Construction labor service human resource management method and system

Abstract

The invention discloses a building labor service human resource management method and system, and the method comprises the steps: obtaining the file information of a building project, carrying out the analysis, determining the human resource information needed by the project, and determining the attributes of a plurality of labor service workers according to the human resource information needed by the project; selecting an adaptive project contractor based on the attributes of the plurality of labor service personnel, and carrying out human resource matching based on a human resource library of the project contractor to generate a human scheduling scheme; determining information of to-be-dispatched personnel through a manpower dispatching scheme, and collecting monitoring data of the dispatched personnel through a data monitoring terminal; and according to the monitoring data and the operation parameters of the deployers, carrying out qualification evaluation on the deployers, and according to an evaluation result, selectively adjusting the deployers. And the constructors meeting the project requirements are objectively screened out. And effective monitoring can be realized for personnel adjustment by performing work arrangement on each scheduling personnel, so that the overall progress and stability of the project are ensured, and the engineering efficiency and reliability are improved.

Description

Technical Field

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

[0002] At present, the human resource management system is a tool for managing the human resources of an enterprise. It is a management system for analyzing, planning, implementing and adjusting internal human resources to improve the level of human resource management of the enterprise, so that the talents of the enterprise can serve the enterprise more efficiently and create higher value for the enterprise. With the continuous deepening of global economic integration and the marketization of China's economy, Chinese enterprises are facing a more severe crisis. In order to achieve their own strategic goals, improve production and expand their scale, enterprises must make full use of enterprise information, allocate human resources scientifically and rationally, and improve the work efficiency of enterprises in order to improve their own competitiveness.

[0003] my country's construction industry is booming, and the scale of construction companies is getting bigger and bigger. There are more and more companies bidding for government bidding construction projects, and the government or enterprises are screening to determine the final preferred labor service companies. The existing human resource management methods are all manually screened and managed by the bidding party, which is not only seriously subjective, but also has the problem of low work efficiency or work errors of the screening personnel, which cannot guarantee the engineering efficiency of the construction project, reducing practicality and reliability. Summary of the invention

[0004] In response to the above-mentioned problems, the present invention provides a construction labor human resources management method to solve the problems mentioned in the background technology that the existing human resources management methods are all carried out through manual screening and management by the tendering party, which not only has serious subjectivity but also has the problem of low work efficiency or work errors of the screening personnel, which cannot guarantee the engineering efficiency of the construction project, thereby reducing the practicality and reliability.

[0005] A construction labor human resources management method comprises the following steps:

[0006] Obtain the document information of the construction project and parse it to determine the human resource information required for the project, and determine multiple labor attributes based on the human resource information required for the project;

[0007] Select suitable project contractors based on multiple labor attributes and perform human resource matching based on the project contractor's human resource database to generate a human resource scheduling plan;

[0008] Determine the information of personnel to be deployed through the human resource dispatch plan and collect monitoring data of the deployed personnel through the data monitoring terminal;

[0009] Conduct qualification assessments on the deployment personnel based on monitoring data and their operating parameters, and selectively adjust the deployment personnel based on the assessment results.

[0010] Preferably, the document information of the construction project is obtained and parsed to determine the human resource information required for the project, and multiple labor attributes are determined according to the human resource information required for the project, including:

[0011] Obtain the document information of the construction project through the bidding information column, and analyze the document information to determine the construction requirement parameters of the construction project;

[0012] Determine the type and number of technicians required for the project based on the construction requirement parameters, and determine the human resources information required for the project based on the type and number of technicians required for the project;

[0013] Determine the human resource qualification requirements and human technical field requirements based on the human resource information required for the project, and determine the qualitative parameters of multiple job positions and qualitative parameters of the nature of the work based on the human resource qualification requirements;

[0014] Multiple labor personnel attributes are determined based on multiple job position qualitative parameters and job nature qualitative parameters.

[0015] Preferably, the selecting of a suitable project contractor based on multiple labor attributes and performing human resource matching based on the human resource database of the project contractor to generate a human resource scheduling plan includes:

[0016] Generate a bidder screening mechanism based on multiple labor attributes, and use the bidder screening mechanism to select suitable project contractors in the bidding information column;

[0017] Obtain the personnel structure information of the project contractor from the human resources database of the project contractor, and select the first-class technical personnel who meet the project requirements based on the personnel structure information;

[0018] Acquire the experience information, technical level description parameters and current working status information of each first technician and select the second technician according to the experience information, technical level description parameters and current working status information of the first technician and the personnel demand information of each technical job;

[0019] The work habits and historical team information of each second technician are obtained, the work time parameters and team personnel parameters of each second technician are determined according to the work habits and historical team information, and a manpower scheduling plan is generated based on the work time parameters and team personnel parameters.

