Data processing method and system for human resource management

Abstract

The invention discloses a data processing method and system for human resource management. The method comprises the following steps: acquiring a human resource planning request for a target engineering project sent by human resource planning equipment; generating a human resource scheme corresponding to the target engineering project according to the human resource planning request and an examination and approval result of examination and approval end equipment; obtaining a human resource management application sent by a management device, and determining a human resource management execution scheme of the human resource management application according to the human resource management application and a corresponding approval rule; and obtaining a plurality of employee data of the target engineering project in a historical time period, and determining a performance analysis condition corresponding to the target engineering project according to the employee data, the human resource scheme and the human resource management execution scheme. Therefore, the human resource management efficiency and effect of the project can be improved, the human input and the time consumption are reduced, and the working efficiency is improved.

Description

Technical Field

[0001] The present invention relates to the field of data processing technology, and in particular to a data processing method and system for human resource management. Background Art

[0002] With the improvement of people's material living standards and the development of science and technology, the number of people involved in construction projects is also increasing. How to improve the efficiency of human resource management is an important problem. However, the existing human resource management process is too cumbersome and relies on manual operations. It does not fully consider the data of human resource management to improve the efficiency of performance analysis. It can be seen that the existing technology has defects and needs to be solved urgently. Summary of the invention

[0003] The technical problem to be solved by the present invention is to provide a data processing method and system for human resource management, which can improve the efficiency and effect of human resource management of projects, reduce manpower input and time consumption, and improve work efficiency.

[0004] In order to solve the above technical problems, the first aspect of the present invention discloses a data processing method for human resource management, the method comprising: Acquire a human resources planning request for a target project sent by a human resources planning device; the human resources planning request is used to be sent to at least one approval end device according to a preset approval rule; Generate a human resource plan corresponding to the target project according to the human resource planning request and the approval result of the approval terminal device; Obtaining a human resources management application sent by a management device, and determining a human resources management implementation plan for the human resources management application according to the human resources management application and corresponding approval rules; A plurality of employee data of the target project in a historical time period is obtained, and a performance analysis situation corresponding to the target project is determined according to the employee data, the human resource plan and the human resource management implementation plan.

[0005] As an optional implementation, in the first aspect of the present invention, the human resources planning request includes the project name, planning category, planning person in charge, planning preparer, planning date requirements, planning approval requirements and human resources planning scheme; the planning category is the overall project human resources planning or project staffing; the human resources planning scheme includes personnel positions, personnel experience requirements, personnel education requirements, personnel salary range, number of recruits requirements, arrival time requirements, departure time requirements, on-the-job time requirements and labor costs.

[0006] As an optional implementation, in the first aspect of the present invention, the human resources management application includes at least one of an application for new personnel, an application for new recruitment, an application for new personnel certificate, an application for new training, an application for training notification, an application for new assessment, and an application for new labor personnel.

[0007] As an optional implementation manner, in the first aspect of the present invention, the employee data includes employee face punch-in data; and determining the performance analysis situation corresponding to the target engineering project according to the employee data, the human resources plan and the human resources management implementation plan includes: For each engineer, the attendance status of the engineer is determined based on the employee face clock-in data of the engineer; Determine the performance of the engineering personnel according to the attendance status, the human resources plan and the human resources management implementation plan; According to the performance of all the engineering personnel in the target engineering project, a performance analysis situation corresponding to the target engineering project is determined.

[0008] As an optional implementation, in the first aspect of the present invention, determining the attendance of the engineering personnel according to the employee face clock-in data of the engineering personnel includes: According to the input facial image of the engineer, the facial matching degree corresponding to each facial data in the employee facial clock-in data of the engineer is calculated; Calculate the time difference between the clock-in time corresponding to each of the face data and the closest preset clock-in time point; Determine the score weight of all the face data whose time difference is greater than a preset first time threshold as 0; Determine the score weight of the face data whose time difference is less than the first time threshold to be inversely proportional to the time difference; The average value of the product of the score weight and the face matching degree corresponding to all the face data is calculated to obtain the attendance status of the engineer.

