A team building method and system based on multi-dimensional behavioral style analysis

Abstract

The present invention discloses a team building method and system based on multi-dimensional behavioral style analysis. First, by analyzing the number of separated employees, skill proportion and skill correlation, the integrity index of the employee team is calculated using a logistic regression formula. According to the team integrity index, if it is less than m, the separated employees will be assigned separately; if it is between m and n, the separated employee team will be added to the new team; if it is greater than n, it will form a team by itself. Then, the average age of the team, the frequency of negotiations, etc. are calculated to evaluate the team similarity, and the team's lack of people index is calculated by a logistic regression formula. Finally, based on indicators such as similarity, lack of people index and proportion, the team compliance index is calculated, and the team with the largest compliance index is selected for member joining. This method optimizes the scientificity and efficiency of team building.

Description

Technical Field

[0001] The present invention relates to the technical field of team building, and more specifically, to a team building method and system based on multi-dimensional behavior style analysis. Background Art

[0002] In modern enterprise or team management, how to effectively form and optimize teams and improve team collaboration efficiency and innovation capabilities has become an important research field. Traditional team building methods often focus on members' professional skills and experience, while ignoring soft factors such as individual behavioral style, communication methods, and cooperative attitudes. Therefore, team building methods based on multi-dimensional behavioral style analysis have gradually been introduced into practice and have become an important tool for improving team effectiveness.

[0003] In the prior art, if a team needs to reduce its employees due to factors such as project reduction, it is difficult to make good personnel arrangements for the reduced employees, resulting in a waste of human resources. Summary of the invention

[0004] In order to overcome the above-mentioned defects of the prior art, an embodiment of the present invention provides a team building method and system based on multi-dimensional behavior style analysis to solve the problems raised in the above-mentioned background technology.

[0005] To achieve the above object, the present invention provides the following technical solutions:

[0006] A team building method based on multi-dimensional behavioral style analysis includes the following steps:

[0007] Step S1: Obtain the number of separated employees, the skill ratio of separated employees, and the skill correlation of separated employees, and use the logistic regression formula to calculate the team integrity of the separated employees;

[0008] Step S2: Determine the team integrity. If the team integrity index is less than m, the separated employees are assigned as individuals. If the team integrity index is greater than m and less than n, the separated employee team is not split and is added to the new team. If the team integrity index is greater than n, it forms a separate team.

[0009] Step S3: Determine the average age of the team, calculate the similarity of the team negotiation frequency, determine the total workload, the total working hours of the team, the degree of work completion, and the rate of on-time completion of work, and calculate the shortage index through the logistic regression formula;

[0010] Step S4: Determine the similarity, the lack of people index, and the proportion of people in each new team in the original team to calculate the team matching index, and select the team with the largest team matching index as the joining team.

[0011] In a preferred embodiment, in step S1, the number of separated employees, the skill ratio of separated employees, and the skill correlation of separated employees are determined; by formula ; Where G represents the team integrity of the separated employees; sl represents the number of separated employees, zb represents the skill ratio of separated employees, gl represents the skill correlation of separated employees, h, l, o are the regression coefficients of the variables, and e is the base of the natural logarithm.

[0012] In a preferred embodiment, the team integrity is determined in step S2. If the team integrity index is less than m, the separated employees are assigned as individuals. If the team integrity index is greater than m and less than n, the separated employee team is not split and is added to the new team. If the team integrity index is greater than n, it forms a separate team.

[0013] In a preferred embodiment, in step S3, the average age of the team and the frequency of negotiation between the team and other teams are obtained, the average age of the team and the frequency of negotiation between the team are quantized, and the following vector is constructed for the new team: ; Construct the following vector for the original team: ; Use cosine similarity to calculate the similarity between the original team and the new team: .

