Post distribution method, device, equipment and medium

Abstract

The invention provides a post allocation method and device, equipment and a medium. The method comprises the following steps: determining K post allocation results obtained by permutation and combination of N employees and M posts; determining an allocation score of each post allocation result in the K post allocation results, wherein the allocation score of each post allocation result is the sum of target matching scores between the skill information of each employee and the skill demand of the allocated post; and determining the post allocation result with the highest allocation score in the K post allocation results as a target post allocation result, wherein the target post allocation result is used for post allocation. The higher the distribution score of the post distribution result is, the more matched each employee in the post distribution result and the distributed post is, on the basis, the highest distribution score is determined as the target post distribution result, and post distribution is performed based on the target post distribution result, so that the accuracy of post distribution can be improved.

Description

Technical Field

[0001] The present invention belongs to the technical field of job assignment, and in particular relates to a job assignment method, device, equipment and medium. Background Art

[0002] At present, after the production line operators complete the line setting process, the subsequent specific job site allocation work is usually handed over to the relevant staff. Although the above allocation method ensures the smooth operation of the production line to a certain extent, it is too dependent on the subjective judgment and historical experience of the staff. In the case of a large number of positions and employees, it may be difficult to allocate employees to suitable positions due to lack of understanding of employee information and position information.

[0003] It can be seen that in the related technology, there is a problem of poor allocation accuracy caused by manual job allocation. Summary of the invention

[0004] In view of the above-mentioned shortcomings of the prior art, the purpose of the present invention is to provide a job allocation method, device, equipment and medium for solving the above-mentioned problems.

[0005] The job assignment method provided by the present invention comprises:

[0006] Get the skill information of N employees and the skill requirements of M positions, where N and M are positive integers;

[0007] Determine K kinds of job allocation results obtained by permuting and combining the N employees and the M jobs;

[0008] Determine an allocation score for each of the K types of job allocation results, where the allocation score for each job allocation result is: the sum of the target matching scores between the skill information of each employee and the skill requirements of the assigned job;

[0009] The one with the highest allocation score among the K types of job allocation results is determined as the target job allocation result, and the target job allocation result is used for job allocation.

[0010] Optionally, the skill information includes basic skill information and skill influencing factors, and the step of determining the allocation score of each of the K types of job allocation results includes:

[0011] Determine an allocation score of a first job allocation result, where the first job allocation result is any one of the K job allocation results, and the first employee is allocated to the first job in the first job allocation result;

[0012] The step of determining the allocation score of the first position allocation result includes:

[0013] Determining an initial matching score between the basic skill information of the first employee and the skill requirements of the first position;

[0014] The initial matching score is adjusted based on the skill impact factor of the first employee to obtain a target matching score between the skill information of the first employee and the skill requirement of the first position.

[0015] Optionally, the skill impact factor includes a first impact factor, the first impact factor is an employee fault impact factor, and the adjusting the initial matching score based on the skill impact factor of the first employee includes:

[0016] The initial matching score is lowered based on the first influencing factor of the first employee to obtain a target matching score between the skill information of the first employee and the skill requirement of the first position, wherein the degree to which the initial matching score is lowered by the first influencing factor of the first employee is positively correlated with the degree of fault of the first employee.

[0017] Optionally, the degree of negligence includes at least one of an operational negligence degree and a disciplinary negligence degree.

[0018] Optionally, the skill impact factor further includes a second impact factor, and the second impact factor is an employee experience impact factor. The adjusting the initial matching score based on the skill impact factor of the first employee includes:

[0019] The initial matching score is lowered based on the second influencing factor of the first employee to obtain a target matching score between the skill information of the first employee and the skill requirement of the first position, wherein the degree to which the initial matching score is lowered by the second influencing factor of the first employee is negatively correlated with the employee experience richness of the first employee.

[0020] Optionally, the basic skill information includes a skill level, the skill requirement of the position includes a skill level requirement, and determining an initial matching score between the basic skill information of the first employee and the skill requirement of the first position includes:

[0021] An initial matching score between the skill level of the first employee and the skill level requirement of the first position is determined according to the following first formula:

[0022] s′ nm =i n *j m *(1-|i n -j m |*p)

[0023] Among them, the s′ nmrepresents the skill level i of employee n n The skill level requirement j of the assigned position m m The initial matching score between them; p is a preset constant, and p is less than 1 and greater than 0.

