Personnel training management system, training optimization method and apparatus, and electronic device

Abstract

The invention provides a personnel training management system, a training optimization method and apparatus, and an electronic device, and compared with the related technology, the embodiment of the invention can ensure that the talent training direction is consistent with the actual demand of an enterprise by analyzing the post demand of each department, thereby improving the training efficiency. The accurate matching can effectively reduce the talent loss rate and improve the recruitment efficiency; an employee cultivation plan is generated based on post requirements, so that the employees have skills and knowledge required for meeting the post requirements, and the working efficiency is improved; the potential evaluation module provides personalized occupational development plans for each staff; the training management module combines an occupational development plan with a training plan, and formulates a clear training plan; the training management module can effectively record and track the training progress of the staff, and ensure the systematicness and continuity of training; and the training evaluation module collects and analyzes training feedback data and continuously optimizes training contents and methods according to an analysis result, so that the overall training quality is improved.

Description

Technical Field

[0001] The present disclosure relates to the field of database technology, and in particular to a system for personnel training management, a method and device for training optimization, and electronic equipment. Background Art

[0002] As a key link in the energy industry, the operation and development of coal-fired power companies are of great significance to ensuring national energy security and promoting stable economic growth. However, with the continuous advancement of technology and increasingly fierce market competition, the demand for talents in coal-fired power companies is also constantly changing and improving. In order to meet this challenge, it is particularly important to build an efficient and scientific talent training system.

[0003] At present, coal-fired power companies are facing many challenges in talent training. On the one hand, the internal organizational structure and job requirements of the company are becoming increasingly complex, and personalized training plans need to be formulated for different positions; on the other hand, the potential development and career planning of employees also require more systematic and scientific support. In addition, training methods such as cross-departmental rotation training and external training exchanges also need more complete and efficient management and implementation.

[0004] Enterprises need to build a comprehensive and systematic talent training method. This method requires targeted training based on job requirements, focusing on the combination of practical operations and theoretical knowledge; at the same time, it is also necessary to establish an employee potential assessment system and provide personalized training courses and career planning; in addition, cross-departmental rotation training and external training exchanges and other training methods also need to be fully valued and implemented. Therefore, how to establish an assessment method for talent training for coal-fired power companies based on the organizational structure characteristics of coal-fired power companies has become a difficult problem that needs to be solved. Summary of the invention

[0005] The present invention provides a system for personnel training management, a method and device for training optimization, and electronic equipment, which are mainly intended to solve the problem of being unable to efficiently and reasonably plan and evaluate talent training.

[0006] According to a first aspect of the present disclosure, a system for personnel training management is provided, the system comprising: a position management module, a potential assessment module, a training management module, and a training assessment module;

[0007] The position management module is used to analyze the position requirements of each department in the target enterprise and generate a staff training plan based on the position requirements;

[0008] The potential assessment module is used to conduct data assessment on the career potential of the target employee and generate a career development plan for the target employee based on the data assessment result;

[0009] The training management module is used to formulate a training plan for the target employee based on the career development plan and the employee training plan, manage the training progress of the target employee and record training feedback data;

[0010] The training evaluation module is used to collect the training feedback data, perform data analysis on the training feedback data, and optimize the staff training plan based on the analysis results.

[0011] In some embodiments, the training management module includes: a rotation management submodule;

[0012] The rotation management submodule is used to plan an inter-departmental rotation plan based on the career development plan and the employee training plan, and record the rotation experience data of the target employee.

[0013] In some embodiments, the system further comprises: an incentive module;

[0014] The incentive module is used to generate an incentive plan according to the employee training plan; and to generate performance evaluation data of the target employee according to the training feedback data and the incentive plan.

[0015] In some embodiments, the system further comprises: a data management module;

[0016] The data management module adopts a relational database to store the personal data of the target employee.

[0017] According to a second aspect of the present disclosure, a method for training optimization is provided, the method comprising:

[0018] Conducting data evaluation on the career potential of target employees and generating career development plans for the target employees based on the data evaluation results;

[0019] Formulate a training plan for the target employees based on the career development plan and the employee training plan for the target position;

[0020] The training feedback data of the target employee is obtained, and the training feedback data is analyzed, and based on the analysis result, the employee training plan is optimized.

[0021] In some embodiments, the method further comprises:

[0022] The job requirements of the target position are obtained, a semantic recognition model is used to perform semantic recognition analysis on the job requirements, and the employee training plan is generated based on the semantic recognition results.

[0023] According to a third aspect of the present disclosure, a training optimization device is provided, the device comprising:

[0024] An evaluation unit, used to perform data evaluation on the career potential of the target employee and generate a career development plan for the target employee based on the data evaluation result;

[0025] A formulation unit, configured to formulate a training plan for the target employee based on the career development plan and the employee training plan for the target position;

[0026] The optimization unit is used to obtain the training feedback data of the target employee, perform data analysis on the training feedback data, and optimize the employee training plan based on the analysis result.