[0009] As an optional implementation, in the first aspect of the present invention, determining the performance of the engineering personnel according to the attendance status, the human resources plan and the human resources management implementation plan includes: Calculate the personnel type and personnel level corresponding to the engineering personnel in the human resources plan; According to the correspondence between the type and level and the performance rules in the human resources management implementation plan, determine the performance rules corresponding to the engineering personnel based on the personnel type and personnel level; The performance of the engineering staff is calculated according to the attendance status and the performance rules.

[0010] As an optional implementation manner, in the first aspect of the present invention, determining the performance analysis situation corresponding to the target engineering project according to the performance situation of all the engineering personnel in the target engineering project includes: Classifying all the engineering personnel according to the personnel types to obtain a plurality of first personnel sets; Classifying all the engineering personnel according to the personnel levels to obtain a plurality of second personnel sets; Calculate the performance statistics of each of the first personnel sets; Calculate the performance statistics of each of the second personnel sets; The statistical conditions of all the first personnel sets and the statistical conditions of all the second personnel sets are determined as the performance analysis conditions corresponding to the target engineering project.

[0011] A second aspect of the present invention discloses a data processing system for human resource management, the system comprising: An acquisition module, used to acquire a human resources planning request for a target project sent by a human resources planning device; the human resources planning request is used to be sent to at least one approval end device according to a preset approval rule; An approval module, used to generate a human resource plan corresponding to the target engineering project according to the human resource planning request and the approval result of the approval terminal device; A determination module, used to obtain a human resources management application sent by a management device, and determine the human resources management implementation plan according to the human resources management application and corresponding approval rules; The analysis module is used to obtain a plurality of employee data of the target project in a historical time period, and determine the performance analysis situation corresponding to the target project according to the employee data, the human resource plan and the human resource management implementation plan.

[0012] As an optional implementation, in the second aspect of the present invention, the human resources planning request includes the project name, planning category, planning person in charge, planning preparer, planning date requirements, planning approval requirements and human resources planning scheme; the planning category is the overall project human resources planning or project staffing; the human resources planning scheme includes personnel positions, personnel experience requirements, personnel education requirements, personnel salary range, number of recruits requirements, arrival time requirements, departure time requirements, on-the-job time requirements and labor costs.

[0013] As an optional implementation, in the second aspect of the present invention, the human resources management application includes at least one of an application for new personnel, an application for new recruitment, an application for new personnel certificate, an application for new training, an application for training notification, an application for new assessment, and an application for new labor personnel.

[0014] As an optional implementation, in the second aspect of the present invention, the employee data includes employee face clock-in data; the analysis module determines the specific manner of the performance analysis situation corresponding to the target engineering project according to the employee data, the human resources plan and the human resources management implementation plan, including: For each engineer, the attendance status of the engineer is determined based on the employee face clock-in data of the engineer; Determine the performance of the engineering personnel according to the attendance status, the human resources plan and the human resources management implementation plan; According to the performance of all the engineering personnel in the target engineering project, a performance analysis situation corresponding to the target engineering project is determined.

[0015] As an optional implementation, in the second aspect of the present invention, the specific manner in which the analysis module determines the attendance of the engineer according to the employee face clock-in data of the engineer includes: According to the input facial image of the engineer, the facial matching degree corresponding to each facial data in the employee facial clock-in data of the engineer is calculated; Calculate the time difference between the clock-in time corresponding to each of the face data and the closest preset clock-in time point; Determine the score weight of all the face data whose time difference is greater than a preset first time threshold as 0; Determine the score weight of the face data whose time difference is less than the first time threshold to be inversely proportional to the time difference; The average value of the product of the score weight and the face matching degree corresponding to all the face data is calculated to obtain the attendance status of the engineer.

[0016] As an optional implementation, in the second aspect of the present invention, the specific manner in which the analysis module determines the performance status corresponding to the engineering personnel according to the attendance status, the human resources plan and the human resources management implementation plan includes: Calculate the personnel type and personnel level corresponding to the engineering personnel in the human resources plan; According to the correspondence between the type and level and the performance rules in the human resources management implementation plan, determine the performance rules corresponding to the engineering personnel based on the personnel type and personnel level; The performance of the engineering staff is calculated according to the attendance status and the performance rules.