[0014] In a preferred embodiment, the total workload, the total working hours of the team, the degree of work completion, and the rate of work completion on time are determined by calculating the shortage index through a logistic regression formula: ; Q represents the shortage index; t2 represents the total workload, t1 represents the total working hours of the team, w1 represents the degree of work completion, w2 represents the rate of work completion on time, a, b, c are the regression coefficients of the variables, and e is the base of the natural logarithm.

[0015] In a preferred embodiment, in step S4, the lack of personnel index of each new team, the similarity between the original team and the new team, and the proportion of personnel in each new team in the original team are determined, and the conformity index of each new team is calculated by a logistic regression formula: ; F represents the conformity index of the new team; z1 represents the proportion of personnel in the original team in each new team; z2 represents the similarity between the original team and the new team; d, s, and f are the regression coefficients of the variables, and all are greater than zero; e is the base of the natural logarithm.

[0016] In a preferred embodiment, the compliance coefficients of the new teams are determined, compared one by one, and the new team with the largest compliance coefficient is selected as the new employee to join the team.

[0017] In a preferred embodiment, if the team integrity index is greater than m and less than n, the average age of the split team and the frequency of negotiation between the split team and other teams are determined, the similarity between the split team and the new team is calculated, the similarity between the split team and the original team is added and divided by two to obtain the average value, and the comprehensive similarity of the split team is obtained;

[0018] The team conformity index is calculated by combining the comprehensive similarity of the split teams, the lack of people index, and the proportion of people in the original team in each new team;

[0019] Determine the team compliance index and select the team with the largest new team compliance coefficient as the joining team.

[0020] In a preferred implementation, if the team integrity index is greater than n, which means that the separated team has the ability to work independently, the separated team will work as a separate team.

[0021] In a preferred embodiment, it includes a team segmentation judgment module, an information processing module, a team screening module, and a storage module;

[0022] The team split judgment module determines the information of the separated employees, obtains the number of separated employees, the skill ratio of the separated employees, the skill correlation of the separated employees, and calculates the team integrity of the separated employees; determines the team integrity of the separated employees. If the team integrity index of the separated employees is less than m, the separated employees are assigned as single persons. If the team integrity index of the separated employees is greater than m and less than n, the separated employee team is not split and is added to the new team; if the team integrity index of the separated employees is greater than n, it forms a separate team; transmits the team integrity index of the separated employees to the information processing module;

[0023] The information processing module determines the average age of the team, the frequency of team negotiations, calculates the similarity between the original team and the new team, determines the total workload, the total working hours of the team, the degree of work completion, the rate of on-time completion of work, and calculates the shortage index through the logistic regression formula; transmits the similarity and shortage index between the original team and the new team to the team screening module;

[0024] The team screening module determines the similarity between the original team and the new team, the lack of people index, and the proportion of people in the original team in each new team. The team matching index is calculated through the logistic regression formula, and the team with the largest team matching index is selected as the joining team;

[0025] The storage module stores information about new employees joining the team, the total working hours of the team, and other data generated during the operation of the system.

[0026] Technical effects and advantages of the present invention:

[0027] The present invention discloses a team building method and system based on multi-dimensional behavioral style analysis. First, by analyzing the number of separated employees, skill proportion and skill correlation, the integrity index of the employee team is calculated using a logistic regression formula. According to the team integrity index, if it is less than m, the separated employees will be assigned separately; if it is between m and n, the separated employee team will be added to the new team; if it is greater than n, it will form a team by itself. Then, the average age of the team, the negotiation frequency, etc. are calculated to evaluate the team similarity, and the team's lack of people index is calculated by a logistic regression formula. Finally, according to indicators such as similarity, lack of people index and proportion, the team compliance index is calculated, and the team with the largest compliance index is selected for member joining. This method optimizes the scientificity and efficiency of team building, can better allocate and process the separated employees, improve personnel utilization, make work more efficient, and avoid waste of manpower. BRIEF DESCRIPTION OF THE DRAWINGS

[0028] In order to facilitate understanding by those skilled in the art, the present invention is further described below in conjunction with the accompanying drawings;

[0029] Figure 1 A schematic diagram of a process of a team building method based on multi-dimensional behavior style analysis according to the present invention;

[0030] Figure 2 It is a structural schematic diagram of a team building system based on multi-dimensional behavioral style analysis of the present invention. DETAILED DESCRIPTION

[0031] The following will be combined with the drawings in the embodiments of the present invention to clearly and completely describe the technical solutions in the embodiments of the present invention. Obviously, 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.