[0027] In some embodiments, the apparatus further comprises:

[0028] The recognition unit is used to obtain the job requirements of the target position, perform semantic recognition analysis on the job requirements using a semantic recognition model, and generate the employee training plan based on the semantic recognition results.

[0029] According to a fourth aspect of the present disclosure, there is provided an electronic device, including:

[0030] at least one processor; and

[0031] a memory communicatively connected to the at least one processor; wherein,

[0032] The memory stores instructions that can be executed by the at least one processor, and the instructions are executed by the at least one processor to enable the at least one processor to execute the method described in the second aspect.

[0033] According to a fifth aspect of the present disclosure, a non-transitory computer-readable storage medium storing computer instructions is provided, wherein the computer instructions are used to enable the computer to execute the method described in the second aspect.

[0034] According to a sixth aspect of the present disclosure, a computer program product is provided, comprising a computer program, wherein when the computer program is executed by a processor, the method described in the second aspect is implemented.

[0035] The present disclosure provides a system for personnel training management, a method and device for training optimization, and electronic equipment. The system includes: a position management module, a potential assessment module, a training management module, and a training assessment module; the position management module is used to analyze the position requirements of various departments in a target enterprise, and generate a staff training plan based on the position requirements; the potential assessment module is used to perform data evaluation on the professional potential of the target staff, and generate a career development plan for the target staff according to the data evaluation results; the training management module is used to formulate a training plan for the target staff based on the career development plan and the staff training plan, manage the training progress of the target staff, and record training feedback data; the training assessment module is used to collect the training feedback data, perform data analysis on the training feedback data, and optimize the staff training plan based on the analysis results. Compared with related technologies, the disclosed embodiment can ensure that the direction of talent training is consistent with the actual needs of the enterprise by analyzing the job requirements of each department. This precise matching can effectively reduce the talent loss rate and improve recruitment efficiency; the employee training plan generated based on job requirements ensures that employees have the skills and knowledge required to meet job requirements and improve work efficiency; the potential assessment module provides each employee with a personalized career development plan to help them clarify their career goals and improve their career satisfaction and loyalty; the training management module combines career development plans with training plans to formulate clear training plans so that employees can find a balance between their own development and corporate goals; the training management module can effectively record and track the training progress of employees to ensure the systematicness and consistency of training; the training evaluation module can grasp the training effect in real time by collecting and analyzing training feedback data, and continuously optimize the training content and methods based on the analysis results to improve the overall training quality.

[0036] It should be understood that the content described in this section is not intended to identify the key or important features of the embodiments of the present application, nor is it intended to limit the scope of the present application. Other features of the present application will become easily understood through the following description. BRIEF DESCRIPTION OF THE DRAWINGS

[0037] The accompanying drawings are used to better understand the present solution and do not constitute a limitation of the present disclosure.

[0038] Figure 1 A schematic diagram of the structure of a system for personnel training management provided by an embodiment of the present disclosure;

[0039] Figure 2 A schematic diagram of the structure of another system for personnel training management provided by an embodiment of the present disclosure;

[0040] Figure 3 A flowchart of a training optimization method provided by an embodiment of the present disclosure;

[0041] Figure 4 A structural schematic diagram of a training optimization device provided in an embodiment of the present disclosure;

[0042] Figure 5 A schematic block diagram of an exemplary electronic device provided for an embodiment of the present disclosure. DETAILED DESCRIPTION

[0043] The following is a description of exemplary embodiments of the present disclosure in conjunction with the accompanying drawings, including various details of the embodiments of the present disclosure to facilitate understanding, which should be considered as merely exemplary. Therefore, it should be recognized by those of ordinary skill in the art that various changes and modifications may be made to the embodiments described herein without departing from the scope and spirit of the present disclosure. Similarly, for the sake of clarity and conciseness, descriptions of well-known functions and structures are omitted in the following description.

[0044] The following describes a system for personnel training management, a method and apparatus for training optimization, and an electronic device according to an embodiment of the present disclosure with reference to the accompanying drawings.

[0045] Figure 1 A schematic diagram of the structure of a system for personnel training management provided by an embodiment of the present disclosure.

[0046] like Figure 1 As shown, the system includes: a position management module 11, a potential assessment module 12, a training management module 13, and a training assessment module 14;

[0047] The position management module 11 is used to analyze the position requirements of each department in the target enterprise and generate a staff training plan based on the position requirements.

