Establishment method, device and equipment for predicting job matching model of professional soldiers

Abstract

The invention discloses a method, a device and equipment for establishing a model for predicting job matching of professional soldiers, and belongs to the technical field of data processing. The method comprises the following steps of: analyzing and classifying work tasks, job responsibilities and professional expertise to obtain basic capabilities corresponding to personnel types, and determining a corresponding relationship between job types and personnel types; obtaining the weight of the ability quality in the quality type, selecting the actual scores of 39 pieces of ability quality of the front career soldiers in different personnel types, carrying out weighted average calculation through the weight corresponding to the job portrait model to obtain the standard scores of the 39 pieces of ability quality, and integrating to obtain a job matching model for predicting the career soldiers. According to the method, multi-dimensional psychological evaluation and electroencephalogram evaluation are carried out on the to-be-matched career soldiers to obtain actual measurement scores of 39 ability qualities of the career soldiers, calculation is carried out by using a matching algorithm, a best matching range recommendation result is output, and the method has important application value in the technical field of human resource management.

Description

Technical Field

[0001] The present invention belongs to the field of data processing technology, and in particular relates to a method, device and equipment for establishing a model for predicting job matching of professional soldiers. Background Art

[0002] With the rapid development of military technology and the diversification of combat needs, the quality and job requirements for professional soldiers are getting higher and higher. The traditional soldier job matching method mainly relies on manual experience and simple assessment standards, which makes it difficult to accurately evaluate the matching degree between the soldier's ability and the job, affecting the overall combat effectiveness of the army. Therefore, developing a model that can accurately predict the job matching of professional soldiers is of great significance to improving the combat effectiveness of the army and the efficiency of human resource management. Summary of the invention

[0003] In view of this, the present invention provides a method, device and equipment for establishing a model for predicting job matching of professional soldiers.

[0004] The present invention adopts the following technical solution:

[0005] A method for establishing a model for predicting job matching of professional soldiers, the method comprising the following steps:

[0006] S1 counts the work tasks, job responsibilities, and professional expertise of professional soldiers, classifies the work tasks of different arms, classifies the types of arms to obtain personnel types, summarizes the basic capabilities of the personnel types, and obtains the basic capabilities corresponding to the personnel types;

[0007] S2 calculates the post type of professional soldiers through a classification convergence algorithm according to the basic capabilities corresponding to the personnel types, the post distribution and the post capability requirements, and determines the corresponding relationship between the post type and the personnel type;

[0008] S3 selects 39 capability quality indicators in 8 fields to create job profiles for the job types in S2, obtains the weights of the capability quality in the corresponding job profiles, and obtains a job profile model;

[0009] S4 establishes a multi-dimensional prediction model for the post matching of professional soldiers, collects basic personal information of existing professional soldiers, extracts multi-dimensional data on training results, mission performance, meritorious service and awards, psychological quality and physical quality, sorts them in descending order according to meritorious service, mission performance or training results, and classifies them according to the personnel types described in S1, extracts the actual scores of the 39 competences and qualities of the top-ranked professional soldiers in each category, extracts the highest and lowest scores of each single competence and quality from the actual scores, determines the interval range of each competence and quality, refers to the correspondence between the post type and the personnel type, substitutes the weights corresponding to the post portrait model described in S3 for weighted average calculation, obtains the standard scores of the 39 competences and qualities, and integrates them to obtain the prediction model for the post matching of professional soldiers;

[0010] S5 conducts multi-dimensional psychological and EEG assessments on the matched professional soldiers, and combines the average scores of daily training to obtain the actual scores of 39 abilities and qualities of professional soldiers;

[0011] S6 inputs the measured score data of S5 into the predicted professional soldier job matching model, and the predicted professional soldier job matching model uses the interval value index algorithm and the critical value index algorithm to calculate the distance with each ability quality in the predicted professional soldier job matching model according to the measured score of the ability quality, and then uses the matching algorithm to calculate and output the most matching range recommendation result, and the matching algorithm includes: horizontal matching, vertical matching and horizontal baseline matching;

[0012] S7 compares the recommended results with the actual matching situation, adjusts and optimizes the model based on the feedback results, and improves the prediction accuracy and reliability.

[0013] Furthermore, the types of personnel described in S1 include: command personnel, general combat personnel, special operations personnel, political workers and propaganda personnel, logistics support personnel, military equipment drivers or operators, intelligence personnel, training personnel, and auxiliary personnel.

[0014] Furthermore, the job types described in S2 include: command, operational, research, transactional, team-based, management and intelligence.

[0015] Furthermore, the eight areas described in S3 include: military-specific skills, information processing, command and decision-making, emotional stability, initiative and drive, collective consciousness, physical fitness and core brain cognition.

[0016] Furthermore, the ability qualities described in S3 include: military skills, information extraction ability, language expression ability, insight, planning ability, adaptability, problem-solving ability, execution, judgment, decisiveness, communication ability, learning ability, rigor, calmness, stress resistance, self-confidence, patience, initiative, self-motivation, self-management, perseverance, optimism, discipline, sense of responsibility, integrity, moral courage, spirit of cooperation, sense of honor, ability to maintain health, strength, speed, endurance, agility, flexibility, visual ability, auditory ability, spatial attention, memory ability, and physical coordination ability.

[0017] Furthermore, S4 includes: selecting the highest and lowest values ​​of each ability quality in 8 fields of the top 100 soldiers in each personnel classification, defining the range of ability quality, calculating the average value of each ability quality, and performing weighted calculation on the weight of each ability quality in the job portrait model according to the correspondence between the personnel type and the job type, to obtain a basic job matching model for professional soldiers including 39 ability quality indicators in 8 fields.

