Virtual manpower system and use method thereof

Abstract

The invention discloses a virtual manpower system and a use method thereof, and relates to the technical field of information. Personnel information and post information are acquired by using an information acquisition module; the simulation module is used for simulating each work content of the post completed by the personnel according to the post information and the personnel information; and the analysis module is used for matching a human model according to the post information, analyzing post human requirements through the human model, the work content, the work target and the work condition, and giving evaluation results of different evaluation dimensions according to the personnel information and the work simulation result so as to obtain a comprehensive evaluation result. According to the invention, the meta-universe technology is applied to the human resource management process, the matching degree of the personnel and the post is evaluated, the result of completing each work of the post by the personnel is simulated, and the evaluation result is objectively given in multiple dimensions, so that the user can better perform human resource management through the virtual human resource system, and the efficiency and accuracy of human resource management are improved.

Description

A virtual human resource system and its use method

[0001] This application claims priority to the Chinese patent application filed with the China Patent Office on March 14, 2023, with application number 202310266677.9 and invention name “A virtual human system and its use method”, the entire contents of which are incorporated by reference into this application. Technical Field

[0002] The present invention relates to the field of information technology, and in particular to a virtual human resource system and a method for using the same. Background Art

[0003] With the continuous development of society and advancements in science and technology, existing human resource management methods have undergone significant changes. Traditional human resource management often relies on subjective evaluations, resulting in significant discrepancies between evaluation results and actual performance. Consequently, whether in talent recruitment, performance appraisals, or personnel training, the actual results are suboptimal. Furthermore, some human resource systems are often reduced to tools for archiving and recording attendance, or are limited to simple calculations based on single matching algorithms.

[0004] The metaverse is a key development direction for virtual technology. It can simulate diverse scenarios, perceptions, skills, and more. By integrating it with computer graphics, human-computer interface technology, virtual reality technology, and blockchain technology, it can virtualize and digitize the real world, significantly transforming user experience and the content of the physical world. The development of the metaverse is gradual, supporting shared infrastructure, standards, and protocols, and providing an immersive experience based on extended reality technology. This paper applies metaverse technology to human resource management to improve its efficiency and accuracy.

[0005] Summary of the Invention

[0006] The purpose of the present invention is to provide a virtual human resource system and its use method, which applies metaverse technology to the human resource management process. It can be free from the restrictions of time, space and form, and can analyze and evaluate the degree of matching between personnel and positions from multiple angles, multiple paths, multiple sequences and multiple levels required / interested by users. It can simulate the results of personnel completing various tasks in the position, and objectively give evaluation results in multiple dimensions, so that users can better manage human resources through the virtual human resource system and improve the efficiency and accuracy of human resource management.

[0007] To achieve the above object, the present invention provides the following solutions:

[0008] A virtual human resource system, comprising: a database module, an information acquisition module, a simulation module, and an analysis module;

[0009] The database module is used to store a human model database, which includes human models and the corresponding relationship between job information and human models. The human model includes the relationship between various human-related conditions and jobs, and is established based on the relationship between human capabilities and the work content, working conditions, and work results of different jobs, as well as the relationship between human capabilities and human-related conditions.

[0010] The information acquisition module is used to acquire personnel information and position information, wherein the position information includes work content, work objectives, working conditions, and at least one of the following: position title, company, work location, salary, and responsibilities; and the personnel information includes at least one of the following: basic information, educational background, work experience, project experience, industry resources, intelligence / learning ability, physical / fitness / health status, psychological / emotional / personality status / characteristics, work willingness, economic status / needs, work location / conditions / time, work intensity, family / emotional status, interests and hobbies, and sociability;

[0011] The simulation module is used to simulate the personnel completing various work contents of the position according to the position information and personnel information to obtain simulation results;

[0012] The analysis module is used to match the human resource model according to the job information, and analyze the human resource requirements of the job through the human resource model and the work content, work objectives, and work conditions, and analyze and evaluate the work simulation results, and give a comprehensive evaluation result based on the human resource requirements of the job and the simulation results of each job.

[0013] A method for using a virtual human system, the method comprising:

[0014] Establishing a human resource model database, which includes human resource models and the corresponding relationship between job information and human resource models. The human resource model includes the relationship between various human resource-related conditions and positions. It is established based on the relationship between human resource capabilities and the work content, working conditions, and work results of different positions, as well as the relationship between human resource capabilities and human resource-related conditions.

[0015] Obtaining personnel information and position information, wherein the position information includes job content, work objectives, working conditions, and at least one of the following: position title, company, work location, salary, and responsibilities. The personnel information includes at least one of the following: basic information, educational background, work experience, project experience, industry resources, intelligence / learning ability, physical / fitness / health, psychological / emotional / personality status / characteristics, work willingness, financial status / needs, work location / conditions / time, work intensity, family / emotional status, interests and hobbies, and sociability;

[0016] Based on the job information and personnel information, simulate the personnel completing various work contents of the job and obtain the simulation results;

[0017] Match the human resource model according to the job information, and analyze the human resource requirements of the job through the human resource model and the work content, work objectives, and work conditions. Analyze and evaluate the work simulation results, and give a comprehensive evaluation result based on the human resource requirements of the job and the simulation results of each job.

