A system and method for intelligent risk assessment of flexible employment scenarios

Abstract

The present invention relates to the field of enterprise employment technology, and specifically discloses a system and method for intelligent risk assessment of flexible employment scenarios. The system and method obtain the total number N of team members required to complete a target task, and then collect basic information of M candidates, thereby comprehensively evaluating the influence weight of each candidate on the original task after joining the target task, as well as the synergy factor and risk factor corresponding to each candidate; finally, a comprehensive score of each candidate is obtained by comprehensive calculation; the comprehensive scores of each candidate are then arranged in descending order, and the candidates with the top N comprehensive scores are selected as team members to complete the target task. Based on multi-dimensional evaluation, the system can scientifically select the most suitable team members to ensure that the team has the best synergy while minimizing project risks, thereby improving the success rate and efficiency of the project.

Description

Technical Field

[0001] The present invention belongs to the technical field of enterprise employment, and relates to a system and method for intelligent risk assessment in flexible employment scenarios. Background Art

[0002] In modern enterprises and project management, the temporary nature of tasks is increasing, especially in flexible employment scenarios. This change requires teams to be able to be quickly assembled from multiple candidates based on the specific requirements of the task. Enterprises are increasingly relying on flexible team configurations to cope with the rapid changes and uncertainties in the market. In this environment, how to quickly and effectively assemble a team has become a key capability. However, this process is full of challenges due to the diversity of candidates' backgrounds, uncertainty in their abilities, and the complexity of task objectives.

[0003] Currently, many companies still rely on manual judgment or a single-dimensional screening mechanism when forming a team. This approach often fails to fully evaluate the comprehensive capabilities of candidates, ignoring the potential for collaboration between individuals and the specific resource requirements of the task. A single-dimensional screening mechanism may only focus on one aspect of ability, such as technical skills, while ignoring other key factors, such as communication skills, adaptability, and cultural fit. In addition, this approach also fails to effectively evaluate potential risk factors, such as conflicts between tasks, efficiency of resource allocation, and possible time pressure. Summary of the invention

[0004] In view of the above problems in the prior art, the present invention provides a system and method for intelligent risk assessment in flexible employment scenarios, aiming to solve the problems of low efficiency in team building, single screening criteria and insufficient risk control in the prior art. By introducing a multi-dimensional competition mechanism, resource allocation model and risk assessment algorithm, intelligent screening of candidates is carried out to ensure that the team formed has the ability to complete the task efficiently, while reducing the potential risks in task execution, so as to solve the above technical problems.

[0005] In order to achieve the above purpose and other purposes, the technical solution adopted by the present invention is as follows: On the one hand, the present invention provides a method for intelligently assessing risks in flexible employment scenarios, the method comprising the following steps: Step 1: Obtain the total number of team members N required to complete the target task, and then collect the basic information of M candidates, where M>N; Step 2: Based on the basic information of each candidate, comprehensively evaluate the impact weight of each candidate on the original task after joining the target task ; Step 3: Comprehensively evaluate the synergy factors corresponding to each candidate and risk factors ; Step 4: Based on the influence weight of each candidate on the original task after joining the target task, as well as the synergy factor and risk factor corresponding to each candidate, the comprehensive score of each candidate is finally calculated comprehensively. ; Step 5: Arrange the comprehensive scores of each candidate in descending order, and select the candidates with the top N comprehensive scores as the team members to complete the target task.

[0006] Exemplarily, the basic information of each candidate includes the priority of each candidate corresponding to the original task, the substitutability coefficient of the original task, the resource occupation conflict coefficient and the time conflict coefficient.

[0007] For example, the specific calculation process of the substitutability coefficient, resource occupation conflict coefficient and time conflict coefficient of each candidate corresponding to the original task is as follows: Autonomously retrieve the time priority of each candidate corresponding to the original task from the enterprise employment background and the remaining time that can be allocated to the original task ; i is the number of each candidate, i=1,2,...M; The time conflict coefficient of each candidate corresponding to the original task is calculated from this , where SJ0 is the amount of time required for the target task; P0 is the time priority of the target task; Based on the calculation formula , calculate the substitutability coefficient of each candidate corresponding to the original task ; where j is the number of each person other than the candidate, and the value range of j is 1 to L, and L represents the total number of people other than the candidate. They represent the core skill coverage and work reliability of the jth person other than the ith candidate respectively; F is the flexibility factor of the original task, RS and SP represent the total number of people and the required skill level of the original task respectively; Combined with the amount of resources R0, resource usage intensity C0 and resource allocation flexibility Q0 required for the target task, the resource occupation conflict coefficient of each candidate corresponding to the original task is calculated comprehensively. ,in They respectively represent the remaining resources that can be allocated to the i-th candidate for the original task, the resource usage intensity of the original task, and the flexibility of resource allocation.