[0018] Furthermore, S5 includes: conducting psychological assessments on the soldiers to be matched in six areas, namely information processing, command decision-making, emotional stability, initiative and drive, and collective consciousness, to obtain measured scores of 27 competence qualities in the six areas; then using EEG assessment to obtain measured scores of five competence qualities in the core cognitive ability area; combining the soldiers' medical records and daily military physical training results to obtain measured scores of six competence qualities in the physical fitness area; and obtaining measured scores of one competence quality in the special skills area through daily military skill training results. In total, measured scores of 39 competence qualities in eight areas to be matched are obtained.

[0019] Furthermore, the interval value index algorithm and the critical value index algorithm in S6 include:

[0020] There are m interval value indicators, namely: [b1,c1], [b2,c2], ..., [b m ,c m ], there are m1 critical value indicators, namely g1, g2, g3, ..., g m1 , the relationship between m and m1 satisfies m+m1=39, and the single gap calculation formula of the interval value indicator is:

[0021] d i =1 / 2[1-sign(x i -b i )sign(c i -x i )]

[0022] max{b i -x i ,xi -c i}

[0023] i = 1, 2, 3, ... m (1)

[0024] For sign(x i -b i ),

[0025] If x i -b i >0, then sign(x i -b i )=1,

[0026] When x i -b i =0,sign(x i -b i )=0,

[0027] When x i -b i <0, then sign(x i -b i )=-1;

[0028] For sign(c i -x i ),

[0029] If c i -x i >0, then sign(c i -x i )=1,

[0030] When c i -x i =0,sign(c i -x i )=0,

[0031] When c i -x i <0, then sign(c i -x i )=-1;

[0032] The calculation formula for the single gap of the critical value indicator is:

[0033] d i =1 / 2[1-sign(x i -g i )](g i -x i )

[0034] i = m+1,m+2,……,m+m1 (2)

[0035] For sign(x i -g i ),

[0036] When x i -g i >0, sign(x i -g i )=1,

[0037] When x i -g i =0, sign(x i -g i )=0,

[0038] When x i -g i <0, sign(x i -g i )=-1;

[0039] Where sign is the sign function, which is used to indicate the positive or negative nature of a number, d i represents the distance between the two types of actual index values ​​of the i-th specific incumbent and the two types of index values ​​required by the job standard, x i is the actual indicator value.

[0040] A device for predicting job matching of professional soldiers, the device adopts the above method to perform job matching of professional soldiers, and the device comprises:

[0041] The personnel type and basic ability statistics module is used to conduct statistical analysis on the work tasks, job responsibilities, and professional expertise of professional soldiers, classify the work tasks of different arms, classify the types of arms to obtain personnel types, summarize the basic abilities of the personnel types, and obtain the basic abilities corresponding to the personnel types;

[0042] A module for determining the correspondence between job types and personnel types, which is used to calculate the job types of professional soldiers through a classification convergence algorithm according to the basic capabilities corresponding to the personnel types, job distribution and job capability requirements, and determine the correspondence between job types and personnel types;

[0043] The job profile model building module selects 39 capability quality indicators in 8 fields to profile the job types, obtains the weight of the capability quality in the corresponding job profile, and obtains the job profile model;

[0044] A module for establishing a model for predicting the job matching of professional soldiers is used to establish a multi-dimensional model for predicting the job matching of professional soldiers, collect personal basic information of existing professional soldiers, extract multi-dimensional data on training results, mission performance, meritorious service and awards, psychological quality, and physical quality, sort them in descending order according to meritorious service and awards, mission performance, and training results, and classify them according to personnel types, extract the actual scores of the 39 ability qualities of the top-ranked professional soldiers in each category, extract the highest and lowest scores of each single ability quality from the actual scores, circle the range of each ability quality, refer to the correspondence between the job type and the personnel type, substitute the weights corresponding to the job portrait model in S3 for weighted average calculation, obtain the standard scores of the 39 ability qualities, and integrate them to obtain the model for predicting the job matching of professional soldiers;

[0045] The actual test score acquisition module conducts multi-dimensional psychological and EEG assessments on the matched professional soldiers, and combines the average scores of daily training to obtain the actual test scores of 39 ability qualities of professional soldiers;

[0046] A job matching prediction module is used to input the measured score data into the predicted professional soldier job matching model, and the predicted professional soldier job matching model uses the interval value index algorithm and the critical value index algorithm to calculate the distance with each ability quality in the predicted professional soldier job matching model according to the measured score of the ability quality, and then uses the matching algorithm to calculate and output the most matching range recommendation result, and the matching algorithm includes: horizontal matching, vertical matching and horizontal baseline matching;

[0047] The adjustment and optimization module is used to compare the recommendation results with the actual matching situation, adjust and optimize the model according to the feedback results, and improve the prediction accuracy and reliability.

[0048] An electronic device includes a memory, a processor, and a computer program stored in the memory and executable on the processor. When the processor executes the computer program, the method for establishing a professional soldier job matching model is used to perform professional soldier job matching.

[0049] Beneficial effects:

[0050] The present invention discloses a method for establishing a model for predicting the job matching of professional soldiers. The method comprehensively considers multiple influencing factors, including 7 quality types, 8 field dimensions, and 39 capability quality weight data. The method establishment process is more rigorous and scientific, and the model that can accurately predict the job matching of professional soldiers is of great significance for improving the combat effectiveness of the army and the efficiency of human resource management. At the same time, the method also has important reference value in the field of human resource management technology. BRIEF DESCRIPTION OF THE DRAWINGS

[0051] In order to more clearly illustrate the technical solutions of the embodiments of the present invention, the drawings required for use in the embodiments will be briefly introduced below. Obviously, the drawings described below are only some embodiments of the present invention. For ordinary technicians in this field, other drawings can be obtained based on these drawings without paying creative work.