[0018] A virtual human resource system includes: an information acquisition module, a simulation module and an analysis module;

[0019] The information acquisition module is used to acquire personnel information and position information; the position information includes work content, work objectives and working conditions; the personnel information includes: basic information, educational background, work experience, project experience, industry resources, intellectual ability, learning ability, physical condition, physical condition, health status, psychological condition and characteristics, emotional condition and characteristics, personality condition and characteristics, work willingness, economic status and needs, work location, working conditions, working hours, work intensity, family status, emotional status, interests and hobbies, and sociability;

[0020] The simulation module is used to analyze the work content in the job information to obtain one or more links in which the job personnel participate; derive the required capabilities for the job content of the job based on the objectives and working conditions of each link; derive the capabilities of the personnel based on the personnel information; analyze and evaluate the capabilities of the personnel and the capabilities required for the job content, and simulate the results of the personnel completing the job content of the job; and the one or more links in which the job personnel participate obtained from the analysis have a role in promoting and enhancing each other;

[0021] The analysis module is used to match the human resource model according to the job information, and analyze the human resource requirements of the job through the human resource model and the work content, work objectives, and working conditions. According to the personnel information and the work simulation results, the evaluation results of different evaluation dimensions are given, and then a comprehensive evaluation result is given according to the evaluation results of each evaluation dimension and the weight of each evaluation dimension; the evaluation dimensions include at least one piece of information of knowledge, skills, experience, learning ability, resources, physical fitness, psychology, academic qualifications, physical condition, physical condition, health status, teamwork, learning ability, work experience, performance, work willingness, salary requirements, work location, working conditions, and working hours.

[0022] In some embodiments, the analysis module is also used to match the human resource model according to the information of each position, and analyze the human resource requirements of each position through the human resource model and work content, work objectives, and work conditions, and analyze and evaluate the work simulation results of each position. Based on the human resource requirements of the position and the simulation results of each job, and taking into account the interaction between positions and the mutual influence between personnel, a comprehensive evaluation result of the position combination and the corresponding personnel combination is given.

[0023] In some embodiments, the virtual human resource system further includes a database module; the database module is used to store a human resource model database, which includes human resource models and the correspondence between job information and human resource models; human resource models of different jobs include the work content corresponding to the job, the work links corresponding to different work contents, and the personnel capabilities required for the goals and working conditions of different work links.

[0024] In some embodiments, the virtual human resource system also includes a conversion module; the conversion module is used to convert data evaluation from different sources, different data structures, different descriptions, and different data standards based on personnel information through a human resources multi-dimensional element attribute dictionary to derive the personnel capabilities of the personnel.

[0025] In some embodiments, the virtual human resource system also includes a testing module; the testing module is used to provide personnel with at least one test selected from the group consisting of psychological tests, personality tests, intelligence tests, physical fitness tests, ability tests, and qualification tests, and to supplement or confirm missing or incomplete parts of personnel information based on the test results.

[0026] In some embodiments, the virtual human resource system further includes a training module; the training module is used to determine the goals that personnel need to achieve based on the human resource model, and then determine the gap between the personnel's current capabilities and the goals based on the personnel information, and select an appropriate training program based on the gap.

[0027] In some embodiments, the virtual human resource system also includes an assessment module; the assessment module is used to determine the working hours based on each work link in which the personnel participate; determine the work difficulty based on the goals of each work link and the abilities required by the working conditions; determine the work performance based on the difference between the actual results of the work and the simulation results; and determine the work assessment results of the personnel by comprehensively considering the working hours, work difficulty, and work performance.

[0028] In some embodiments, the virtual human system further includes a user interaction module and a rights management module;

[0029] The user interaction module is used to obtain signals sent by the user to the virtual human system, and present the human model and simulated work deduction results in one or more presentation sequences, levels, and dimensions, and the user selects the sequence, level, and dimension in which the feedback information is presented to the user;

[0030] The authority management module is used to set different usage authority levels for different users and / or different personnel information and position information to prevent privacy leakage or disclosure.