[0032] The present invention obtains the number of separated employees, the skill proportion of the separated employees, and the skill correlation of the separated employees, and uses a logistic regression formula to calculate the team integrity of the separated employees; determines the team integrity of the separated employees, if the team integrity index of the separated employees is less than m, the separated employees are allocated as single persons, if the team integrity index of the separated employees is greater than m and less than n, the separated employee team is not split, and the separated employee team is added to a new team; if the team integrity index of the separated employees is greater than n, it forms a team by itself; if the team integrity index of the separated employees is less than m, determines the average age and the frequency of team negotiation to calculate the similarity, determines the total workload, the total working hours of the team, the work completion degree, and the on-time completion rate of the work, and calculates the lack of people index through a logistic regression formula; determines the similarity, the lack of people index, and the proportion of personnel in the original team in each new team to calculate the team conformity index through a logistic regression formula, and selects the team with the largest team conformity index as the joining team.

[0033] If the team integrity index is greater than m and less than n, it means that the separated employees have a certain relevance and are suitable to join the new team. Determine the average age of the separated team, the frequency of negotiations between the separated team and other teams, calculate the similarity between the separated team and the new team, add the similarity of the separated team and the similarity of the original team and divide it by two to get the average, and calculate the comprehensive similarity of the separated team; calculate the new team compliance index by combining the comprehensive similarity of the separated team, the shortage index, and the proportion of personnel in the original team in each new team. Determine the new team compliance index, compare them one by one, and select the new team with the largest new team compliance coefficient as the joining team. If the team integrity index is greater than n; it means that the separated team has the ability to work independently, then the separated team will work as a team.

[0034] Example 1: Figure 1 As shown, a team building method based on multi-dimensional behavior style analysis of the present invention includes the following steps:

[0035] Step S1: Obtain the number of separated employees, the skill ratio of separated employees, and the skill correlation of separated employees, and use the logistic regression formula to calculate the team integrity of the separated employees;

[0036] Step S2: Determine the team integrity of the separated employee. If the team integrity index of the separated employee is less than m, the separated employee will be assigned as a single person. If the team integrity index of the separated employee is greater than m and less than n, the separated employee team will not be split and will be added to the new team. If the team integrity index of the separated employee is greater than n, it will form a separate team.

[0037] Step S3: Determine the average age of the team, calculate the similarity of the team negotiation frequency, determine the total workload, the total working hours of the team, the degree of work completion, and the rate of on-time completion of work, and calculate the shortage index through the logistic regression formula;

[0038] Step S4: Determine the similarity, the lack of people index, and the proportion of people in each new team in the original team. Calculate the team matching index through the logistic regression formula, and select the team with the largest team matching index as the joining team.

[0039] In step S1, by analyzing the information of the separated employees, the number of separated employees, the skill ratio of the separated employees, and the correlation of the skills of the separated employees are obtained. The employee information is counted by the company's human resources department and entered into the system; the skill ratio of the separated employees is the ratio of the skills of the separated employees to the skills of the entire team, the skill correlation of the separated employees is the sum of the correlations between the skills of each separated employee, and the correlation between skills is independently input according to the complementarity between skills.

[0040] Determine the number of employees to be separated, the skill ratio of the separated employees, and the skill correlation of the separated employees; through the formula ; Wherein G represents the team integrity of the separated employees; sl represents the number of separated employees, where the larger the number of separated employees, the greater the team integrity of the separated employees, and vice versa; zb represents the skill ratio of separated employees, where the larger the skill ratio of separated employees, the greater the team integrity of the separated employees, and vice versa; gl represents the skill correlation of separated employees, where the larger the skill correlation of separated employees, the greater the team integrity of separated employees, and vice versa; h, l, o are the regression coefficients of the variables, and are all greater than zero, and e is the base of the natural logarithm.