[0052] Figure 1 It is a flow chart of a method for establishing a model for predicting the job matching of professional soldiers according to the present invention;

[0053] Figure 2 It is a job portrait schematic diagram of a method for establishing a job matching model for predicting professional soldiers in the present invention;

[0054] Figure 3 It is a schematic diagram of a job portrait model of a method for establishing a job matching model for predicting professional soldiers in the present invention;

[0055] Figure 4 It is a method for establishing a job matching model for predicting professional soldiers, a job portrait-information processing schematic diagram;

[0056] Figure 5 It is a method for establishing a model for predicting the job matching of professional soldiers, a job portrait - command and decision-making schematic diagram;

[0057] Figure 6 A method for establishing a job matching model for predicting professional soldiers is provided in the present invention, and a schematic diagram of emotional stability of job portraits;

[0058] Figure 7 It is a method for establishing a job matching model for predicting professional soldiers, a job portrait - a schematic diagram of initiative and driving force;

[0059] Figure 8 It is a method for establishing a job matching model for predicting professional soldiers, a job portrait-collective consciousness schematic diagram;

[0060] Fig. 9 The present invention is a method for establishing a model for predicting the job matching of professional soldiers, a job portrait-physical quality diagram;

[0061] Fig.10 The present invention discloses a method for establishing a model for predicting the job matching of professional soldiers, a job portrait - a schematic diagram of core brain cognition. DETAILED DESCRIPTION

[0062] In order to better understand the technical solution of the present invention, the embodiments of the present invention are described in detail below with reference to the accompanying drawings.

[0063] It should be clear that the described embodiments are only part of the embodiments of the present invention, not all of the embodiments. Based on the embodiments of the present invention, all other embodiments obtained by ordinary technicians in this field without creative work are within the scope of protection of the present invention.

[0064] Example 1

[0065] As shown in the figure, Figure 1 The present invention is a flow chart of a method for establishing a model for predicting the job matching of professional soldiers, a method for establishing a model for predicting the job matching of professional soldiers, the method comprising the following steps:

[0066] S1 counts the work tasks, job responsibilities, and professional expertise of professional soldiers, classifies the work tasks of different arms, classifies the types of arms to obtain personnel types, summarizes the basic capabilities of the personnel types, and obtains the basic capabilities corresponding to the personnel types;

[0067] S2 calculates the post type of professional soldiers through a classification convergence algorithm according to the basic capabilities corresponding to the personnel types, the post distribution and the post capability requirements, and determines the corresponding relationship between the post type and the personnel type;

[0068] S3 selects 39 competency quality indicators in 8 fields to create a job profile for the job types in S2, obtains the weight of the competency quality in the corresponding job profile, and obtains the job profile model; uses a 5-point scale method to evaluate the 39 competency qualities in 8 fields in the job profile, and obtains the weight of the competency quality in the corresponding job profile;

[0069] S4 establishes a multi-dimensional prediction model for the post matching of professional soldiers, collects basic personal information of existing professional soldiers, extracts multi-dimensional data on training results, mission performance, meritorious service and awards, psychological quality and physical quality, sorts them in descending order according to meritorious service, mission performance or training results, and classifies them according to the personnel types described in S1, extracts the actual scores of the 39 competences and qualities of the top-ranked professional soldiers in each category, extracts the highest and lowest scores of each single competence and quality from the actual scores, determines the interval range of each competence and quality, refers to the correspondence between the post type and the personnel type, substitutes the weights corresponding to the post portrait model described in S3 for weighted average calculation, obtains the standard scores of the 39 competences and qualities, and integrates them to obtain the prediction model for the post matching of professional soldiers;

[0070] S5 conducts multi-dimensional psychological and EEG assessments on the matched professional soldiers, and combines the average scores of daily training to obtain the actual scores of 39 abilities and qualities of professional soldiers;

[0071] S6 inputs the measured score data of S5 into the predicted professional soldier job matching model, and the predicted professional soldier job matching model uses the interval value index algorithm and the critical value index algorithm to calculate the distance with each ability quality in the predicted professional soldier job matching model according to the measured score of the ability quality, and then uses the matching algorithm to calculate and output the most matching range recommendation result, and the matching algorithm includes: horizontal matching, vertical matching and horizontal baseline matching;

[0072] S7 compares the recommended results with the actual matching situation, adjusts and optimizes the model based on the feedback results, and improves the prediction accuracy and reliability.

[0073] Furthermore, the types of personnel described in S1 include: command personnel, general combat personnel, special operations personnel, political workers and propaganda personnel, logistics support personnel, military equipment drivers or operators, intelligence personnel, training personnel, and auxiliary personnel.

[0074] Furthermore, the job types described in S2 include: command, operational, research, transactional, team-based, management and intelligence.

[0075] Furthermore, the eight areas described in S3 include: military-specific skills, information processing, command and decision-making, emotional stability, initiative and drive, collective consciousness, physical fitness and core brain cognition.

[0076] Furthermore, the ability qualities described in S3 include: military skills, information extraction ability, language expression ability, insight, planning ability, adaptability, problem-solving ability, execution, judgment, decisiveness, communication ability, learning ability, rigor, calmness, stress resistance, self-confidence, patience, initiative, self-motivation, self-management, perseverance, optimism, discipline, sense of responsibility, integrity, moral courage, spirit of cooperation, sense of honor, ability to maintain health, strength, speed, endurance, agility, flexibility, visual ability, auditory ability, spatial attention, memory ability, and physical coordination ability.

