A human resource management service platform, system and method

Abstract

This invention provides a human resource management service platform, system, and method, belonging to the field of human resource management technology. Specifically, it includes: identifying related companies for different job postings based on similarities among job openings in different enterprises within an industrial park; identifying in-demand job postings based on demand and update times within these related companies; determining when the management platform's job update needs are met using data on related companies for in-demand job postings within the industrial park; and determining update strategies for different companies' recruitment information on the management platform based on the distribution data and historical update history of in-demand job postings across different companies. This ensures that management organizations can promptly and effectively determine the recruitment needs of enterprises.

Description

Technical Field

[0001] This invention belongs to the field of human resource management technology, and in particular relates to a human resource management service platform, system and method. Background Technology

[0002] The large-scale development of industrial parks has enabled the government to respond to the needs of enterprises conveniently and quickly. However, at the same time, the human resource management of enterprises within the industrial parks is often managed separately by each enterprise, resulting in problems such as fragmentation and making it difficult to meet the requirements for recruitment processing efficiency.

[0003] Therefore, how to dynamically update the human resource needs of industrial parks based on the distribution data of enterprises within the parks and their recruitment processing needs, so that relevant management agencies can accurately grasp the needs of enterprises and improve the efficiency of enterprise recruitment processing, has become an urgent technical problem to be solved.

[0004] To address the aforementioned technical issues, this application provides a human resource management service platform, system, and method. Summary of the Invention

[0005] To achieve the objectives of this invention, the following technical solution is adopted:

[0006] Specifically, in the first aspect, this application provides a human resource management service method, which specifically includes:

[0007] S1 acquires recruitment information from different companies within the industrial park and builds a unified management platform based on the recruitment information. When it is determined that the management platform does not belong to the preset update type based on the historical update status of the different recruitment information within the industrial park, proceed to the next step.

[0008] S2 identifies related companies for different job postings based on the similarity of job postings in different companies within the industrial park, and identifies in-demand job postings based on the demand and update time of job postings in different related companies.

[0009] S3 uses the associated enterprise data of different in-demand recruitment positions within the industrial park to determine when the job update requirements of the management platform are met. Then, based on the distribution data of in-demand recruitment positions of different enterprises and their historical update status, S3 determines the update processing strategy for recruitment information of different enterprises on the management platform.

[0010] The beneficial effects of this invention are as follows:

[0011] By using data on related companies for different in-demand job openings within the industrial park, it is determined whether the job update needs of the management platform meet the requirements. This allows for the assessment of the job update needs of the management platform from two perspectives: the number of in-demand job openings within the industrial park and the number of companies with in-demand job openings. This ensures the timeliness and efficiency of the update processing for industrial parks with a large number of in-demand job openings.

[0012] By analyzing the distribution data and historical update patterns of in-demand job openings across different companies, we determine the appropriate update and processing strategies for recruitment information on the management platform. This approach considers not only the number of in-demand job openings but also the varying degrees of demand and timeliness due to differences in update times. By focusing on in-demand job openings, we can determine update processing strategies for companies. This reduces the complexity of the update process while improving the timeliness of updates for companies with a large number of in-demand job openings. This ensures that management agencies can reliably and promptly identify companies' recruitment needs and lays the foundation for providing targeted recruitment services.

[0013] A further technical solution involves building a unified management platform based on the recruitment information, specifically including:

[0014] By inputting and processing recruitment information from different companies into the management platform, a unified management platform can be built.

[0015] A further technical solution involves determining that the management platform does not belong to the preset update type, specifically including:

[0016] Based on the historical update data of different recruitment information within the industrial park, the average update cycle of recruitment information for different enterprises is determined;

[0017] Identify companies whose average update cycle is shorter than the preset update duration and classify them as companies with frequent updates.

[0018] Based on the total number of job postings from the frequently updated companies, determine whether the management platform belongs to the preset update type.

