Internet-based human resource information security management system

Abstract

The invention belongs to the field of human resources, relates to a data analysis technology, is used for solving the problem that the prior art cannot count and analyze the personnel demission risk from the perspective of human architecture, and particularly relates to an internet-based human resource information security management system, which comprises a security management platform, the safety management platform is in communication connection with a demission risk analysis module, an architecture monitoring module, a recruitment analysis module and a database; the demission risk analysis module is used for carrying out risk analysis when the enterprise employees demission: generating an analysis period, marking the demission employees as analysis objects when the enterprise employees demission in the analysis period, and obtaining risk coefficients of the analysis objects; according to the method, comprehensive analysis and calculation can be carried out in combination with multiple working parameters of the analysis object to obtain the risk coefficient, the risk coefficient reflects the importance of the post where the demission employee is located and the working ability of the employee, and then different processing decisions can be provided for the employee who puts forward the demission application through the risk coefficient.

Description

Technical Field

[0001] The present invention belongs to the field of human resources and relates to data analysis technology, in particular to a human resources information security management system based on the Internet. Background Art

[0002] Human resource informatization refers to the Internet-based, highly automated human resource management work, which encompasses the core human resource work processes. Human resource informatization refers to all electronic human resource management work based on the concept of e-commerce, including the use of the company's internal network and other electronic means, such as employee call centers.

[0003] The invention patent with announcement number CN116934284B discloses a human resources data management method based on big data. The method analyzes the probability of employee position changes to obtain the probability of retrieving employee human resources data, and manages the employee's human resources data based on the probability of retrieving employee human resources data, thereby achieving the purpose of improving the overall efficiency of retrieving human resources data; however, the method is unable to statistically analyze the risk of employee resignation from the perspective of the human resources structure, resulting in the inability to carry out recruitment plans in an orderly manner, affecting the normal operation of the enterprise.

[0004] In view of the above technical problems, this application proposes a solution. Summary of the invention

[0005] The purpose of the present invention is to provide an Internet-based human resources information security management system to solve the problem that the existing technology cannot perform statistics and analysis on the risk of employee resignation from the perspective of human resources structure;

[0006] The technical problem to be solved by the present invention is: how to provide an Internet-based human resources information security management system that can perform statistics and analysis on the risk of employee turnover from the perspective of human resources structure.

[0007] The purpose of the present invention can be achieved through the following technical solutions:

[0008] An Internet-based human resources information security management system includes a security management platform, wherein the security management platform is communicatively connected to a resignation risk analysis module, an architecture monitoring module, a recruitment analysis module, and a database;

[0009] The resignation risk analysis module is used to perform risk analysis when an enterprise employee resigns: generate an analysis cycle, and when an enterprise employee resigns during the analysis cycle, mark the resigned employee as an analysis object, obtain the risk coefficient FX of the analysis object; mark the analysis object as a low-risk object or a high-risk object according to the risk coefficient FX;

[0010] The structure monitoring module is used to monitor and analyze the human structure of the enterprise: obtain the structure coefficient JG at the end of the analysis cycle, and determine whether the human structure risk in the analysis cycle meets the requirements through the structure coefficient JG; when the human structure risk does not meet the requirements, analyze the concentration of resignations in the analysis cycle and mark the human structure risk type of the analysis cycle; send the human structure risk type of the analysis cycle to the recruitment analysis module through the security management platform;

[0011] The recruitment analysis module is used to analyze the enterprise recruitment plan and obtain the recruitment sequence, and send the recruitment sequence of the analysis period to the mobile terminal of the manager through the security management platform.

[0012] Furthermore, the acquisition process of the risk factor FX of the analysis object includes: obtaining the years data NX, execution data ZX, level data CJ and performance data JX of the analysis object, where the years data NX is the difference between the year of the current system time and the year of entry of the analysis object, the execution data ZX is the number of projects participated in by the analysis object during the work period, the level data CJ is the sum of the number of employees directly and indirectly led by the analysis object before leaving, and the performance data JX is the average of all year-end performance values ​​of the analysis object since joining the company. The risk coefficient FX of the analysis object is obtained, where k1, k2, k3 and k4 are all proportional coefficients, and k1>k2>k3>k4>1.