[0077] Furthermore, S4 includes: selecting the highest and lowest values ​​of each ability quality in 8 fields of the top 100 soldiers in each personnel classification, defining the range of ability quality, calculating the average value of each ability quality, and performing weighted calculation on the weight of each ability quality in the job portrait model according to the correspondence between the personnel type and the job type, to obtain a basic job matching model for professional soldiers including 39 ability quality indicators in 8 fields.

[0078] Furthermore, S5 includes: conducting psychological assessments on the soldiers to be matched in six areas, namely information processing, command decision-making, emotional stability, initiative and drive, and collective consciousness, to obtain measured scores of 27 competence qualities in the six areas; then using EEG assessment to obtain measured scores of five competence qualities in the core cognitive ability area; combining the soldiers' medical records and daily military physical training results to obtain measured scores of six competence qualities in the physical fitness area; and obtaining measured scores of one competence quality in the special skills area through daily military skill training results. In total, measured scores of 39 competence qualities in eight areas to be matched are obtained.

[0079] Furthermore, the interval value index algorithm and the critical value index algorithm in S6 include:

[0080] There are m interval value indicators, namely: [b1,c1], [b2,c2], ..., [b m ,c m ], there are m1 critical value indicators, namely g1, g2, g3, ..., g m1 , the relationship between m and m1 satisfies m+m1=39, and the single gap calculation formula of the interval value indicator is:

[0081] d i =1 / 2[1-sign(x i -b i )sign(c i -x i )]

[0082] max{b i -x i ,x i -c i}

[0083] i = 1, 2, 3, ... m (1)

[0084] For sign(x i -b i ),

[0085] If x i -b i >0, then sign(x i -b i )=1,

[0086] When x i -b i =0,sign(x i -b i )=0,

[0087] When x i -b i <0, then sign(xi -b i )=-1;

[0088] For sign(c i -x i ),

[0089] If c i -x i >0, then sign(c i -x i )=1,

[0090] When c i -x i =0,sign(c i -x i )=0,

[0091] When c i -x i <0, then sign(c i -x i )=-1;

[0092] The calculation formula for the single gap of the critical value indicator is:

[0093] d i =1 / 2[1-sign(x i -g i )](g i -x i )

[0094] i = m+1,m+2,……,m+m1 (2)

[0095] For sign(x i -g i ),

[0096] When x i -g i >0, sign(x i -g i )=1,

[0097] When x i -g i =0, sign(x i -g i )=0,

[0098] When x i -g i <0, sign(x i -g i )=-1;

[0099] Where sign is the sign function, which is used to indicate the positive or negative nature of a number, d i represents the distance between the two types of actual index values ​​of the i-th specific incumbent and the two types of index values ​​required by the job standard, x i is the actual indicator value.

[0100] A device for predicting job matching of professional soldiers, the device adopts the above method to perform job matching of professional soldiers, and the device comprises:

[0101] The personnel type and basic ability statistics module is used to conduct statistical analysis on the work tasks, job responsibilities, and professional expertise of professional soldiers, classify the work tasks of different arms, classify the types of arms to obtain personnel types, summarize the basic abilities of the personnel types, and obtain the basic abilities corresponding to the personnel types;

[0102] A module for determining the correspondence between job types and personnel types, which is used to calculate the job types of professional soldiers through a classification convergence algorithm according to the basic capabilities corresponding to the personnel types, job distribution and job capability requirements, and determine the correspondence between job types and personnel types;

[0103] The job profile model building module selects 39 capability quality indicators in 8 fields to profile the job types, obtains the weight of the capability quality in the corresponding job profile, and obtains the job profile model;

[0104] A module for establishing a model for predicting the job matching of professional soldiers is used to establish a multi-dimensional model for predicting the job matching of professional soldiers, collect personal basic information of existing professional soldiers, extract multi-dimensional data on training results, mission performance, meritorious service and awards, psychological quality, and physical quality, sort them in descending order according to meritorious service and awards, mission performance, and training results, and classify them according to personnel types, extract the actual scores of the 39 ability qualities of the top-ranked professional soldiers in each category, extract the highest and lowest scores of each single ability quality from the actual scores, circle the range of each ability quality, refer to the correspondence between the job type and the personnel type, substitute the weights corresponding to the job portrait model in S3 for weighted average calculation, obtain the standard scores of the 39 ability qualities, and integrate them to obtain the model for predicting the job matching of professional soldiers;

[0105] The actual test score acquisition module conducts multi-dimensional psychological and EEG assessments on the matched professional soldiers, and combines the average scores of daily training to obtain the actual test scores of 39 ability qualities of professional soldiers;

[0106] A job matching prediction module is used to input the measured score data into the predicted professional soldier job matching model, and the predicted professional soldier job matching model uses the interval value index algorithm and the critical value index algorithm to calculate the distance with each ability quality in the predicted professional soldier job matching model according to the measured score of the ability quality, and then uses the matching algorithm to calculate and output the most matching range recommendation result, and the matching algorithm includes: horizontal matching, vertical matching and horizontal baseline matching;

[0107] The adjustment and optimization module is used to compare the recommendation results with the actual matching situation, adjust and optimize the model according to the feedback results, and improve the prediction accuracy and reliability.

[0108] An electronic device includes a memory, a processor, and a computer program stored in the memory and executable on the processor. When the processor executes the computer program, the method for establishing a professional soldier job matching model is used to perform professional soldier job matching.