[0024] Optionally, the basic skill information includes a skill level, the skill requirement of the position includes a skill level requirement, the skill influencing factor includes a first influencing factor and a second influencing shadow, the first influencing factor is an employee fault influencing factor, and the second influencing factor is an employee experience influencing factor, and determining an initial matching score between the basic skill information of the first employee and the skill requirement of the first position includes:

[0025] An initial matching score between the skill level of the first employee and the skill level requirement of the first position is determined according to the following first formula:

[0026] s′ nm =i n *j m *(1-|i n -j m |*p)

[0027] Among them, the s′ nm represents the skill level i of employee n n The skill level requirement j of the assigned position m m The initial matching score between; p is a preset constant, and p is less than 1 and greater than 0;

[0028] The adjusting the initial matching score based on the skill impact factor of the first employee to obtain a target matching score between the skill information of the first employee and the skill requirement of the first position includes:

[0029] According to the following second formula, the target matching score between the skill information of the first employee and the skill requirement of the first position is obtained:

[0030] s″ nm =s′ nm *t n *q n

[0031] Wherein, the s″ nm represents the target matching score between the skill information of the employee n and the skill requirements of the assigned position m; the t n represents the first impact factor of the employee n, and the t n is less than or equal to 1 and the t n is negatively correlated with the degree of negligence of the employee n, the q nrepresents the second impact factor of employee n, and q n is less than or equal to 1 and the q n Positively correlated with the experience level of the employee n.

[0032] The job assignment device provided by the present invention comprises:

[0033] The acquisition module is used to obtain the skill information of N employees and the skill requirements of M positions, where N and M are positive integers;

[0034] A first determination module is used to determine K types of job allocation results obtained by arranging and combining the N employees and the M jobs;

[0035] A second determination module is used to determine an allocation score of each of the K types of job allocation results, wherein the allocation score of each job allocation result is: the sum of target matching scores between the skill information of each employee and the skill requirements of the assigned job;

[0036] The third determination module is used to determine the one with the highest allocation score among the K types of job allocation results as the target job allocation result, and the target job allocation result is used for job allocation.

[0037] Optionally, the skill information includes basic skill information and skill influencing factors, and the second determining module is specifically configured to:

[0038] Determine an allocation score of a first job allocation result, where the first job allocation result is any one of the K job allocation results, and the first employee is allocated to the first job in the first job allocation result;

[0039] Determining an initial matching score between the basic skill information of the first employee and the skill requirements of the first position;

[0040] The initial matching score is adjusted based on the skill impact factor of the first employee to obtain a target matching score between the skill information of the first employee and the skill requirement of the first position.

[0041] Optionally, the skill influencing factor includes a first influencing factor, the first influencing factor is an employee fault influencing factor, and the second determining module is specifically configured to:

[0042] The initial matching score is lowered based on the first influencing factor of the first employee to obtain a target matching score between the skill information of the first employee and the skill requirement of the first position, wherein the degree to which the initial matching score is lowered by the first influencing factor of the first employee is positively correlated with the degree of fault of the first employee.

[0043] Optionally, the degree of negligence includes at least one of an operational negligence degree and a disciplinary negligence degree.

[0044] Optionally, the skill influencing factor further includes a second influencing factor, and the second influencing factor is an employee experience influencing factor. The second determining module is specifically configured to:

[0045] The initial matching score is lowered based on the second influencing factor of the first employee to obtain a target matching score between the skill information of the first employee and the skill requirement of the first position, wherein the degree to which the initial matching score is lowered by the second influencing factor of the first employee is negatively correlated with the employee experience richness of the first employee.

[0046] Optionally, the basic skill information includes a skill level, the skill requirement of the position includes a skill level requirement, and the second determination module is specifically configured to:

[0047] An initial matching score between the skill level of the first employee and the skill level requirement of the first position is determined according to the following first formula:

[0048] s′ nm =i n *j m *(1-|i n -j m |*p)

[0049] Among them, the s′ nm represents the skill level i of employee n n The skill level requirement j of the assigned position m m The initial matching score between them; p is a preset constant, and p is less than 1 and greater than 0.

[0050] Optionally, the basic skill information includes a skill level, the skill requirement of the position includes a skill level requirement, the skill influencing factor includes a first influencing factor and a second influencing shadow, the first influencing factor is an employee fault influencing factor, the second influencing factor is an employee experience influencing factor, and the second determining module is specifically used to:

[0051] An initial matching score between the skill level of the first employee and the skill level requirement of the first position is determined according to the following first formula:

[0052] s′ nm =i n *j m *(1-|i n -j m |*p)

[0053] Among them, the s′ nmrepresents the skill level i of employee n n The skill level requirement j of the assigned position m m The initial matching score between; p is a preset constant, and p is less than 1 and greater than 0;

[0054] The target matching score between the skill information of the first employee and the skill requirement of the first position is determined according to the following second formula:

[0055] s″ nm =s′ nm *t n *q n

[0056] Wherein, the s″ nm represents the target matching score between the skill information of the employee n and the skill requirements of the assigned position m; the t n represents the first impact factor of the employee n, and the t n is less than or equal to 1 and the t n is negatively correlated with the degree of negligence of the employee n, the q n represents the second impact factor of employee n, and q n is less than or equal to 1 and the q n Positively correlated with the experience level of the employee n.