[0017] As an optional implementation, in the second aspect of the present invention, the analysis module determines the specific manner of the performance analysis situation corresponding to the target engineering project according to the performance situation of all the engineering personnel in the target engineering project, including: Classifying all the engineering personnel according to the personnel types to obtain a plurality of first personnel sets; Classifying all the engineering personnel according to the personnel levels to obtain a plurality of second personnel sets; Calculate the performance statistics of each of the first personnel sets; Calculate the performance statistics of each of the second personnel sets; The statistical conditions of all the first personnel sets and the statistical conditions of all the second personnel sets are determined as the performance analysis conditions corresponding to the target engineering project.

[0018] The third aspect of the present invention discloses another data processing system for human resource management, the system comprising: A memory storing executable program code; a processor coupled to the memory; The processor calls the executable program code stored in the memory to execute part or all of the steps in the data processing method for human resource management disclosed in the first aspect of the present invention.

[0019] The fourth aspect of the present invention discloses a computer storage medium storing computer instructions, which, when called, are used to execute part or all of the steps in the data processing method for human resource management disclosed in the first aspect of the present invention.

[0020] Compared with the prior art, the present invention has the following beneficial effects: The present invention processes human resource planning and management applications through automated process preset approval rules, and determines the performance analysis situation corresponding to the target engineering project, thereby improving the efficiency and effectiveness of human resource management of the project, reducing manpower input and time consumption, and improving work efficiency. BRIEF DESCRIPTION OF THE DRAWINGS

[0021] In order to more clearly illustrate the technical solutions in the embodiments of the present invention, the following briefly introduces the drawings required for use in the description of the embodiments. 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 creative work.

[0022] Figure 1 It is a flow chart of a data processing method for human resource management disclosed in an embodiment of the present invention; Figure 2 It is a structural schematic diagram of a data processing system for human resource management disclosed in an embodiment of the present invention; Figure 3 It is a structural schematic diagram of another data processing system for human resource management disclosed in an embodiment of the present invention. DETAILED DESCRIPTION

[0023] In order to enable those skilled in the art to better understand the scheme of the present invention, the technical scheme in the embodiments of the present invention will be clearly and completely described below in conjunction with the drawings 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.

[0024] The terms "first", "second", etc. in the specification and claims of the present invention and the above-mentioned drawings are used to distinguish different objects rather than to describe a specific order. In addition, the terms "including" and "having" and any variations thereof are intended to cover non-exclusive inclusions. For example, a process, method, system, product or terminal including a series of steps or units is not limited to the listed steps or units, but may optionally include steps or units that are not listed, or may optionally include other steps or units inherent to these processes, methods, products or terminals.

[0025] Reference to "embodiments" herein means that a particular feature, structure, or characteristic described in conjunction with the embodiments may be included in at least one embodiment of the present invention. The appearance of the phrase in various places in the specification does not necessarily refer to the same embodiment, nor is it an independent or alternative embodiment that is mutually exclusive with other embodiments. It is explicitly and implicitly understood by those skilled in the art that the embodiments described herein may be combined with other embodiments.

[0026] The present invention discloses a data processing method and system for human resource management, which processes human resource planning and management applications through automated process preset approval rules, and determines the performance analysis corresponding to the target engineering project, thereby improving the efficiency and effect of engineering human resource management, reducing manpower input and time consumption, and improving work efficiency. The following are detailed descriptions.

[0027] Embodiment 1 See also Figure 1 , Figure 11 is a flow chart of a data processing method for human resource management disclosed in an embodiment of the present invention. Figure 1 The described method can be applied to corresponding data processing devices, data processing terminals, and data processing servers, and the server can be a local server or a cloud server, and the embodiments of the present invention are not limited to the following. Figure 1 As shown, the data processing method for human resource management may include the following operations: 101. Obtain a human resources planning request for a target engineering project sent by a human resources planning device.

[0028] Optionally, the human resources planning request is used to be sent to at least one approval end device according to preset approval rules.