[0109] Example 2

[0110] A method for predicting a job matching model for professional soldiers based on psychological assessment, electroencephalogram assessment and training records, the method comprising:

[0111] Step 1: Conduct statistical analysis on the work tasks, job responsibilities, and professional expertise of professional soldiers, classify the work tasks, job responsibilities, and professional expertise of different arms, conduct qualitative research and summarize the career goals, capabilities, and quality requirements of the user group (professional soldiers), and propose 9 types of personnel types: command personnel, general combat personnel, special combat personnel, political workers and propaganda personnel, logistics support personnel, military equipment drivers or operators, intelligence personnel, training personnel, and auxiliary personnel. Summarize the basic capabilities of the personnel types and obtain the basic capabilities corresponding to the personnel types. The personnel types and basic capability requirements of the personnel types are shown in Table 1.

[0112] Table 1 Basic capabilities corresponding to personnel type classification

[0113]

[0114] The 9 different types of personnel represent different job classifications and different job competency requirements of the military, and are used for classification modeling of military job directions.

[0115] Step 2: Based on the nine types of personnel and their basic competence requirements, we further selected data dimensions that can be used to describe and define user job characteristics and competence quality requirements, and classified and converged them according to the actual job distribution of the troops (command post, combat post, management post, training post, support post, auxiliary post, and technical post). Through the classification convergence algorithm, we converged and calculated the job types of professional soldiers, and obtained the job types in seven directions: command type, operational type, research type, transaction type, team type, management type, and intelligence type. We summarized the convergence direction and obtained the job type competence tendency. We also determined the relationship between job type and personnel type. The job type and job type competence tendency are shown in Table 2.

[0116] Table 2 Job type and job type ability tendency

[0117]

[0118] The relationship between personnel type and job type is shown in Table 3:

[0119] Table 3 Relationship between personnel type and quality type

[0120]

[0121] Step 3: Based on the competency requirements of the job type and the psychological characteristics of people, 39 competency quality indicators in 8 fields are selected to profile the job type, and a 5-point scale method is used to evaluate and determine the weights of the 39 competency qualities in the job profile. Figure 2 shown.

[0122] Use a 5-point scale to score each ability quality in the eight areas to assess the importance of the quality to the job profile. Finally, the weight of the ability quality in the corresponding job profile is obtained. The job profile model is obtained. The specific steps are:

[0123] The 39 capability quality indicators in the eight domain dimensions are listed and submitted to an evaluation team composed of 18 senior military experts for evaluation. The expert group members score each quality based on the 5-point scale method (5 points represent absolute necessity, without which the task cannot be completed, 4 points represent a slightly reduced degree of necessity, and so on, until 1 point represents unimportant to the completion of the task and does not affect the completion of the task). If at least 13 of the 18 members rate a quality as absolutely necessary, or the average score of all members is greater than 4.0, the quality is identified as a basic core quality, and the qualities with 0 and 1 points are eliminated. Finally, the weights of the 39 capability qualities in the quality type are determined. Table 4 shows the weights of the capability qualities in the eight domains in the job profile.

[0124] Table 4 Weights of competence and quality in job profiles

[0125]

[0126]

[0127]

[0128] like Figure 3 As shown in the figure, we get seven job profile models: command type, operation type, research type, transaction type, team type, management type, and intelligence type. The job capability quality profile decomposition model is as follows: Figure 4-10 shown.

[0129] Step 4 collects the basic personal information of existing professional soldiers, extracts multi-dimensional data on training results, mission performance, meritorious service, psychological quality, and physical quality, and sorts them in descending order according to meritorious service, mission performance, and training results, and classifies them according to the personnel type in step 1 according to their current positions, and extracts the actual scores of 39 competences and qualities in 8 areas including military special skills, information processing, command and decision-making, emotional stability, initiative and drive, collective consciousness, physical quality, and brain core cognition for the top 100 professional soldiers. First, extract the highest and lowest scores of each competence and quality from the actual scores of the 39 competences and qualities, and use this to define the range of competence and quality, and then refer to the correspondence between personnel type and position type in S1, substitute the weight corresponding to the position portrait model in S3 for weighted average calculation, and obtain the standard scores of 39 competences and qualities. Standard score = actual average score * weight; the specific method is:

[0130] b i ∈{ti max ,ti min}

[0131] b i =ti avg *q i

[0132] i = 1,2,3,4,……,39 (1)

[0133] Among them, b i represents the standard score of the i-th ability quality in the job profile, ti max represents the actual highest score of 100 professional soldiers in the ith ability quality, ti min represents the actual lowest score of 100 professional soldiers in the ith ability quality, ti avg represents the actual average score of 100 professional soldiers on the i-th ability quality. iRepresents the weight of the i-th ability quality in the portrait model.

[0134] After calculation, the results can generate 7 standard quality matching models for professional soldiers, which is the model for predicting the job matching of professional soldiers.

[0135] Step 5: Conduct multi-dimensional psychological assessment and EEG assessment on the matched soldiers in eight areas, including military-related skills, information processing, command and decision-making, emotional stability, initiative and drive, collective consciousness, physical fitness, and core brain cognition. Combined with the average results of daily training, the actual scores of 39 ability qualities in eight areas are obtained.