[0020] Preferably, the process of determining the information of personnel to be deployed through a human resource dispatching plan and collecting monitoring data of the deployed personnel through a data monitoring terminal includes:

[0021] Determine the information of personnel to be deployed in each project position according to the human resource scheduling plan and deploy personnel;

[0022] Determine the monitoring work indicators, attendance indicators and image indicators for the project position deployment personnel according to the labor attributes of each project position;

[0023] Determine the data monitoring form and data monitoring components based on the monitoring work indicators, monitoring attendance indicators and monitoring image indicators;

[0024] The data monitoring component is used to collect monitoring data of personnel deployed in each project position based on data monitoring form.

[0025] Preferably, the step of performing qualification assessment on the deployment personnel according to the monitoring data and the operation parameters of each deployment personnel, and selectively adjusting the deployment personnel according to the assessment results, includes:

[0026] Determine the actual performance data of each dispatched personnel based on monitoring data, and determine the daily operation parameter requirements of each dispatched personnel through project formulation plans;

[0027] Score the actual performance data of each dispatcher based on their daily operation parameter requirements, and determine the work eligibility of the dispatcher based on the scoring results;

[0028] Obtain feedback from the first unqualified deployment personnel according to the preset feedback mechanism, and determine the work impact factor based on the feedback;

[0029] Conduct a secondary assessment on the first unqualified personnel based on the work impact factor and the work behavior dynamic parameters of the unqualified personnel, and select the second unqualified personnel according to the assessment results;

[0030] The replacement personnel will be determined based on the project position and daily work parameters of the second unqualified personnel, and the deployed personnel will be adjusted through the replacement personnel.

[0031] A construction labor human resources management system, the system comprising:

[0032] The determination module is used to obtain the file information of the construction project and parse it to determine the human resource information required for the project, and determine multiple labor personnel attributes based on the human resource information required for the project;

[0033] A generation module is used to select a suitable project contractor based on multiple labor attributes and perform human resource matching based on the project contractor's human resource database to generate a human resource scheduling plan;

[0034] The collection module is used to determine the information of personnel to be deployed through the human resource scheduling plan and collect the monitoring data of the deployed personnel through the data monitoring terminal;

[0035] The adjustment module is used to evaluate the qualifications of the deployment personnel based on the monitoring data and the operating parameters of each deployment personnel, and selectively adjust the deployment personnel based on the evaluation results.

[0036] Preferably, the determining module includes:

[0037] The first determination submodule is used to obtain the file information of the construction project through the bidding information column, and parse the file information to determine the construction requirement parameters of the construction project;

[0038] The second determination submodule is used to determine the type and corresponding number of technicians required for the project according to the construction requirement parameters, and determine the human resources information required for the project according to the type and corresponding number of technicians required for the project;

[0039] The third determination submodule is used to determine the human technical qualification requirements and human technical field requirements according to the human resource information required for the project, and determine multiple job position qualitative parameters and job nature qualitative parameters based on the human technical qualification requirements;

[0040] The fourth determination submodule is used to determine a plurality of labor personnel attributes according to a plurality of job position qualitative parameters and job nature qualitative parameters.

[0041] Preferably, the generating module comprises:

[0042] The selection submodule is used to generate a bidder screening mechanism based on multiple labor personnel attributes, and use the bidder screening mechanism to select an appropriate project contractor in the bidding information column;

[0043] The first screening submodule is used to obtain the personnel structure information of the project contractor according to the human resource database of the project contractor, and screen out the first technical personnel who meet the project requirements according to the personnel structure information;

[0044] The second screening submodule is used to obtain the experience information, technical level description parameters and current working status information of each first technician and screen out the second technician according to the experience information, technical level description parameters and current working status information of the first technician and the personnel demand information of each technical job;

[0045] A generation submodule is used to obtain the work habits and historical team information of each second technician, determine the work time parameters and team personnel parameters of each second technician according to the work habits and historical team information, and generate a manpower scheduling plan based on the work time parameters and team personnel parameters.

