural adaptation and psychological quality; conduct intelligent feature analysis based on the three-dimensional talent map to generate a comprehensive assessment score; conduct personalized talent recommendation based on the comprehensive assessment score to obtain a comprehensive recommendation result; dynamically visualize the comprehensive recommendation result and interactively manage it, that is, by identifying the potential advantages and adaptability of candidates, ensure that the recommended talents can be consistent with job requirements and corporate culture in various dimensions, and ultimately achieve not only evaluating candidates in terms of skills and experience, but also deeply analyzing their soft factors such as cultural adaptation, psychological quality, communication skills and emotional intelligence, so as to help companies continue to track the performance of candidates after recruitment and adjust talent management strategies in a timely manner, thereby further enhancing the overall cohesion and work efficiency of the team, and ultimately creating greater value for the company.

[0062] Embodiment 2: Based on the talent resource information management platform for multi-dimensional standards in the previous embodiment, the present application also provides a talent resource information management method for multi-dimensional standards, as shown in the attached Figure 2 ,include: Receive multi-source talent data through multi-data sources, the multi-source data sources include recruitment websites, social media, industry forums and training platforms; conduct talent resource evaluation on the multi-source talent data according to talent evaluation dimensions to build a three-dimensional talent map, the evaluation dimensions include skills, experience, cultural adaptation and psychological quality; conduct intelligent feature analysis based on the three-dimensional talent map to generate a comprehensive evaluation score; conduct personalized talent recommendation based on the comprehensive evaluation score to obtain a comprehensive recommendation result; dynamically visualize the comprehensive recommendation result and perform interactive management.

[0063] Furthermore, the multi-dimensional standard-oriented talent resource information management method further includes: Perform talent identification on the multi-source talent data to obtain experience descriptions and achievement descriptions; perform interactive content analysis on the multi-source talent data to determine talent style and personal values; perform ability test simulation on the multi-source talent data to generate ability assessment results, which include psychological quality assessment results, leadership assessment results and teamwork ability assessment results; combine the experience descriptions and achievement descriptions, the talent style and personal values, and the ability assessment results to construct the talent three-dimensional map.

[0064] Furthermore, the multi-dimensional standard-oriented talent resource information management method further includes: A comprehensive scoring model is established based on personal feature samples and evaluation score samples; keywords are extracted from the three-dimensional talent map to obtain personal features; the personal features are input into the comprehensive scoring model to quantify multi-dimensional features and generate the comprehensive evaluation score.

[0065] Furthermore, the multi-dimensional standard-oriented talent resource information management method further includes: Extract job requirements and corporate culture to perform a suitability analysis on the personal characteristics to obtain talent suitability; if the talent suitability meets the suitability recommendation threshold, add the candidate corresponding to the personal characteristics to the comprehensive recommendation result.

[0066] Furthermore, the multi-dimensional standard-oriented talent resource information management method further includes: A talent management dashboard is constructed based on the comprehensive recommendation results; the multi-source talent data is updated in real time, and the comprehensive recommendation results are updated to obtain a visualized result.

[0067] Furthermore, the multi-dimensional standard-oriented talent resource information management method further includes: The team performance impact of the talent combination is simulated based on the comprehensive recommendation result to generate an interactive analysis result; the profit-oriented management of the team performance impact is performed through the interactive analysis result, and the interactive management result is obtained and fed back to the comprehensive recommendation result.

[0068] Furthermore, the multi-dimensional standard-oriented talent resource information management method further includes: Monitor candidate performance based on the comprehensive recommendation results to obtain feedback information; evaluate the effectiveness of talent recommendation based on the feedback information to generate effectiveness evaluation results; adjust the evaluation dimensions based on the effectiveness evaluation results and feed back to the construction results of the talent stereogram.

[0069] Each embodiment in this specification is described in a progressive manner, and each embodiment focuses on the differences from other embodiments. The talent resource information management platform for multidimensional standards and the specific examples in the aforementioned embodiment 1 are also applicable to the talent resource information management method for multidimensional standards in this embodiment. Through the aforementioned detailed description of the talent resource information management platform for multidimensional standards, those skilled in the art can clearly know the talent resource information management method for multidimensional standards in this embodiment, so for the sake of brevity of the specification, it will not be described in detail here. For the method disclosed in the embodiment, since it corresponds to the platform disclosed in the embodiment, the description is relatively simple, and the relevant parts can be referred to the platform part description.

[0070] The above description of the disclosed embodiments enables those skilled in the art to implement or use the present application. Various modifications to these embodiments will be apparent to those skilled in the art, and the general principles defined herein may be implemented in other embodiments without departing from the spirit or scope of the present application. Therefore, the present application will not be limited to the embodiments shown herein, but will conform to the widest scope consistent with the principles and novel features disclosed herein.