[0136] The specific approach is to conduct psychological assessments on six areas of information processing, command decision-making, emotional stability, initiative and drive, and collective consciousness for the matched soldiers, and obtain the measured scores of 27 ability qualities in six areas (including information extraction ability, language expression ability, insight, planning ability, adaptability, execution, problem-solving ability, judgment, decisiveness, communication ability, learning ability, rigor, calmness, stress resistance, self-confidence, patience, initiative, self-motivation, self-management, perseverance, optimism, discipline, sense of responsibility, integrity, moral courage, cooperative spirit, sense of honor, etc.), and then use EEG assessment to obtain the measured scores of five ability qualities in the core cognitive ability area (including vision, hearing, spatial attention, memory, body coordination, etc.). Combined with the soldier's medical records and daily military physical training results, we obtained the measured scores of six abilities and qualities in the physical quality field (including health maintenance, strength, speed, endurance, agility, and flexibility). Finally, through a comprehensive assessment of the average scores of the daily military skill training of the soldiers to be matched, we obtained the measured scores of one ability and quality (military skills) in the special skills field. In total, we obtained the measured scores of 39 abilities and qualities in the eight fields to be matched.

[0137] Step 6 inputs the 39 ability quality result data into the prediction model for professional military job matching. The model will use the interval value indicator algorithm and the critical value indicator algorithm to calculate the distance from each ability quality in the prediction model for professional military job matching based on the measured score of the ability quality of the job portrait, and then use the three matching algorithms of horizontal matching, vertical matching, and horizontal baseline matching for comprehensive evaluation, and output the most matching range recommendation result. The specific method of the matching algorithm is:

[0138] The 39 competences and qualities are divided into two types of indicators: interval value and critical value. The interval value indicators include: judgment, decisiveness, self-motivation, self-management, perseverance, and optimism. Interval value indicators refer to the position standards being divided into two values, and those within this interval are qualified. For example, judgment is the behavior of independently making judgments and taking actions based on one's own understanding and beliefs. If this value is too low, it will be easily influenced by suggestion, and if it is too high, it will be arbitrary. Decisiveness is the quality of making decisions quickly and timely. If it is too low, it will be indecisive, and if it is too high, it will be reckless. Similarly, self-motivation, self-management, optimism, etc. are all indicators of this type. They are not easy to be too high or too low, and it is best to be within a range. Suppose that among the indicators that constitute the position standard brick model, there are m interval value indicators (m=6), which are ([b1,c1], [b2,c2], ..., [b m ,c m ]).

[0139] Critical value index includes: military skills, information extraction ability, language expression ability, insight, planning ability, adaptability, problem solving ability, execution ability, communication ability, learning ability, rigor, calmness, stress resistance, self-confidence, patience, initiative, discipline, sense of responsibility, integrity, moral courage, cooperative spirit, sense of honor, health maintenance ability, strength, speed, endurance, sensitivity, flexibility, visual ability, hearing ability, spatial attention, memory ability, body coordination ability and other 33 items. Critical value index refers to its ability quality (position ability) has a tendency under the critical value, that is to say, the greater the score represented by this ability, the better (or the smaller the better), no matter the greater the better or the smaller the better, it represents a trend, and this indicator matched according to the trend is the critical value index. Because the greater the better and the smaller the better have the characteristics of mutual conversion, therefore, in the present invention, we only take the greater the better as the critical value index, for example, both the command type and the leadership type need to have the planning ability, and the position standard model requires the score of the planning ability to be 5, then 5 points meet the conditions, and more than 5 points are more matched. Suppose that among the indicators that constitute the job standard model, there are m1 critical value indicators (m1 = 33), which are (g1, g2, g3, ..., g m1 ). The relationship between m and m1 satisfies m+m1=39, that is, the total number of interval value indicators and critical value indicators is 39 items in 8 fields.

[0140] Then calculate the distance between different indicators and the job standard indicators respectively.

[0141] When determining the standard, we often need to consider whether the specific officers and soldiers and their positions meet the standard and to what extent. Suppose the actual index values ​​of the specific officers and soldiers are x1, x2, x3, ..., x n , n=m+m1.

[0142] For different types of indicators, we consider the individual gaps between officers and soldiers’ indicators and job standards as follows.

[0143] The calculation formula for the single gap of the interval value indicator is:

[0144] d i =1 / 2[1-sign(x i -b i )sign(c i -x i )]

[0145] max{b i -x i ,x i -c i}

[0146] i = 1, 2, 3, ... m (1)

[0147] Where sign is a sign function, which is used to indicate the positive or negative nature of a number. i -b i ),

[0148] If x i -b i >0, then sign(x i -b i )=1,

[0149] When x i -b i =0,sign(x i -b i )=0,

[0150] When x i -b i <0, then sign(x i -b i )=-1.

[0151] For sign(c i -x i ) is also true.

[0152] The calculation formula for the single gap of the critical value indicator is:

[0153] d i =1 / 2[1-sign(x i -g i )](g i -x i )

[0154] i = m+1,m+2,……,n (2)

[0155] Where sign is a sign function, which is used to indicate the positive or negative nature of a number. i -g i ),

[0156] When x i -g i >0, sign(x i -g i )=1,

[0157] When x i -g i =0, sign(x i -g i )=0,

[0158] When x i -g i <0, sign(x i -g i )=-1.

[0159] In summary, d i It represents the distance between the two actual index values ​​of the i-th specific incumbent and the two index values ​​required by the job standard. Of course, from the perspective of each specific sub-indicator, the d i The smaller the better. However, the standard of a position is obtained by combining the two types of indicators. Therefore, it is necessary to integrate the results of these two types of measurements to obtain the matching degree of the position.

[0160] The first step is horizontal matching. Based on the individual gaps, the matching degree of the matcher relative to the standard requirements can be defined as follows:

[0161] Let W1, W2, W3, ... W n is the weight of each indicator in step 3, that is, the importance of each indicator. In the sense of q norm, the gap between the matcher and the standard requirement S is:

[0162]

[0163] In the formula, n=m+m1, the norm q is a commonly used norm, and q=2.

