Digital employee management method based on robot process automation

Abstract

The invention discloses a digital employee management method based on robot process automation, and relates to a digital employee management method. According to the method, human resource data are acquired in a human module digital mode through RPA, the human resource data are initialized or updated according to the human resource data, corresponding menu permissions are opened for different user roles, and a demand management module acquires human demands of all departments and integrates the human demands to form digital employee development demands; the research and development module obtains an automated business process according to the digital employee development requirements, and develops the automated business process; and the performance analysis module summarizes and displays the operation performance of the digital employees. The business process of the digital employee is optimized through the RPA technology, errors of manual operation are reduced, the data processing efficiency and accuracy are improved, the operation efficiency of the digital employee can be visually seen through the efficiency analysis module, and the business process of the digital employee is optimized.

Description

Technical Field

[0001] The present invention relates to a digital employee management method, and in particular to a digital employee management method based on robotic process automation. Background Art

[0002] The development of RPA (Robotic Process Automation) and AI (Artificial Intelligence) has significantly accelerated the digital transformation of enterprises and boosted their productivity. As more and more companies adopt RPA and AI technologies to assist or even replace manual processes, the demand for hybrid workforce management and improved productivity is growing. This demand extends beyond simply analyzing the performance of digital employees to encompass the entire human resources management process, encompassing everything from organizational structure and job responsibilities to identifying workforce needs, recruitment, management, capacity building, performance analysis, and full-lifecycle management. Currently, the market lacks a comprehensive approach to both physical human resources management and digital employee management under this hybrid model. Summary of the Invention

[0003] The purpose of the present invention is to solve at least one of the technical problems existing in the prior art, and to provide a digital employee management method based on robotic process automation, which ensures the real-time and accuracy of human resources data, improves the usability and security of the management system, accurately converts the development needs of digital employees, provides a clear direction for R&D work, and efficiently identifies and develops automatable business processes, accelerates the deployment and application of digital employees, and can also summarize and display the operating efficiency of digital employees in real time, provide an intuitive performance evaluation basis, and help to continuously optimize the work efficiency and effectiveness of digital employees.

[0004] According to an embodiment of the present invention, a digital employee management method based on robotic process automation is proposed. The digital employee management method is applied to a digital employee management system. The digital employee system includes a digital human resources module, a demand management module, a research and development module, and a performance analysis module. The digital employee management method includes the following steps:

[0005] The digital human resources module obtains human resources data through RPA, initializes or updates human resources data based on the human resources data, and opens corresponding menu permissions for different user roles;

[0006] The demand management module obtains the human resource requirements of each department and integrates the human resource requirements to form digital employee development requirements;

[0007] The R&D module obtains automatable business processes based on the digital employee development requirements and develops the automatable business processes;

[0008] The performance analysis module summarizes and displays the operational performance of digital employees.

[0009] According to some embodiments of the present invention, the steps of the digital human resources module obtaining human resources data through RPA, initializing or updating human resources data based on the human resources data, and opening corresponding menu permissions for different user roles include:

[0010] The digital human resources module uses RPA to call the human resources standard data interface to download human resources data;

[0011] Generating a text file from the human resources data and storing it in a designated location of the system;

[0012] The PRA built-in standard component parses the text file and stores the parsed data in a temporary table of the database.

[0013] According to some embodiments of the present invention, the steps of obtaining human resource data through RPA, initializing or updating human resource data based on the human resource data, and opening corresponding menu permissions for different user roles further include:

[0014] The digital human resources module parses the scheduled tasks and parses the data in the temporary table of the database;

[0015] According to the analysis result, the data in the temporary table of the database is initialized or updated.

[0016] According to some embodiments of the present invention, the digital employee management method further includes the following steps:

[0017] The digital human resources module manages the functions of digital employees through the digital employee management module. The functions of digital employees include OCR image recognition, PRA process robots, biometrics, IOT, audio and video analysis, and natural language processing.

[0018] According to some embodiments of the present invention, the user role includes:

[0019] Scenario analysts, used to conduct business feasibility assessments of business scenarios;

[0020] An employee trainer is used to train the digital employees, debug the digital employees in a test environment, and conduct a pre-job review of the digital employees after debugging. The digital employees who pass the pre-job review can run in the system;

[0021] The manager is used to collect the digital employee work information of the digital employees who are already running in the system, summarize and evaluate the digital employee work information, and when the digital employee is evaluated to be unqualified, dismiss the digital employee or return the digital employee to the employee trainer, or, when the digital employee is evaluated to be qualified, send the digital employee work information to the digital human resources module for optimizing the digital employee position construction and the business process.