[0019] A further technical solution is that when the total number of job postings of the frequently updated enterprises exceeds a preset threshold for the number of job postings, the management platform is determined to belong to a preset update type.

[0020] A further technical solution is that, when the management platform belongs to a preset update type, the recruitment information of all enterprises in the management platform is updated by using the job posting data captured from the recruitment platform and the enterprise visit data at a preset frequency.

[0021] A further technical solution involves determining that the management platform does not belong to the preset update type, specifically including:

[0022] Based on the historical update data of different recruitment information within the industrial park, the average update cycle of recruitment information for different enterprises is determined;

[0023] Identify companies whose average update cycle is shorter than the preset update duration and classify them as companies with frequent updates.

[0024] Based on the proportion of frequently updated enterprises within the industrial park, it is determined whether the management platform belongs to the preset update type.

[0025] A further technical solution is that when the proportion of frequently updated enterprises within the industrial park is greater than the preset proportion of frequently updated enterprises, the management platform is determined to belong to the preset update type.

[0026] A further technical solution is that the method for determining the enterprise's recruitment information update and processing strategy on the management platform is as follows:

[0027] Based on the distribution data of the company's in-demand recruitment positions, determine the number of positions the company needs for in different in-demand recruitment positions;

[0028] Based on the historical update data of the aforementioned companies for different in-demand recruitment positions, determine the number of recent updated recruitment needs;

[0029] The company's recruitment information update strategy on the management platform is determined based on the number of recent update requests.

[0030] A further technical solution is that the number of recently updated job postings refers to the number of urgently needed positions whose update time is within the most recent preset time range.

[0031] A further technical solution involves determining the enterprise's recruitment information update processing strategy on the management platform based on the number of recent update requests, specifically including:

[0032] When the number of recent update requests exceeds the preset update request threshold, the recruitment information of the enterprise in the management platform is updated by using the job posting data captured from the recruitment platform and the enterprise visit data at a preset frequency.

[0033] When the number of recent update requests is not greater than the preset threshold for update requests, the update processing strategy for the company's recruitment information on the management platform is determined according to the number of in-demand job openings of the company.

[0034] A further technical solution is that the associated recruitment platform is the recruitment platform with the shortest average update cycle for the company's recruitment information.

[0035] Secondly, this application provides a human resource management service platform, employing one of the aforementioned human resource management service methods, specifically including:

[0036] The modules include: recruitment information entry module, enterprise demand analysis module, and recruitment information update module.

[0037] The recruitment information entry module is responsible for entering and processing recruitment information from different companies within the industrial park.

[0038] The enterprise demand analysis module is responsible for analyzing and processing recruitment information from different enterprises to identify in-demand recruitment positions.

[0039] The recruitment information update module is responsible for updating recruitment information.

[0040] Thirdly, the present invention provides a computer system comprising: a memory and a processor connected in communication, and a computer program stored in the memory and capable of running on the processor, wherein the processor executes the aforementioned human resource management service method when running the computer program.

[0041] Other features and advantages will be set forth in the following description, and the objects and other advantages of the invention are realized and obtained through the structures particularly pointed out in the description and the drawings.

[0042] To make the above-mentioned objects, features and advantages of the present invention more apparent and understandable, preferred embodiments are described below in detail with reference to the accompanying drawings. Attached Figure Description

[0043] The above and other features and advantages of the present invention will become more apparent from a detailed description of exemplary embodiments thereof with reference to the accompanying drawings.

[0044] Figure 1 This is a flowchart of a human resource management service method;

[0045] Figure 2 This is a flowchart to determine if the management platform does not belong to the preset update type;

[0046] Figure 3 This is a flowchart illustrating the method for identifying in-demand positions in the job postings.

[0047] Figure 4 This is a framework diagram of a human resource management service platform. Detailed Implementation

[0048] To enable those skilled in the art to better understand the technical solutions in this specification, the technical solutions in the embodiments of this specification will be clearly and completely described below with reference to the accompanying drawings. Obviously, the described embodiments are only some embodiments of this specification, and not all embodiments. Based on the embodiments of this specification, all other embodiments obtained by those skilled in the art without creative effort should fall within the scope of protection of this specification.