[0046] Preferably, the acquisition module includes:

[0047] The deployment submodule is used to determine the information of personnel to be deployed in each project position and deploy personnel according to the human resource scheduling plan;

[0048] The fifth determination submodule is used to determine the monitoring work index, monitoring attendance index and monitoring image index for the project post deployment personnel according to the labor attributes of each project post;

[0049] A sixth determination submodule, for determining a data monitoring form and a data monitoring component based on monitoring work indicators, monitoring attendance indicators, and monitoring image indicators;

[0050] The collection submodule is used to collect the monitoring data of the deployed personnel in each project position based on the data monitoring form by using the data monitoring component.

[0051] Preferably, the adjustment module includes:

[0052] The formulation submodule is used to determine the actual performance data of each deployment personnel based on the monitoring data, and determine the daily operation parameter requirements of each deployment personnel through project formulation plans;

[0053] The scoring submodule is used to score the actual work performance data of each dispatching personnel according to the daily work parameter requirements of each dispatching personnel, and determine the work qualification of the dispatching personnel according to the scoring results;

[0054] A seventh determination submodule is used to obtain feedback from the first unqualified deployment personnel according to a preset feedback mechanism, and determine a work impact factor according to the feedback;

[0055] An evaluation submodule, for performing a secondary evaluation on the first unqualified personnel based on the work influencing factors and the work behavior dynamic parameters of the unqualified personnel, and screening out the second unqualified personnel according to the evaluation results;

[0056] The adjustment submodule is used to determine the replacement personnel according to the project position and daily work parameters of the second unqualified personnel, and adjust the deployed personnel through the replacement personnel.

[0057] Other features and advantages of the present invention will be described in the following description, and partly become apparent from the description, or understood by practicing the present invention. The purpose and other advantages of the present invention can be realized and obtained by the structures particularly pointed out in the written description and the accompanying drawings.

[0058] The technical solution of the present invention is further described in detail below through the accompanying drawings and embodiments. BRIEF DESCRIPTION OF THE DRAWINGS

[0059] The accompanying drawings are used to provide further understanding of the present invention and constitute a part of the specification. They are used to explain the present invention together with the embodiments of the present invention and do not constitute a limitation of the present invention.

[0060] Figure 1 A workflow diagram of a construction labor human resources management method provided by the present invention;

[0061] Figure 2 Another work flow chart of a construction labor human resources management method provided by the present invention;

[0062] Figure 3 This is a structural diagram of a construction labor human resources management system provided by the present invention;

[0063] Figure 4 This is a structural schematic diagram of a generation module in a construction labor human resources management system provided by the present invention. DETAILED DESCRIPTION

[0064] Exemplary embodiments will be described in detail herein, examples of which are shown in the accompanying drawings. When the following description refers to the drawings, the same numbers in different drawings represent the same or similar elements unless otherwise indicated. The embodiments described in the following exemplary embodiments do not represent all embodiments consistent with the present disclosure. Instead, they are merely examples of devices and methods consistent with some aspects of the present disclosure as detailed in the appended claims.

[0065] At present, the human resource management system is a tool for managing the human resources of an enterprise. It is a management system for analyzing, planning, implementing and adjusting internal human resources to improve the level of human resource management of the enterprise, so that the talents of the enterprise can serve the enterprise more efficiently and create higher value for the enterprise. With the continuous deepening of global economic integration and the marketization of China's economy, Chinese enterprises are facing a more severe crisis. In order to achieve their own strategic goals, improve production and expand their scale, enterprises must make full use of enterprise information, allocate human resources scientifically and rationally, and improve the work efficiency of enterprises in order to improve their own competitiveness.

[0066] my country's construction industry is booming, and the scale of construction companies is getting bigger and bigger. There are more and more companies bidding for government bidding construction projects, and the government or enterprises are screening to determine the final favorite labor service companies. The existing human resource management methods are all manually screened and managed by the bidding party, which not only has serious subjectivity, but also has the problem of low work efficiency or work errors of the screening personnel, which cannot guarantee the engineering efficiency of the construction project, reducing practicality and reliability. In order to solve the above problems, this embodiment discloses a construction labor human resource management method based on the combination of successful bidder screening and human resource scheduling and deployment of personnel.

[0067] A construction labor human resource management method, such as Figure 1 As shown, the following steps are included:

[0068] Step S101, obtaining the file information of the construction project and parsing it to determine the human resource information required for the project, and determining multiple labor attributes according to the human resource information required for the project;

[0069] Step S102: selecting a suitable project contractor based on multiple labor attributes and performing human resource matching based on the project contractor's human resource database to generate a human resource scheduling plan;

[0070] Step S103: determine the information of personnel to be deployed through the human resource dispatching plan and collect monitoring data of the deployed personnel through the data monitoring terminal;

[0071] Step S104: perform qualification assessment on the deployment personnel according to the monitoring data and the operation parameters of each deployment personnel, and selectively adjust the deployment personnel according to the assessment results.