[0031] According to the specific embodiments provided by the present invention, the present invention discloses the following technical effects:

[0032] The present invention provides a virtual human resource system and a method for using the system, wherein an information acquisition module is used to acquire personnel information and position information; a simulation module is used to analyze the work content in the position information to obtain one or more links in which the position personnel participate, and the required capabilities of the position work content are obtained based on the objectives and working conditions of each link; the personnel capabilities are obtained based on the personnel information; the personnel capabilities are analyzed and evaluated based on the personnel capabilities and the required capabilities of the position work content, and a simulation result of the personnel completing the position work content is obtained; the analysis module is used to match a human resource model with the position information, and analyze the position human resource requirements based on the human resource model and the work content, work objectives, and working conditions; based on the personnel information and the work simulation results, evaluation results of different evaluation dimensions are given, and then a comprehensive evaluation result is given based on the evaluation results of each evaluation dimension and the weight of each evaluation dimension. By applying metaverse technology to the human resource management process, the degree of matching between personnel and positions can be analyzed and evaluated from multiple angles, multiple paths, multiple sequences, and multiple levels required / interested by the user, without being restricted by time, space, or form. The results of the personnel completing various tasks of the position can be simulated, and the evaluation results are objectively given in multiple dimensions, so that the user can better manage human resources through the virtual human resource system and improve the efficiency and accuracy of human resource management. BRIEF DESCRIPTION OF THE DRAWINGS

[0033] In order to more clearly illustrate the embodiments of the present invention or the technical solutions in the prior art, the following briefly introduces the drawings required for use in 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 paying any creative work.

[0034] FIG1 is a schematic diagram of a virtual human resource system provided by Embodiment 1 and Embodiment 2 of the present invention.

[0035] FIG2 is a flow chart of a method for using a virtual human resource system provided in Example 3 of the present invention. DETAILED DESCRIPTION

[0036] The following will clearly and completely describe the technical solutions in the embodiments of the present invention in conjunction with the accompanying drawings. 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 making creative efforts are within the scope of protection of the present invention.

[0037] The purpose of the present invention is to provide a virtual human resource system and its use method, which applies metaverse technology to the human resource management process. It can be free from the restrictions of time, space and form, and can analyze and evaluate the degree of matching between personnel and positions from multiple angles, multiple paths, multiple sequences and multiple levels required / interested by users. It can simulate the results of personnel completing various tasks in the position, and objectively give evaluation results in multiple dimensions, so that users can better manage human resources through the virtual human resource system and improve the efficiency and accuracy of human resource management.

[0038] In order to make the above-mentioned objects, features and advantages of the present invention more obvious and easy to understand, the present invention is further described in detail below with reference to the accompanying drawings and specific embodiments.

[0039] Example 1

[0040] As shown in FIG1 , this embodiment provides a virtual human resource system, which includes a database module 10 , an information acquisition module 11 , a simulation module 12 and an analysis module 13 .

[0041] The database module 10 is used to store a human model database, which includes a human model and the correspondence between job information and the human model. The human model includes the relationship between various human-related conditions and jobs, and is established based on the relationship between human capabilities and the work content, working conditions, and work results of different jobs, as well as the relationship between human capabilities and human-related conditions.

[0042] The information acquisition module 11 is used to obtain personnel information and position information. The position information includes work content, work objectives, working conditions, and at least one of the following information: position title, company, work location, salary, and responsibilities. The personnel information includes: basic information, educational background, work experience, project experience, industry resources, intelligence / learning ability, physical / physical / health status, psychological / emotional / personality status / characteristics, work willingness, economic status / demands, work location / conditions / time, work intensity, family / emotional status, interests and hobbies, and at least one of the following information: social skills.

[0043] The simulation module 12 is used to simulate the person completing various work contents of the position according to the position information and the personnel information to obtain a simulation result.

[0044] The analysis module 13 is used to match the human resource model according to the job information, and analyze the human resource requirements of the job through the human resource model and the work content, work objectives, and work conditions, and analyze and evaluate the work simulation results, and provide a comprehensive evaluation result based on the human resource requirements of the job and the simulation results of each job.

[0045] Example 2

[0046] As shown in FIG1 , this embodiment provides a virtual human resource system, which includes an information acquisition module 11 , a simulation module 12 and an analysis module 13 .

[0047] The information acquisition module 11 is used to acquire personnel information and job information; the job information includes work content, work objectives and working conditions; the job information also includes at least one of job title, company, work location, salary and responsibilities.

[0048] Job duties may include: technology, scientific research, production, planting, teaching, management, R&D, development, design, marketing, customer relations, government affairs, finance, sports, art, driving, security, literature, catering, farming, planting, construction, energy, mining, language, writing, expression, communication, journalism, healthcare, nursing, etc. Work objectives can include qualitative or quantitative goals, as well as time-related goals. They can also be categorized as simple or complex. Complex goals require modeling or screening for relatively suitable targets. Work conditions may include: location, environment, market, policies, brand, public opinion, technical level, tools, team, basic products or achievements, resources, inputs, costs, salary / incentives, benefits, training, etc.

[0049] The personnel information includes at least one of the following: basic information, educational background, work experience, project experience, industry resources, intelligence / learning ability, physical / fitness / health status, psychological / emotional / personality status / characteristics, work willingness, financial status / needs, work location / conditions / hours, work intensity, family / emotional status, interests and hobbies, and sociability. The basic information of a person may include: gender, age, demographic information, health-related information, academic status, work status, exercise status, family status, living environment, interests and hobbies, as well as work-related information such as physiological / psychological / learning / work / fitness / sleep / exercise / emotional / metabolism / vision / hearing / intelligence / attention / diet / immunity / growth and development / memory / fertility status and work and rest schedule.