[0029] 102. Generate a human resource plan corresponding to the target project based on the human resource planning request and the approval result of the approval end device.

[0030] 103. Obtain the human resources management application sent by the management device, and determine the human resources management implementation plan of the human resources management application according to the human resources management application and the corresponding approval rules.

[0031] 104. Obtain multiple employee data of the target project in the historical time period, and determine the performance analysis corresponding to the target project based on the employee data, human resource plan and human resource management implementation plan.

[0032] It can be seen that the method described in the embodiment of the present invention processes human resource planning and management applications through the approval rules preset in the automated process, and determines the performance analysis corresponding to the target engineering project, thereby improving the efficiency and effectiveness of the human resources management of the project, reducing manpower input and time consumption, and improving work efficiency.

[0033] As an optional embodiment, the human resources planning request in the above steps includes the project name, planning category, planning person in charge, planning preparer, planning date requirements, planning approval requirements and human resources planning scheme; the planning category is the overall project human resources planning or project staffing; the human resources planning scheme includes personnel positions, personnel experience requirements, personnel education requirements, personnel salary range, number of recruits requirements, arrival time requirements, departure time requirements, on-the-job time requirements and labor costs.

[0034] Through the above embodiments, the content that the human resources planning request should include, such as the project name, planning category, etc., is clarified, which helps to carry out human resources planning more accurately, thereby assisting the entire human resources management plan to improve the efficiency and effectiveness of the project's human resources management, reduce manpower input and time consumption, and improve work efficiency.

[0035] As an optional embodiment, the human resources management application in the above steps includes at least one of an application for new personnel, an application for new recruitment, an application for new personnel certificate, an application for new training, an application for training notification, an application for new assessment and an application for new labor personnel.

[0036] Through the above embodiments, various types of human resources management applications are covered, such as new personnel applications, new recruitment applications, etc., which helps to more comprehensively cover all aspects of human resources management, thereby assisting the entire human resources management plan to improve the efficiency and effectiveness of human resources management of the project, reduce manpower input and time consumption, and improve work efficiency.

[0037] As an optional embodiment, the employee data in the above steps includes employee face clocking-in data; determining the performance analysis corresponding to the target project according to the employee data, the human resources plan and the human resources management implementation plan includes: For each engineer, the attendance status of the engineer is determined based on the employee face clock-in data of the engineer; Determine the corresponding performance of the engineering personnel based on attendance, human resource plan and human resource management implementation plan; Based on the performance of all engineering personnel in the target project, determine the performance analysis corresponding to the target project.

[0038] Through the above-mentioned embodiments, by using face recognition technology and data analysis methods, the attendance and performance of employees can be intelligently determined, and the accuracy and efficiency of performance analysis can be improved, thereby assisting the entire human resource management program to improve the efficiency and effectiveness of human resource management of the project, reduce manpower input and time consumption, and improve work efficiency.

[0039] As an optional embodiment, the above step of determining the attendance of the engineer according to the employee face clock-in data of the engineer includes: According to the input facial image of the engineer, the facial matching degree corresponding to each facial data in the employee facial clock-in data of the engineer is calculated; Calculate the time difference between the clock-in time corresponding to each face data and the closest preset clock-in time point; The score weights of all face data whose time difference is greater than a preset first time threshold are determined to be 0; Determine the score weight of the face data whose time difference is less than the first time threshold to be inversely proportional to the time difference; The average value of the product of the score weight and the face matching degree corresponding to all face data is calculated to obtain the attendance status of the engineer.

[0040] Through the above embodiment, by calculating the face matching degree and time difference in the employee's face punch-in data, the employee's attendance can be accurately determined, and the accuracy of attendance management can be improved, thereby assisting the entire human resource management plan to improve the efficiency and effectiveness of the project's human resource management, reduce manpower input and time consumption, and improve work efficiency.

[0041] As an optional embodiment, the above steps of determining the performance of the engineering personnel according to the attendance status, the human resources plan and the human resources management implementation plan include: Calculate the personnel type and personnel level corresponding to the engineering personnel in the human resources plan; According to the correspondence between the type and level and the performance rules in the human resources management implementation plan, determine the performance rules corresponding to the engineering personnel based on the personnel type and personnel level; Calculate the corresponding performance of the engineering personnel based on attendance and performance rules.