[0072] In this embodiment, the file information is represented as project construction statistics of a building project;

[0073] In this embodiment, the human resource information required for the project is represented by the number of attributes and professional level statistics of the technical personnel required for the construction project;

[0074] In this embodiment, the labor personnel attributes are represented by the work attributes of the labor personnel, including: construction personnel, supervisors, technicians, etc.;

[0075] In this embodiment, the manpower scheduling plan is represented as a scheduling plan for the work tasks and cycles of construction technicians;

[0076] The working principle of the above technical solution is: obtain the file information of the construction project and parse it to determine the human resource information required for the project, determine multiple labor personnel attributes based on the human resource information required for the project; select an appropriate project contractor based on multiple labor personnel attributes and match human resources based on the project contractor's human resource database to generate a human resource scheduling plan; determine the information of the personnel to be deployed through the human resource scheduling plan and collect the monitoring data of the deployed personnel through the data monitoring terminal; conduct a qualification assessment of the deployed personnel based on the monitoring data and the operating parameters of each deployed personnel, and selectively adjust the deployed personnel based on the assessment results.

[0077] The beneficial effects of the above technical solution are: by determining the attributes of the labor personnel required for the construction project and then conducting intelligent screening of the project contractors, it is possible to objectively screen out contractors that meet the project requirements and at the same time ensure that the contractor's human resources can keep up with the project requirements and progress, thereby improving adaptability. Furthermore, by generating a human resource scheduling plan, real-time monitoring and qualification assessment of the scheduling personnel are carried out for timely adjustment, which can not only reasonably arrange the work of each scheduling personnel, but also achieve effective work efficiency and stability monitoring to make personnel adjustments, ensure the overall progress and stability of the project, improve engineering efficiency and reliability, and solve the problem that the existing human resource management methods mentioned in the prior art are all manually screened and managed by the tendering party, which not only has serious subjectivity but also has the problem of low work efficiency or work errors of the screening personnel, which cannot guarantee the engineering efficiency of the construction project, thereby reducing practicality and reliability.

[0078] In one embodiment, Figure 2 As shown, the file information of the construction project is obtained and parsed to determine the human resource information required for the project, and multiple labor attributes are determined according to the human resource information required for the project, including:

[0079] Step S201: Obtain the document information of the construction project through the bidding information column, and parse the document information to determine the construction requirement parameters of the construction project;

[0080] Step S202: Determine the type and number of technicians required for the project according to the construction requirement parameters, and determine the human resources information required for the project according to the type and number of technicians required for the project;

[0081] Step S203: determining the human technical qualification requirements and human technical field requirements according to the human resource information required for the project, and determining a plurality of job position qualitative parameters and job nature qualitative parameters based on the human technical qualification requirements;

[0082] Step S204: Determine multiple attributes of labor personnel according to multiple job position qualitative parameters and job nature qualitative parameters.

[0083] The beneficial effects of the above technical solution are: determining the construction requirement parameters of the construction project through the file information of the construction project, thereby determining the human resource information required for the project, obtaining qualitative parameters of multiple jobs and qualitative parameters of the nature of the work, which can better understand the job responsibilities and requirements, and effectively evaluate and screen various labor personnel.

[0084] In one embodiment, the selecting of a suitable project contractor based on multiple labor attributes and performing human resource matching based on the human resource database of the project contractor to generate a human resource scheduling plan includes:

[0085] Generate a bidder screening mechanism based on multiple labor attributes, and use the bidder screening mechanism to select suitable project contractors in the bidding information column;

[0086] Obtain the personnel structure information of the project contractor from the human resources database of the project contractor, and select the first-class technical personnel who meet the project requirements based on the personnel structure information;

[0087] Acquire the experience information, technical level description parameters and current working status information of each first technician and select the second technician according to the experience information, technical level description parameters and current working status information of the first technician and the personnel demand information of each technical job;

[0088] The work habits and historical team information of each second technician are obtained, the work time parameters and team personnel parameters of each second technician are determined according to the work habits and historical team information, and a manpower scheduling plan is generated based on the work time parameters and team personnel parameters.