[0050] The information acquisition module 11 may acquire information from: personal information databases, archives, work records / plans, study records / plans, work and rest records / plans, diet records / plans, medication records / plans, treatment records / plans, exercise records / plans, health records / plans, surgical plans / records, medical records, electronic medical records, talent information systems, assessment reports, consultation records, survey records, health management plans, or from colleagues / leaders / referrals. Information may also be obtained from various wearable devices, sensors, electronic devices, electronic positioning systems, weather forecast systems, electronic temperature, humidity, and air pressure detection devices, smart speakers, smart home systems, smart surveillance / monitoring systems, smart glasses, smart scales, smart detection / analysis devices, facial recognition analysis, fingerprint recognition, voice recognition, positioning systems, social platforms, and other devices or systems. Information may also be obtained through big data analysis of a person's life, study, work, exercise, travel, social interaction, shopping, diet, work and rest, and entertainment. Missing information may also be provided by the person himself or supplemented with relevant information.

[0051] The simulation module 12 is used to simulate the individual completing various job duties based on the job information and the individual's information, and to obtain simulation results. The simulation module 12 simulates the individual completing the job duties by analyzing the job duties to determine one or more steps requiring the individual's participation; determining the required competencies for the job duties based on the objectives and working conditions of each step; and simulating the results of the individual completing the job duties based on the individual's information and the required competencies.

[0052] The work content is analyzed to obtain one or more links that require the participation of the position personnel. This can be obtained based on a work link decomposition plan for different work contents. The decomposition plan is based on different work contents, as well as one or more required conditions and the actual situation of the work content. For each required condition, if the condition requires the position personnel to complete certain work to be met, then the condition will correspond to a link that requires the position personnel to participate. The decomposition plan includes all links required by the position personnel to participate in the work content. If a link requires the position personnel to complete multiple tasks, the link can be further decomposed to form a multi-layer sub-link structure. When the position personnel need to complete multiple work contents or multiple work links, the mutual influence between different work contents or work links must also be considered. Try to make the various work contents or work links that the position personnel need to participate in obtained by the work link decomposition plan play a role in promoting and improving each other, and avoid the various work contents or work links from affecting each other and reducing efficiency. The work link decomposition plan can be stored in the human resource model database.

[0053] After identifying one or more aspects of the job requiring the personnel's participation, the objectives and working conditions of each aspect are analyzed to determine the required competencies for the job. These objectives and working conditions can be pre-set in the human resource model database, with the user then selecting the appropriate set for the job, or they can be entered by the user. The competencies required for the objectives and working conditions of different aspects can be manually set by experts, derived through data statistics / analysis, information reorganization / big data analysis, or acquired through deep learning / optimization using artificial intelligence. These competencies can be continuously accumulated and optimized during use. For example, the competencies required for teaching intermediate piano courses may include familiarity / understanding of musical notation, rhythmic control, melody control, key pressure control, fingering technique, finger positioning, pedal control, posture, sitting posture, emotional expression, communication skills, and interpersonal skills.

[0054] Determine the required competencies for the job, and then simulate the results of the person completing the job based on the person's information and the required competencies. This can be done by using the person's information from their resume to determine their competencies, then analyzing and evaluating them against the required competencies to simulate the person completing the job.

[0055] The analysis module 13 is used to match the human resource model according to the job information, and analyze the human resource requirements of the job through the human resource model and the work content, work objectives, and work conditions, and analyze and evaluate the work simulation results, and give a comprehensive evaluation result based on the human resource requirements of the job and the simulation results of each job.

[0056] Specifically, the analysis module 13 sets at least one evaluation dimension based on the human resource requirements of the position analyzed through the human resource model and the work content, work objectives, and work conditions: knowledge, skills, experience, learning ability, resources, physical fitness, psychology, education, physical / physical / health status, teamwork, learning ability, work experience, performance, work willingness, salary requirements, and work location / conditions / time. Based on the personnel information and the work simulation results, the module 13 provides the evaluation results of each dimension. Then, based on the evaluation results of each dimension and the weights of each evaluation dimension, the module 13 provides a comprehensive evaluation result to facilitate the comprehensive evaluation of the matching of personnel and positions, including comparisons between different relevant personnel. The condition for the successful matching of personnel and positions can be that the calculated comprehensive level / score is higher than a pre-set threshold. Depending on the different circumstances of the position, the level / score of each dimension or the combination of levels / scores of multiple dimensions can also be set as a mandatory item. If the mandatory item fails, the matching of the person and position fails. For example, if a position requires a qualification certificate, the matching of personnel who do not have the qualification certificate will not pass.