[0164] The second step is vertical matching. Because the standard S represented by the critical value index is within a certain area, for specific matches,

[0165]

[0166] It represents the vertical matching degree of the matcher in the standard space S, where X is the vector of the values ​​of the various indicators of the matcher, y is the vector of the values ​​of the various indicators required by the job model, +x+ and +y+ are the distances of the various indicators in the space S, that is:

[0167]

[0168] The norm q is a natural number, usually 2.

[0169] The third step is horizontal baseline matching. Assuming that the matching model is under static conditions, the ability and quality standards in the model constitute a horizontal baseline, and the interval range constitutes a plane. The horizontal line fully meets the standards, otherwise it does not meet the standards. Correspondingly, the indicator values ​​of the matcher are drawn on the plane of the horizontal baseline and connected with a smooth curve. In this way, the indicator curve of the matcher is combined with the job standard to form an uneven curve. Among them, the convex part is in the plane above the horizontal baseline, indicating that the matcher's indicator not only meets the standard, but also exceeds the job requirements. On the contrary, the concave part is below the horizontal baseline. It means that the matcher has not met the job matching requirements. For the critical value indicator, the single convex part is:

[0170] e i =1 / 2[1-sign(g i -x i )](x i -g i )

[0171] i = m+1,..., n (5)

[0172] n=m+m1, use e(#,S) to represent the degree of convexity, where

[0173]

[0174] Here, X and q have the same meanings as in (3) and (4).

[0175] Corresponding to the heading matching degree, since d(#, s) represents the degree of concavity, the concavity and convexity ratio of the matcher, that is, the horizontal baseline matching degree, is:

[0176] H=d(#,s) / e(#,S) (7)

[0177] Step 7 outputs the predicted matching results and compares them with the actual matching situation. The model is adjusted and optimized according to the feedback results to improve the prediction accuracy and reliability.

[0178] The embodiments of the present invention are described in detail above. Specific examples are used herein to illustrate the principles and implementation methods of the present invention. The description of the above embodiments is only used to help understand the method of the present invention and its core idea. At the same time, for those skilled in the art, according to the idea of ​​the present invention, there will be changes in the specific implementation methods and application scope. In summary, the content of this specification should not be understood as limiting the present invention.

Claims

1. A method for establishing a model for predicting the job matching of professional soldiers, characterized in that: The method comprises the following steps: S1 counts the work tasks, job responsibilities, and professional expertise of professional soldiers, classifies the work tasks of different arms, classifies the types of arms to obtain personnel types, summarizes the basic capabilities of the personnel types, and obtains the basic capabilities corresponding to the personnel types; S2 calculates the post type of professional soldiers through a classification convergence algorithm according to the basic capabilities corresponding to the personnel types, the post distribution and the post capability requirements, and determines the corresponding relationship between the post type and the personnel type; S3 selects 39 capability quality indicators in 8 fields to create job profiles for the job types in S2, obtains the weights of the capability quality in the corresponding job profiles, and obtains a job profile model; S4 establishes a multi-dimensional prediction model for the post matching of professional soldiers, collects basic personal information of existing professional soldiers, extracts multi-dimensional data on training results, mission performance, meritorious service and awards, psychological quality and physical quality, sorts them in descending order according to meritorious service, mission performance or training results, and classifies them according to the personnel types described in S1, extracts the actual scores of the 39 competences and qualities of the top-ranked professional soldiers in each category, extracts the highest and lowest scores of each single competence and quality from the actual scores, determines the interval range of each competence and quality, refers to the correspondence between the post type and the personnel type, substitutes the weights corresponding to the post portrait model described in S3 for weighted average calculation, obtains the standard scores of the 39 competences and qualities, and integrates them to obtain the prediction model for the post matching of professional soldiers; S5 conducts multi-dimensional psychological and EEG assessments on the matched professional soldiers, and combines the average scores of daily training to obtain the actual scores of 39 abilities and qualities of professional soldiers; S6 inputs the measured score data of S5 into the predicted professional soldier job matching model, and the predicted professional soldier job matching model uses the interval value index algorithm and the critical value index algorithm to calculate the distance with each ability quality in the predicted professional soldier job matching model according to the measured score of the ability quality, and then uses the matching algorithm to calculate and output the most matching range recommendation result, and the matching algorithm includes: horizontal matching, vertical matching and horizontal baseline matching; S7 compares the recommended results with the actual matching situation, adjusts and optimizes the model based on the feedback results, and improves the prediction accuracy and reliability.

2. The method for establishing a prediction model for job matching of professional soldiers according to claim 1 is characterized in that: The types of personnel described in S1 include: command personnel, general combat personnel, special operations personnel, political workers and propaganda personnel, logistics support personnel, military equipment drivers or operators, intelligence personnel, training personnel, and auxiliary personnel.

3. The method for establishing a prediction model for job matching of professional soldiers according to claim 1, characterized in that: The job types described in S2 include: command, operational, research, transactional, team-based, management and intelligence.

4. The method for establishing a prediction model for job matching of professional soldiers according to claim 1, characterized in that: The eight areas described in S3 include: military-specific skills, information processing, command and decision-making, emotional stability, initiative and drive, collective consciousness, physical fitness and core brain cognition.

5. The method for establishing a prediction model for job matching of professional soldiers according to claim 1, characterized in that: The abilities and qualities described in S3 include: military skills, information extraction ability, language expression ability, insight, planning ability, adaptability, problem-solving ability, execution, judgment, decisiveness, communication ability, learning ability, rigor, calmness, stress resistance, self-confidence, patience, initiative, self-motivation, self-management, perseverance, optimism, discipline, sense of responsibility, integrity, moral courage, spirit of cooperation, sense of honor, ability to maintain health, strength, speed, endurance, agility, flexibility, visual ability, auditory ability, spatial attention, memory ability, and physical coordination ability.