[0042] Through the above embodiments, according to the attendance situation and human resource plan, the performance of employees can be reasonably evaluated, and the fairness and transparency of performance management can be improved, thereby assisting the entire human resource management plan to improve the efficiency and effectiveness of human resource management of the project, reduce manpower input and time consumption, and improve work efficiency.

[0043] As an optional embodiment, the above step of determining the performance analysis situation corresponding to the target engineering project according to the performance situation of all engineering personnel in the target engineering project includes: According to the personnel type, all engineering personnel are classified to obtain multiple first personnel sets; According to the personnel level, all engineering personnel are classified to obtain multiple second personnel sets; Calculate the performance statistics of each first set of personnel; Calculate the performance statistics of each second set of personnel; The statistical situation of all the first personnel sets and the statistical situation of all the second personnel sets are determined as the performance analysis situation corresponding to the target engineering project.

[0044] Through the above embodiment, by classifying and counting the performance of different personnel and levels, a comprehensive performance analysis can be obtained, which is helpful to better manage and improve human resources work, thereby assisting the entire human resources management plan to improve the efficiency and effectiveness of human resources management of the project, reduce manpower input and time consumption, and improve work efficiency.

[0045] Embodiment 2 See also Figure 2 , Figure 21 is a schematic diagram of a data processing system for human resource management disclosed in an embodiment of the present invention. Figure 2 The described system can be applied to corresponding data processing devices, data processing terminals, and data processing servers, and the server can be a local server or a cloud server, which is not limited in the embodiments of the present invention. Figure 2 As shown, the system may include: The acquisition module 201 is used to acquire a human resources planning request for a target project sent by a human resources planning device; the human resources planning request is used to be sent to at least one approval end device according to a preset approval rule; The approval module 202 is used to generate a human resource plan corresponding to the target project according to the human resource planning request and the approval result of the approval terminal device; The determination module 203 is used to obtain the human resources management application sent by the management device, and determine the human resources management implementation plan according to the human resources management application and the corresponding approval rules; The analysis module 204 is used to obtain a plurality of employee data of the target project in a historical period, and determine the performance analysis situation corresponding to the target project according to the employee data, the human resource plan and the human resource management implementation plan.

[0046] As an optional embodiment, the human resources planning request includes the project name, planning category, planning person in charge, planning preparer, planning date requirements, planning approval requirements and human resources planning scheme; the planning category is project overall human resources planning or project staffing; the human resources planning scheme includes personnel positions, personnel experience requirements, personnel education requirements, personnel salary range, number of recruits requirements, arrival time requirements, departure time requirements, on-the-job time requirements and labor costs.

[0047] As an optional embodiment, the human resources management application includes at least one of an application for new personnel, an application for new recruitment, an application for new personnel certificate, an application for new training, an application for training notification, an application for new assessment, and an application for new labor personnel.

[0048] As an optional embodiment, the employee data includes employee face punch-in data; the analysis module 204 determines the specific method of the performance analysis corresponding to the target engineering project according to the employee data, the human resources plan and the human resources management implementation plan, including: For each engineer, the attendance status of the engineer is determined based on the employee face clock-in data of the engineer; Determine the corresponding performance of the engineering personnel based on attendance, human resource plan and human resource management implementation plan; Based on the performance of all engineering personnel in the target project, determine the performance analysis corresponding to the target project.

[0049] As an optional embodiment, the analysis module 204 determines the specific manner of the attendance of the engineer according to the employee face clock-in data of the engineer, including: According to the input facial image of the engineer, the facial matching degree corresponding to each facial data in the employee facial clock-in data of the engineer is calculated; Calculate the time difference between the clock-in time corresponding to each face data and the closest preset clock-in time point; The score weights of all face data whose time difference is greater than a preset first time threshold are determined to be 0; Determine the score weight of the face data whose time difference is less than the first time threshold to be inversely proportional to the time difference; The average value of the product of the score weight and the face matching degree corresponding to all face data is calculated to obtain the attendance status of the engineer.