[0089] The beneficial effects of the above technical solution are: obtaining the personnel structure information of the project contractor based on the human resource database of the project contractor, conducting two screenings, determining the working time parameters and team personnel parameters of each technician, and generating a human resource scheduling plan, which can ensure the adaptability of the technicians to the project and the team and improve the completion efficiency of the construction project.

[0090] In one embodiment, determining the information of personnel to be deployed through a human resource scheduling plan and collecting monitoring data of the deployed personnel through a data monitoring terminal include:

[0091] Determine the information of personnel to be deployed in each project position according to the human resource scheduling plan and deploy personnel;

[0092] Determine the monitoring work indicators, attendance indicators and image indicators for the project position deployment personnel according to the labor attributes of each project position;

[0093] Determine the data monitoring form and data monitoring components based on the monitoring work indicators, monitoring attendance indicators and monitoring image indicators;

[0094] The data monitoring component is used to collect monitoring data of personnel deployed in each project position based on data monitoring form.

[0095] The beneficial effects of the above technical solution are: determining the monitoring work indicators, monitoring attendance indicators and monitoring image indicators of the deployed personnel according to the labor attributes of each project position, thereby determining the data monitoring form and data monitoring components, which can ensure the accuracy and real-time nature of the monitoring data, promptly discover problems and make adjustments, and ensure efficient and stable project operations.

[0096] In this embodiment, the monitoring work index, monitoring attendance index and monitoring image index of the project post deployment personnel are determined according to the labor attributes of each project post, including:

[0097] Determine the basic monitoring attributes and limited monitoring attributes of the project post deployment personnel based on the labor attributes of each project post;

[0098] Determine monitoring rules based on basic monitoring attributes and limited monitoring attributes, determine monitoring mutation frequency based on monitoring rules, and determine macro-monitoring work indicators based on monitoring mutation frequency and the working condition vector of personnel deployed at each project position;

[0099] Obtain the identification characteristics of the relevant work parameters of each project position deployment personnel, and determine the micro-monitoring work indicators of each project position deployment personnel based on the identification characteristics;

[0100] Integrate the macro-monitoring work indicators and micro-monitoring work indicators to determine the monitoring work indicators and dynamic threshold values ​​for the personnel deployed at each project position;

[0101] Obtain the active work cycle of the project position deployment personnel, and determine the work date jump rule set for each project position deployment personnel according to the active work cycle;

[0102] Determine the attendance response frequency of each project post deployment personnel according to the work date jump rule, and determine the monitoring attendance index of the project post deployment personnel according to the attendance response frequency;

[0103] Determine the dress standards for the project position deployment personnel based on the work item description parameters of each project position deployment personnel;

[0104] Determine the first posture of the deployed personnel before work and the second posture when preparing for work according to the wearing standards;

[0105] A scaling matrix based on the first posture and the second posture is constructed, appearance recognition features are extracted according to the scaling matrix, and monitoring image indicators of personnel deployed at each project position are determined according to the appearance recognition features.

[0106] The beneficial effects of the above technical solution are as follows: by determining the macro-monitoring work indicators and micro-monitoring work indicators of each project position deployment personnel, it is possible to achieve comprehensive work monitoring of project position personnel and fine work monitoring at the same time, thereby improving the comprehensiveness of monitoring. Furthermore, by using the attendance response frequency as a reference and the posture scaling matrix as a reference to determine the monitoring attendance indicators and the monitoring image indicators, the corresponding standards can be used as a reference basis to intuitively and accurately determine the monitoring indicators of each dimension, thereby ensuring the objectivity and rationality of the indicators.

[0107] In one embodiment, the step of performing qualification assessment on the deployment personnel according to the monitoring data and the operation parameters of each deployment personnel, and selectively adjusting the deployment personnel according to the assessment results, includes:

[0108] Determine the actual performance data of each dispatched personnel based on monitoring data, and determine the daily operation parameter requirements of each dispatched personnel through project formulation plans;

[0109] Score the actual performance data of each dispatcher based on their daily operation parameter requirements, and determine the work eligibility of the dispatcher based on the scoring results;

[0110] Obtain feedback from the first unqualified deployment personnel according to the preset feedback mechanism, and determine the work impact factor based on the feedback;

[0111] Conduct a secondary assessment on the first unqualified personnel based on the work impact factor and the work behavior dynamic parameters of the unqualified personnel, and select the second unqualified personnel according to the assessment results;

[0112] The replacement personnel will be determined based on the project position and daily work parameters of the second unqualified personnel, and the deployed personnel will be adjusted through the replacement personnel.