[0041] In step S2, the team integrity is determined. If the team integrity index is less than m, the separated employees will be assigned as individuals. If the team integrity index is greater than m and less than n, the separated employee team will not be split and will be added to the new team. If the team integrity index is greater than n, it will form a team by itself, where m and n are system preset thresholds.

[0042] In step S3, the average age of the original team and the average age of each new team are obtained. The employee age information is directly retrieved from the company's employee information, and the average age data of the team employees is calculated. The sum of the ages of all employees in the team is divided by the number of employees; the average age of a team can well reflect the team's style of behavior.

[0043] The frequency of negotiations between the original team and other teams and the frequency of negotiations between the new team and other teams are obtained from historical data to record the interactions between the teams. The frequency of negotiations between the team and other teams can reflect whether the team is good at socializing. The higher the frequency of negotiations between the team and other teams, the more socializing the team is.

[0044] Analyze the average age of the team and the frequency of negotiations between the team and other teams; the original team refers to the team to which the new employee previously belonged, and the new team refers to the team that the employee may join in the future. The original team may need to reduce its team members due to project reduction and other factors.

[0045] Normalize the average team age and team negotiation frequency; use the following formula to convert the data Normalized to the range [0,1]: ;in is the normalized value, and Data The minimum and maximum values ​​of .

[0046] The average team age and team negotiation frequency features are vectorized to construct the following vector for the new team: ;in, refers to the i-th new team, represents the average age of the i-th new team; represents the negotiation frequency of the i-th new team.

[0047] The original team builds the following vector: ;in It refers to the average age of the original team; It refers to the original team negotiation frequency.

[0048] Use cosine similarity to calculate the similarity between the original team and the new team: ;

[0049] If the calculated cosine similarity value is close to 1, it means that the two teams are very similar;

[0050] If the cosine similarity value is close to 0, it means that the two teams have no similarity;

[0051] If the cosine similarity value is close to -1, it means that the two teams are completely opposite.

[0052] In practical applications, we can set a threshold to determine whether two teams are similar, depending on the specific situation. If the cosine similarity is greater than the threshold, the two teams are considered to be very similar; if the cosine similarity is less than the threshold and is not much different from the threshold, the two teams are considered to have a certain degree of similarity; if the cosine similarity is much less than the threshold, the two teams are considered to have little similarity.

[0053] Assess the workload of each new team and calculate the new vacancy index; the calculation process is as follows:

[0054] Step A1: Calculate the total workload;

[0055] The total workload of the team can be estimated by the number of tasks and the total workload of each task, which can be expressed as the number of hours to complete the task; ; Among them, the workload of task i can be obtained through historical data and task complexity.

[0056] Step A2: Calculate the total working hours of the team;

[0057] The working hours of each team member are obtained by clocking in and out. Assume there are m employees, and the working hours of each employee are , then the total working hours of the team is: ; And the working hours of employees can be predicted by the historical working hours of employees, and the working hours in the next few days can be predicted by the historical average working hours of employees per day; the total working hours of the team within the task completion time limit can be predicted.

[0058] Step A3: Calculate the degree of work completion;

[0059] By comparing the actual workload completed with the expected workload, the team's work completion rate under the current human resources can be evaluated. Assuming that the total workload that the team should complete in a certain period of time is 100%, and the actual workload is X% completed; then the team's work completion rate is: ;

[0060] Step A4: Calculate the on-time completion rate of work;

[0061] Each task has a deadline. If the team can complete the task within the specified time, it is considered to be completed on time; if it exceeds the specified time, it is considered to be completed on time. Suppose there are m tasks, n of which are completed on time, and the on-time completion rate is: .