[0050] As an optional embodiment, the analysis module 204 determines the specific manner of the performance of the engineering personnel according to the attendance situation, the human resource plan and the human resource management implementation plan, including: Calculate the personnel type and personnel level corresponding to the engineering personnel in the human resources plan; According to the correspondence between the type and level and the performance rules in the human resources management implementation plan, determine the performance rules corresponding to the engineering personnel based on the personnel type and personnel level; Calculate the corresponding performance of the engineering personnel based on attendance and performance rules.

[0051] As an optional embodiment, the analysis module 204 determines the specific manner of the performance analysis situation corresponding to the target engineering project according to the performance situation of all engineering personnel in the target engineering project, including: According to the personnel type, all engineering personnel are classified to obtain multiple first personnel sets; According to the personnel level, all engineering personnel are classified to obtain multiple second personnel sets; Calculate the performance statistics of each first set of personnel; Calculate the performance statistics of each second set of personnel; The statistical situation of all the first personnel sets and the statistical situation of all the second personnel sets are determined as the performance analysis situation corresponding to the target engineering project.

[0052] Embodiment 3 See also Figure 3 , Figure 3 FIG. 1 is a schematic diagram of another data processing system for human resource management disclosed in an embodiment of the present invention. Figure 3 As shown, the system may include: A memory 301 storing executable program codes; a processor 302 coupled to the memory 301; The processor 302 calls the executable program code stored in the memory 301 to execute part or all of the steps in the data processing method for human resource management disclosed in the first embodiment of the present invention.

[0053] Embodiment 4 An embodiment of the present invention discloses a computer storage medium, which stores computer instructions. When the computer instructions are called, they are used to execute part or all of the steps in the data processing method for human resource management disclosed in the first embodiment of the present invention.

[0054] The system embodiment described above is only illustrative, wherein the modules described as separate components may or may not be physically separated, and the components displayed as modules may or may not be physical modules, that is, they may be located in one place, or they may be distributed on multiple network modules. Some or all of the modules may be selected according to actual needs to achieve the purpose of the scheme of this embodiment. Those of ordinary skill in the art may understand and implement it without paying creative labor.

[0055] Through the specific description of the above embodiments, those skilled in the art can clearly understand that each implementation method can be implemented by means of software plus a necessary general hardware platform, and of course, can also be implemented by hardware. Based on such an understanding, the above technical solution can be essentially or the part that contributes to the prior art can be embodied in the form of a software product, and the computer software product can be stored in a computer-readable storage medium, and the storage medium includes a read-only memory (ROM), a random access memory (RAM), a programmable read-only memory (PROM), an erasable programmable read-only memory (EPROM), a one-time programmable read-only memory (OTPROM), an electronically erasable rewritable read-only memory (EEPROM), a compact disc (CD-ROM) or other optical disc storage, magnetic disk storage, magnetic tape storage, or any other computer-readable medium that can be used to carry or store data.

[0056] Finally, it should be noted that the data processing method and system for human resource management disclosed in the embodiments of the present invention only disclose the preferred embodiments of the present invention, which are only used to illustrate the technical solution of the present invention, rather than to limit it. Although the present invention has been described in detail with reference to the aforementioned embodiments, it should be understood by those skilled in the art that the technical solutions described in the aforementioned embodiments can still be modified, or some of the technical features therein can be replaced by equivalents. However, these modifications or replacements do not deviate the essence of the corresponding technical solutions from the spirit and scope of the technical solutions of the embodiments of the present invention.

Claims

1. A data processing method for human resource management, characterized in that: The method comprises: Acquire a human resources planning request for a target project sent by a human resources planning device; the human resources planning request is used to be sent to at least one approval end device according to a preset approval rule; Generate a human resource plan corresponding to the target project according to the human resource planning request and the approval result of the approval terminal device; Obtaining a human resources management application sent by a management device, and determining a human resources management implementation plan for the human resources management application according to the human resources management application and corresponding approval rules; A plurality of employee data of the target project in a historical time period is obtained, and a performance analysis situation corresponding to the target project is determined according to the employee data, the human resource plan and the human resource management implementation plan.