[0057] The virtual human resource system of the present invention can also analyze and evaluate the combination of multiple positions and provide evaluation results for the position combination and personnel combination. When performing combination analysis and evaluation, it is necessary to consider the interaction between positions and the mutual influence between personnel. First, the simulation module simulates the personnel in the position completing the various work contents of the position based on the information of each position and the personnel information to obtain the simulation results; then, the analysis module matches the human resource model based on the information of each position, and analyzes the human resource requirements of each position based on the human resource model and the work content, work objectives, and work conditions. The work simulation results of each position are analyzed and evaluated. Based on the human resource requirements of the position and the simulation results of each work, and considering the interaction between positions and the mutual influence between personnel, a comprehensive evaluation result of the position combination and the corresponding personnel combination is provided.

[0058] As an optional embodiment, the virtual human resource system of the present invention also includes a conversion module database module 10; the database module 10 is used to store a human resource model database, which includes a human resource model and the correspondence between job information and the human resource model. The human resource model includes the relationship between various human resource-related conditions and jobs, and is established based on the relationship between human resource capabilities and the work content, working conditions, and work results of different jobs, as well as the relationship between human resource capabilities and human resource-related conditions.

[0059] The human resource models for different positions include the work content corresponding to the positions, the work links corresponding to different work contents, and the personnel capabilities required for the goals and working conditions of different work links.

[0060] Because the personnel information on a resume may not completely align with the required skills for the job, for example, if a position requires proficiency in English and the resume lists five years of work experience at Microsoft, the personnel information is considered to meet the required English proficiency. The virtual human resource system of the present invention also includes a conversion module; this module is configured to evaluate and convert the personnel information to derive the personnel skills. This conversion module can convert data from different sources, with different data structures, descriptions, and data standards, using a multi-dimensional human resources attribute dictionary.

[0061] The virtual human resource system of the present invention also includes a testing module; this module is used to provide personnel with at least one of the following tests: psychological testing, personality testing, intelligence testing, physical fitness testing, ability testing, and qualification testing. Based on the test results, missing or incomplete information in personnel information can be supplemented or confirmed. The testing module can also be used to obtain information that is missing from personnel resumes or information that cannot be verified. Testing can be conducted through written tests, interviews, online testing, or other methods.

[0062] The virtual human resource system of the present invention may also include a training module; this module provides training programs tailored to each individual based on their information and human resource model. This module can determine the goals that individuals need to achieve based on the human resource model; then, based on the individual information, determine the gap between their current capabilities and their goals, and select an appropriate training program based on this gap. Training can be targeted at individuals or groups of people. For individual training, a personalized training program can be developed based on their individual characteristics. For group training, statistical analysis can be performed on the goals and gaps of each individual to determine the most effective training program for all participants.

[0063] The virtual human resource system of the present invention may further include an assessment module; the assessment module assesses a person's work performance based on at least one of the following: work hours, work difficulty, and work performance. Work hours may be determined based on the various work steps in which the person is required to participate; work difficulty may be determined based on the objectives and required skills of each work step; and work performance may be determined based on the difference between the actual work results and the simulated results. The assessment results of a person's work are determined by comprehensively considering indicators such as work hours, work difficulty, and work performance.

[0064] The virtual human system of the present invention may further include a user interaction module. The user interaction module is configured to receive signals sent by the user to the virtual human system and present the human model and simulated work results in one or more presentation sequences, levels, and dimensions, and then present the feedback information to the user in accordance with the sequence, level, and dimension selected by the user.

[0065] The user interaction module receives signals from the user and displays the feedback information to the user. This feedback information includes information requested by the user. This information may include information about the recruitment process / results, relevant content of the human resource model, including elements and relationships, or other information that can be displayed to the user during the use of the virtual human resource system. The user interaction module may include an information acquisition device and an information display device. The information acquisition device is used to acquire signals sent by the user to the virtual human resource system; the information display device is used by the virtual human resource system to display information to the user.

[0066] In the present invention, users can send information to the virtual human system through voice, gesture, movement, expression, sight, smell, body temperature, physical indicators / parameters / reactions, brain waves, neural substances, etc., or send signals to the virtual human system by operating a tablet computer, mobile phone, mouse, keyboard, smart controller, remote control, smart wearable device, etc., or send signals to the virtual human system in other suitable ways. Therefore, the information acquisition device may include at least one of a voice acquisition device, a gesture acquisition device, a body movement acquisition device, an expression acquisition device, a body signal acquisition device, a smart wearable device, a tablet computer, a mobile phone, a mouse, a keyboard, a smart controller, and a remote control, and may also include other devices suitable for acquiring user signals. The information presentation device may be at least one of a display screen, smart glasses, headphones, a speaker, a hearing aid, and a brain-computer interface, or other suitable devices. In the present invention, the user interaction module is preferably AR / VR glasses, a human-computer interface, a keyboard, a mouse, a tablet computer, a mobile phone, a smart controller, a remote control, a naked-eye 3D device, a 3D projection device, a display screen, headphones, or a wearable device. The human-computer interface may be a brain-computer interface or other types of human-computer interfaces. The user interaction module may also include a device for scanning / receiving / intervening in brain waves or neural information / bioelectric signals.