[0062] Step A5: Calculate the shortage index;

[0063] Compare the total workload and the total working hours of the team, the total workload minus the total working hours of the team. If the calculated value is a negative number, it means that the team can complete the task based on the existing personnel, and the larger the value, the easier it is for the team to complete the task; if the calculated value is a positive number, it means that the team cannot complete the task based on the existing personnel, and the larger the calculated value, the larger the personnel gap, and vice versa.

[0064] The shortage index is calculated by logistic regression formula: ; Wherein Q represents the shortage index; t2 represents the total workload, t1 represents the total working time of the team, if t1-t2 is a positive number, the larger the value of the total workload minus the total working time of the team, the smaller the shortage index, otherwise, the larger the shortage index; if t1-t2 is a negative number, the larger the value of the total working time of the team minus the total workload, the larger the shortage index, otherwise, the smaller the shortage index; w1 represents the degree of work completion, where the greater the degree of work completion, the smaller the shortage index, otherwise, the larger the shortage index; w2 represents the rate of on-time completion of work, where the higher the rate of on-time completion of work, the smaller the shortage index, otherwise, the larger; a, b, c are the regression coefficients of the variables, and they are all greater than zero, and e is the base of the natural logarithm.

[0065] Determine the proportion of people in each new team from the original team. ; The number of employees from the original team in the new team is the number of employees from the original team who join the new team, which is obtained based on historical personnel change records; when a new employee joins the new team, the total number of employees in the team increases by one; if the new employee is an employee of the original team, the number of employees from the original team in the team increases by one; if the new employee is not an employee of the original team, the number does not increase. The proportion of employees from the original team in the new team is recalculated for each employee who joins the original team.

[0066] In step S4, the lack of personnel index, similarity, and proportion of personnel in the original team in each new team are determined, and the conformity index of each new team is calculated by the logistic regression formula: ; Where F represents the conformity index of the new team; z1 represents the proportion of personnel in the original team in each new team. The greater the proportion of personnel in the original team in each new team, the greater the conformity coefficient of the new team, and vice versa; z2 represents the similarity. The greater the similarity, the greater the conformity coefficient of the new team, and vice versa; d, s, and f are the regression coefficients of the variables, and are all greater than zero. e is the base of the natural logarithm.

[0067] Determine the compliance coefficient of each new team, compare them one by one, and select the new team with the largest compliance coefficient as the new employee to join the team.

[0068] If the team integrity index is greater than m and less than n, it means that the separated employees have a certain relevance and are suitable to join the new team. Determine the average age of the separated team, the frequency of negotiation between the separated team and other teams, calculate the similarity between the separated team and the new team, add the similarity of the separated team and the similarity of the original team and divide by two to get the average value, and get the comprehensive similarity of the separated team;

[0069] The team conformity index is calculated by combining the comprehensive similarity of the split teams, the lack of people index, and the proportion of people in the original team in each new team.

[0070] Determine the new team's compliance index, compare them one by one, and select the new team with the largest new team compliance coefficient as the joining team.

[0071] If the team integrity index is greater than n, it means that the separated team has the ability to work independently, so the separated team will work as a separate team.

[0072] Embodiment 2: The present invention provides Figure 2 A team building system based on multi-dimensional behavior style analysis is shown, comprising: an information collection and analysis module, a team screening module, a team confirmation module, and a storage module;

[0073] The team split judgment module determines the information of the separated employees, obtains the number of separated employees, the skill ratio of the separated employees, the skill correlation of the separated employees, and calculates the team integrity of the separated employees; determines the team integrity of the separated employees. If the team integrity index of the separated employees is less than m, the separated employees are assigned as single persons. If the team integrity index of the separated employees is greater than m and less than n, the separated employee team is not split and is added to the new team; if the team integrity index of the separated employees is greater than n, it forms a separate team; transmits the team integrity index of the separated employees to the information processing module;