[0022] According to some embodiments of the present invention, the demand management module obtains the manpower requirements of each department and integrates the manpower requirements to form digital employee development requirements, including:

[0023] The demand management module enters the initiation process interface and obtains a form according to the demand;

[0024] After the user fills in basic information in the form, a digital employee development demand is formed;

[0025] After the demand management module reviews the digital employee development requirements, they are transferred to the R&D module.

[0026] According to some embodiments of the present invention, the R&D module obtains an automatable business process based on the digital employee scenario development requirements, and the steps of developing the automatable business process include:

[0027] The R&D module analyzes the development requirements of the digital employee scenarios;

[0028] Identify whether the activities, inputs, and outputs in the digital employee scenario development requirements are of similar types, and integrate them according to the digital employee scenario development requirements of different business departments to obtain the business process that can be automated;

[0029] Developed according to the business process described which can be automated.

[0030] According to some embodiments of the present invention, the step of the R&D module acquiring an automatable business process based on the digital employee development requirements and developing the automatable business process further includes:

[0031] Associating the developed automatable business process with the digital employee;

[0032] When the digital employee is running, the associated automatable business process is executed. According to some embodiments of the present invention, the R&D module obtains the automatable business process based on the digital employee scenario development requirements, and the step of developing the automatable business process further includes:

[0033] The R&D module analyzes the digital employee development needs based on a preset task analysis parameter table and the operational efficiency of the developed business process to obtain a comprehensive score;

[0034] The business process to be developed required for the digital employee development is determined as an automatable business process or a non-automatable business process based on the comprehensive score.

[0035] According to some embodiments of the present invention, the performance analysis module includes a digital employee performance dashboard and an energy efficiency indicator dashboard. The steps of summarizing and displaying the operational performance of digital employees by the performance analysis module include:

[0036] Select at least one operational efficiency field for configuration and visualize it on the digital employee performance dashboard, the operational efficiency field including the number of tasks, the number of man-hours saved, and the task success rate;

[0037] The execution status of the digital employee and the corresponding business process is viewed on the energy efficiency index dashboard. The performance analysis module calculates the performance of the digital employee according to the performance index definition and generates a performance report of the digital employee.

[0038] The digital employee management method based on robotic process automation according to an embodiment of the present invention has at least the following beneficial effects:

[0039] The Digital Human Resources module automatically acquires and updates human resources data based on RPA, ensuring real-time and accurate data. It also flexibly opens menu permissions based on user roles, improving the management system's usability and security. The Demand Management module comprehensively integrates the human resource needs of various departments and accurately converts them into development requirements for digital employees, providing a clear direction for R&D work. Based on these needs, the R&D module efficiently identifies and develops automatable business processes, accelerating the deployment and application of digital employees. The Performance Analysis module summarizes and displays the operational performance of digital employees in real time, providing an intuitive basis for performance evaluation and helping to continuously optimize the efficiency and effectiveness of digital employees.

[0040] Additional aspects and advantages of the present invention will be set forth in part in the description which follows and, in part, will be obvious from the description which follows, or may be learned by practice of the present invention. BRIEF DESCRIPTION OF THE DRAWINGS

[0041] The above and / or additional aspects and advantages of the present invention will become apparent and readily understood from the following description of the embodiments with reference to the accompanying drawings, in which:

[0042] Figure 1 A flowchart of a digital employee management method based on robotic process automation provided by an embodiment of the present invention;

[0043] Figure 2 This is a system module diagram of the digital employee management system provided by an embodiment of the present invention.

[0044] Figure 3 A schematic diagram of user roles for the digital employee management system provided by an embodiment of the present invention.

[0045] Figure 4 This is a flowchart of step S300 of the digital employee management method based on robotic process automation provided by an embodiment of the present invention. DETAILED DESCRIPTION

[0046] This section will describe in detail the specific embodiments of the present invention. The preferred embodiments of the present invention are shown in the accompanying drawings. The purpose of the accompanying drawings is to supplement the description of the text part of the specification with graphics, so that people can intuitively and vividly understand each technical feature and the overall technical solution of the present invention, but it should not be understood as a limitation on the scope of protection of the present invention.