[0057] The electronic device provided by the present invention comprises:

[0058] one or more processors;

[0059] The storage device is used to store one or more programs, and when the one or more programs are executed by the one or more processors, the electronic device implements the job allocation method.

[0060] The computer-readable storage medium provided by the present invention stores a computer program thereon, and when the computer program is executed by a processor of a computer, the computer is enabled to execute the position allocation method.

[0061] Beneficial effects of this technical solution: In this technical solution, the skill information of N employees and the skill requirements of M positions are obtained, and K types of position allocation results and the allocation score of each position allocation result are determined, wherein the allocation score of each position allocation result is: the sum of the target matching scores between the skill information of each employee and the skill requirements of the assigned position. The higher the allocation score of the position allocation result, the more matching there is between each employee and the assigned position in the position allocation result. Based on this, this technical solution determines the one with the highest allocation score as the target position allocation result, and performs position allocation based on the target position allocation result, which can improve the accuracy of position allocation.

[0062] It should be understood that the foregoing general description and the following detailed description are exemplary and explanatory only and are not restrictive of the present application. BRIEF DESCRIPTION OF THE DRAWINGS

[0063] The drawings herein are incorporated into the specification and constitute a part of the specification, showing embodiments consistent with the present application, and together with the specification, are used to explain the principles of the present application. Obviously, the drawings described below are only some embodiments of the present application, and for those of ordinary skill in the art, other drawings can be obtained based on these drawings without creative work. In the drawings:

[0064] Figure 1 is a flow chart showing a method for allocating positions according to an exemplary embodiment of the present application;

[0065] Figure 2 It is a block diagram of a position allocation device shown in an exemplary embodiment of the present application. DETAILED DESCRIPTION

[0066] The following will describe the embodiments of the present invention with reference to the accompanying drawings and preferred embodiments. Those skilled in the art can easily understand other advantages and effects of the present invention from the contents disclosed in this specification. The present invention can also be implemented or applied through other different specific embodiments, and the details in this specification can also be modified or changed in various ways based on different viewpoints and applications without departing from the spirit of the present invention. It should be understood that the preferred embodiments are only for illustrating the present invention, not for limiting the scope of protection of the present invention.

[0067] It should be noted that the illustrations provided in the following embodiments are only schematic illustrations of the basic concept of the present invention, and thus the drawings only show components related to the present invention rather than being drawn according to the number, shape and size of components in actual implementation. In actual implementation, the type, quantity and proportion of each component may be changed arbitrarily, and the component layout may also be more complicated.

[0068] In the following description, numerous details are discussed to provide a more thorough explanation of the embodiments of the present invention. However, it is obvious to those skilled in the art that the embodiments of the present invention can be implemented without these specific details. In other embodiments, well-known structures and devices are shown in the form of block diagrams rather than in detail to avoid making the embodiments of the present invention difficult to understand.

[0069] See also Figure 1 , Figure 2 FIG. 1 is a flow chart of a method for assigning positions according to an exemplary embodiment of the present application. Figure 1As shown, the job allocation method includes steps S110 to S140, which are described in detail as follows:

[0070] Step S110, obtaining the skill information of N employees and the skill requirements of M positions, where N and M are positive integers;

[0071] Step S120, determining K types of job allocation results obtained by arranging and combining the N employees and the M jobs;

[0072] Step S130, determining an allocation score for each of the K types of job allocation results, wherein the allocation score for each job allocation result is: the sum of the target matching scores between the skill information of each employee and the skill requirements of the assigned job;

[0073] Step S140: Determine the one with the highest allocation score among the K types of job allocation results as a target job allocation result, and the target job allocation result is used for job allocation.

[0074] In step S110, the skill information of N employees and the skill requirements of M positions are obtained, where N can be equal to M, or can be greater than or less than M. The skill information of the above employees is specifically information that can reflect the skills of the employees. As an example, the skill information of the employees can include the skill level of the employees, the skill fields in which the employees are good at, and the educational characteristics of the employees. Correspondingly, the skill requirements of the above positions may include the skill level requirements of the positions, the skill field requirements of the positions, and the educational qualifications of the employees required for the positions. Among them, it is worth mentioning that for the job allocation on the production line, the skill requirements of the positions usually include the skill level requirements of the positions, and the skill information of the employees to be allocated usually includes the skill levels of the employees.