[0008] For example, the weight of the impact of each candidate on the original task after joining the target task is comprehensively evaluated. The specific evaluation process is as follows: Based on the basic information of each candidate, extract the priority of each candidate corresponding to the original task , the substitutability coefficient of the original task , Resource Occupancy Conflict Coefficient And the time conflict coefficient ; This is used to calculate the influence weight of each candidate on the original task after joining the target task. ; In the above formula, e is a natural constant, and k is a sensitivity parameter for adjusting the effect of task substitutability on weight nonlinearity.

[0009] Exemplarily, the synergy factor corresponding to each candidate is evaluated, and the specific evaluation process is as follows: A nonlinear function is used to combine the skill matching degree of each candidate and the resource sharing degree of the original task, thereby obtaining the synergy factor corresponding to each candidate. The specific formula is as follows: ; in It is expressed as an exponential function, γ1 and γ2 represent the preset compensation factors, which are used to adjust the influence of skill matching and resource sharing on the synergy factor; is the skill matching degree corresponding to the i-th candidate. The specific acquisition process is as follows: Collect the skill vectors of each candidate , d is the number of each skill required for the target task, d=1,2,...Y, Y is the total number of skills required for the target task, Score the proficiency of the ith candidate in the dth skill; Similarly, obtain the skill requirement vector required for the target task ; It represents the score of the requirement of the target task for the dth skill; The skill matching degree of each candidate is calculated using the following formula: , It means that the smaller value is taken between the proficiency of the candidate in the dth skill and the requirement of the target task for the dth skill; is the resource sharing degree of the i-th candidate corresponding to the original task. The specific acquisition process is as follows: Collect resource vectors of each candidate , n is the number of different types of resources, n=1,2,...U, U is the total number of different types of resources, The number of resources of the gth type owned by the i-th candidate; Similarly, obtain the resource requirement vector required by each candidate for the original task ; Indicates the demand for the g-th type of resource corresponding to the original task of the i-th candidate; Then calculate the resource sharing degree of each candidate corresponding to the original task .

[0010] For example, according to the analytical formula , analyze and obtain the risk factors corresponding to each candidate ,in They are the impact coefficients of task failure risk, resource shortage risk, collaboration risk, and time conflict risk; in , , as well as They represent the task failure risk value, resource shortage risk value, collaboration risk value and time conflict risk value of the i-th candidate respectively.

[0011] Exemplarily, the comprehensive scores of the candidates are obtained by comprehensive calculation, and the specific calculation process is as follows: Using analytical formula , and the comprehensive scores of each candidate are obtained by comprehensive calculation. , where ψ1, ψ2 and ψ3 represent the weights of the impact weight, synergy factor and risk factor respectively.

[0012] On the other hand, the present invention provides a flexible employment scenario risk intelligent assessment system, including an information collection module, a weight calculation module, a factor calculation module, a score calculation module and a personnel screening module, wherein the above modules are connected by wired and / or wireless connection to achieve data transmission between the modules; Information collection module: obtain the total number of team members N required to complete the target task, and then collect the basic information of M candidates, where M>N; Weight calculation module: Based on the basic information of each candidate, the weight of the impact of each candidate on the original task after joining the target task is comprehensively evaluated. ; Factor calculation module: Comprehensively evaluate the synergy factors corresponding to each candidate at the same time and risk factors ; Scoring calculation module: Based on the influence weight of each candidate on the original task after joining the target task, as well as the synergy factor and risk factor corresponding to each candidate, the comprehensive score of each candidate is finally calculated comprehensively. ; Personnel screening module: Arrange the comprehensive scores of each candidate in descending order, and select the candidates with the top N comprehensive scores as the team members to complete the target task.