[0113] The beneficial effects of the above technical solution are: scoring the actual work performance data of each deployment personnel according to the daily work parameter requirements of each deployment personnel, determining the feedback and work influencing factors of unqualified deployment personnel, being able to quickly and accurately determine the factors affecting the work, and make adjustments. Furthermore, a secondary evaluation is conducted in combination with the dynamic parameters of the work behavior of unqualified deployment personnel to determine whether the staff member should be replaced, which can improve work efficiency and ensure the normal progress of the operation and the efficiency of the operation results.

[0114] In one embodiment, this embodiment also discloses a construction labor human resources management system, such as Figure 3 As shown, the system includes:

[0115] The determination module 301 is used to obtain the file information of the construction project and parse it to determine the human resource information required for the project, and determine multiple labor attributes according to the human resource information required for the project;

[0116] A generation module 302 is used to select a suitable project contractor based on multiple labor attributes and perform human resource matching based on the human resource database of the project contractor to generate a human resource scheduling plan;

[0117] The collection module 303 is used to determine the information of personnel to be deployed through the human resource scheduling plan and collect the monitoring data of the deployed personnel through the data monitoring terminal;

[0118] The adjustment module 304 is used to evaluate the qualifications of the deployment personnel according to the monitoring data and the operating parameters of each deployment personnel, and selectively adjust the deployment personnel according to the evaluation results.

[0119] The working principle and beneficial effects of the above technical solution have been explained in the method embodiment and will not be repeated here.

[0120] In one embodiment, the determining module includes:

[0121] The first determination submodule is used to obtain the file information of the construction project through the bidding information column, and parse the file information to determine the construction requirement parameters of the construction project;

[0122] The second determination submodule is used to determine the type and corresponding number of technicians required for the project according to the construction requirement parameters, and determine the human resources information required for the project according to the type and corresponding number of technicians required for the project;

[0123] The third determination submodule is used to determine the human technical qualification requirements and human technical field requirements according to the human resource information required for the project, and determine multiple job position qualitative parameters and job nature qualitative parameters based on the human technical qualification requirements;

[0124] The fourth determination submodule is used to determine a plurality of labor personnel attributes according to a plurality of job position qualitative parameters and job nature qualitative parameters.

[0125] In one embodiment, Figure 4 As shown, the generating module 302 includes:

[0126] The selection submodule 3021 is used to generate a bidder screening mechanism according to multiple labor attributes, and select a suitable project contractor in the bidding information column using the bidder screening mechanism;

[0127] The first screening submodule 3022 is used to obtain the personnel structure information of the project contractor according to the human resource database of the project contractor, and screen out the first technical personnel who meet the project requirements according to the personnel structure information;

[0128] The second screening submodule 3023 is used to obtain the experience information, technical level description parameters and current working status information of each first technician and screen out the second technician according to the experience information, technical level description parameters and current working status information of the first technician and the personnel demand information of each technical job;

[0129] The generation submodule 3024 is used to obtain the work habits and historical team information of each second technician, determine the work time parameters and team personnel parameters of each second technician according to the work habits and historical team information, and generate a manpower scheduling plan based on the work time parameters and team personnel parameters.

[0130] In one embodiment, the acquisition module includes:

[0131] The deployment submodule is used to determine the information of personnel to be deployed in each project position and deploy personnel according to the human resource scheduling plan;

[0132] The fifth determination submodule is used to determine the monitoring work index, monitoring attendance index and monitoring image index for the project post deployment personnel according to the labor attributes of each project post;

[0133] A sixth determination submodule, for determining a data monitoring form and a data monitoring component based on monitoring work indicators, monitoring attendance indicators, and monitoring image indicators;

[0134] The collection submodule is used to collect the monitoring data of the deployed personnel in each project position based on the data monitoring form by using the data monitoring component.

[0135] In one embodiment, the adjustment module includes:

[0136] The formulation submodule is used to determine the actual performance data of each deployment personnel based on the monitoring data, and determine the daily operation parameter requirements of each deployment personnel through project formulation plans;

[0137] The scoring submodule is used to score the actual work performance data of each dispatching personnel according to the daily work parameter requirements of each dispatching personnel, and determine the work qualification of the dispatching personnel according to the scoring results;

[0138] A seventh determination submodule is used to obtain feedback from the first unqualified deployment personnel according to a preset feedback mechanism, and determine a work impact factor according to the feedback;

[0139] An evaluation submodule, for performing a secondary evaluation on the first unqualified personnel based on the work influencing factors and the work behavior dynamic parameters of the unqualified personnel, and screening out the second unqualified personnel according to the evaluation results;

[0140] The adjustment submodule is used to determine the replacement personnel according to the project position and daily work parameters of the second unqualified personnel, and adjust the deployed personnel through the replacement personnel.