[0074] The information processing module determines the average age of the team, the frequency of team negotiations, calculates the similarity between the original team and the new team, determines the total workload, the total working hours of the team, the degree of work completion, the rate of on-time completion of work, and calculates the shortage index through the logistic regression formula; transmits the similarity and shortage index between the original team and the new team to the team screening module;

[0075] The team screening module determines the similarity between the original team and the new team, the lack of people index, and the proportion of people in the original team in each new team. The team matching index is calculated through the logistic regression formula, and the team with the largest team matching index is selected as the joining team;

[0076] The storage module stores information about new employees joining the team, the total working hours of the team, and other data generated during the operation of the system.

[0077] Those of ordinary skill in the art will appreciate that the units and algorithm steps of each example described in conjunction with the embodiments disclosed herein can be implemented in electronic hardware, or a combination of computer software and electronic hardware. Whether these functions are performed in hardware or software depends on the specific application and design constraints of the technical solution. Professional and technical personnel can use different methods to implement the described functions for each specific application, but such implementation should not be considered to be beyond the scope of this application.

[0078] In the several embodiments provided in the present application, it should be understood that the disclosed systems, devices and methods can be implemented in other ways. For example, the device embodiments described above are only schematic. For example, the division of the units is only a logical function division. There may be other division methods in actual implementation, such as multiple units or components can be combined or integrated into another system, or some features can be ignored or not executed. Another point is that the mutual coupling or direct coupling or communication connection shown or discussed can be through some interfaces, indirect coupling or communication connection of devices or units, which can be electrical, mechanical or other forms.

[0079] The units described as separate components may or may not be physically separated, and the components shown as units may or may not be physical units, that is, they may be located in one place or distributed on multiple network units. Some or all of the units may be selected according to actual needs to achieve the purpose of the solution of this embodiment.

[0080] In addition, each functional unit in each embodiment of the present application may be integrated into one processing unit, or each unit may exist physically separately, or two or more units may be integrated into one unit.

[0081] The above is only a specific implementation of the present application, but the protection scope of the present application is not limited thereto. Any person skilled in the art who is familiar with the present technical field can easily think of changes or substitutions within the technical scope disclosed in the present application, which should be included in the protection scope of the present application. Therefore, the protection scope of the present application should be based on the protection scope of the claims.

Claims

1. A team building method based on multi-dimensional behavioral style analysis, characterized in that: The following steps are involved: Step S1: Obtain the number of separated employees, the skill ratio of separated employees, and the skill correlation of separated employees, and use the logistic regression formula to calculate the team integrity of the separated employees; Step S2: Determine the team integrity. If the team integrity index is less than m, the separated employees are assigned as individuals. If the team integrity index is greater than m and less than n, the separated employee team is not split and is added to the new team. If the team integrity index is greater than n, it forms a team in itself; Step S3: Determine the average age of the team, calculate the similarity of the team negotiation frequency, determine the total workload, the total working hours of the team, the degree of work completion, and the rate of on-time completion of work, and calculate the shortage index through the logistic regression formula; Step S4: Determine the similarity, the lack of people index, and the proportion of people in each new team in the original team to calculate the team matching index, and select the team with the largest team matching index as the joining team.

2. A team building method based on multi-dimensional behavioral style analysis according to claim 1, characterized in that: In step S1, determine the number of employees to be separated, the skill ratio of the separated employees, and the skill correlation of the separated employees; by formula G=G= ; G represents the team integrity of the separated employees; sl represents the number of separated employees, zb represents the skill ratio of separated employees, gl represents the skill correlation of separated employees, h, l, and o are the regression coefficients of the variables, and e is the base of the natural logarithm.

3. A team building method based on multi-dimensional behavioral style analysis according to claim 1, characterized in that: In step S2, the team integrity is determined. If the team integrity index is less than m, the separated employees are assigned as individuals. If the team integrity index is greater than m and less than n, the separated employee team is not split and is added to the new team. If the team integrity index is greater than n, it forms a separate team.