[0048] In the embodiment of the present disclosure, the position management module 11 is intended to deeply analyze the job requirements of each department in the target enterprise, and generate corresponding staff training plans by collecting, sorting and evaluating the responsibilities, skill requirements and future development directions of different positions. Specifically, this module will conduct a comprehensive survey of the job requirements of each department, including the personnel composition of the current positions, skill shortages and future talent demand forecasts. Based on these data, the position management module 11 can identify the skill gaps of the enterprise in specific fields or positions, and formulate staff training plans that meet the actual situation. These plans will clearly define the core skills, training methods and time limits that need to be cultivated, provide practical guidance for each department, ensure that the development of employees is consistent with the strategic goals of the enterprise, thereby achieving effective allocation of talents and enhancing the competitiveness of the enterprise. Through this systematic management, enterprises can effectively respond to market changes, improve the overall quality and work efficiency of employees, and ultimately promote the sustainable development of the business.

[0049] The potential assessment module 12 is used to perform data assessment on the career potential of the target employee and generate a career development plan for the target employee according to the data assessment result.

[0050] In the embodiment of the present disclosure, the main function of the potential assessment module 12 is to conduct a comprehensive and systematic data assessment of the career potential of the target employee in order to formulate a personalized career development plan for him. In order to achieve this goal, the module will first use a variety of assessment tools and methods, including online assessment, 360-degree feedback, performance evaluation and behavioral interviews, etc., to comprehensively collect and analyze the data of the target employee in terms of professional skills, soft power, leadership and career interests. These data will provide in-depth insights into the ability characteristics, strengths and weaknesses, and development potential of each employee.

[0051] After completing the data assessment, the module will generate a tailored career development plan for the target employee based on the assessment results. This plan not only includes short-term and long-term career goals, but also recommends suitable career paths and required professional training, career development courses and practical opportunities for employees. In addition, the potential assessment module will also suggest the possibility of horizontal development and vertical promotion between different positions for employees, ensuring that employees can fully realize their potential and achieve higher personal value.

[0052] The training management module 13 is used to formulate a training plan for the target employee based on the career development plan and the employee training plan, manage the training progress of the target employee and record training feedback data.

[0053] In the embodiment of the present disclosure, the main function of the training management module 13 is to tailor a detailed training plan for the target employee based on the previously formulated career development plan and employee training plan. The module will first analyze the employee's needs in terms of skills and knowledge in combination with the short-term and long-term goals set in the career development plan, and then determine the appropriate training content and form. The purpose is to maximize the employee's professional ability and adaptability, so as to better meet the needs of the enterprise.

[0054] When developing training plans, the Training Management Module 13 will consider a variety of training methods, including but not limited to online courses, internal seminars, external training courses, on-the-job training and cross-departmental projects, so as to provide employees with a diverse learning experience to promote their professional skills and personal development. The module will also clarify the time schedule, participants and expected results of the training, and set quantifiable performance indicators to evaluate the effectiveness of the training.

[0055] In addition, the training management module 13 is responsible for managing the training progress of target employees, monitoring their participation and learning progress in real time, and ensuring that each employee can complete the training as planned. At the same time, by recording feedback data during the training process, the module can promptly obtain employees' feedback on the training content, teaching methods, and overall experience. These data will provide valuable basis for subsequent training optimization.

[0056] The training evaluation module 14 is used to collect the training feedback data, perform data analysis on the training feedback data, and optimize the staff training plan based on the analysis results.

[0057] In the embodiment of the present disclosure, the main responsibility of the training evaluation module 14 is to systematically collect and analyze training feedback data, so as to provide a scientific basis for continuously optimizing the staff training plan. Specifically, the module will first design and implement a variety of feedback collection methods, including questionnaires, interviews, online evaluation tools and group discussions, etc., to ensure that the staff's real feedback on the content, teaching methods, training environment and applicability after training can be fully and accurately obtained.

[0058] Next, the training evaluation module 14 conducts in-depth data analysis on the collected training feedback data. By using data analysis tools and statistical methods, the module can identify the effectiveness of training, employee satisfaction, and possible problems and room for improvement. This analysis includes not only statistical analysis of quantitative data (such as training effect ratings, knowledge mastery, etc.), but also content analysis of qualitative feedback to ensure a comprehensive understanding of employees' feelings and suggestions.

[0059] Based on these analysis results, the training evaluation module 14 will propose optimization suggestions and make necessary adjustments to the current employee training plan to ensure that it better meets the company's strategic goals and the actual needs of employees. These optimizations may involve adjusting training content, improving training methods, increasing practice opportunities, or changing the training schedule. Through this continuous evaluation and improvement mechanism, the training evaluation module can effectively improve the training experience and learning effect of employees, thereby promoting the professional growth of employees, enhancing their skills and abilities, and ultimately promoting the improvement of the company's overall performance and the sustainable development of talents.