[0141] Those skilled in the art should understand that the first and second in the present invention merely refer to different application stages.

[0142] Other embodiments of the present disclosure will be readily apparent to those skilled in the art after considering the specification and practicing the disclosure disclosed herein. This application is intended to cover any variations, uses, or adaptations of the present disclosure that follow the general principles of the present disclosure and include common knowledge or customary techniques in the art that are not disclosed in the present disclosure. The specification and examples are to be considered exemplary only, and the true scope and spirit of the present disclosure are indicated by the following claims.

[0143] It should be understood that the present disclosure is not limited to the exact structures that have been described above and shown in the drawings, and that various modifications and changes may be made without departing from the scope thereof. The scope of the present disclosure is limited only by the appended claims.

Claims

1. A construction labor human resources management method, characterized in that: The following steps are involved: Obtain the document information of the construction project and parse it to determine the human resource information required for the project, and determine multiple labor attributes based on the human resource information required for the project; Select suitable project contractors based on multiple labor attributes and perform human resource matching based on the project contractor's human resource database to generate a human resource scheduling plan; Determine the information of personnel to be deployed through the human resource dispatch plan and collect monitoring data of the deployed personnel through the data monitoring terminal; Conduct qualification assessments on the deployment personnel based on monitoring data and their operating parameters, and selectively adjust the deployment personnel based on the assessment results.

2. The construction labor human resources management method according to claim 1 is characterized in that: The document information of the construction project is obtained and parsed to determine the human resource information required for the project, and multiple labor attributes are determined based on the human resource information required for the project, including: Obtain the document information of the construction project through the bidding information column, and analyze the document information to determine the construction requirement parameters of the construction project; Determine the type and number of technicians required for the project based on the construction requirement parameters, and determine the human resources information required for the project based on the type and number of technicians required for the project; Determine the human resource qualification requirements and human technical field requirements based on the human resource information required for the project, and determine the qualitative parameters of multiple job positions and qualitative parameters of the nature of the work based on the human resource qualification requirements; Multiple labor personnel attributes are determined based on multiple job position qualitative parameters and job nature qualitative parameters.

3. The construction labor human resources management method according to claim 1 is characterized in that: The method of selecting a suitable project contractor based on multiple labor attributes and matching human resources based on the project contractor's human resource database to generate a human resource scheduling plan includes: Generate a bidder screening mechanism based on multiple labor attributes, and use the bidder screening mechanism to select suitable project contractors in the bidding information column; Obtain the personnel structure information of the project contractor from the human resources database of the project contractor, and select the first-class technical personnel who meet the project requirements based on the personnel structure information; Acquire the experience information, technical level description parameters and current working status information of each first technician and select the second technician according to the experience information, technical level description parameters and current working status information of the first technician and the personnel demand information of each technical job; The work habits and historical team information of each second technician are obtained, the work time parameters and team personnel parameters of each second technician are determined according to the work habits and historical team information, and a manpower scheduling plan is generated based on the work time parameters and team personnel parameters.

4. The construction labor human resources management method according to claim 1 is characterized in that: The method of determining the information of personnel to be deployed through the human resource dispatching plan and collecting monitoring data of the deployed personnel through the data monitoring terminal includes: Determine the information of personnel to be deployed in each project position according to the human resource scheduling plan and deploy personnel; Determine the monitoring work indicators, attendance indicators and image indicators for the project position deployment personnel according to the labor attributes of each project position; Determine the data monitoring form and data monitoring components based on the monitoring work indicators, monitoring attendance indicators and monitoring image indicators; The data monitoring component is used to collect monitoring data of personnel deployed in each project position based on data monitoring form.