[0013] As described above, the system and method for intelligent risk assessment of flexible employment scenarios provided by the present invention have at least the following beneficial effects: The embodiment of the present invention evaluates the impact weight, synergy factor and risk factor that may be generated after each candidate joins the project; then the comprehensive score of each candidate is calculated comprehensively, and the candidates are arranged in descending order, and the candidates with the top N comprehensive scores are selected as team members. This method has many benefits and necessities. It can scientifically screen out the most suitable team members on the basis of multi-dimensional evaluation, ensuring that the team has the best synergy while minimizing project risks, thereby improving the success rate and efficiency of the project. It avoids the limitations of traditional reliance on single-dimensional screening, and can comprehensively identify the strengths and weaknesses of each candidate, so as to make more scientific and accurate decisions. Secondly, this method can effectively reduce project risks. Through the evaluation of risk factors and the reasonable configuration of weights, potential risks can be identified in advance during the team formation stage, and the overall project risk can be reduced by selecting members with lower risks; In addition, a good synergy factor assessment can ensure good interaction and cooperation among team members, reduce internal friction, and improve the team's work efficiency and innovation ability. This is crucial to the success of modern projects, especially in an environment that requires rapid response and flexible adjustment. Through this comprehensive evaluation method, companies can make more rational and strategic decisions on talent selection, improve project success rate, and optimize resource allocation. BRIEF DESCRIPTION OF THE DRAWINGS

[0014] In order to more clearly illustrate the technical solutions of the embodiments of the present invention, the accompanying drawings required for describing the embodiments will be briefly introduced below. Obviously, the accompanying drawings described below are only some embodiments of the present invention. For ordinary technicians in this field, other accompanying drawings can be obtained based on these accompanying drawings without paying creative work.

[0015] Figure 1 It is a schematic diagram of the connection of each step of the method of the present invention.

[0016] Figure 2 It is a schematic diagram of the connection of various modules of the system of the present invention. DETAILED DESCRIPTION

[0017] The above contents in combination with the implementation of the present invention are merely examples and explanations of the concept of the present invention. The technical personnel in the relevant technical field may make various modifications or supplements to the specific embodiments described or replace them in a similar manner. As long as they do not deviate from the concept of the invention or exceed the scope defined by the claims, they shall all fall within the protection scope of the present invention.

[0018] Example 1 See also Figure 1As shown, a method for intelligently assessing risks in flexible employment scenarios includes the following steps: Obtain the total number of team members N required to complete the target task, and then collect the basic information of M candidates, where M>N; On the basis of the above-mentioned embodiment, the basic information of each candidate includes the priority of each candidate corresponding to the original task, the substitutability coefficient of the original task, the resource occupation conflict coefficient and the time conflict coefficient.

[0019] On the basis of the above embodiment, the specific calculation process of the substitutability coefficient, resource occupation conflict coefficient and time conflict coefficient of each candidate corresponding to the original task is as follows: Autonomously retrieve the time priority of each candidate corresponding to the original task from the enterprise employment background and the remaining time that can be allocated to the original task ; i is the number of each candidate, i=1,2,...M; The time conflict coefficient of each candidate corresponding to the original task is calculated from this , where SJ0 is the amount of time required for the target task; P0 is the time priority of the target task; In the above calculation formula, SJ0 represents the amount of time required for the target task, reflecting the task's demand for time resources, and P0 and They respectively represent the time priority of the target task and the original task, reflecting the urgency and importance of the task. It indicates the remaining time that can be allocated to each candidate for the current task, reflecting the availability of the candidate's current time resources; In project management, the urgency and priority of tasks directly affect resource allocation decisions. Effective time management requires reasonable allocation of time between multiple tasks to reduce conflicts and improve efficiency. By evaluating the time requirements and priorities of tasks, you can optimize the time allocation of personnel and ensure that key tasks are completed on time.

[0020] Based on the calculation formula , calculate the substitutability coefficient of each candidate corresponding to the original task ; where j is the number of each person other than the candidate, and the value range of j is 1 to L, and L represents the total number of people other than the candidate. They represent the core skill coverage and work reliability of the jth person other than the ith candidate respectively; F is the flexibility factor of the original task, RS and SP represent the total number of people and the required skill level of the original task respectively; The numerator of the above calculation formula represents the comprehensive ability of other personnel. The stronger the ability, the easier it is to replace the task. The flexibility factor F corrects the flexibility of the task. The higher the flexibility, the easier it is to replace the task. The denominator represents the requirements of the original task for the number of people and skills. The higher the requirements, the more difficult it is to replace the task. The underlying logic of the above formula is to evaluate the substitutability of the original task by measuring the key skills, number of personnel and task flexibility required for the original task. Specifically, the formula represents: the comprehensive ability of the candidate group that can complete the original task (composed of skill coverage and reliability) The stronger the original task is, the higher the flexibility F is, the higher the substitutability coefficient of the original task is. On the contrary, if the original task itself has higher requirements on skill level and number of people, the substitutability coefficient is lower; In the division of team tasks, the substitutability of tasks depends on whether other members have the ability to complete the task. Skill coverage and reliability are common indicators for measuring the capabilities of team members; the flexibility of tasks (such as whether to allow longer completion time or whether to allow partial completion) directly determines the sensitivity of tasks to personnel changes; skill matching and personnel reliability are important bases for evaluating task allocation.