[0047] In the description of the present invention, it should be understood that descriptions involving orientations, such as up, down, front, back, left, right, etc., indicating orientations or positional relationships, are based on the orientations or positional relationships shown in the accompanying drawings. They are only for the convenience of describing the present invention and simplifying the description, and do not indicate or imply that the device or element referred to must have a specific orientation, be constructed and operated in a specific orientation. Therefore, they cannot be understood as limitations on the present invention.

[0048] In the description of the present invention, "several" means one or more, "many" means more than two, "greater than," "less than," and "exceed" are understood to exclude the number itself, while "above," "below," and "within" are understood to include the number itself. The use of "first" and "second" in the description is solely for the purpose of distinguishing technical features and should not be construed as indicating or implying relative importance, implicitly specifying the number of the indicated technical features, or implicitly specifying the order of the indicated technical features.

[0049] In the description of the present invention, unless otherwise clearly defined, terms such as setting, installing, and connecting should be understood in a broad sense, and technicians in the relevant technical field can reasonably determine the specific meanings of the above terms in the present invention based on the specific content of the technical solution.

[0050] First, refer to Figure 1 and Figure 2 The present invention proposes a digital employee management system and a digital employee management method based on robotic process automation applied to the digital employee management system. The digital employee management system includes a human resources module, a demand management module, a research and development module, and an efficiency analysis module.

[0051] Digital workforce management approaches based on robotic process automation include:

[0052] S100: The digital human resources module obtains human resources data through RPA (robotic process automation technology), initializes or updates human resources data based on the human resources data, and opens corresponding menu permissions for different user roles;

[0053] RPA uses pre-set instructions to instruct robots on how to perform tasks. These instructions can be based on existing business processes or on historical human user activity. These tasks typically involve a series of repetitive computer operations, such as data entry, file processing, and system interaction. Following these instructions, RPA robots simulate human computer operations, such as clicking the mouse, typing on the keyboard, and opening applications, to automatically complete a series of pre-defined tasks and automate business processes.

[0054] Specifically, the digital human resources module automatically obtains human resources data through RPA, including organizational structure data, employee information data, job information data, job responsibility data and digital employee data.

[0055] S200: The demand management module obtains the human resource requirements of each department and integrates them to form digital employee development requirements;

[0056] Among them, each department proposes human resource needs, enters the initiation process interface in the demand management module, and obtains a form based on the needs; after the user fills in basic information in the form, digital employee development needs are formed; after the demand management module reviews the digital employee development needs, it is transferred to the R&D module.

[0057] Specifically, the user obtains a form through the digital employee management module in the process interface, fills in basic information in the form, and forms digital employee development requirements.

[0058] S300: The R&D module obtains and develops automatable business processes based on the development needs of digital employees.

[0059] S400: The performance analysis module summarizes and displays the operational performance of digital employees.

[0060] By optimizing the business processes of digital employees through RPA technology, manual operation errors are reduced, and the efficiency and accuracy of data processing are improved. In addition, the performance analysis module can intuitively display the operating efficiency of digital employees, which helps to optimize the business processes of digital employees.

[0061] In addition, in one embodiment, step S100 includes but is not limited to the following steps:

[0062] (1) Generate text files from human resources data and store them in the designated location of the system;

[0063] (2) The PRA built-in standard component parses the text file and stores the parsed data into a temporary table in the database.

[0064] Among them, human resources data is generated into a text file in txt format through the RPA standard component, and the file is stored in a specified location of the computer system by date, making it convenient for users to find related files in date order. Then, the text file in txt format is parsed through the built-in JSON standard component of PRA, and the parsed data is stored in a temporary table in the database through the standard component JDBC.

[0065] In addition, in one embodiment, step S100 further includes but is not limited to the following steps:

[0066] (1) The digital human resources module parses scheduled tasks and parses the data in the database temporary table;

[0067] (2) Based on the analysis results, the data in the database temporary table is initialized or updated.

[0068] The digital employee management system maintains scheduled tasks, while the digital human resources module performs scheduled parsing tasks. SQLScript scripts are used to periodically parse human resources data in the database's temporary human resources tables to initialize or update the digital employee management system's data, maintaining consistency between the digital employee management system and the data source. Furthermore, distributing data across multiple tables improves system scalability and flexibility. For example, if there is a data source table called department_source and a data table called department for the digital employee management system, adding new data types or attributes can be introduced in the department_source table without requiring complex modifications to the department table, while maintaining data consistency through scheduled tasks. It is understood that data in the data source includes raw data from external systems, user input, or other sources. This data may not have been validated, cleansed, or transformed. Data in the digital employee management system, on the other hand, is validated and cleansed data used to support daily business operations. Maintaining data between the digital employee management system and the data source provides a buffer zone, allowing testing and validation without impacting the production system. It also supports data rollback or recovery strategies, allowing for restoration to a previous state if issues arise during data migration.