[0075] In step S120, based on the number of employees N to be assigned and the number of posts M, the corresponding K post assignment results are obtained according to the permutation combination C (n, m), so that in the subsequent steps, the target post assignment result with the best assignment effect and the best accuracy can be determined from the post assignment results in K. In this application, the number of posts and the number of employees are in a one-to-one correspondence, that is, one employee works in one post, and this application is used to assign one employee to a corresponding post.

[0076] In step S130, the allocation score of each of the K types of job allocation results is determined. In each job allocation result, when N is greater than or equal to M, an employee is allocated to each job. When N is less than M, there are jobs that have not been allocated to employees. Each job allocation result needs to calculate the target matching score between the skill information of the allocated employees and the skill requirements of the assigned jobs. The above target matching scores corresponding to each employee in each job allocation result are summed to obtain the allocation score.

[0077] It is easy to understand that the higher the allocation score of the job allocation result, the more the employees in the allocation result match the positions they are assigned to, and the better the accuracy of the job allocation. Based on this, this application determines the highest allocation score as the target job allocation result, and performs job allocation based on the target job allocation result, which can improve the accuracy of job allocation.

[0078] In some embodiments, the above-mentioned determination of the allocation score of each of the K types of job allocation results, and the determination of the target job allocation result with the highest score, can be determined by using the OR-Tools tool.

[0079] In some embodiments, the skill information includes basic skill information and skill influencing factors, and the above step S130 includes:

[0080] Determine an allocation score of a first job allocation result, where the first job allocation result is any one of the K job allocation results, and the first employee is allocated to the first job in the first job allocation result;

[0081] The step of determining the allocation score of the first position allocation result includes:

[0082] Determining an initial matching score between the basic skill information of the first employee and the skill requirements of the first position;

[0083] The initial matching score is adjusted based on the skill impact factor of the first employee to obtain a target matching score between the skill information of the first employee and the skill requirement of the first position.

[0084] To facilitate the description of the method for determining the target matching score in the embodiment of the present application, the present embodiment takes the assignment of the first employee to the first position as an example to describe the determination of the target matching score between the skill information of the first employee and the skill requirements of the first position. The skill information includes basic skill information and skill influencing factors.

[0085] The basic skill information of the above skill information corresponds to the skill requirements of the position. For example, when the skill requirements of the position include skill level requirements, the basic skill information of the employee includes the employee's skill level; when the skill requirements of the position include requirements for areas of expertise, the basic skill information of the employee includes the employee's areas of expertise. Based on the basic skill information of the employee and the skill requirements of the assigned position, an initial matching score between the employee and the position can be obtained. The matching score can indicate whether the employee can meet the basic skill requirements of the position, that is, the higher the initial matching score, the more likely the employee is to meet the basic requirements of the position.

[0086] The influencing factors in the above skill information refer to factors that can affect the skills of employees. As an example, the skill influencing factors may include positive influencing factors and negative influencing factors. Positive influencing factors include the number of awards and related certificates obtained since joining the company, and negative influencing factors include the number of mistakes and penalties.

[0087] Based on the positive impact factor of the employee, the initial matching parameters can be adjusted up to a certain extent. The higher the positive impact factor, the greater the degree of increase in the initial matching parameters. The higher the positive impact factor, the more skill information that has a positive impact on the employee's skills. For example: when the number of awards is more than 5 times, the positive impact factor is 1.5, and the initial matching parameters are increased by 1.5 times; when the number of awards is more than 3-5 times, the positive impact factor is 1.3, and the initial matching parameters are increased by 1.3 times; when the number of awards is more than 1-3 times, the positive impact factor is 1.1, and the initial matching parameters are increased by 1.1 times; when the number of awards is 0 times, the positive impact factor is 1, and the initial matching parameters are increased by 1 times (that is, no adjustment).

[0088] Based on the negative impact factor of the employee, the initial matching parameters can be lowered to a certain extent. The degree to which the negative impact factor lowers the initial matching parameters is related to the impact of the negative impact information, which is described below in conjunction with a specific embodiment.

[0089] In some embodiments, the skill impact factor includes a first impact factor, the first impact factor is an employee fault impact factor, and the adjusting the initial matching score based on the skill impact factor of the first employee includes:

[0090] The initial matching score is lowered based on the first influencing factor of the first employee to obtain a target matching score between the skill information of the first employee and the skill requirement of the first position, wherein the degree to which the initial matching score is lowered by the first influencing factor of the first employee is positively correlated with the degree of fault of the first employee.