[0021] is the core skill coverage of the jth candidate except the ith candidate, which is used to measure the matching degree between the candidate's core skills and the task skill requirements. The range is [0,1], where 1 indicates a complete match. The specific acquisition steps are as follows: List the core skill requirements for the task (such as Python programming, project management, etc.); quantify the skills of each candidate (for example, if the full score for each skill is 10 points and the candidate scores 8 points, then the coverage rate of the skill is 8 / 10=0.8); The reliability of the jth person other than the i-th candidate is used to measure the success rate of the candidate in completing the task. The range is [0,1], and 1 means complete reliability. Collect the historical task completion records of other personnel (such as task completion rate, delay rate). Use the following formula to calculate the reliability of the jth person other than the i-th candidate:

[0022] F is the flexibility factor of the original task, which is used to measure the sensitivity of the task to personnel changes. The range is [0,1], with 1 indicating complete flexibility. If the task allows a large degree of personnel changes (such as non-urgent tasks, partial completion is allowed), then F is close to 1; if the task is sensitive to personnel changes (such as urgent tasks, requiring high-quality completion), then F is close to 0; it can be calculated by the following formula:

[0023] The task priority is scored by the task management system or project manager based on the urgency and importance of the task; RS represents the total number of people required for the original task. The minimum number of people required to complete the task can be calculated based on the workload and time requirements of the task. It can be calculated using the following formula:

[0024] SP represents the required skill level of the original task, which means the minimum skill level required to complete the task. The specific acquisition process is as follows: Quantify the skill requirements of the original task (e.g. the minimum skill score required for the original task is 7 points); If the original task requires multiple skills, the weighted average of all skill scores is taken as the SP;

[0025] In the above formula, c is the number of the skill type required for the original task, and the value range of c is 1 to D, where D is the total number of skill types required for the original task.

[0026] Combined with the amount of resources R0, resource usage intensity C0 and resource allocation flexibility Q0 required for the target task, the resource occupation conflict coefficient of each candidate corresponding to the original task is calculated comprehensively. ,in They represent the remaining resources that can be allocated to the original task of the i-th candidate, the resource usage intensity of the original task, and the flexibility of resource allocation; The underlying logic of the above formula is that it is used to evaluate the degree of conflict with the original task resource allocation after a candidate joins the target task. The formula measures the rationality and conflict of resource allocation by comparing the resource requirements and usage intensity of the target task and the current task. The higher the resource requirements and urgency of the target task, the less resources the candidate has left in the current task, and the greater the resource occupation conflict coefficient; The numerator of the above formula represents the resource demand and urgency modifier of the target task. The higher the resource demand and urgency, the greater the conflict; the denominator represents the remaining resources and flexibility modifier of the current task. The more remaining resources and the higher the flexibility, the smaller the conflict.

[0027] In practical applications, the key to resource management is to allocate limited resources reasonably to maximize efficiency and output. Resource tension and allocation flexibility are commonly used evaluation indicators; in project management, resource conflicts are common problems, especially when multiple projects are running in parallel. By quantifying resource requirements and urgency, resource allocation can be better planned.

[0028] Resource usage intensity C0 is used to measure the urgency of the target task's resource demand. The range is [0,1], where 1 means very urgent. The resource usage intensity C0 is calculated using the following formula:

[0029] The shorter the available time, the higher the tension.

[0030] Q0 is used to measure the flexibility of the target task to resource allocation, ranging from [0,1], with 1 indicating full flexibility. It is used to evaluate the tolerance of the task to resource changes (such as whether delays are allowed, whether alternative resources can be used). The resource allocation flexibility Q0 is calculated using the following formula:

[0031] The fewer the number of change restrictions, the greater the flexibility.

[0032] Indicates the resource usage intensity of the i-th candidate corresponding to the original task; measures the urgency of the current task's resource demand, ranging from [0,1], with 1 indicating very urgent. The specific calculation formula is as follows:

[0033] In the above formula Indicates the degree of completion of the original task of the i-th candidate, ranging from [0,1], where 1 means that the original task has been completed.