[0071] Obviously, those skilled in the art can make various changes and modifications to the present application without departing from the spirit and scope of the present application. Thus, if these modifications and variations of the present application belong to the scope of the present application and its equivalent technology, the present application is also intended to include these modifications and variations.

Claims

1. A multi-dimensional standard-oriented talent resource information management platform, characterized by: include: A multi-source talent data receiving module, the multi-source talent data receiving module is used to receive multi-source talent data through multiple data sources, the multiple data sources include recruitment websites, social media, industry forums and training platforms; A talent stereogram construction module, the talent stereogram construction module is used to conduct talent resource evaluation on the multi-source talent data according to talent evaluation dimensions to construct a talent stereogram, the evaluation dimensions including skills, experience, cultural adaptation and psychological quality; A comprehensive evaluation score generation module, the comprehensive evaluation score generation module is used to perform intelligent feature analysis based on the talent stereogram to generate a comprehensive evaluation score; A comprehensive recommendation result acquisition module, which is used to make personalized talent recommendations based on the comprehensive evaluation scores and obtain comprehensive recommendation results; A visualization and interactive management module, wherein the visualization and interactive management module is used to dynamically visualize the comprehensive recommendation results and perform interactive management.

2. The multi-dimensional standard-oriented talent resource information management platform according to claim 1, characterized in that: The performing of talent resource evaluation on the multi-source talent data according to the talent evaluation dimension to construct a three-dimensional talent map includes: Perform talent identification on the multi-source talent data to obtain experience descriptions and achievement descriptions; Conduct interactive content analysis on the multi-source talent data to determine talent styles and personal values; Performing capability test simulation on the multi-source talent data to generate capability assessment results, wherein the capability assessment results include psychological quality assessment results, leadership assessment results, and teamwork capability assessment results; The three-dimensional talent map is constructed by combining the experience description and achievement description, the talent style and personal values, and the ability assessment results.

3. The multi-dimensional standard-oriented talent resource information management platform according to claim 1, characterized in that: The intelligent feature analysis based on the talent stereogram to generate a comprehensive evaluation score includes: Establish a comprehensive scoring model based on a sample of personal characteristics and a sample of assessment scores; Extract keywords from the talent stereogram to obtain individual characteristics; The personal characteristics are input into the comprehensive scoring model to quantify the multi-dimensional characteristics and generate the comprehensive evaluation score.

4. The multi-dimensional standard-oriented talent resource information management platform according to claim 3, characterized in that: The personalized talent recommendation is performed according to the comprehensive evaluation score to obtain the comprehensive recommendation result, including: Extract job requirements and corporate culture to conduct a suitability analysis on the personal characteristics and obtain talent suitability; If the talent suitability meets the suitability recommendation threshold, the candidate corresponding to the personal characteristics is added to the comprehensive recommendation result.

5. The multi-dimensional standard-oriented talent resource information management platform according to claim 1, characterized in that: The dynamically visualizing the comprehensive recommendation result includes: Building a talent management dashboard through the comprehensive recommendation results; The multi-source talent data is updated in real time, and the comprehensive recommendation result is updated to obtain a visualized result.

6. The multi-dimensional standard-oriented talent resource information management platform according to claim 1, characterized in that: The interactive management comprises: Perform team performance impact simulation of talent combinations based on the comprehensive recommendation results to generate interactive analysis results; The interactive analysis results are used to perform profit-oriented management of the impact on team performance, and the interactive management results are obtained and fed back to the comprehensive recommendation results.

7. The multi-dimensional standard-oriented talent resource information management platform according to claim 1, characterized in that: Also includes: Monitor candidate performance based on the comprehensive recommendation results and obtain feedback information; Evaluate the effectiveness of talent recommendation based on the feedback information and generate effectiveness evaluation results; The evaluation dimensions are adjusted according to the effectiveness evaluation results, and the results are fed back to the construction results of the three-dimensional talent map.

8. A talent resource information management method oriented to multi-dimensional standards, characterized in that: The method for managing human resource information oriented to multi-dimensional standards is performed by a human resource information management platform oriented to multi-dimensional standards as described in any one of claims 1 to 7, and comprises: Receiving multi-source talent data through multiple data sources, wherein the multiple data sources include recruitment websites, social media, industry forums, and training platforms; Conducting a talent resource evaluation on the multi-source talent data according to talent evaluation dimensions to construct a three-dimensional talent map, wherein the evaluation dimensions include skills, experience, cultural adaptation, and psychological quality; Perform intelligent feature analysis based on the three-dimensional talent map to generate a comprehensive evaluation score; Perform personalized talent recommendations based on the comprehensive evaluation scores and obtain comprehensive recommendation results; The comprehensive recommendation results are dynamically visualized and interactively managed.

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