[0049] In this application, recruitment information from different companies within the industrial park is integrated into a unified management platform. Based on the scarcity of job openings in different companies, the platform's update and processing strategies are determined, improving the timeliness of updates and ensuring that the management authority can promptly and effectively determine the needs of companies. This lays the foundation for improving the efficiency of recruitment processing.

[0050] Example 1

[0051] like Figure 1 As shown, this application provides a human resource management service method, specifically including:

[0052] S1 acquires recruitment information from different companies within the industrial park and builds a unified management platform based on the recruitment information. When it is determined that the management platform does not belong to the preset update type based on the historical update status of the different recruitment information within the industrial park, proceed to the next step.

[0053] S2 identifies related companies for different job postings based on the similarity of job postings in different companies within the industrial park, and identifies in-demand job postings based on the demand and update time of job postings in different related companies.

[0054] S3 uses the associated enterprise data of different in-demand recruitment positions within the industrial park to determine when the job update requirements of the management platform are met. Then, based on the distribution data of in-demand recruitment positions of different enterprises and their historical update status, S3 determines the update processing strategy for recruitment information of different enterprises on the management platform.

[0055] Furthermore, a unified management platform is built based on the aforementioned recruitment information, specifically including:

[0056] By inputting and processing recruitment information from different companies into the management platform, a unified management platform can be built.

[0057] Specifically, such as Figure 2 As shown, determining that the management platform does not belong to the preset update type specifically includes:

[0058] Based on the historical update data of different recruitment information within the industrial park, the average update cycle of recruitment information for different enterprises is determined;

[0059] Identify companies whose average update cycle is shorter than the preset update duration and classify them as companies with frequent updates.

[0060] Based on the total number of job postings from the frequently updated companies, determine whether the management platform belongs to the preset update type.

[0061] Furthermore, when the total number of job postings for the frequently updated companies exceeds a preset job posting threshold, the management platform is determined to belong to a preset update type.

[0062] It is understandable that when the management platform belongs to the preset update type, the recruitment information of all enterprises in the management platform is updated by using the recruitment job data captured from the recruitment platform and the enterprise visit data at a preset frequency.

[0063] In another possible embodiment, determining that the management platform does not belong to the preset update type specifically includes:

[0064] Based on the historical update data of different recruitment information within the industrial park, the average update cycle of recruitment information for different enterprises is determined;

[0065] Identify companies whose average update cycle is shorter than the preset update duration and classify them as companies with frequent updates.

[0066] Based on the proportion of frequently updated enterprises within the industrial park, it is determined whether the management platform belongs to the preset update type.

[0067] It should be noted that when the proportion of frequently updated enterprises within the industrial park is greater than the preset proportion of frequently updated enterprises, the management platform is determined to belong to the preset update type.

[0068] Optionally, determining that the management platform does not belong to the preset update type specifically includes:

[0069] The number of enterprises within the industrial park is obtained. When the number of enterprises within the industrial park is greater than a preset threshold, the management platform is determined to belong to a preset update type.

[0070] When the number of enterprises within the industrial park is not greater than a preset threshold for the number of enterprises:

[0071] The total number of job openings for companies within the industrial park is determined based on the number of job openings for different companies. When the total number of job openings for companies within the industrial park exceeds a preset threshold for the number of job openings, the management platform is determined to belong to a preset update type.

[0072] When the total number of job openings from companies within the industrial park is not greater than a preset threshold for the number of job openings:

[0073] The platform information update demand coefficient of the management platform is determined based on the number of job openings of different enterprises and the number of enterprises within the industrial park. When the platform information update demand coefficient is less than the preset information update demand coefficient threshold, it is determined that the management platform does not belong to the preset update type.