[0091] In this implementation, the degree to which the first impact factor of the first employee lowers the initial matching score is positively correlated with the degree of fault of the first employee, that is, the higher the degree of fault, the higher the degree to which the initial matching score is lowered. When the degree of fault is lower than a certain standard, the degree to which the initial matching score is lowered can be 0. Among them, the degree of fault is determined by the number of faults or the size of the fault. Taking the number of faults as an example, the higher the number of faults, the higher the degree of fault. The corresponding first impact factor can be determined according to the number of quality abnormalities or operational faults of 10 times, 6 to 10 times, 3 to 6 times, 1 to 3 times, and 0 times. Specifically, the corresponding first impact factors can be set to 0.5, 0.7, 0.8, 0.9, and 1. According to this example, it can be determined that when the number of faults is 10, the target matching score is adjusted to 0.5 times the initial matching score, and when the number of faults is 6 to 10 times, the target matching score is adjusted to 0.7 times the initial matching score...

[0092] This embodiment adjusts the initial matching score based on the above-mentioned first influencing factor of the employee (employee fault influencing factor). When the initial matching scores of multiple employees and positions are the same, the lower the employee's fault level, the higher the target matching score between the employee and the position. In this way, when there are many employees, it is beneficial to ultimately allocate employees with low fault levels to corresponding positions, thereby improving the allocation effect.

[0093] In some embodiments, the degree of negligence includes at least one of an operational negligence degree and a disciplinary negligence degree.

[0094] The degree of operational fault can be determined based on the number of operational faults. The more the number of operational faults, the higher the degree of operational fault. The number of operational faults can be, for example, the number of abnormal product quality or the number of operational faults. The degree of disciplinary fault can be determined based on the number of violations (the number of violations mainly includes the number of violations of management regulations, such as lateness and early departure). The higher the number of violations, the higher the degree of disciplinary fault.

[0095] In this embodiment, by setting the fault degree to include at least one of the operational fault degree and the disciplinary fault degree, it can be selected according to needs in actual application, so as to better meet the job allocation needs.

[0096] In some embodiments, the skill impact factor further includes a second impact factor, and the second impact factor is an employee experience impact factor. The adjusting the initial matching score based on the skill impact factor of the first employee includes:

[0097] The initial matching score is lowered based on the second influencing factor of the first employee to obtain a target matching score between the skill information of the first employee and the skill requirement of the first position, wherein the degree to which the initial matching score is lowered by the second influencing factor of the first employee is negatively correlated with the employee experience richness of the first employee.

[0098] In this implementation, the degree to which the first employee's second influencing factor lowers the initial matching score is negatively correlated with the first employee's experience, that is, the richer the experience, the lower the initial matching score is. When the experience reaches a certain standard, the degree to which the initial matching score is lowered can be 0. Among them, the experience is related to the length of time on the job or the length of time in the industry. Taking the length of time on the job as an example, the longer the length of time on the job, the higher the experience. The corresponding second influencing factor can be determined according to the time on the job being less than one month, one to three months, and more than three months. Specifically, the corresponding second influencing factors can be set to 0.8, 0.9, and 1, respectively. According to this example, it can be determined that when the time on the job is less than one month, the target matching score is adjusted to 0.8 times the initial matching score, and when the time on the job is one to three months, the target matching score is adjusted to 0.9 times the initial matching score...

[0099] This embodiment adjusts the initial matching score based on the above-mentioned second influencing factor of the employee (employee experience influencing factor). When the initial matching scores of multiple employees and positions are the same, the more experienced the employee is, the higher the target matching score between the employee and the position. In this way, when there are many employees, it is beneficial to ultimately allocate experienced employees to corresponding positions, thereby improving the allocation effect.

[0100] In some embodiments, the basic skill information includes a skill level, the skill requirement of the position includes a skill level requirement, and determining an initial matching score between the basic skill information of the first employee and the skill requirement of the first position includes:

[0101] An initial matching score between the skill level of the first employee and the skill level requirement of the first position is determined according to the following first formula:

[0102] s′ nm =i n *j m *(1-|i n -j m |*p)(1)

[0103] Among them, the s′ nm represents the skill level i of employee n n The skill level requirement j of the assigned position m mThe initial matching score between them; p is a preset constant, which is less than 1 and greater than 0 and can be set according to requirements, for example, set to 0.3.