[0060] The present disclosure provides a system for personnel training management, the system comprising: a position management module, a potential assessment module, a training management module, and a training assessment module; the position management module is used to analyze the position requirements of various departments in a target enterprise, and generate a staff training plan based on the position requirements; the potential assessment module is used to perform data assessment on the professional potential of target employees, and generate a career development plan for the target employees according to the data assessment results; the training management module is used to formulate a training plan for the target employees based on the career development plan and the staff training plan, manage the training progress of the target employees and record training feedback data; the training assessment module is used to collect the training feedback data, perform data analysis on the training feedback data, and optimize the staff training plan based on the analysis results. Compared with related technologies, the disclosed embodiment can ensure that the direction of talent training is consistent with the actual needs of the enterprise by analyzing the job requirements of each department. This precise matching can effectively reduce the talent loss rate and improve recruitment efficiency; the employee training plan generated based on job requirements ensures that employees have the skills and knowledge required to meet job requirements and improve work efficiency; the potential assessment module provides each employee with a personalized career development plan to help them clarify their career goals and improve their career satisfaction and loyalty; the training management module combines career development plans with training plans to formulate clear training plans so that employees can find a balance between their own development and corporate goals; the training management module can effectively record and track the training progress of employees to ensure the systematicness and consistency of training; the training evaluation module can grasp the training effect in real time by collecting and analyzing training feedback data, and continuously optimize the training content and methods based on the analysis results to improve the overall training quality.

[0061] Furthermore, in a possible implementation of this embodiment, as Figure 2 As shown, the training management module 13 includes: a rotation management submodule 131;

[0062] The rotation management submodule 131 is used to plan an inter-departmental rotation plan based on the career development plan and the employee training plan, and record the rotation experience data of the target employee.

[0063] Specifically, the training management module 13 includes a special rotation management submodule 131, whose main function is to design and implement a cross-departmental rotation plan for target employees based on the previously formulated career development plan and employee training plan. This submodule first analyzes the career goals, existing skills and future development potential of the target employees, and reasonably plans delayed rotation opportunities based on the work needs and professional fields of different departments.

[0064] When planning a cross-department rotation plan, the rotation management submodule 131 will consider a variety of factors, including the synergy between departments, the interests and development aspirations of employees, and the current and future human resource needs of the enterprise. Through such comprehensive considerations, the rotation management submodule 131 aims to create a diverse work experience for employees, so that they can gain insights, broaden their skills in different work environments, and have a more comprehensive understanding of the operation model of the enterprise.

[0065] In addition, the rotation management submodule 131 will record the rotation experience data of the target employee in detail, including the start and end time of the rotation, the department, the project involved, the responsibilities undertaken, and the specific skills and experience acquired in each position, etc. Such data records will provide an important basis for subsequent evaluation and reflection, helping the company to timely understand the performance and growth of employees in various positions.

[0066] Furthermore, in a possible implementation of this embodiment, as Figure 2 As shown, the system further includes: an excitation module 15;

[0067] The incentive module 15 is used to generate an incentive plan according to the employee training plan; and to generate performance evaluation data of the target employee according to the training feedback data and the incentive plan.

[0068] Specifically, the main function of the incentive module 15 is to formulate effective incentive plans for target employees based on the established employee training plan. The incentive module 15 will first analyze the training content and objectives in the employee training plan, and determine appropriate incentives by considering the employees' efforts in completing training, improving skills and achieving career development. These incentives can be financial rewards, promotion opportunities, special commendations, training opportunities, career development consultations, etc., which are aimed at motivating employees to actively participate in training and improve their learning motivation and career enthusiasm.

[0069] After generating the incentive plan, the incentive module 15 will also conduct in-depth analysis based on the training feedback data. This feedback data includes information such as employees' evaluation of the training content, actual application effects after training, learning challenges and achievements, etc. Based on this data, the incentive module 15 will be able to evaluate the performance and growth of each target employee during the training process and identify those who perform well and those who need further support.

[0070] In addition, the incentive module 15 will comprehensively consider the results of the incentive plan and training feedback to generate performance evaluation data for the target employees. These performance evaluation data not only reflect the learning outcomes and application capabilities of the employees during the training period, but also serve as an important reference for subsequent career development. Through such performance evaluation, the company can fully understand the growth trajectory of employees and provide strong support for the next step of talent management.

[0071] Furthermore, in a possible implementation of this embodiment, as Figure 2 As shown, the system further includes: a data management module 16;

[0072] The data management module 16 uses a relational database to store the personal data of the target employee.

[0073] Specifically, the data management module 16 uses relational database technology and is specifically used to efficiently and securely store the personal data of the target employee. The design of the data management module 16 is intended to ensure the systematicness and consistency of the data, while being able to meet the needs of the enterprise in terms of data processing and access.