2. The data processing method for human resource management according to claim 1, characterized in that: The human resources planning request includes the project name, planning category, planning person in charge, planning preparer, planning date requirements, planning approval requirements and human resources planning scheme; the planning category is the overall project human resources planning or project staffing; the human resources planning scheme includes personnel positions, personnel experience requirements, personnel educational requirements, personnel salary range, number of recruits requirements, arrival time requirements, departure time requirements, on-the-job time requirements and labor costs.

3. The data processing method for human resource management according to claim 1, characterized in that: The human resources management application includes at least one of an application for new personnel, an application for new recruitment, an application for new personnel certificates, an application for new training, an application for training notification, an application for new assessments, and an application for new labor personnel.

4. The data processing method for human resource management according to claim 1, characterized in that: The employee data includes employee facial clock-in data; the performance analysis corresponding to the target project is determined based on the employee data, the human resources plan and the human resources management implementation plan, including: For each engineer, the attendance status of the engineer is determined based on the employee face clock-in data of the engineer; Determine the performance of the engineering personnel according to the attendance status, the human resources plan and the human resources management implementation plan; According to the performance of all the engineering personnel in the target engineering project, a performance analysis situation corresponding to the target engineering project is determined.

5. The data processing method for human resource management according to claim 4, characterized in that: Determining the attendance of the engineer based on the employee face clock-in data of the engineer includes: According to the input facial image of the engineer, the facial matching degree corresponding to each facial data in the employee facial clock-in data of the engineer is calculated; Calculate the time difference between the clock-in time corresponding to each of the face data and the closest preset clock-in time point; Determine the score weight of all the face data whose time difference is greater than a preset first time threshold as 0; Determine the score weight of the face data whose time difference is less than the first time threshold to be inversely proportional to the time difference; The average value of the product of the score weight and the face matching degree corresponding to all the face data is calculated to obtain the attendance status of the engineer.

6. The data processing method for human resource management according to claim 4, characterized in that: Determining the performance of the engineering personnel according to the attendance status, the human resources plan and the human resources management implementation plan includes: Calculate the personnel type and personnel level corresponding to the engineering personnel in the human resources plan; According to the correspondence between the type and level and the performance rules in the human resources management implementation plan, determine the performance rules corresponding to the engineering personnel based on the personnel type and personnel level; The performance of the engineering staff is calculated according to the attendance status and the performance rules.

7. The data processing method for human resource management according to claim 6, characterized in that: Determining the performance analysis situation corresponding to the target engineering project according to the performance situation of all the engineering personnel in the target engineering project includes: Classifying all the engineering personnel according to the personnel types to obtain a plurality of first personnel sets; Classifying all the engineering personnel according to the personnel levels to obtain a plurality of second personnel sets; Calculate the performance statistics of each of the first personnel sets; Calculate the performance statistics of each of the second personnel sets; The statistical conditions of all the first personnel sets and the statistical conditions of all the second personnel sets are determined as the performance analysis conditions corresponding to the target engineering project.

8. A data processing system for human resource management, characterized in that: The system comprises: An acquisition module, used to acquire a human resources planning request for a target project sent by a human resources planning device; the human resources planning request is used to be sent to at least one approval end device according to a preset approval rule; An approval module, used to generate a human resource plan corresponding to the target engineering project according to the human resource planning request and the approval result of the approval terminal device; A determination module, used to obtain a human resources management application sent by a management device, and determine the human resources management implementation plan according to the human resources management application and corresponding approval rules; The analysis module is used to obtain a plurality of employee data of the target project in a historical time period, and determine the performance analysis situation corresponding to the target project according to the employee data, the human resource plan and the human resource management implementation plan.

9. A data processing system for human resource management, characterized in that: The system comprises: A memory storing executable program code; a processor coupled to the memory; The processor calls the executable program code stored in the memory to execute the data processing method for human resource management according to any one of claims 1 to 7.

10. A computer storage medium, characterized in that: The computer storage medium stores computer instructions, and when the computer instructions are called, they are used to execute the data processing method for human resource management according to any one of claims 1 to 7.

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