[0074] When the platform information update demand coefficient is not less than the preset information update demand coefficient threshold:

[0075] Based on the historical update status of different recruitment information within the industrial park, the average update cycle of recruitment information for different companies is determined. Companies with an average update cycle shorter than the preset update duration are identified and classified as frequently updated companies. When the proportion of frequently updated companies within the industrial park is greater than the preset proportion of frequently updated companies, the management platform is determined to belong to the preset update type.

[0076] When the proportion of frequently updated enterprises within the industrial park is not greater than the preset proportion of frequently updated enterprises:

[0077] The recruitment information update frequency coefficient of the management platform is determined by the proportion of frequently updated enterprises within the industrial park and the average update cycle of recruitment information of different enterprises. When the recruitment information update frequency coefficient of the management platform is greater than the preset update frequency coefficient threshold, the management platform is determined to belong to the preset update type.

[0078] When the frequency coefficient of recruitment information updates on the management platform is not greater than the preset frequency coefficient threshold:

[0079] The comprehensive update demand coefficient of the management platform is determined by the frequency coefficient of recruitment information updates and the platform information update demand coefficient, and the comprehensive update demand coefficient is used to determine whether the management platform belongs to the preset update type.

[0080] Furthermore, when the comprehensive update demand coefficient is greater than the preset coefficient threshold, the management platform is determined to belong to the preset update type.

[0081] Specifically, the related companies for the job postings are those companies within the industrial park that offer the job postings.

[0082] Specifically, such as Figure 3 As shown, the method for determining the in-demand positions among the recruitment positions is as follows:

[0083] Based on the recruitment needs of the related companies, determine the number of positions available for each of the related companies.

[0084] Based on the update time of the job postings, job postings whose update time falls within a preset time range are identified and used as the updated job postings.

[0085] Based on the number of job openings requested in the updated job postings, determine whether the job postings are in high demand.

[0086] Furthermore, when the number of job openings required for the updated positions exceeds a preset threshold, the job openings are determined to be in high demand.

[0087] In another possible embodiment, the method for determining the in-demand positions among the recruitment positions is as follows:

[0088] Based on the recruitment needs of the related companies, determine the number of positions available for each of the related companies.

[0089] Based on the update time of the job posting, identify the associated companies of job postings whose update times fall within a preset time range, and designate them as the updating companies.

[0090] Based on the total number of job openings required by different companies, determine whether the job openings are in high demand.

[0091] Furthermore, when the total demand for job openings from different companies exceeds a preset demand threshold, the job openings are identified as in-demand positions.

[0092] Optionally, the method for determining the in-demand positions among the recruitment positions is as follows:

[0093] Based on the recruitment needs of the related companies, determine the number of positions needed for each position in different related companies. Based on the number of positions needed in different related companies, determine the total number of positions needed. When the total number of positions needed exceeds a preset threshold, the position is determined to be a position in short supply.

[0094] When the total number of job openings is not greater than the preset job opening threshold:

[0095] Obtain the number of related companies for the advertised position. If neither the number of related companies nor the total number of advertised positions meets the requirements, then the advertised position is determined not to be a shortage position.

[0096] When either the number of related companies or the total number of job openings meets the requirements:

[0097] When both the number of related companies and the total number of job openings meet the requirements, the job openings are determined to be in high demand.

[0098] When either the number of affiliated companies or the total number of job openings does not meet the requirements:

[0099] Based on the number of job openings required by different related companies, related companies with a number of openings exceeding a preset value are identified. When the number of related companies with a number of openings exceeding the preset value exceeds a preset threshold for the number of related companies to be screened, the job opening is determined to be a job in short supply.

[0100] When the number of related companies whose demand exceeds the preset demand value is not greater than the preset threshold for the number of related companies to be screened:

[0101] Based on the update time of the job postings, job postings whose update time falls within a preset time range are identified and designated as updated job postings. When the demand for the updated job postings exceeds a preset threshold for the demand for job postings, the job postings are identified as in-demand job postings.