[0074] In this module, various important information related to the target employee will be stored, including basic personal information (such as name, age, contact information, etc.), professional background (such as education experience, work experience, professional skills, etc.), and data related to training and career development (such as training records, performance evaluation, career development planning, etc.). Through the advantages of relational databases, the data management module can achieve classified management of data through table structures, making the information retrieval, update and maintenance process more efficient.

[0075] In addition, the data management module 16 also has data security and permission control functions to protect the personal privacy and sensitive information of employees. The module will set different access rights to ensure that only authorized personnel can view and operate relevant data to prevent data leakage or abuse. At the same time, the module will implement regular data backup and recovery strategies to prevent data loss and ensure data reliability.

[0076] Figure 3 A flowchart of a training optimization method provided in an embodiment of the present disclosure.

[0077] like Figure 3 As shown, the method comprises the following steps:

[0078] Step 201 : performing data evaluation on the career potential of a target employee, and generating a career development plan for the target employee according to the data evaluation result.

[0079] Specifically, data assessment of target employees' career potential is a systematic process that aims to gain an in-depth understanding of each employee's abilities, skills, and development potential. This process usually involves multi-dimensional assessment of employees, including but not limited to skill assessment, psychological assessment, performance review, and feedback from colleagues and superiors. By adopting standardized assessment tools and methods, companies can accurately quantify the performance and strengths of each employee in a specific area.

[0080] During the data evaluation process, the relevant system will collect and analyze a large amount of data to identify the core capabilities and growth space of the target employees in their career development. These data may include the employees' professional skills, work efficiency, teamwork ability, leadership potential, and adaptability to new challenges. In addition, the analysis tool will integrate training feedback, historical performance records, and industry standards to form a comprehensive evaluation view.

[0081] Based on the results of the data assessment, the system will generate a personalized career development plan. This plan will set clear career goals and development paths for each target employee based on their own characteristics and career expectations. The career development plan may include recommended training courses, suitable rotation opportunities, professional certification acquisition, and the possibility of career advancement.

[0082] Step 202: Formulate a training plan for the target employee based on the career development plan and the employee training plan for the target position.

[0083] Specifically, based on the career development plan and the employee training plan for the target position, a systematic training plan will be formulated for the target employee. First, the career development plan clarifies the future career direction, required skills and ability requirements of each target employee. This information will lay the foundation for the construction of the training plan and ensure that the designed training content is closely aligned with the actual needs of the target position. By analyzing the key capabilities and skill requirements required for the target position, the company can identify the shortcomings or room for improvement that the target employee may have in certain areas.

[0084] Next, when developing a training plan, the specific training format and content will be determined based on the employee development plan for the target position. This may include training courses in technical skills improvement, soft skills training (such as communication skills, teamwork skills, etc.), leadership development, project management skills, and other aspects. Online or offline training can be flexibly selected based on the employee's learning style and schedule to increase the participation and effectiveness of the training.

[0085] In addition, the training plan will set clear learning goals and evaluation criteria to track and evaluate the learning progress of employees during the training process. Through regular evaluation and feedback, the company can timely understand the performance of target employees during the training process and help them adjust their learning strategies to ensure the effectiveness and pertinence of the training.

[0086] Step 203: Obtain the training feedback data of the target employee, perform data analysis on the training feedback data, and optimize the employee training plan based on the analysis result.

[0087] Specifically, obtaining the training feedback data of the target employees is intended to evaluate the actual effect of the training activities and the learning experience of the employees. Training feedback data usually comes from a variety of channels, including employee questionnaires after the training, self-assessment, evaluation of training instructors, and feedback from colleagues. These data provide companies with important information on training content, teaching methods, employee participation, and other aspects.

[0088] After obtaining this feedback data, it will be systematically analyzed. The data analysis process will use various statistical and analytical tools to deeply explore potential trends and problems in the training feedback. The analysis content may include employees' satisfaction with the training content, the applicability of the knowledge learned, the effectiveness of the training format, and the degree to which the learned skills are actually applied in the workplace. Through the careful analysis of these data, companies can identify the strengths and weaknesses of the training process and provide data support for subsequent training arrangements.

[0089] Based on the analysis results, optimizing the employee training plan will be a key step in this process. After clarifying the effectiveness of the training and the learning needs of the employees, the company can adjust the training plan accordingly. For example, the training course content can be optimized to ensure that it is more in line with the actual work needs of the employees; the training format can be adjusted to improve the participation and learning efficiency of the employees; or supplementary training can be added to help employees improve specific skills.