4. The team building method based on multi-dimensional behavioral style analysis according to claim 1, characterized in that: In step S3, the average age of the team and the frequency of negotiation between the team and other teams are obtained, and the average age of the team and the frequency of negotiation are quantized to construct the following vector for the new team: ;in, refers to the i-th new team, represents the average age of the i-th new team; Represents the negotiation frequency of the i-th new team; construct the following vector for the original team: ,in It refers to the average age of the original team; Refers to the frequency of negotiation between the original team; the cosine similarity is used to calculate the similarity between the original team and the new team: .

5. The team building method based on multi-dimensional behavioral style analysis according to claim 1, characterized in that: Determine the total workload, the team's total working hours, work completion rate, and on-time completion rate. Calculate the shortage index using the logistic regression formula: ; Where Q represents the shortage index; t2 represents the total workload, t1 represents the total working hours of the team, w1 represents the degree of work completion, w2 represents the rate of work completion on time, a, b, c are the regression coefficients of the variables, and e is the base of the natural logarithm.

6. A team building method based on multi-dimensional behavioral style analysis according to claim 5, characterized in that: In step S4, the lack of personnel index of each new team, the similarity between the original team and the new team, and the proportion of personnel in each new team that have personnel in the original team are determined, and the conformity index of each new team is calculated by the logistic regression formula: ; F represents the conformity index of the new team; z1 represents the proportion of personnel in the original team in each new team; z2 represents the similarity between the original team and the new team; d, s, and f are the regression coefficients of the variables, and all are greater than zero; e is the base of the natural logarithm.

7. A team building method based on multi-dimensional behavioral style analysis according to claim 6, characterized in that: Determine the compliance coefficient of each new team, compare them one by one, and select the new team with the largest compliance coefficient as the new employee to join the team.

8. The team building method based on multi-dimensional behavior style analysis according to claim 2 is characterized by: If the team integrity index is greater than m and less than n, determine the average age of the split team, the frequency of negotiation between the split team and other teams, calculate the similarity between the split team and the new team, add the similarity of the split team and the similarity of the original team and divide by two to get the average, and get the comprehensive similarity of the split team; The team conformity index is calculated by combining the comprehensive similarity of the split teams, the lack of people index, and the proportion of people in the original team in each new team; Determine the team fit index and select the new team with the largest team fit coefficient as the joining team.

9. The team building method based on multi-dimensional behavior style analysis according to claim 2, characterized in that: If the team integrity index is greater than n, it means that the separated team has the ability to work independently, so the separated team will work as a separate team.

10. A team building system based on multi-dimensional behavior style analysis, used to implement a team building method based on multi-dimensional behavior style analysis as claimed in any one of claims 1 to 9, characterized in that: It includes team segmentation judgment module, information processing module, team screening module and storage module; The team segmentation judgment module determines the information of the employees to be separated, obtains the number of separated employees, the skill ratio of separated employees, the skill correlation of separated employees, and calculates the team integrity of separated employees; Determine the team integrity of the separated employee. If the team integrity index of the separated employee is less than m, the separated employee will be assigned as a single person. If the team integrity index of the separated employee is greater than m and less than n, the separated employee team will not be split and will be added to the new team. If the team integrity index of the separated employee is greater than n, it will form a separate team. The team integrity index of the separated employee will be transmitted to the information processing module. The information processing module determines the average age of the team, the frequency of team negotiations, calculates the similarity between the original team and the new team, determines the total workload, the total working hours of the team, the degree of work completion, the rate of on-time completion of work, and calculates the shortage index through the logistic regression formula; transmits the similarity and shortage index between the original team and the new team to the team screening module; The team screening module determines the similarity between the original team and the new team, the lack of people index, and the proportion of people in the original team in each new team. The team matching index is calculated through the logistic regression formula, and the team with the largest team matching index is selected as the joining team; The storage module stores information about new employees joining the team, the total working hours of the team, and other data generated during the operation of the system.

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