[0067] In the virtual human system of the present invention, the user interaction module can present feedback information to the user based on at least one of visual signals, auditory signals, tactile signals, olfactory signals, taste signals, mouthfeel signals, temperature signals, humidity signals, and human-machine interface signals, using various combinations of at least one of the following forms: points, lines, graphics, images, planes, curved surfaces, three-dimensional graphics, three-dimensional images, marks, symbols, codes, text, colors, sounds, touch, smell, temperature, and formulas. A coordinate system can be established within the established virtual space / system, using spatial position, visual signals, auditory signals, tactile signals, olfactory signals, taste signals, mouthfeel signals, temperature signals, humidity signals, and human-machine interface signals to form multi-dimensional information coordinates, thereby presenting relevant information to the user.

[0068] Users can interact with other users through the user interaction module, or perform at least one of the following operations on the displayed content, elements, relationships or their collections: marking, inserting, querying, extracting, comparing, translating, analyzing, copying, merging, backing off, converting, connecting, calculating, sorting, forwarding, deleting, ascending, designing, searching, replacing, counting, drilling down, deducing, adding, modifying, annotating, and converting.

[0069] The user interaction module can also display feedback information to the user through auditory perception signals and tactile perception signals. Auditory perception signals refer to information represented by at least one of the characteristics of sound, such as frequency, rhythm, melody, interval, direction, distance, size, height, length and timbre, so that the user can perceive the information through the signal. For example, spatial orientation information can be transmitted to the user through sound. Since the transmission characteristics of a sound source transmitting sound waves to a specific direction can be expressed as a function data set, this function data set characterizing the sound wave transmission characteristics can be used to process audio signals so that the audio signal reflects the transmission characteristics of the sound source transmitting sound waves to the direction. When this processed audio signal is converted into sound via a playback device, the sound exhibits the transmission characteristics of the sound source transmitting sound waves to the direction, allowing the user to feel the virtual spatial orientation of the sound source. The specific orientation can include the direction, position, height, etc. of the sound.

[0070] A tactile perception signal refers to information represented by the location of contact on the user's body, as well as at least one of the contact type, shape, contact area, movement, temperature, and pressure, so that the user can perceive the information through the signal. Different information can be represented by contacting different locations on the user's body. For example, different locations such as the user's head, hands, fingers, palms, backs of hands, forearms, upper arms, chest, back, legs, and feet can represent different orientation information or other various information. In addition to representing information by the location of contact on the user's body, a tactile perception signal can also represent information by at least one of the contact type, shape, contact area, movement, temperature, and pressure on the user's body. The actions of contacting the user's body may include: tapping, sliding, turning, clicking, pressing, and the like.

[0071] The virtual human resource system of the present invention can use a virtual space to display feedback information. For example, a person's education level, physical / fitness / health status, teamwork, learning ability, work experience, performance, work willingness, salary requirements, and work location / conditions / time can be represented by different points, with lines used to represent their relationships / connections. Marks / text / symbols can also be included to represent other information. Clicking a selection will display specific information, such as specific work experience and project experience. Different colors can also be used to represent different information, such as a high score in a certain dimension can be represented by green and a low score by red. Users can choose the information to display according to their needs, such as only displaying work experience without displaying project experience. Users can also perform various operations, such as modification and addition. Modifications can be modified to modify content, such as text / images, or to modify relationships, such as removing the line between a position and a certain job content and replacing it with another job content. Operations can also be performed on the collection of content / elements / relationships in the virtual space, such as directly deleting / moving a person, which will also delete / move the basic information / work experience and other content under that person.

[0072] The virtual human resource system of the present invention presents human resource models and simulated work simulation results in one or more presentation sequences, hierarchies, and dimensions. Users can then select the sequence, hierarchy, or dimension to present feedback to the user. For example, within the virtual space displaying work simulation results, users can choose to display the results in chronological order or in descending order of evaluation.

[0073] Of course, the above feedback information can be directly displayed in detail, or only a portion can be displayed in detail, while the other portion is displayed as a title or label. When the user sends a signal of wanting to see through the user interaction module, the detailed display is then reduced in complexity. The user's signal of wanting to see through the user interaction module can be that the user stares at the title of the relevant content for a certain period of time, indicating that the user wants to see the content under that title. The user interaction module obtains the signal sent by the user through eye tracking, and the virtual human system provides feedback information, namely the content under that title. At the same time, the related content under that title can also be displayed through elements and relationships. When displaying, different signals can be used to reflect different elements or relationships. For example, different elements can be displayed through different sounds, images, colors, or brain waves.