[0013] Furthermore, the specific process of marking the analysis object as a low-risk object or a high-risk object includes: obtaining the risk threshold FXmax through the database, and comparing the risk coefficient FX of the analysis object with the risk threshold FXmax: if the risk coefficient FX is less than the risk threshold FXmax, the corresponding analysis object is marked as a low-risk object; if the risk coefficient FX is greater than or equal to the risk threshold FXmax, the corresponding analysis object is marked as a high-risk object, a high-risk resignation signal is generated and the high-risk resignation signal is sent to the mobile terminal of the manager through the security management platform.

[0014] Furthermore, the acquisition process of the framework coefficient JG of the analysis period includes: marking each department of the enterprise as a monitoring object i, i = 1, 2, ..., n, n is a positive integer, marking the number of markings of low-risk objects and high-risk objects of the monitoring object i in the analysis period as a low-risk value DFi and a high-risk value GFi respectively at the end of the analysis period, marking the total number of people in the department of the monitoring object i at the end of the analysis period as the overall value ZTi; through the formula The framework coefficient JG of the analysis period is obtained, where m1, m2 and m3 are all proportional coefficients, and m1>m2>m3>1.

[0015] Furthermore, the specific process of determining whether the human resource architecture risk within the analysis period meets the requirements includes: obtaining the architecture threshold JGmax through the database, and comparing the architecture coefficient JG of the analysis period with the architecture threshold JGmax: if the architecture coefficient JG is less than the architecture threshold JGmax, then it is determined that the human resource architecture risk within the analysis period meets the requirements; if the architecture coefficient JG is greater than or equal to the architecture threshold JGmax, then it is determined that the human resource architecture risk within the analysis period does not meet the requirements, and a recruitment analysis signal is generated and sent to the recruitment analysis module through the security management platform.

[0016] Furthermore, the specific process of analyzing the concentration of resignations during the analysis period includes: The independent coefficient DLi of the monitored object i in the analysis period is obtained, and the variance of the independent coefficient DLi of all monitored objects i is calculated to obtain the concentration coefficient of the analysis period. The concentration threshold is obtained through the database, and the concentration coefficient is compared with the concentration threshold: if the concentration coefficient is less than the concentration threshold, the human resource structure risk type of the analysis period is marked as a concentrated risk; if the concentration coefficient is greater than or equal to the concentration threshold, the human resource structure risk type of the analysis period is marked as a coverage risk.

[0017] Furthermore, the specific process of the recruitment analysis module to analyze the enterprise recruitment plan includes: arranging the monitored object i in descending order according to the independent coefficient DLi value to obtain a demand sequence, intercepting the top L1*t1 in the demand sequence e monitoring objects and form the first batch of sub-sequences, and then intercept the top L1*t1 in the remaining demand sequence e monitoring objects are selected and form the second batch of sub-sequences; and so on, until all monitoring objects in the demand sequence have completed the formation of sub-sequences; all sub-sequences are arranged in the order of formation from first to last to obtain the recruitment sequence.

[0018] Furthermore, L1 and t1 are both numerical constants, e is the serial number of the subsequence, when the human resource structure risk type is concentration risk, the value of L1 is Q1, 1.05≤t1≤1.15; when the human resource structure risk type is coverage risk, the value of L1 is Q2, t1=1; Q2>Q1>1; the recruitment sequence of the analysis period is sent to the manager's mobile terminal through the security management platform.