[0102] When the number of job openings requested in the updated job postings is not greater than the preset job openings threshold:

[0103] Based on the number of job postings needed in different affiliated companies and the update time of different job postings, the job posting demand value of different affiliated companies is determined. When the number of companies whose job posting demand value is within a preset demand value range is greater than the preset threshold for the number of companies with demand, the job posting is determined to be a job posting in short supply.

[0104] When the number of companies whose job postings are within the preset demand range is not greater than the preset threshold for the number of companies with demand:

[0105] The shortage coefficient of the job posting is determined by the job demand values ​​of different related enterprises, and the job posting is determined to be a job posting in short supply based on the shortage coefficient.

[0106] Furthermore, when the shortage coefficient is greater than a preset shortage coefficient threshold, the job position is determined to be a job position in short supply.

[0107] Specifically, determining whether the job update requirements of the management platform meet the criteria includes:

[0108] Based on the data of related companies for different in-demand job positions within the industrial park, determine the number of related companies for each in-demand job position.

[0109] Based on the number of associated companies for different in-demand job positions, in-demand job positions with a number of associated companies exceeding a preset threshold are identified and designated as in-demand job positions within the park.

[0110] Based on the number of job postings associated with the park, determine whether the job posting update requirements of the management platform are met.

[0111] Furthermore, if the number of job postings associated with the park exceeds a preset threshold for the number of associated job postings, then it is determined that the job posting update requirements of the management platform are not met.

[0112] It is understandable that when the job posting update requirements of the management platform are not met, the recruitment information of all companies in the management platform will be updated using the job posting data captured from the recruitment platform and the company visit data at a preset frequency.

[0113] In another possible embodiment, determining whether the job update requirements of the management platform meet the requirements specifically includes:

[0114] The number of urgently needed job openings within the industrial park is obtained. When the number of urgently needed job openings exceeds a preset threshold, it is determined that the job update requirements of the management platform are not met.

[0115] When the number of urgently needed positions is not greater than a preset threshold for the number of urgently needed positions:

[0116] Based on the data of related companies for different in-demand job positions within the industrial park, the number of related companies with in-demand job positions within the industrial park is determined. When the number of related companies with in-demand job positions exceeds a preset threshold for the number of in-demand companies, it is determined that the job update requirements of the management platform are not met.

[0117] When the number of related companies with in-demand job openings does not exceed the preset threshold for the number of in-demand companies:

[0118] When the number of urgently needed job openings and the number of related companies with such positions are both within a preset range, it is determined that the job update requirements of the management platform are met.

[0119] When either the number of urgently needed job openings or the number of related companies with such positions are outside the preset range:

[0120] Using the data of related companies for different in-demand job positions within the industrial park, the number of related companies for each in-demand job position is determined. Based on the number of related companies for each in-demand job position, in-demand job positions where the number of related companies exceeds a preset threshold are identified and designated as in-demand job positions within the park. When the number of in-demand job positions within the park exceeds the preset threshold, it is determined that the job update requirements of the management platform are not met.

[0121] When the number of job postings associated with the park is not greater than the preset threshold for the number of associated job postings:

[0122] Based on the number of associated companies for different in-demand job positions and the demand in different associated companies, the update demand coefficient for different in-demand job positions is determined. Based on the update demand coefficient for different in-demand job positions, the job update demand coefficient of the management platform is determined. Based on the job update demand coefficient, it is determined whether the job update demand of the management platform meets the requirements.

[0123] Furthermore, when the job update demand coefficient is greater than the preset update demand coefficient threshold, it is determined that the job update demand of the management platform does not meet the requirements.

[0124] Specifically, the method for determining the enterprise's recruitment information update and processing strategy on the management platform is as follows:

[0125] Based on the distribution data of the company's in-demand recruitment positions, determine the number of positions the company needs for in different in-demand recruitment positions;

[0126] Based on the historical update data of the aforementioned companies for different in-demand recruitment positions, determine the number of recent updated recruitment needs;

[0127] The company's recruitment information update strategy on the management platform is determined based on the number of recent update requests.