[0034] Based on the basic information of each candidate, the influence weight of each candidate on the original task after joining the target task is comprehensively evaluated. ; Based on the above embodiment, the influence weight of each candidate on the original task after joining the target task is comprehensively evaluated. The specific evaluation process is as follows: Based on the basic information of each candidate, extract the priority of each candidate corresponding to the original task , the substitutability coefficient of the original task , Resource Occupancy Conflict Coefficient And the time conflict coefficient ; i is the number of each candidate, i=1,2,...M; This is used to calculate the influence weight of each candidate on the original task after joining the target task. ; In the above formula, e is a natural constant, and k is a sensitivity parameter for adjusting the effect of task substitutability on weight nonlinearity.

[0035] use As a nonlinear function, The impact is transformed into an S-shaped curve of Pinghu. When it is close to 1 (i.e., indicating that the tasks are highly substitutable), this item approaches 1, indicating that the impact is small; when When it is close to 0 (i.e., it means that the task is irreplaceable), this item approaches 0, indicating a greater impact; The function of parameter k is to control the steepness of the curve. When k>0, the curve is steeper and more sensitive. The substitutability coefficient of the original task , Resource Occupancy Conflict Coefficient As a multiplication factor, the greater the conflict, the more significant the effect on the weight of the method; the priority of each candidate corresponding to the original task Directly used as the basis for impact weight, the higher the priority, the greater the impact.

[0036] At the same time, comprehensively evaluate the synergy factors corresponding to each candidate and risk factors ; On the basis of the above embodiment, the synergy effect factors corresponding to each candidate are evaluated, and the specific evaluation process is as follows: A nonlinear function is used to combine the skill matching degree of each candidate and the resource sharing degree of the original task, thereby obtaining the synergy factor corresponding to each candidate. The specific formula is as follows: ; in It is expressed as an exponential function, γ1 and γ2 represent the preset compensation factors, which are used to adjust the influence of skill matching and resource sharing on the synergy factor; The above calculation formula uses the exponential function exp(·) to emphasize the influence of skill matching. As the skill matching increases, the synergy factor increases exponentially. The logarithmic function is used to reflect the influence of resource sharing. With the increase of , the synergistic effect factor shows a trend of gradual increase, but the growth rate slows down; The synergy factor is calculated by the skill match between the candidate and the target task and the resource sharing between the candidate and the original task because these two factors directly affect the candidate's contribution potential to the new task and the resource utilization efficiency of the original task. Candidates with high skill match can quickly adapt to and efficiently perform the target task, thereby improving the overall team efficiency. A high degree of resource sharing means that the candidate can coordinate the resource allocation between the original task and the target task without significantly increasing the consumption of additional resources, thereby achieving effective collaboration of multiple tasks. The correlation between the target task and the original task is reflected in the sharing and complementarity of resources and skills. This correlation can be quantified as a synergy factor through the above factors, thereby optimizing the overall performance of the team.

[0037] is the skill matching degree corresponding to the i-th candidate. The specific acquisition process is as follows: Collect the skill vectors of each candidate , d is the number of each skill required for the target task, d=1,2,...Y, Y is the total number of skills required for the target task, Score the proficiency of the ith candidate in the dth skill; Similarly, obtain the skill requirement vector required for the target task ; It represents the score of the requirement of the target task for the dth skill; The skill matching degree of each candidate is calculated using the following formula: , It means that the smaller value is taken between the proficiency of the candidate in the dth skill and the requirement of the target task. The purpose of this operation is to emphasize the skills that the candidate can meet the requirements of the target task. For example, if the candidate's proficiency score for a skill is 3, and the target task requires a skill level of 5, then (min(3, 5)) is 3. This reflects the candidate's actual contribution to the skill, rather than simply considering the candidate's skill level or the task's requirements. This emphasizes that the candidate can only contribute if he or she has the skills required by the task, which avoids the impact of the candidate's overly high but irrelevant skills on the matching degree. The above calculation formula squares the minimum value, increasing the weight of perfect skill matches. This means that if a candidate's skill exactly meets the task requirements, the contribution of that skill to the match will increase significantly. This nonlinear treatment can better emphasize those skills that fully meet the requirements; The denominator in the above calculation formula is a normalization method that ensures that the final matching degree is between 0 and 1; the normalization process makes the matching degrees between different candidates comparable and prevents unfair comparisons caused by differences in the number and level of skills.