[0019] The present invention has the following beneficial effects:

[0020] 1. Analyze the risk of employees leaving the company through the resignation risk analysis module, and conduct comprehensive analysis and calculation based on multiple work parameters of the analysis object to obtain the risk coefficient. The risk coefficient reflects the importance of the position of the resigned employee and the employee's work ability. Different processing decisions can be made for employees who apply for resignation based on the risk coefficient;

[0021] 2. The structure monitoring module can monitor and analyze the human resource structure of the enterprise, and obtain the structure coefficient by statistically analyzing the high-risk and low-risk objects of each department during the analysis period. The overall human resource structure risk level of the analysis period can be evaluated based on the structure coefficient. At the same time, the risk type can be marked through the resignation concentration analysis process to provide data support for recruitment plan analysis;

[0022] 3. The recruitment analysis module can be used to analyze the company's recruitment plan, generate corresponding recruitment sequences using different parameters according to different risk types, and formulate recruitment plans based on resignation situations and human resource structure status, thereby improving the company's ability to cope with human resource risks and ensuring the company's sustainable and stable development. DETAILED DESCRIPTION

[0023] The technical solution of the present invention will be clearly and completely described below in conjunction with the embodiments. Obviously, the described embodiments are only part of the embodiments of the present invention, rather than all of the embodiments. Based on the embodiments of the present invention, all other embodiments obtained by ordinary technicians in this field without creative work are within the scope of protection of the present invention.

[0024] Embodiment 1: An Internet-based human resources information security management system includes a security management platform, wherein the security management platform is communicatively connected to a resignation risk analysis module, an architecture monitoring module, a recruitment analysis module, and a database.

[0025] The resignation risk analysis module is used to perform risk analysis when an employee resigns: generate an analysis cycle. When an employee resigns during the analysis cycle, the resigned employee is marked as an analysis object, and the years of service data NX, execution data ZX, level data CJ, and performance data JX of the analysis object are obtained. The years of service data NX is the difference between the current system time and the year the analysis object joined the company. The execution data ZX is the number of projects the analysis object participated in during the work period. The level data CJ is the sum of the number of employees directly and indirectly led by the analysis object before the resignation. The performance data JX is the average of all year-end performance values ​​of the analysis object since joining the company.

[0026] By formula The risk coefficient FX of the analysis object is obtained, where k1, k2, k3 and k4 are all proportional coefficients, and k1>k2>k3>k4>1; the risk threshold FXmax is obtained through the database, and the risk coefficient FX of the analysis object is compared with the risk threshold FXmax: if the risk coefficient FX is less than the risk threshold FXmax, the corresponding analysis object is marked as a low-risk object; if the risk coefficient FX is greater than or equal to the risk threshold FXmax, the corresponding analysis object is marked as a high-risk object, and a high-risk resignation signal is generated and sent to the mobile phone terminal of the manager through the security management platform; the risks of employees leaving the enterprise are analyzed, and the risk coefficient is obtained by comprehensive analysis and calculation based on multiple work parameters of the analysis object. The risk coefficient reflects the importance of the position of the resigned employee and the employee's work ability, and then different processing decisions can be provided for employees who apply for resignation through the risk coefficient.

[0027] The structure monitoring module is used to monitor and analyze the human structure of the enterprise: each department of the enterprise is marked as a monitoring object i, i = 1, 2, ..., n, n is a positive integer, and at the end of the analysis period, the number of markings of low-risk objects and high-risk objects of the monitoring object i in the analysis period is marked as a low-risk value DFi and a high-risk value GFi respectively, and the total number of people in the department of the monitoring object i at the end of the analysis period is marked as the overall value ZTi; through the formula The framework coefficient JG of the analysis period is obtained, where m1, m2 and m3 are all proportional coefficients, and m1>m2>m3>1;

[0028] The architecture threshold JGmax is obtained through the database, and the architecture coefficient JG of the analysis period is compared with the architecture threshold JGmax: if the architecture coefficient JG is less than the architecture threshold JGmax, it is determined that the human resource architecture risk within the analysis period meets the requirements; if the architecture coefficient JG is greater than or equal to the architecture threshold JGmax, it is determined that the human resource architecture risk within the analysis period does not meet the requirements, and a recruitment analysis signal is generated and sent to the recruitment analysis module through the security management platform to analyze the concentration of resignations during the analysis period: through the formula The independent coefficient DLi of the monitoring object i in the analysis period is obtained, and the variance of the independent coefficient DLi of all monitoring objects i is calculated to obtain the concentration coefficient of the analysis period. The concentration threshold is obtained through the database, and the concentration coefficient is compared with the concentration threshold:

[0029] If the concentration coefficient is less than the concentration threshold, the human resource structure risk type of the analysis period is marked as a concentration risk;

[0030] If the concentration coefficient is greater than or equal to the concentration threshold, the human resource structure risk type of the analysis period is marked as a coverage risk;

[0031] The human resource structure risk type of the analysis period is sent to the recruitment analysis module through the security management platform; the human resource structure of the enterprise is monitored and analyzed, and the high-risk and low-risk objects in each department during the analysis period are counted and analyzed to obtain the structure coefficient. The overall human resource structure risk level of the analysis period is evaluated based on the structure coefficient. At the same time, the risk type is marked through the resignation concentration analysis process to provide data support for recruitment plan analysis.

[0032] The recruitment analysis module is used to analyze the recruitment plan of the enterprise: the monitoring object i is arranged in descending order according to the value of the independent coefficient DLi to obtain the demand sequence, and the top L1*t1 in the demand sequence is intercepted e monitoring objects and form the first batch of sub-sequences, and then intercept the top L1*t1 in the remaining demand sequence again e monitoring objects are collected and form the second batch of sub-sequences; and so on, until all monitoring objects in the demand sequence have completed the formation of sub-sequences; all sub-sequences are arranged in the order of formation from first to last to obtain the recruitment sequence; L1 and t1 are both numerical constants, e is the sequence number of the sub-sequence, when the human resource structure risk type is a concentrated risk, the value of L1 is Q1, 1.05≤t1≤1.15; when the human resource structure risk type is a covering risk, the value of L1 is Q2, t1=1; Q2>Q1>1; the recruitment sequence of the analysis period is sent to the mobile terminal of the manager through the security management platform; the company's recruitment plan is analyzed, and different parameters are used to generate the corresponding recruitment sequence according to different risk types. The recruitment plan is formulated in combination with the resignation situation and the human resource structure status to improve the company's ability to cope with human resource risks and ensure the company's sustainable and stable development.

[0033] Embodiment 2: A human resources information security management method based on the Internet includes the following steps:

[0034] Step 1: Conduct risk analysis when an enterprise employee resigns: Generate an analysis cycle. When an enterprise employee resigns during the analysis cycle, mark the resigned employee as an analysis object, obtain the risk coefficient FX of the analysis object, and mark the analysis object as a low-risk object or a high-risk object based on the risk coefficient FX;

[0035] Step 2: Monitor and analyze the human resource structure of the enterprise: At the end of the analysis cycle, obtain the structure coefficient JG of the analysis cycle, and use the structure coefficient JG to determine whether the human resource structure risk within the analysis cycle meets the requirements. If the human resource structure risk does not meet the requirements, mark the human resource structure risk type, and then execute step 3;

[0036] Step 3: Analyze the company's recruitment plan: Arrange the monitored object i according to the value of the independent coefficient DLi from large to small to obtain the demand sequence, cut the demand sequence to obtain several sub-sequences, and sort the sub-sequences in the order of formation from priority to back to obtain the recruitment sequence.

[0037] The Internet-based human resource information security management system generates an analysis cycle when working. When an enterprise employee resigns during the analysis cycle, the resigned employee is marked as an analysis object, and the risk coefficient FX of the analysis object is obtained and the analysis object is marked as a low-risk object or a high-risk object through the risk coefficient FX; at the end of the analysis cycle, the architecture coefficient JG of the analysis cycle is obtained, and whether the human resource architecture risk within the analysis cycle meets the requirements is judged through the architecture coefficient JG, and the human resource architecture risk type is marked when the human resource architecture risk does not meet the requirements, and then the enterprise recruitment plan is analyzed: the monitoring object i is arranged in order from large to small according to the value of the independent coefficient DLi to obtain a demand sequence, the demand sequence is intercepted to obtain several sub-sequences, and the sub-sequences are sorted in the order of assembly from first to last to obtain a recruitment sequence.