[0074] The virtual human system of the present invention may also include a permissions management module for managing the access permissions of different users to prevent privacy leaks or disclosures. Different access permissions can be set for different users and / or different personnel / position information. Access permissions may include the ability to read, copy, view, convert, analyze, calculate, process, compare, edit, and store content information. Access permissions can be set manually or through artificial intelligence analysis.

[0075] Example 3

[0076] As shown in FIG2 , this embodiment provides a method for using the virtual human system as described in Example 1 or Example 2, the method comprising:

[0077] S1: Establish a human model database, which includes a human model and the corresponding relationship between job information and the human model. The human model includes the relationship between various human-related conditions and jobs, and is established based on the relationship between human capabilities and the work content, working conditions, and work results of different jobs, as well as the relationship between human capabilities and human-related conditions.

[0078] S2: Obtain personnel information and position information, the position information includes work content, work objectives, working conditions, and at least one of the following information: position title, company, work location, salary, and responsibilities. The personnel information includes: basic information, educational background, work experience, project experience, industry resources, intelligence / learning ability, physical / physical / health status, psychological / emotional / personality status / characteristics, work willingness, economic status / demands, work location / conditions / time, work intensity, family / emotional status, interests and hobbies, and at least one of the following information: social skills.

[0079] S3: Based on the job information and personnel information, simulate the person completing various work contents of the job and obtain the simulation results.

[0080] S4: Match the human resource model according to the job information, and analyze the human resource requirements of the job through the human resource model and the work content, work objectives, and work conditions. Analyze and evaluate the work simulation results, and provide a comprehensive evaluation result based on the human resource requirements of the job and the simulation results of each job.

[0081] The method of using a virtual human system of the present invention corresponds one-to-one to the technical features of a virtual human system of the present invention, and can refer to the description of the aforementioned virtual human system, which will not be repeated here.

[0082] In summary, the present invention provides a virtual human resource system and its use method. The virtual human resource system includes: a database module, an information acquisition module, a simulation module, and an analysis module. The use method of the virtual human resource system includes: establishing a human resource model database; acquiring personnel information and position information; simulating the personnel completing various job duties based on the position information and personnel information to obtain simulation results; analyzing the position human resource requirements based on the position information, and providing a comprehensive evaluation result based on the position human resource requirements and the simulation results of various tasks. The virtual human resource system and its use method of the present invention apply metaverse technology to the human resource management process. Unrestricted by time, space, and format, it can analyze and evaluate the degree of match between personnel and positions from multiple angles, multiple paths, multiple sequences, and multiple levels, as required / interested by users. It can simulate the results of personnel completing various job duties, develop a human resource model that conforms to actual conditions, objectively provide evaluation results from multiple dimensions, and enable assessment and training based on actual conditions. The immersive analysis and presentation method is also easier to accept, understand, and apply. The various aspects of the competency model and the relationships between its elements can be more directly presented to users, enabling users to better manage human resources through the virtual human resource system, improving the efficiency and accuracy of human resource management.

[0083] This document uses specific examples to illustrate the principles and implementation methods of the present invention. The above examples are only intended to help understand the method and core concept of the present invention. At the same time, those skilled in the art will find that the specific implementation methods and application scopes may vary based on the concept of the present invention. In summary, the contents of this specification should not be construed as limiting the present invention.

Claims

1. A virtual human resource system, characterized in that: The virtual human resource system includes: a database module, an information acquisition module, a simulation module and an analysis module; The database module is used to store a human model database, which includes a human model and a corresponding relationship between position information and the human model. The human model includes the relationship between various human-related conditions and positions, and is established based on the relationship between human capabilities and the work content, working conditions, and work results of different positions, as well as the relationship between human capabilities and human-related conditions; The information acquisition module is used to acquire personnel information and position information, wherein the position information includes work content, work objectives, working conditions, and at least one of the following information: position name, company, work location, salary, and responsibilities; the personnel information includes at least one of the following information: basic information, educational background, work experience, project experience, industry resources, intelligence / learning ability, physical / fitness / health status, psychological / emotional / personality status / characteristics, work willingness, economic status / demand, work location / conditions / time, work intensity, family / emotional status, interests and hobbies, and social skills; The simulation module is used to simulate the personnel completing various work contents of the position according to the position information and personnel information to obtain the simulation results; The analysis module is used to match the human resource model according to the job information, and analyze the job human resource requirements through the human resource model and the work content, work objectives, and work conditions, and analyze and evaluate the work simulation results, and give a comprehensive evaluation result based on the job human resource requirements and the simulation results of each job.