[0090] In addition, companies can use the analysis results to identify which training methods and courses are more attractive and effective among different types of employees, thereby clarifying the future training strategy direction. This data-based optimization process can not only improve training results, but also enhance employees' learning experience and satisfaction, thereby promoting their career growth.

[0091] As a refinement of an embodiment of the present disclosure, before conducting data evaluation on the career potential of a target employee and generating a career development plan for the target employee based on the data evaluation results, it is necessary to generate a staff training plan, which can be done by but not limited to the following methods: obtaining the job requirements of the target position, performing semantic recognition analysis on the job requirements using a semantic recognition model, and generating the staff training plan based on the semantic recognition results.

[0092] Specifically, obtaining the job requirements of the target position is aimed at gaining an in-depth understanding of the specific capabilities, skills, and knowledge required for the position. This process usually involves a careful study of job descriptions, recruitment advertisements, and industry standards to determine the professional requirements for the position in its current and future development. On this basis, relevant information about the best practices, career development paths, and skill trends in the industry can be collected to fully understand the requirements of the target position.

[0093] Next, the semantic recognition model is used to perform semantic recognition analysis on the job requirements. This process uses natural language processing (NLP) technology to deeply interpret the description of job requirements through the model and identify the key concepts, themes and professional skills contained therein. The semantic recognition model can analyze the implicit meaning, relevance and contextual information in the text to extract more accurate job competency requirements, such as required technical skills, soft skills, experience requirements and personal traits.

[0094] Based on the results of semantic recognition, enterprises will be able to generate targeted employee training plans. The plan will be designed as a systematic training program to ensure that target employees have the required capabilities in their daily work and can adapt to changing job requirements. The training plan will include training courses, practical exercises, project experience, workshops and other learning forms for various skills to help employees apply what they have learned in actual work. In addition, the plan may also include regular evaluation and feedback mechanisms so that employees and management can keep abreast of the progress and effects of skill improvement.

[0095] It should be noted that the embodiments of the present disclosure may include multiple steps. For the convenience of description, these steps are numbered, but these numbers do not limit the execution time slots or execution order between the steps; these steps can be implemented in any order, and the embodiments of the present disclosure do not limit this.

[0096] Corresponding to the above training optimization method, the present invention also provides a training optimization device. Since the device embodiment of the present invention corresponds to the above method embodiment, details not disclosed in the device embodiment can be referred to the above method embodiment, and will not be repeated in the present invention.

[0097] Figure 4 A structural diagram of a training optimization device provided in an embodiment of the present disclosure, such as Figure 4 As shown, including:

[0098] An evaluation unit 31 is used to perform data evaluation on the career potential of a target employee and generate a career development plan for the target employee according to the data evaluation result;

[0099] A formulation unit 32, configured to formulate a training plan for the target employee based on the career development plan and the employee training plan for the target position;

[0100] The optimization unit 33 is used to obtain the training feedback data of the target employee, perform data analysis on the training feedback data, and optimize the employee training plan based on the analysis result.

[0101] Furthermore, in a possible implementation of this embodiment, as Figure 4 As shown, the device also includes:

[0102] The recognition unit 34 is used to obtain the job requirements of the target position, perform semantic recognition analysis on the job requirements using a semantic recognition model, and generate the employee training plan based on the semantic recognition results.

[0103] It should be noted that the above explanation of the method embodiment is also applicable to the device of this embodiment, and the principle is the same, which is not limited in this embodiment.

[0104] According to an embodiment of the present disclosure, the present disclosure also provides an electronic device, a readable storage medium and a computer program product.

[0105] Figure 5 A schematic block diagram of an example electronic device 400 that can be used to implement an embodiment of the present disclosure is shown. The electronic device is intended to represent various forms of digital computers, such as laptop computers, desktop computers, workstations, personal digital assistants, servers, blade servers, mainframe computers, and other suitable computers. The electronic device can also represent various forms of mobile devices, such as personal digital processing, cellular phones, smart phones, wearable devices, and other similar computing devices. The components shown herein, their connections and relationships, and their functions are merely examples and are not intended to limit the implementation of the present disclosure described and / or required herein.

[0106] like Figure 5 As shown, the device 400 includes a computing unit 401, which can perform various appropriate actions and processes according to a computer program stored in a ROM (Read-Only Memory) 402 or a computer program loaded from a storage unit 408 to a RAM (Random Access Memory) 403. In the RAM 403, various programs and data required for the operation of the device 400 can also be stored. The computing unit 401, the ROM 402, and the RAM 403 are connected to each other via a bus 404. An I / O (Input / Output) interface 405 is also connected to the bus 404.