6. The method for establishing a prediction model for job matching of professional soldiers according to claim 1, characterized in that: S4 includes: selecting the highest and lowest values ​​of each ability quality in 8 fields of the top 100 soldiers in each personnel classification, defining the range of ability quality, calculating the average value of each ability quality, and performing weighted calculation on the weight of each ability quality in the job portrait model according to the correspondence between the personnel type and the job type, to obtain a basic job matching model for professional soldiers that includes 39 ability quality indicators in 8 fields.

7. The method for establishing a prediction model for job matching of professional soldiers according to claim 1, characterized in that: S5 includes: conducting psychological assessments on the six areas of information processing, command decision-making, emotional stability, initiative and drive, and collective consciousness for the soldiers to be matched, obtaining measured scores for 27 competence qualities in the six areas, and then using EEG assessment to obtain measured scores for five competence qualities in the core cognitive ability area. Combining the soldiers' medical records and daily military physical training results to obtain measured scores for six competence qualities in the physical fitness area, and obtaining measured scores for one competence quality in the special skills area through daily military skill training results. In total, measured scores for 39 competence qualities in eight areas to be matched are obtained.

8. The method for establishing a prediction model for job matching of professional soldiers according to claim 7, characterized in that: S6 The interval value index algorithm and the critical value index algorithm include: There are m interval value indicators, namely: [b1,c1], [b2,c2], ..., [b m ,c m ], there are m1 critical value indicators, namely g1, g2, g3, ..., g m1 , the relationship between m and m1 satisfies m+m1=39, and the single gap calculation formula of the interval value indicator is: d i =1 / 2[1-sign(x i -b i )sign(c i -x i )] max{b i -x i ,x i -c i } i=1,2,3,……m For sign(x i -b i ), If x i -b i >0, then sign(x i -b i )=1, When x i -b i =0,sign(x i -b i )=0, When x i -b i <0, then sign(x i -b i )=-1; For sign(c i -x i ), If c i -x i >0, then sign(c i -x i )=1, When c i -x i =0,sign(c i -x i )=0, When c i -x i <0, then sign(c i -x i )=-1; The calculation formula for the single gap of the critical value indicator is: d i =1 / 2[1-sign(x i -g i )](g i -x i ) i=m+1,m+2,……,m+m1 For sign(x i -g i ), When x i -g i >0, sign(x i -g i )=1, When x i -g i =0, sign(x i -g i )=0, When x i -g i <0, sign(x i -g i )=-1; Where sign is the sign function, which is used to indicate the positive or negative nature of a number, d i represents the distance between the two types of actual index values ​​of the i-th specific incumbent and the two types of index values ​​required by the job standard, x i is the actual indicator value.

9. A device for predicting job matching of professional soldiers, characterized in that: The device uses the method according to any one of claims 1 to 8 to match the positions of professional soldiers, and the device includes: The personnel type and basic ability statistics module is used to conduct statistical analysis on the work tasks, job responsibilities, and professional expertise of professional soldiers, classify the work tasks of different arms, classify the types of arms to obtain personnel types, summarize the basic abilities of the personnel types, and obtain the basic abilities corresponding to the personnel types; A module for determining the correspondence between job types and personnel types, which is used to calculate the job types of professional soldiers through a classification convergence algorithm according to the basic capabilities corresponding to the personnel types, job distribution and job capability requirements, and determine the correspondence between job types and personnel types; The job profile model building module selects 39 capability quality indicators in 8 fields to profile the job types, obtains the weight of the capability quality in the corresponding job profile, and obtains the job profile model; A module for establishing a model for predicting the job matching of professional soldiers is used to establish a multi-dimensional model for predicting the job matching of professional soldiers, collect personal basic information of existing professional soldiers, extract multi-dimensional data on training results, mission performance, meritorious service and awards, psychological quality, and physical quality, sort them in descending order according to meritorious service and awards, mission performance, and training results, and classify them according to personnel types, extract the actual scores of the 39 ability qualities of the top-ranked professional soldiers in each category, extract the highest and lowest scores of each single ability quality from the actual scores, circle the range of each ability quality, refer to the correspondence between the job type and the personnel type, substitute the weights corresponding to the job portrait model in S3 for weighted average calculation, obtain the standard scores of the 39 ability qualities, and integrate them to obtain the model for predicting the job matching of professional soldiers; The actual test score acquisition module conducts multi-dimensional psychological and EEG assessments on the matched professional soldiers, and combines the average scores of daily training to obtain the actual test scores of 39 ability qualities of professional soldiers; A job matching prediction module is used to input the measured score data into the predicted professional soldier job matching model, and the predicted professional soldier job matching model uses the interval value index algorithm and the critical value index algorithm to calculate the distance with each ability quality in the predicted professional soldier job matching model according to the measured score of the ability quality, and then uses the matching algorithm to calculate and output the most matching range recommendation result, and the matching algorithm includes: horizontal matching, vertical matching and horizontal baseline matching; The adjustment and optimization module is used to compare the recommendation results with the actual matching situation, adjust and optimize the model according to the feedback results, and improve the prediction accuracy and reliability.

10. An electronic device comprising a memory, a processor, and a computer program stored in the memory and executable on the processor, wherein: When the processor executes the computer program, it uses the method for establishing a professional soldier job matching model as described in any one of claims 1 to 8 to perform professional soldier job matching.

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