[0038] is the resource sharing degree of the i-th candidate corresponding to the original task. The specific acquisition process is as follows: Collect resource vectors of each candidate , n is the number of different types of resources, n=1,2,...U, U is the total number of different types of resources, The number of resources of the gth type owned by the i-th candidate, where different types of resources include but are not limited to time, funds, equipment, etc.; Similarly, obtain the resource requirement vector required by each candidate for the original task ; Indicates the demand for the g-th type of resource corresponding to the original task of the i-th candidate; Then calculate the resource sharing degree of each candidate corresponding to the original task ; The underlying logic of the above resource sharing degree calculation formula is to measure the degree of resource sharing by comparing the relative difference between the candidate resource vector and the original task demand vector. Specifically, in the above calculation formula The relative difference of each type of resource item is calculated. The smaller the value, the higher the resource sharing degree. 1-the relative difference of each type of resource item is to convert it into sharing degree. The larger the value, the higher the resource sharing degree. The square of the sharing degree is to increase the nonlinear effect and highlight the high degree of sharing. The square root of the number of resource items U is used for normalization to ensure that the result is within a reasonable range. The result reflects the degree of sharing of the candidate and the original task in terms of overall resources. This method can effectively capture the complexity and nonlinear characteristics of resource sharing. The logic of converting resource requirements into resource sharing degree is that by evaluating the degree of match between the candidate's existing resources and the original task requirements, it can be judged whether the candidate can effectively support the completion of the original task. Sharing degree measures the availability and adaptability of resources. By comparing the relative difference between the two, this degree of match is quantified and then converted into sharing degree, so as to better optimize resource allocation and team formation.

[0039] Based on the above embodiment, according to the analytical formula , analyze and obtain the risk factors corresponding to each candidate ,in They are the impact coefficients of task failure risk, resource shortage risk, collaboration risk, and time conflict risk; Such a risk factor calculation formula is designed to capture the complex interactions between different risk factors and avoid the deviations that may be caused by simple linear combinations. By introducing nonlinear operations (such as the square root of the sum of squares and logarithmic functions), the formula can more accurately reflect the combined impact of multiple risk factors. The advantage of this design is that it can dynamically adapt to risk assessments in different situations, emphasizing the independence and mutual influence of various factors, making the assessment results more comprehensive and accurate. The introduction of this complexity helps to better identify potential risks in the decision-making process, optimize team configuration, and increase the probability of mission success.

[0040] pass ; Calculate the task failure risk value of the i-th candidate , FZ1 is the task complexity coefficient of the target task, is the skill matching degree corresponding to the i-th candidate, is the years of experience corresponding to the i-th candidate, The historical performance score corresponding to the i-th candidate; Combined with the amount of resources R0 required for the target task and the remaining amount of resources that can be allocated to the original task by the i-th candidate , according to the calculation model ; Calculate the risk value of insufficient resources for the i-th candidate ND1 and ND2 represent the difficulty coefficient of resource acquisition and the urgency of resource use of the target task respectively; ; Calculate the collaboration risk value of the i-th candidate , They represent the historical collaboration success rate, communication ability score, and team adaptability score of the i-th candidate respectively; ; Calculate the time conflict risk value of the i-th candidate , T is the time period of the target task, is the time period of the original task for the i-th candidate, are the priority coefficient and time flexibility of the i-th candidate corresponding to the original task; In the above calculation formula, it is reasonable to use the method of "time period × priority coefficient" when calculating the time conflict risk value, because it can effectively quantify the impact of time conflict on tasks: 1. Time period: Indicates the length of time required for a task. A longer time period may increase the possibility of conflict because it may overlap with the schedule of other tasks; 2. Priority factor: reflects the importance of the task. High-priority tasks pose a greater risk of scheduling conflicts because they are critical to the success of the project; By multiplying these two factors, we can more accurately assess the overall impact of time conflicts on tasks. This method can help decision makers prioritize high-risk time conflicts when allocating resources and scheduling tasks, thereby optimizing project management.

[0041] The comprehensive score of each candidate is finally calculated based on the weight of the impact of each candidate on the original task after joining the target task and the synergy factor and risk factor corresponding to each candidate. ; The impact weight refers to the positive or negative impact that the candidate may have on the achievement of project goals. The synergy factor measures the potential for cooperation between the candidate and other team members, which is particularly important in team projects because good synergy can significantly improve the overall efficiency of the team. The risk factor is an assessment of various uncertain factors that may affect the success of the project, including technical risks, time risks, and communication risks.

[0042] Based on the above embodiment, the comprehensive score of each candidate is obtained by comprehensive calculation, and the specific calculation process is as follows: Using analytical formula , and the comprehensive scores of each candidate are obtained by comprehensive calculation. , where ψ1, ψ2 and ψ3 represent the weights of the impact weight, synergy factor and risk factor respectively.