[0107] A number of components in the device 400 are connected to the I / O interface 405, including: an input unit 406, such as a keyboard, a mouse, etc.; an output unit 407, such as various types of displays, speakers, etc.; a storage unit 408, such as a disk, an optical disk, etc.; and a communication unit 409, such as a network card, a modem, a wireless communication transceiver, etc. The communication unit 409 allows the device 400 to exchange information / data with other devices through a computer network such as the Internet and / or various telecommunication networks.

[0108] The computing unit 401 may be a variety of general and / or special processing components with processing and computing capabilities. Some examples of the computing unit 401 include, but are not limited to, a CPU (Central Processing Unit), a GPU (Graphic Processing Units), various dedicated AI (Artificial Intelligence) computing chips, various computing units running machine learning model algorithms, a DSP (Digital Signal Processor), and any appropriate processor, controller, microcontroller, etc. The computing unit 401 performs the various methods and processes described above, such as a training optimization method. For example, in some embodiments, the training optimization method may be implemented as a computer software program, which is tangibly contained in a machine-readable medium, such as a storage unit 408. In some embodiments, part or all of the computer program may be loaded and / or installed on the device 400 via the ROM 402 and / or the communication unit 409. When the computer program is loaded into the RAM 403 and executed by the computing unit 401, one or more steps of the method described above may be performed. Alternatively, in other embodiments, the computing unit 401 may be configured to execute the aforementioned training optimization method in any other appropriate manner (for example, by means of firmware).

[0109] Various embodiments of the systems and techniques described above herein may be implemented in digital electronic circuit systems, integrated circuit systems, FPGAs (Field Programmable Gate Arrays), ASICs (Application-Specific Integrated Circuits), ASSPs (Application Specific Standard Products), SOCs (System On Chips), CPLDs (Complex Programmable Logic Devices), computer hardware, firmware, software, and / or combinations thereof. These various embodiments may include: being implemented in one or more computer programs that may be executed and / or interpreted on a programmable system including at least one programmable processor that may be a special purpose or general purpose programmable processor that may receive data and instructions from a storage system, at least one input device, and at least one output device, and transmit data and instructions to the storage system, the at least one input device, and the at least one output device.

[0110] The program code for implementing the method of the present disclosure may be written in any combination of one or more programming languages. These program codes may be provided to a processor or controller of a general-purpose computer, a special-purpose computer, or other programmable data processing device, so that the program code, when executed by the processor or controller, enables the functions / operations specified in the flow chart and / or block diagram to be implemented. The program code may be executed entirely on the machine, partially on the machine, partially on the machine and partially on a remote machine as a stand-alone software package, or entirely on a remote machine or server.

[0111] In the context of the present disclosure, a machine-readable medium may be a tangible medium that may contain or store a program for use by or in conjunction with an instruction execution system, device, or equipment. A machine-readable medium may be a machine-readable signal medium or a machine-readable storage medium. A machine-readable medium may include, but is not limited to, an electronic, magnetic, optical, electromagnetic, infrared, or semiconductor system, device, or device, or any suitable combination of the foregoing. More specific examples of machine-readable storage media may include an electrical connection based on one or more lines, a portable computer disk, a hard disk, a RAM, a ROM, an EPROM (Electrically Programmable Read-Only-Memory) or a flash memory, an optical fiber, a CD-ROM (Compact Dis sc Read-Only Memory), an optical storage device, a magnetic storage device, or any suitable combination of the foregoing.

[0112] To provide interaction with a user, the systems and techniques described herein can be implemented on a computer having: a display device (e.g., a CRT (Cathode-Ray Tube) or LCD (Liquid Crystal Display) monitor) for displaying information to the user; and a keyboard and a pointing device (e.g., a mouse or a trackball), through which the user can provide input to the computer. Other types of devices can also be used to provide interaction with the user; for example, the feedback provided to the user can be any form of sensory feedback (e.g., visual feedback, auditory feedback, or tactile feedback); and input from the user can be received in any form (including acoustic input, voice input, or tactile input).

[0113] The systems and techniques described herein may be implemented in a computing system that includes backend components (e.g., as a data server), or a computing system that includes middleware components (e.g., an application server), or a computing system that includes frontend components (e.g., a user computer with a graphical user interface or a web browser through which a user can interact with implementations of the systems and techniques described herein), or a computing system that includes any combination of such backend components, middleware components, or frontend components. The components of the system may be interconnected by any form or medium of digital data communication (e.g., a communication network). Examples of communication networks include: LAN (Local Area Network), WAN (Wide Area Network), the Internet, and blockchain networks.

[0114] A computer system may include a client and a server. The client and the server are generally remote from each other and usually interact through a communication network. The relationship between the client and the server is generated by computer programs running on the corresponding computers and having a client-server relationship with each other. The server may be a cloud server, also known as a cloud computing server or cloud host, which is a host product in the cloud computing service system to solve the defects of difficult management and weak business scalability in traditional physical hosts and VPS services ("Virtual Private Server", or "VPS" for short). The server may also be a server of a distributed system, or a server combined with a blockchain.