[0104] In this implementation, the skill level is divided into multiple levels, and the level can be determined based on the specific production scenario, for example, there are four levels, L1 (bronze), L2 (silver), L3 (gold) and L4 (diamond), which correspond to skill levels i, namely 1, 2, 3 and 4 respectively. The job level can be determined according to the skill level, which can be lower than the skill level or equal to the skill level. For example, the job level can be divided into ordinary positions (no requirements for employee skills, j is 1), important positions (skill level L2 and above, j is 2) and key positions (j is 3).

[0105] According to the above formula 1, it can be determined that the higher the employee's skill level is and the higher the skill level requirement of the position to which he is assigned, the higher the initial matching score is; and the closer the employee's skill level is to the skill level requirement of the position, the higher the initial matching score is. Based on this, determining the initial matching score through the above formula 1 is, on the one hand, conducive to the subsequent assignment of high-skilled employees to positions with high-skilled level requirements; on the other hand, it is conducive to assigning employees with skill levels close to the position requirements to the position, thereby reducing the assignment of higher-skilled employees to positions with lower skill level requirements, which is conducive to the training of multi-skilled workers and the reserve of technical talents.

[0106] In some embodiments, the basic skill information includes a skill level, the skill requirement of the position includes a skill level requirement, the skill influencing factor includes a first influencing factor and a second influencing shadow, the first influencing factor is an employee fault influencing factor, and the second influencing factor is an employee experience influencing factor, and determining an initial matching score between the basic skill information of the first employee and the skill requirement of the first position includes:

[0107] An initial matching score between the skill level of the first employee and the skill level requirement of the first position is determined according to the following first formula:

[0108] s′ nm =i n *j m *(1-|i n -j m |*p)

[0109] Among them, the s′ nm represents the skill level i of employee n n The skill level requirement j of the assigned position m m The initial matching score between; p is a preset constant, and p is less than 1 and greater than 0;

[0110] The adjusting the initial matching score based on the skill impact factor of the first employee to obtain a target matching score between the skill information of the first employee and the skill requirement of the first position includes:

[0111] According to the following second formula, the target matching score between the skill information of the first employee and the skill requirement of the first position is obtained:

[0112] s″ nm =s′ nm *t n *q n

[0113] Wherein, the s″ nm represents the target matching score between the skill information of the employee n and the skill requirements of the assigned position m; the t n represents the first impact factor of the employee n, and the t n is less than or equal to 1 and the t n is negatively correlated with the degree of negligence of the employee n, the q n represents the second impact factor of employee n, and q n is less than or equal to 1 and the q n Positively correlated with the experience level of the employee n.

[0114] In combination with the above embodiment, when the basic skill information includes skill level and the skill requirement of the position includes skill level requirement, the above first influencing factor and the second influencing factor are combined to determine the target matching score between the employee's skill information and the skill requirement of the position, thereby improving the accuracy of the target matching score and further improving the accuracy of position allocation. It is worth mentioning that the specific implementation of this embodiment can refer to the above embodiment, and to avoid repetition, it will not be described again.

[0115] It should be understood that the order of execution of the steps in the above embodiment does not necessarily mean the order of execution. The execution order of each process should be determined by its function and internal logic, and should not constitute any limitation on the implementation process of the embodiment of the present invention.

[0116] Figure 2 FIG. 1 is a block diagram of a position allocation device shown in an exemplary embodiment of the present application. Figure 2 As shown, the exemplary position allocation device includes:

[0117] An acquisition module 210 is used to acquire skill information of N employees and skill requirements of M positions, where N and M are positive integers;

[0118] A first determination module 220 is used to determine K types of job allocation results obtained by arranging and combining the N employees and the M jobs;

[0119] The second determination module 230 is used to determine the allocation score of each of the K types of job allocation results, where the allocation score of each job allocation result is: the sum of the target matching scores between the skill information of each employee and the skill requirements of the assigned job;

[0120] The third determination module 240 is used to determine the one with the highest allocation score among the K types of job allocation results as the target job allocation result, and the target job allocation result is used for job allocation.

[0121] Optionally, the skill information includes basic skill information and skill influencing factors, and the second determining module 230 is specifically configured to:

[0122] Determine an allocation score of a first job allocation result, where the first job allocation result is any one of the K job allocation results, and the first employee is allocated to the first job in the first job allocation result;

[0123] Determining an initial matching score between the basic skill information of the first employee and the skill requirements of the first position;

[0124] The initial matching score is adjusted based on the skill impact factor of the first employee to obtain a target matching score between the skill information of the first employee and the skill requirement of the first position.