[0043] The numerator of the first fraction in the above calculation formula is used to measure the positive contribution of synergy, the denominator is used to adjust the impact on the original task, and the second term minus the risk factor directly reflects the deduction of risk to the comprehensive score.

[0044] The necessity of the above calculation formula lies in that it can comprehensively evaluate the potential impact of each candidate on the project, and help decision makers make more informed choices when forming a team by integrating impact weights, synergy factors and risk factors. By considering the positive contribution of synergy, the impact of the original tasks and potential risks, the formula ensures that the overall efficiency and success rate of the team are maximized without sacrificing project stability. This multi-dimensional evaluation method can effectively reduce the risk of project failure and improve resource utilization efficiency.

[0045] Arrange the comprehensive scores of each candidate in descending order, and select the top N candidates with the highest comprehensive scores as the team members to complete the target task.

[0046] Example 2 Reference Figure 2 , a flexible employment scenario risk intelligent assessment system, including an information collection module, a weight calculation module, a factor calculation module, a score calculation module and a personnel screening module, wherein the above modules are connected by wired and / or wireless connection to achieve data transmission between the modules; Information collection module: obtain the total number of team members N required to complete the target task, and then collect the basic information of M candidates, where M>N; Weight calculation module: Based on the basic information of each candidate, the weight of the impact of each candidate on the original task after joining the target task is comprehensively evaluated. ; Factor calculation module: Comprehensively evaluate the synergy factors corresponding to each candidate at the same time and risk factors ; Scoring calculation module: Based on the influence weight of each candidate on the original task after joining the target task, as well as the synergy factor and risk factor corresponding to each candidate, the comprehensive score of each candidate is finally calculated comprehensively. ; Personnel screening module: Arrange the comprehensive scores of each candidate in descending order, and select the candidates with the top N comprehensive scores as the team members to complete the target task.

[0047] It should be understood that in the various embodiments of the present application, the size of the serial numbers of the above-mentioned processes does not 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 embodiments of the present application.

[0048] It should be understood that determining B based on A does not mean determining B only based on A. B can also be determined based on A and / or other information.

[0049] The above is only a specific implementation of the present application, but the protection scope of the present application is not limited thereto. Any person skilled in the art who is familiar with the present technical field can easily think of changes or substitutions within the technical scope disclosed in the present application, which should be included in the protection scope of the present application. Therefore, the protection scope of the present application should be based on the protection scope of the claims.

[0050] Finally: The above description is only a preferred embodiment of the present invention and is not intended to limit the present invention. Any modifications, equivalent substitutions, improvements, etc. made within the spirit and principles of the present invention should be included in the protection scope of the present invention.

Claims

1. A method for intelligently assessing risks in flexible employment scenarios, characterized in that: include: Obtain the total number of team members N required to complete the target task, and then collect the basic information of M candidates, where M>N; Based on the basic information of each candidate, the influence weight of each candidate on the original task after joining the target task is comprehensively evaluated. ; At the same time, comprehensively evaluate the synergy factors corresponding to each candidate and risk factors ; The comprehensive score of each candidate is finally calculated based on the weight of the impact of each candidate on the original task after joining the target task and the synergy factor and risk factor corresponding to each candidate. ; Arrange the comprehensive scores of each candidate in descending order, and select the top N candidates with the highest comprehensive scores as the team members to complete the target task.

2. According to claim 1, a flexible employment scenario risk intelligent assessment method is characterized by: The basic information of each candidate includes the priority of each candidate corresponding to the original task, the substitutability coefficient of the original task, the resource occupation conflict coefficient and the time conflict coefficient.

3. According to claim 2, a flexible employment scenario risk intelligent assessment method is characterized by: The specific calculation process of the substitutability coefficient, resource occupation conflict coefficient and time conflict coefficient of each candidate corresponding to the original task is as follows: Autonomously retrieve the time priority of each candidate corresponding to the original task from the enterprise employment background and the remaining time that can be allocated to the original task ; i is the number of each candidate, i=1,2,...M; The time conflict coefficient of each candidate corresponding to the original task is calculated from this , where SJ0 is the amount of time required for the target task; P0 is the time priority of the target task; Based on the calculation formula , calculate the substitutability coefficient of each candidate corresponding to the original task ; where j is the number of each person other than the candidate, and the value range of j is 1 to L, and L represents the total number of people other than the candidate. They represent the core skill coverage and work reliability of the jth person other than the ith candidate respectively; F is the flexibility factor of the original task, RS and SP represent the total number of people and the required skill level of the original task respectively; Combined with the amount of resources R0, resource usage intensity C0 and resource allocation flexibility Q0 required for the target task, the resource occupation conflict coefficient of each candidate corresponding to the original task is calculated comprehensively. ,in They respectively represent the remaining resources that can be allocated to the i-th candidate for the original task, the resource usage intensity of the original task, and the flexibility of resource allocation.