[0115] It should be noted that artificial intelligence is a discipline that studies how computers can simulate certain human thought processes and intelligent behaviors (such as learning, reasoning, thinking, planning, etc.), and includes both hardware-level and software-level technologies. Artificial intelligence hardware technologies generally include technologies such as sensors, dedicated artificial intelligence chips, cloud computing, distributed storage, and big data processing; artificial intelligence software technologies mainly include computer vision technology, speech recognition technology, natural language processing technology, as well as machine learning / deep learning, big data processing technology, knowledge graph technology, and other major directions.

[0116] The various numerical numbers such as first and second involved in the present disclosure are only for the convenience of description and are not used to limit the scope of the embodiments of the present disclosure, but also indicate the order of precedence.

[0117] At least one in the present disclosure may also be described as one or more, and a plurality may be two, three, four or more, which is not limited in the present disclosure. In the embodiments of the present disclosure, for a technical feature, the technical features in the technical feature are distinguished by "first", "second", "third", "A", "B", "C" and "D", etc., and there is no order of precedence or size between the technical features described by the "first", "second", "third", "A", "B", "C" and "D".

[0118] It should be understood that the various forms of processes shown above can be used to reorder, add or delete steps. For example, the steps recorded in this disclosure can be executed in parallel, sequentially or in different orders, as long as the desired results of the technical solutions disclosed in this disclosure can be achieved, and this document does not limit this.

[0119] The above specific implementations do not constitute a limitation on the protection scope of the present disclosure. It should be understood by those skilled in the art that various modifications, combinations, sub-combinations and substitutions can be made according to design requirements and other factors. Any modification, equivalent substitution and improvement made within the spirit and principle of the present disclosure shall be included in the protection scope of the present disclosure.

Claims

1. A system for personnel training management, characterized in that: The system includes: a position management module, a potential assessment module, a training management module, and a training assessment module; The position management module is used to analyze the position requirements of each department in the target enterprise and generate a staff training plan based on the position requirements; The potential assessment module is used to conduct data assessment on the career potential of the target employee and generate a career development plan for the target employee based on the data assessment result; The training management module is used to formulate a training plan for the target employee based on the career development plan and the employee training plan, manage the training progress of the target employee and record training feedback data; The training evaluation module is used to collect the training feedback data, perform data analysis on the training feedback data, and optimize the staff training plan based on the analysis results.

2. The system according to claim 1, characterized in that The training management module includes: a rotation management submodule; The rotation management submodule is used to plan an inter-departmental rotation plan based on the career development plan and the employee training plan, and record the rotation experience data of the target employee.

3. The system according to claim 1, characterized in that The system further comprises: an incentive module; The incentive module is used to generate an incentive plan according to the employee training plan; and to generate performance evaluation data of the target employee according to the training feedback data and the incentive plan.

4. The system according to claim 1, characterized in that The system further comprises: a data management module; The data management module adopts a relational database to store the personal data of the target employee.

5. A method for training optimization, characterized in that: The method is applied to the system for personnel training management as described in claims 1 to 4 above, and the method comprises: Conducting data evaluation on the career potential of target employees and generating career development plans for the target employees based on the data evaluation results; Formulate a training plan for the target employees based on the career development plan and the employee training plan for the target position; The training feedback data of the target employee is obtained, and the training feedback data is analyzed, and based on the analysis result, the employee training plan is optimized.

6. The method according to claim 5, characterized in that The method further comprises: The job requirements of the target position are obtained, a semantic recognition model is used to perform semantic recognition analysis on the job requirements, and the employee training plan is generated based on the semantic recognition results.

7. A training optimization device, characterized in that: The device comprises: An evaluation unit, used to perform data evaluation on the career potential of the target employee and generate a career development plan for the target employee based on the data evaluation result; A formulation unit, configured to formulate a training plan for the target employee based on the career development plan and the employee training plan for the target position; The optimization unit is used to obtain the training feedback data of the target employee, perform data analysis on the training feedback data, and optimize the employee training plan based on the analysis result.

8. An electronic device, characterized in that: include: at least one processor; as well as a memory communicatively connected to the at least one processor; wherein, The memory stores instructions that can be executed by the at least one processor, and the instructions are executed by the at least one processor to enable the at least one processor to perform the method according to any one of claims 5 to 6.

9. A non-transitory computer-readable storage medium storing computer instructions, characterized in that: The computer instructions are used to cause the computer to execute the method according to any one of claims 5-6.

10. A computer program product, characterized in that It comprises a computer program which, when executed by a processor, implements the method according to any one of claims 5-6.

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