[0125] Optionally, the skill influencing factor includes a first influencing factor, the first influencing factor is an employee fault influencing factor, and the second determining module 230 is specifically configured to:

[0126] The initial matching score is lowered based on the first influencing factor of the first employee to obtain a target matching score between the skill information of the first employee and the skill requirement of the first position, wherein the degree to which the initial matching score is lowered by the first influencing factor of the first employee is positively correlated with the degree of fault of the first employee.

[0127] Optionally, the degree of negligence includes at least one of an operational negligence degree and a disciplinary negligence degree.

[0128] Optionally, the skill influencing factor further includes a second influencing factor, and the second influencing factor is an employee experience influencing factor. The second determining module 230 is specifically configured to:

[0129] The initial matching score is lowered based on the second influencing factor of the first employee to obtain a target matching score between the skill information of the first employee and the skill requirement of the first position, wherein the degree to which the initial matching score is lowered by the second influencing factor of the first employee is negatively correlated with the employee experience richness of the first employee.

[0130] Optionally, the basic skill information includes a skill level, the skill requirement of the position includes a skill level requirement, and the second determining module 230 is specifically configured to:

[0131] An initial matching score between the skill level of the first employee and the skill level requirement of the first position is determined according to the following first formula:

[0132] s′ nm =i n *j m *(1-|i n -j m |*p)

[0133] Among them, the s′ nm represents the skill level i of employee n n The skill level requirement j of the assigned position m m The initial matching score between them; p is a preset constant, and p is less than 1 and greater than 0.

[0134] Optionally, the basic skill information includes a skill level, the skill requirement of the position includes a skill level requirement, the skill influencing factor includes a first influencing factor and a second influencing shadow, the first influencing factor is an employee fault influencing factor, the second influencing factor is an employee experience influencing factor, and the second determining module 230 is specifically used to:

[0135] An initial matching score between the skill level of the first employee and the skill level requirement of the first position is determined according to the following first formula:

[0136] s′ nm =i n *j m *(1-|i n -j m |*p)

[0137] Among them, the s′ nm represents the skill level i of employee n n The skill level requirement j of the assigned position m m The initial matching score between; p is a preset constant, and p is less than 1 and greater than 0;

[0138] The target matching score between the skill information of the first employee and the skill requirement of the first position is determined according to the following second formula:

[0139] s″ nm =s′ nm *t n *q n

[0140] Wherein, the s″ nm represents the target matching score between the skill information of the employee n and the skill requirements of the assigned position m; the t n represents the first impact factor of the employee n, and the t n is less than or equal to 1 and the t n is negatively correlated with the degree of negligence of the employee n, the q n represents the second impact factor of employee n, and q n is less than or equal to 1 and the q n Positively correlated with the experience level of the employee n.

[0141] It should be noted that the position allocation device provided in the above embodiment and the position allocation method provided in the above embodiment belong to the same concept, wherein the specific manner in which each module and unit performs the operation has been described in detail in the method embodiment, and will not be repeated here. In practical applications, the position allocation device provided in the above embodiment can be used to complete the above function allocation by different functional modules as needed, that is, the internal structure of the device is divided into different functional modules to complete all or part of the functions described above, and this is not limited here.

[0142] An embodiment of the present application also provides an electronic device, comprising: one or more processors; a storage device for storing one or more programs, and when the one or more programs are executed by the one or more processors, the electronic device implements the job allocation method provided in the above-mentioned embodiments.

[0143] Another aspect of the present application provides a computer-readable storage medium on which a computer program is stored. When the computer program is executed by a processor of a computer, the computer executes the position allocation method as described above. The computer-readable storage medium may be included in the electronic device described in the above embodiment, or may exist independently without being assembled into the electronic device.

[0144] Another aspect of the present application also provides a computer program product or a computer program, which includes computer instructions stored in a computer-readable storage medium. A processor of a computer device reads the computer instructions from the computer-readable storage medium, and the processor executes the computer instructions, so that the computer device executes the job allocation method provided in each of the above embodiments.

[0145] The above embodiments are merely illustrative of the principles and effects of the present invention, and are not intended to limit the present invention. Anyone familiar with the technology may modify or change the above embodiments without violating the spirit and scope of the present invention. Therefore, all equivalent modifications or changes made by a person of ordinary skill in the art without departing from the spirit and technical ideas disclosed by the present invention shall still be covered by the claims of the present invention.

Claims

1. A job assignment method, characterized in that: include: Get the skill information of N employees and the skill requirements of M positions, where N and M are positive integers; Determine K kinds of job allocation results obtained by permuting and combining the N employees and the M jobs; Determine an allocation score for each of the K types of job allocation results, where the allocation score for each job allocation result is: the sum of the target matching scores between the skill information of each employee and the skill requirements of the assigned job; The one with the highest allocation score among the K types of job allocation results is determined as the target job allocation result, and the target job allocation result is used for job allocation.