5. The construction labor human resource management method according to claim 1 is characterized in that: The step of evaluating the qualifications of the deployment personnel according to the monitoring data and the operation parameters of each deployment personnel, and selectively adjusting the deployment personnel according to the evaluation results, includes: Determine the actual performance data of each dispatched personnel based on monitoring data, and determine the daily operation parameter requirements of each dispatched personnel through project formulation plans; Score the actual performance data of each dispatcher based on their daily operation parameter requirements, and determine the work eligibility of the dispatcher based on the scoring results; Obtain feedback from the first unqualified deployment personnel according to the preset feedback mechanism, and determine the work impact factor based on the feedback; Conduct a secondary assessment on the first unqualified personnel based on the work impact factor and the work behavior dynamic parameters of the unqualified personnel, and select the second unqualified personnel according to the assessment results; The replacement personnel will be determined based on the project position and daily work parameters of the second unqualified personnel, and the deployed personnel will be adjusted through the replacement personnel.

6. A construction labor human resources management system, characterized in that: The system includes: The determination module is used to obtain the file information of the construction project and parse it to determine the human resource information required for the project, and determine multiple labor personnel attributes based on the human resource information required for the project; A generation module is used to select a suitable project contractor based on multiple labor attributes and perform human resource matching based on the project contractor's human resource database to generate a human resource scheduling plan; The collection module is used to determine the information of personnel to be deployed through the human resource scheduling plan and collect the monitoring data of the deployed personnel through the data monitoring terminal; The adjustment module is used to evaluate the qualifications of the deployment personnel based on the monitoring data and the operating parameters of each deployment personnel, and selectively adjust the deployment personnel based on the evaluation results.

7. The construction labor human resources management system according to claim 6 is characterized in that: The determining module comprises: The first determination submodule is used to obtain the file information of the construction project through the bidding information column, and parse the file information to determine the construction requirement parameters of the construction project; The second determination submodule is used to determine the type and corresponding number of technicians required for the project according to the construction requirement parameters, and determine the human resources information required for the project according to the type and corresponding number of technicians required for the project; The third determination submodule is used to determine the human technical qualification requirements and human technical field requirements according to the human resource information required for the project, and determine multiple job position qualitative parameters and job nature qualitative parameters based on the human technical qualification requirements; The fourth determination submodule is used to determine a plurality of labor personnel attributes according to a plurality of job position qualitative parameters and job nature qualitative parameters.

8. The construction labor human resources management system according to claim 6 is characterized in that: The generating module comprises: The selection submodule is used to generate a bidder screening mechanism based on multiple labor personnel attributes, and use the bidder screening mechanism to select an appropriate project contractor in the bidding information column; The first screening submodule is used to obtain the personnel structure information of the project contractor according to the human resource database of the project contractor, and screen out the first technical personnel who meet the project requirements according to the personnel structure information; The second screening submodule is used to obtain the experience information, technical level description parameters and current working status information of each first technician and screen out the second technician according to the experience information, technical level description parameters and current working status information of the first technician and the personnel demand information of each technical job; A generation submodule is used to obtain the work habits and historical team information of each second technician, determine the work time parameters and team personnel parameters of each second technician according to the work habits and historical team information, and generate a manpower scheduling plan based on the work time parameters and team personnel parameters.

9. The construction labor human resources management system according to claim 6, characterized in that: The acquisition module comprises: The deployment submodule is used to determine the information of personnel to be deployed in each project position and deploy personnel according to the human resource scheduling plan; The fifth determination submodule is used to determine the monitoring work index, monitoring attendance index and monitoring image index for the project post deployment personnel according to the labor attributes of each project post; A sixth determination submodule, for determining a data monitoring form and a data monitoring component based on monitoring work indicators, monitoring attendance indicators, and monitoring image indicators; The collection submodule is used to collect the monitoring data of the deployed personnel in each project position based on the data monitoring form by using the data monitoring component.

10. The construction labor human resources management system according to claim 6, characterized in that: The adjustment module comprises: The formulation submodule is used to determine the actual performance data of each deployment personnel based on the monitoring data, and determine the daily operation parameter requirements of each deployment personnel through project formulation plans; The scoring submodule is used to score the actual work performance data of each dispatching personnel according to the daily work parameter requirements of each dispatching personnel, and determine the work qualification of the dispatching personnel according to the scoring results; A seventh determination submodule is used to obtain feedback from the first unqualified deployment personnel according to a preset feedback mechanism, and determine a work impact factor according to the feedback; An evaluation submodule, for performing a secondary evaluation on the first unqualified personnel based on the work influencing factors and the work behavior dynamic parameters of the unqualified personnel, and screening out the second unqualified personnel according to the evaluation results; The adjustment submodule is used to determine the replacement personnel according to the project position and daily work parameters of the second unqualified personnel, and adjust the deployed personnel through the replacement personnel.

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