[0128] Furthermore, the number of recently updated job postings refers to the number of in-demand job openings whose update time falls within the most recent preset time range.

[0129] It should be noted that the strategy for updating the company's recruitment information on the management platform is determined based on the number of recent update requests, specifically including:

[0130] When the number of recent update requests exceeds the preset update request threshold, the recruitment information of the enterprise in the management platform is updated by using the job posting data captured from the recruitment platform and the enterprise visit data at a preset frequency.

[0131] When the number of recent update requests is not greater than the preset threshold for update requests, the update processing strategy for the company's recruitment information on the management platform is determined according to the number of in-demand job openings of the company.

[0132] Furthermore, based on the number of in-demand job openings of the enterprise, the enterprise's recruitment information update and processing strategy on the management platform specifically includes:

[0133] When the number of urgently needed job openings of the enterprise is less than the preset value of urgently needed job openings, the recruitment information of the enterprise in the management platform will be updated according to the enterprise visit data at the preset frequency.

[0134] When the number of urgently needed job openings of the enterprise is not less than the preset value of urgently needed job openings, the recruitment information of the enterprise on the associated recruitment platform is determined based on the preset period. When the number of job openings in the enterprise's recruitment information on the associated recruitment platform and the recruitment information in the management platform is greater than the preset threshold for the number of job openings with discrepancies, the recruitment information of the enterprise in the management platform is updated based on the enterprise visit data.

[0135] It is understood that the associated recruitment platform is the recruitment platform with the shortest average update cycle for the company's recruitment information.

[0136] Example 2

[0137] Secondly, such as Figure 4 As shown, this application provides a human resource management service platform, employing one of the aforementioned human resource management service methods, specifically including:

[0138] The modules include: recruitment information entry module, enterprise demand analysis module, and recruitment information update module.

[0139] The recruitment information entry module is responsible for entering and processing recruitment information from different companies within the industrial park.

[0140] The enterprise demand analysis module is responsible for analyzing and processing recruitment information from different enterprises to identify in-demand recruitment positions.

[0141] The recruitment information update module is responsible for updating recruitment information.

[0142] Example 3

[0143] Thirdly, the present invention provides a computer system comprising: a memory and a processor connected in communication, and a computer program stored in the memory and capable of running on the processor, wherein the processor executes the aforementioned human resource management service method when running the computer program.

[0144] The various embodiments in this specification are described in a progressive manner. Similar or identical parts between embodiments can be referred to mutually. Each embodiment focuses on describing the differences from other embodiments. In particular, the embodiments of apparatus, devices, and non-volatile computer storage media are basically similar to the method embodiments, so the descriptions are relatively simple; relevant parts can be referred to the descriptions of the method embodiments.

[0145] The foregoing has described specific embodiments of this specification. Other embodiments are within the scope of the appended claims. In some cases, the actions or steps recited in the claims may be performed in a different order than that shown in the embodiments and may still achieve the desired result. Furthermore, the processes depicted in the drawings do not necessarily require the specific or sequential order shown to achieve the desired result. In some embodiments, multitasking and parallel processing are possible or may be advantageous.

[0146] The above description is merely one or more embodiments of this specification and is not intended to limit this specification. Various modifications and variations can be made to the one or more embodiments of this specification by those skilled in the art. Any modifications, equivalent substitutions, improvements, etc., made within the spirit and principle of one or more embodiments of this specification should be included within the scope of the claims of this specification.