[0038] The above contents are merely examples and explanations of the structure of the present invention. The technicians in this technical field may make various modifications or additions to the specific embodiments described or replace them in a similar manner. As long as they do not deviate from the structure of the invention or exceed the scope defined by the claims, they should all fall within the protection scope of the present invention.

[0039] The above formulas are obtained by collecting a large amount of data and performing software simulation to select a formula close to the actual value. The coefficients in the formula are set by technicians in this field according to actual conditions; for example: Formula A technician in this field collects multiple groups of sample data and sets corresponding independent coefficients for each group of sample data; substitutes the set independent coefficients and the collected sample data into the formula, and any three formulas constitute a three-variable linear equation system. The calculated coefficients are screened and averaged, and the values ​​of m1, m2, and m3 are obtained to be 3.62, 3.05, and 2.71, respectively;

[0040] The size of the coefficient is to quantify each parameter to obtain a specific value for subsequent comparison. The size of the coefficient depends on the amount of sample data and the initial setting of the corresponding independent coefficient for each set of sample data by technical personnel in this field; as long as it does not affect the proportional relationship between the parameter and the quantified value, such as the independent coefficient is proportional to the value of the high risk value.

[0041] In the description of this specification, the description with reference to the terms "one embodiment", "example", "specific example", etc. means that the specific features, structures, materials or characteristics described in conjunction with the embodiment or example are included in at least one embodiment or example of the present invention. In this specification, the schematic representation of the above terms does not necessarily refer to the same embodiment or example. Moreover, the specific features, structures, materials or characteristics described can be combined in any one or more embodiments or examples in a suitable manner.

[0042] The preferred embodiments of the present invention disclosed above are only used to help explain the present invention. The preferred embodiments do not describe all the details in detail, nor do they limit the invention to only specific implementation methods. Obviously, many modifications and changes can be made according to the content of this specification. This specification selects and specifically describes these embodiments in order to better explain the principles and practical applications of the present invention, so that those skilled in the art can understand and use the present invention well. The present invention is limited only by the claims and their full scope and equivalents.

Claims

1. The Internet-based human resources information security management system is characterized by: It includes a security management platform, which is communicatively connected to a resignation risk analysis module, an architecture monitoring module, a recruitment analysis module, and a database; The resignation risk analysis module is used to perform risk analysis when an enterprise employee resigns: generate an analysis cycle, and when an enterprise employee resigns during the analysis cycle, mark the resigned employee as an analysis object, obtain the risk coefficient FX of the analysis object; mark the analysis object as a low-risk object or a high-risk object according to the risk coefficient FX; The structure monitoring module is used to monitor and analyze the human structure of the enterprise: obtain the structure coefficient JG at the end of the analysis cycle, and determine whether the human structure risk in the analysis cycle meets the requirements through the structure coefficient JG; when the human structure risk does not meet the requirements, analyze the concentration of resignations in the analysis cycle and mark the human structure risk type of the analysis cycle; send the human structure risk type of the analysis cycle to the recruitment analysis module through the security management platform; The recruitment analysis module is used to analyze the enterprise recruitment plan and obtain the recruitment sequence, and send the recruitment sequence of the analysis period to the mobile phone terminal of the manager through the security management platform.

2. The Internet-based human resources information security management system according to claim 1 is characterized in that: The acquisition process of the risk factor FX of the analyzed object includes: obtaining the years data NX, execution data ZX, level data CJ and performance data JX of the analyzed object. The years data NX is the difference between the current system time and the year the analyzed object joined the company. The execution data ZX is the number of projects the analyzed object participated in during the work period. The level data CJ is the sum of the number of employees directly and indirectly led by the analyzed object before leaving the company. The performance data JX is the average value of all year-end performance values ​​of the analyzed object since joining the company. The risk coefficient FX of the analyzed object is obtained, where k1, k2, k3 and k4 are all proportional coefficients, and k1>k2>k3>k4>1.