2. A method for using the virtual human resource system as claimed in claim 1, characterized in that: The method comprises: Establishing a human model database, the human model database includes human models and the corresponding relationship between job information and human models. The human model includes the relationship between various human-related conditions and jobs, and is established based on the relationship between human capabilities and the work content, working conditions, and work results of different jobs, as well as the relationship between human capabilities and human-related conditions; Obtaining personnel information and position information, wherein the position information includes work content, work objectives, working conditions, and at least one of the following information: position title, company, work location, salary, and responsibilities; the personnel information includes at least one of the following information: basic information, educational background, work experience, project experience, industry resources, intelligence / learning ability, physical / fitness / health status, psychological / emotional / personality status / characteristics, work willingness, economic status / needs, work location / conditions / time, work intensity, family / emotional status, interests and hobbies, and social skills; According to the job information and personnel information, simulate the personnel to complete various work contents of the job and obtain the simulation results; Match the human resource model according to the job information, and analyze the human resource requirements of the job through the human resource model and the work content, work objectives, and work conditions. Analyze and evaluate the work simulation results, and give a comprehensive evaluation result based on the human resource requirements of the job and the simulation results of various tasks.

3. A virtual human resource system, characterized in that: The virtual human resource system includes: an information acquisition module, a simulation module and an analysis module; The information acquisition module is used to acquire personnel information and position information; the position information includes work content, work objectives and working conditions; the personnel information includes: basic information, educational background, work experience, project experience, industry resources, intellectual ability, learning ability, physical condition, physical condition, health condition, psychological condition and characteristics, emotional condition and characteristics, personality condition and characteristics, work willingness, economic condition and needs, work location, working conditions, working hours, work intensity, family status, emotional status, interests and hobbies, and social skills; The simulation module is used to analyze the work content in the job information to obtain one or more links in which the job personnel participate; obtain the required capabilities of the job content of the job according to the objectives and working conditions of each link; obtain the capabilities of the personnel according to the personnel information; analyze and evaluate the capabilities of the personnel and the capabilities required for the job content, and simulate the results of the personnel completing the job content of the job; the one or more links in which the job personnel participate obtained by the analysis have the effect of promoting and enhancing each other; The analysis module is used to match the human resource model according to the job information and The human resource requirements of the position are analyzed based on the work content, work objectives, and working conditions; evaluation results of different evaluation dimensions are given according to the personnel information and work simulation results; and a comprehensive evaluation result is given according to the evaluation results of each evaluation dimension and the weight of each evaluation dimension; the evaluation dimensions include at least one piece of information including knowledge, skills, experience, learning ability, resources, physical fitness, psychology, academic qualifications, physical condition, physical condition, health status, teamwork, learning ability, work experience, performance, work willingness, salary requirements, work location, working conditions, and working hours.

4. A virtual human resource system according to claim 3, characterized in that: The analysis module is also used to match the human resource model according to the information of each position, and analyze the human resource requirements of each position through the human resource model and work content, work objectives, and work conditions, and analyze and evaluate the work simulation results of each position. Based on the human resource requirements of the position and the simulation results of each job, and taking into account the interaction between positions and the mutual influence between personnel, a comprehensive evaluation result of the position combination and the corresponding personnel combination is given.

5. A virtual human resource system according to claim 3, characterized in that: The virtual human resource system also includes a database module; the database module is used to store a human resource model database, which includes human resource models and the correspondence between job information and human resource models; human resource models of different jobs include the work content corresponding to the job, the work links corresponding to different work contents, and the personnel capabilities required for the goals and working conditions of different work links.

6. A virtual human resource system according to claim 3, characterized in that: The virtual human resource system also includes a conversion module; the conversion module is used to convert data evaluation conversion from different sources, different data structures, different descriptions, and different data standards based on personnel information through a human resources multi-dimensional element attribute dictionary to obtain the personnel capabilities of the personnel.

7. A virtual human resource system according to claim 3, characterized in that: The virtual human resource system also includes a testing module; the testing module is used to provide personnel with at least one test among psychological tests, personality tests, intelligence tests, physical tests, ability tests, and qualification tests, and to supplement or confirm missing or incomplete parts of personnel information based on the test results.

8. A virtual human resource system according to claim 3, characterized in that: The virtual human resource system also includes a training module; the training module is used to determine the goals that personnel need to achieve based on the human resource model, and then determine the gap between the personnel's current capabilities and the goals based on the personnel information, and select a suitable training program based on the gap.

9. A virtual human resource system according to claim 3, characterized in that: The virtual human resource system also includes an assessment module; the assessment module is used to determine the working hours based on each work link in which the personnel participate; determine the work difficulty based on the goals of each work link and the abilities required by the working conditions; determine the work performance based on the difference between the actual results of the work and the simulation results; and determine the work assessment results of the personnel by comprehensively considering the working hours, work difficulty, and work performance.

10. A virtual human system according to claim 3, characterized in that: The virtual human system also includes a user interaction module and a rights management module; The user interaction module is used to obtain the signal sent by the user to the virtual human system, and present the human model and the simulated work deduction results in one or more presentation sequences, levels, and dimensions, and after the user selects, present the feedback information to the user in the sequence, level, and dimension; The authority management module is used to set different usage authority levels for different users and / or different personnel information and position information to prevent privacy leakage or disclosure.

Images