[0069] It is understood that the relationships between data organizational structures are central. When data consistency is ensured, their associations also remain consistent. For example, if Department A is added upstream in the system of the present invention, Department A maintains Sub-Department A1, and Employee Zhang San is maintained under that sub-department. After this data is synchronized and updated to the digital employee management system, the associations between departments, sub-departments, and employees within those sub-departments remain accurate.

[0070] According to some embodiments of the present invention, the digital employee management method further includes the following steps:

[0071] The digital human resources module manages the functions of digital employees through the digital employee management module.

[0072] Specifically, the functions of digital employees include OCR image recognition, PRA process robots, biometrics, IoT (Internet of Things), audio and video analysis, and natural language processing.

[0073] Among them, the functions of digital employees also include front-end data crawling, data operations (such as string conversion, data tables, mathematical operations and date and time, etc.) and simulated mobile phone operations. Among them, OCR is optical character recognition, which is a technology that converts text in pictures, photos or scans into editable text; PRA process robots can be used to automate processes such as web page operations, application software operations, office software operations, email operations and system operations (such as setting environment variables, using clipboards and running scripts, etc.); biometrics include liveness detection (for example, requiring users to follow given instructions to perform actions, detecting the execution of these actions, and judging whether the user is a real organism), face recognition (using nodes or punctuation points distributed on the face to measure facial features, and comparing these features with digital IoT includes intelligent cameras in the construction of digital employees; audio and video analysis includes automatic speech recognition (ASR), text-to-speech (TTS), sensitive word detection, speech integrity detection, same-frame or in-frame detection, customer flow statistics analysis, and regional thermal analysis; natural language processing includes short text processing and long text processing.

[0074] It is understandable that when digital employees crawl image data on the front end, combining it with the OCR image recognition function can improve the efficiency of digital employees' front-end data crawling;

[0075] During voice interaction, the digital employee's sensitive word detection detects and filters out sensitive content, ensuring that the digital employee's interaction content complies with regulations and ethical standards; the digital employee uses semantic analysis to ensure that the digital employee's responses are complete and accurate, meeting user expectations; the digital employee determines whether a specific target appears in a designated area of an image or video, providing the digital employee with target monitoring and tracking functions; the digital employee analyzes video data and calculates the passenger flow and crowd density in the target area, providing data support for business decision-making and operational optimization; the digital employee generates a heat map of the target area based on user behavior and location data, helping the digital employee understand user behavior patterns and preferences, thereby providing more personalized services and recommendations.

[0076] According to some embodiments of the present invention, Figure 3 As shown, user roles include:

[0077] Scenario analysts, used to conduct business feasibility assessments of business scenarios;

[0078] Employee trainers are used to train digital employees, debug their work in a test environment, and conduct pre-job reviews of digital employees after debugging. Digital employees who pass the pre-job reviews can run in the system.

[0079] Managers are used to collect digital employee work information of digital employees who are already running in the system, summarize and evaluate the work information of digital employees. When a digital employee is evaluated as unqualified, the digital employee will be dismissed or returned to the employee trainer. Alternatively, when a digital employee is evaluated as qualified, the digital employee work information will be sent to the digital human resources module to optimize the job construction and business processes of digital employees.

[0080] It is understandable that scenario analysts conduct business feasibility assessments on business scenarios, that is, they assess whether the business processes in the business scenarios can be automated and assess the technical feasibility, and then split the business scenarios into multiple business processes that can be automated; employee trainers conduct technical development of business processes and link them to corresponding digital employees. In test environments and simulation environments, they simulate and debug digital employees to ensure that digital employees are competent for their positions. After debugging is completed, digital employees are reviewed. If the review fails, they are re-debugged and then evaluated. The basis for whether the review passes or fails is set according to requirements. After the digital employee passes the review, it is officially put into operation. During the operation, the manager collects the digital employee work information of the digital employees already running in the system, including workload, working hours, work efficiency, work output, business processes involved, positions involved, and departments involved, and summarizes and evaluates this information.