3. The Internet-based human resources information security management system according to claim 2 is characterized in that: The specific process of marking the analysis object as a low-risk object or a high-risk object includes: obtaining the risk threshold FXmax through the database, and comparing the risk coefficient FX of the analysis object with the risk threshold FXmax: if the risk coefficient FX is less than the risk threshold FXmax, the corresponding analysis object is marked as a low-risk object; if the risk coefficient FX is greater than or equal to the risk threshold FXmax, the corresponding analysis object is marked as a high-risk object, a high-risk resignation signal is generated and sent to the manager's mobile terminal through the security management platform.

4. The Internet-based human resources information security management system according to claim 3 is characterized in that: The acquisition process of the framework coefficient JG of the analysis period includes: marking each department of the enterprise as a monitoring object i, i = 1, 2, ..., n, n is a positive integer, marking the number of markings of low-risk objects and high-risk objects of the monitoring object i in the analysis period as a low-risk value DFi and a high-risk value GFi respectively at the end of the analysis period, marking the total number of people in the department of the monitoring object i at the end of the analysis period as the overall value ZTi; through the formula The framework coefficient JG of the analysis period is obtained, where m1, m2 and m3 are all proportional coefficients, and m1>m2>m3>1.

5. The Internet-based human resources information security management system according to claim 4 is characterized in that: The specific process of determining whether the human resource architecture risk within the analysis cycle meets the requirements includes: obtaining the architecture threshold JGmax through the database, and comparing the architecture coefficient JG of the analysis cycle with the architecture threshold JGmax: if the architecture coefficient JG is less than the architecture threshold JGmax, then it is determined that the human resource architecture risk within the analysis cycle meets the requirements; if the architecture coefficient JG is greater than or equal to the architecture threshold JGmax, then it is determined that the human resource architecture risk within the analysis cycle does not meet the requirements, and a recruitment analysis signal is generated and sent to the recruitment analysis module through the security management platform.

6. The Internet-based human resources information security management system according to claim 5 is characterized in that: The specific process of analyzing the concentration of resignations during the analysis period includes: The independent coefficient DLi of the monitored object i in the analysis period is obtained, and the variance of the independent coefficient DLi of all monitored objects i is calculated to obtain the concentration coefficient of the analysis period. The concentration threshold is obtained through the database, and the concentration coefficient is compared with the concentration threshold: if the concentration coefficient is less than the concentration threshold, the human resource structure risk type of the analysis period is marked as a concentrated risk; if the concentration coefficient is greater than or equal to the concentration threshold, the human resource structure risk type of the analysis period is marked as a coverage risk.

7. The Internet-based human resources information security management system according to claim 6 is characterized in that: The specific process of the recruitment analysis module to analyze the enterprise recruitment plan includes: arranging the monitored object i in descending order according to the independent coefficient DLi value to obtain the demand sequence, intercepting the top L1*t1 in the demand sequence e monitoring objects and form the first batch of sub-sequences, and then intercept the top L1*t1 in the remaining demand sequence e monitoring objects are selected and form the second batch of sub-sequences; and so on, until all monitoring objects in the demand sequence have completed the formation of sub-sequences; all sub-sequences are arranged in the order of formation from first to last to obtain the recruitment sequence.

8. The Internet-based human resources information security management system according to claim 7 is characterized in that: L1 and t1 are both numerical constants, e is the serial number of the subsequence, when the human resource structure risk type is concentration risk, the value of L1 is Q1, 1.05≤t1≤1.15; when the human resource structure risk type is coverage risk, the value of L1 is Q2, t1=1; Q2>Q1>1; the recruitment sequence of the analysis period is sent to the manager's mobile terminal through the security management platform.

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