2. The method according to claim 1, characterized in that The skill information includes basic skill information and skill influencing factors, and the step of determining the allocation score of each of the K types of job allocation results includes: Determine an allocation score of a first job allocation result, where the first job allocation result is any one of the K job allocation results, and the first employee is allocated to the first job in the first job allocation result; The step of determining the allocation score of the first position allocation result includes: Determining an initial matching score between the basic skill information of the first employee and the skill requirements of the first position; The initial matching score is adjusted based on the skill impact factor of the first employee to obtain a target matching score between the skill information of the first employee and the skill requirement of the first position.

3. The method according to claim 2, characterized in that The skill impact factor includes a first impact factor, the first impact factor is an employee fault impact factor, and the adjusting the initial matching score based on the skill impact factor of the first employee includes: The initial matching score is lowered based on the first influencing factor of the first employee to obtain a target matching score between the skill information of the first employee and the skill requirement of the first position, wherein the degree to which the initial matching score is lowered by the first influencing factor of the first employee is positively correlated with the degree of fault of the first employee.

4. The method according to claim 3, characterized in that The degree of negligence includes at least one of a degree of operational negligence and a degree of disciplinary negligence.

5. The method according to claim 2, characterized in that: The skill impact factor further includes a second impact factor, which is an employee experience impact factor. The adjusting the initial matching score based on the skill impact factor of the first employee includes: The initial matching score is lowered based on the second influencing factor of the first employee to obtain a target matching score between the skill information of the first employee and the skill requirement of the first position, wherein the degree to which the initial matching score is lowered by the second influencing factor of the first employee is negatively correlated with the employee experience richness of the first employee.

6. The method according to claim 2, characterized in that The basic skill information includes a skill level, the skill requirement of the position includes a skill level requirement, and determining an initial matching score between the basic skill information of the first employee and the skill requirement of the first position includes: An initial matching score between the skill level of the first employee and the skill level requirement of the first position is determined according to the following first formula: s′ nm =i n *j m *(1-|i n -j m |*p) Among them, the s′ nm represents the skill level i of employee n n The skill level requirement j of the assigned position m m The initial matching score between them; p is a preset constant, and p is less than 1 and greater than 0.

7. The method according to claim 2, characterized in that: The basic skill information includes a skill level, the skill requirement of the position includes a skill level requirement, the skill influencing factor includes a first influencing factor and a second influencing shadow, the first influencing factor is an employee fault influencing factor, and the second influencing factor is an employee experience influencing factor, and determining an initial matching score between the basic skill information of the first employee and the skill requirement of the first position includes: An initial matching score between the skill level of the first employee and the skill level requirement of the first position is determined according to the following first formula: s′ nm =i n *j m *(1-|i n -j m |*p) Among them, the s′ nm represents the skill level i of employee n n The skill level requirement j of the assigned position m m The initial matching score between; p is a preset constant, and p is less than 1 and greater than 0; The adjusting the initial matching score based on the skill impact factor of the first employee to obtain a target matching score between the skill information of the first employee and the skill requirement of the first position includes: According to the following second formula, the target matching score between the skill information of the first employee and the skill requirement of the first position is obtained: s″ nm =s′ nm *t n *q n Wherein, the s″ nm represents the target matching score between the skill information of the employee n and the skill requirements of the assigned position m; the t n represents the first impact factor of the employee n, and the t n is less than or equal to 1 and the t n is negatively correlated with the degree of negligence of the employee n, the q n represents the second impact factor of employee n, and q n is less than or equal to 1 and the q n Positively correlated with the experience level of the employee n.

8. A job assignment device, characterized in that: include: The acquisition module is used to obtain the skill information of N employees and the skill requirements of M positions, where N and M are positive integers; A first determination module is used to determine K types of job allocation results obtained by arranging and combining the N employees and the M jobs; A second determination module is used to determine an allocation score of each of the K types of job allocation results, wherein the allocation score of each job allocation result is: the sum of target matching scores between the skill information of each employee and the skill requirements of the assigned job; The third determination module is used to determine the one with the highest allocation score among the K types of job allocation results as the target job allocation result, and the target job allocation result is used for job allocation.

9. A device, characterized in that: include: one or more processors and memory, The memory stores a computer program, and when the one or more processors execute the computer program, the device executes the job allocation method according to any one of claims 1 to 7.

10. A computer-readable storage medium, characterized in that: A computer program is stored thereon, and when executed by one or more processors, the device executes the job allocation method according to any one of claims 1 to 7.

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