4. According to claim 1, a flexible employment scenario risk intelligent assessment method is characterized by: Comprehensively evaluate the impact weight of each candidate on the original task after joining the target task. The specific evaluation process is as follows: Based on the basic information of each candidate, extract the priority of each candidate corresponding to the original task , the substitutability coefficient of the original task , Resource occupation conflict coefficient And the time conflict coefficient ; This is used to calculate the influence weight of each candidate on the original task after joining the target task. ； In the above formula, e is a natural constant, and k is a sensitivity parameter for adjusting the effect of task substitutability on weight nonlinearity.

5. According to claim 1, a flexible employment scenario risk intelligent assessment method is characterized by: Evaluate the synergy factor corresponding to each candidate. The specific evaluation process is as follows: A nonlinear function is used to combine the skill matching degree of each candidate and the resource sharing degree of the original task, thereby obtaining the synergy factor corresponding to each candidate. The specific formula is as follows: ； in It is expressed as an exponential function, γ1 and γ2 represent the preset compensation factors, which are used to adjust the influence of skill matching and resource sharing on the synergy factor; is the skill matching degree corresponding to the i-th candidate. The specific acquisition process is as follows: Collect the skill vectors of each candidate , d is the number of each skill required for the target task, d=1,2,...Y, Y is the total number of skills required for the target task, Score the proficiency of the ith candidate in the dth skill; Similarly, obtain the skill requirement vector required for the target task ; It represents the score of the requirement of the target task for the dth skill; The skill matching degree of each candidate is calculated using the following formula: , It means that the smaller value is taken between the proficiency of the candidate in the dth skill and the requirement of the target task for the dth skill; is the resource sharing degree of the i-th candidate corresponding to the original task. The specific acquisition process is as follows: Collect resource vectors of each candidate , n is the number of different types of resources, n=1,2,...U, U is the total number of different types of resources, The number of resources of the gth type owned by the i-th candidate; Similarly, obtain the resource requirement vector required by each candidate for the original task ; Indicates the demand for the g-th type of resource corresponding to the original task of the i-th candidate; Then calculate the resource sharing degree of each candidate corresponding to the original task .

6. According to claim 1, a flexible employment scenario risk intelligent assessment method is characterized by: The logic for evaluating the risk factors corresponding to each candidate is: According to the analysis formula , analyze and obtain the risk factors corresponding to each candidate ,in They are the impact coefficients of task failure risk, resource shortage risk, collaboration risk, and time conflict risk; in , , as well as They represent the task failure risk value, resource shortage risk value, collaboration risk value and time conflict risk value of the i-th candidate respectively.

7. The method for intelligently assessing the risk of flexible employment scenarios according to claim 1 is characterized in that: The comprehensive scores of each candidate are obtained through comprehensive calculation. The specific calculation process is as follows: Using analytical formula , and the comprehensive scores of each candidate are calculated comprehensively. , where ψ1, ψ2 and ψ3 represent the weights of the impact weight, synergy factor and risk factor respectively.

8. A flexible employment scenario risk intelligent assessment system, characterized by: It is implemented based on a flexible employment scenario risk intelligent assessment method according to any one of claims 1 to 7, including an information collection module, a weight calculation module, a factor calculation module, a score calculation module and a personnel screening module, wherein the above modules are connected by wired and / or wireless connection to realize data transmission between the modules; Information collection module: obtain the total number of team members N required to complete the target task, and then collect the basic information of M candidates, where M>N; Weight calculation module: Based on the basic information of each candidate, the weight of the impact of each candidate on the original task after joining the target task is comprehensively evaluated. ; Factor calculation module: Comprehensively evaluate the synergy factors corresponding to each candidate at the same time and risk factors ; Scoring calculation module: Based on the influence weight of each candidate on the original task after joining the target task, as well as the synergy factor and risk factor corresponding to each candidate, the comprehensive score of each candidate is finally calculated comprehensively. ; Personnel screening module: Arrange the comprehensive scores of each candidate in descending order, and select the candidates with the top N comprehensive scores as the team members to complete the target task.

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