Claims

1. A human resource management service method characterized by, Specifically comprising: Obtaining recruitment information of different enterprises in the industrial park, and constructing a unified management platform based on the recruitment information, when the historical update situation of the different recruitment information in the industrial park determines that the management platform does not belong to a preset update type, entering the next step; Determining the associated enterprises of different recruitment positions based on the similarity of the recruitment positions of different enterprises in the industrial park, and determining the shortage recruitment positions in the recruitment positions based on the demand situation and the update time of the recruitment positions in different associated enterprises; When the update demand situation of the management platform meets the requirements based on the associated enterprise data of different shortage recruitment positions in the industrial park, determining the update processing strategy of the recruitment information of different enterprises in the management platform based on the distribution data and the historical update situation of the shortage recruitment positions of different enterprises; When the management platform belongs to the preset update type, using the recruitment position crawling data of the recruitment platform and the enterprise visit data of the preset frequency to update the recruitment information of all enterprises in the management platform; Determining that the management platform does not belong to the preset update type, specifically comprising: Determining the average update cycle of the recruitment information of different enterprises based on the historical update situation of the different recruitment information in the industrial park; Obtaining enterprises with an average update cycle less than a preset update duration, and taking them as frequently updated enterprises; Determining whether the management platform belongs to the preset update type based on the total number of recruitment positions of the frequently updated enterprises; When the total number of recruitment positions of the frequently updated enterprises is greater than a preset recruitment position quantity threshold, it is determined that the management platform belongs to the preset update type.

2. The human resource management service method according to Claim 1, wherein Constructing a unified management platform based on the recruitment information, specifically comprising: Inputting the recruitment information of different enterprises in the management platform to construct a unified management platform.

3. The human resource management service method according to Claim 1, wherein The method for determining the update processing strategy of the recruitment information of the enterprise in the management platform is: Determining the demand quantity of different shortage recruitment positions of the enterprise based on the distribution data of the shortage recruitment positions of the enterprise; Determining the recent update demand quantity based on the historical update situation of the enterprise in different shortage recruitment positions; Determining the update processing strategy of the recruitment information of the enterprise in the management platform based on the recent update demand quantity.

4. The human resource management service method according to Claim 3, wherein The recent update demand quantity is the demand quantity of the shortage recruitment positions with an update time within a preset time range.

5. The human resource management service method according to Claim 3, wherein Determining the update processing strategy of the recruitment information of the enterprise in the management platform based on the recent update demand quantity, specifically comprising: When the recent update demand quantity is greater than a preset update demand quantity threshold, using the recruitment position crawling data of the recruitment platform and the enterprise visit data of the preset frequency to update the recruitment information of the enterprise in the management platform; When the recent update demand quantity is not greater than the preset update demand quantity threshold, determining the update processing strategy of the recruitment information of the enterprise in the management platform based on the number of shortage recruitment positions of the enterprise; The number of the recruitment positions in shortage of the enterprise is determined to determine the update processing strategy of the recruitment information of the enterprise in the management platform, and specifically comprises: When the number of the recruitment positions in shortage of the enterprise is less than the preset value of the positions in shortage, the enterprise visiting data of the preset frequency is used to update the recruitment information of the enterprise in the management platform; When the number of the recruitment positions in shortage of the enterprise is not less than the preset value of the positions in shortage, the recruitment information of the enterprise in the associated recruitment platform is determined based on the preset period, and when the number of the positions with deviation between the recruitment information of the enterprise in the associated recruitment platform and the recruitment information in the management platform is greater than the preset threshold of the number of the positions with deviation, the enterprise visiting data is used to update the recruitment information of the enterprise in the management platform.

6. A human resource management service platform employing the human resource management service method according to any one of claims 1 to 5, characterized by, Specifically, it comprises: A recruitment information input module, an enterprise demand analysis module, and a recruitment information update module. The recruitment information input module is responsible for inputting the recruitment information of different enterprises in the industrial park; The enterprise demand analysis module is responsible for analyzing the recruitment information of different enterprises to determine the recruitment positions in shortage; The recruitment information update module is responsible for updating the recruitment information.

7. A computer system comprising: The memory and the processor connected in communication, and the computer program stored on the memory and capable of running on the processor, characterized in that the processor runs the computer program to execute the human resource management service method of any one of claims 1-5.

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