[0081] According to some embodiments of the present invention, Figure 4As shown, in step S300, the following steps are included but not limited to:

[0082] (1) The R&D module analyzes the development needs of digital employee scenarios;

[0083] (2) Identify whether the activities, inputs, and outputs in the digital employee scenario development requirements are of similar types, and integrate them according to the digital employee scenario development requirements of different business departments to obtain automatable business processes;

[0084] (3) Develop based on automatable business processes.

[0085] (4) Connecting developed automatable business processes to digital employees;

[0086] (5) When the digital employee is running, it executes the associated automatable business processes.

[0087] It should be understood that in this embodiment, Department A and Department B respectively put forward Demand A and Demand B. The input of Demand A is a report containing columns x and y, and the output of Demand A is to send the report containing columns x and y to the designated position. The input of Demand B is a report containing columns x, y and z, and the output of Demand B is to send the report containing columns x, y and z to the designated position. After identification, the R&D module obtains that the data in column z is open to Department A and Department B. The input and output of Demand A and Demand B are of similar types, so the input is optimized to a report containing columns x, y and z, and the output is to send the report containing columns x, y and z to the sending positions designated by Department A and the sending positions designated by Department B, which meets the needs of two departments and saves two digital employees at the same time.

[0088] In another embodiment, the digital employee management system is configured with digital employees A and B, who respectively execute the business processes of position A and position B. Position A's business process involves exporting the current day's approved processes and the source data required for subsequent data entry from the OA system and then placing them in a designated FTP location. Position B's business process involves retrieving data from FTP and entering it into another business system the day after position A completes the process. When positions A and B request digital employee development, the R&D module recognizes that position A's output and position B's input are of similar types and integrates the two digital employees into a single, optimized digital employee. This employee monitors the process approval status of the OA system in real time and, once the OA system's process approval is complete, automatically logs into the other business system to retrieve data from the designated FTP location for entry.

[0089] According to some embodiments of the present invention, step S300 further includes the following steps:

[0090] (1) The R&D module analyzes the development needs of digital employees based on the preset task analysis parameter table and the operational efficiency of the developed business processes, and obtains a comprehensive score;

[0091] (2) Based on the comprehensive scores, the business processes to be developed for digital employee development needs are determined as either automatable or non-automatable.

[0092] Among them, the task analysis parameter table includes scoring points, detailed indicators, weights, specific content and definitions of indicators, scoring standards, individual scores and comprehensive scores. The R&D module obtains a comprehensive score through specific content analysis of digital employee development needs. When the comprehensive score reaches a certain preset value, the R&D module will determine the business process to be developed for digital employee development needs as a business process that can be automated and enter the development stage, and return the development results to the human resources module. Otherwise, the R&D module will determine the business process to be developed for digital employee development needs as a business process that cannot be automated, and form an evaluation report and return it to the human resources module.

[0093] In addition, in one embodiment, the performance analysis module includes a digital employee performance dashboard and an energy efficiency indicator dashboard. In step S400, the following steps are also included:

[0094] (1) Select at least one operational efficiency field to configure and visualize on the digital employee performance dashboard. The operational efficiency fields include the number of tasks, the number of working hours saved, and the task success rate;

[0095] (2) Check the execution status of digital employees and corresponding business processes on the energy efficiency indicator dashboard. The efficiency analysis module calculates the efficiency of digital employees according to the efficiency indicator definition and generates an efficiency report for digital employees.

[0096] Among them, the digital employee performance dashboard can visualize the operational efficiency fields configured for different departments. The operational efficiency fields also include indicators such as the planned man-days for scenarios, the actual man-days for scenario development, the original manual time, the RPA running time, the number of processes, and the man-days saved.

[0097] Among them, the execution status of digital employees and corresponding associated business processes can be viewed on the energy efficiency indicator dashboard. The execution status includes the digital employee name, associated process name, process requirement introduction, process execution time, process execution results and manual consumption time.

[0098] The definition of performance indicators includes sub-indicators and numerical values. Each sub-indicator has a corresponding numerical value. The performance of each business process is the sum of the numerical values of each sub-indicator corresponding to each business process. By calculating the performance of each digital employee's tasks based on the sub-indicators, the overall effectiveness of the digital employee can be determined. The Energy Efficiency Indicator Dashboard displays all indicators by default. Users can find the required digital employee by checking the required indicator and exporting the relevant report. The Energy Efficiency Indicator Dashboard also supports year-on-year, month-on-month, and benchmark analysis for each digital employee, effectively monitoring changes in digital employee tasks and comparing their performance with other digital employees to prepare for subsequent digital employee optimization.

[0099] Throughout this specification, references to terms such as "one embodiment," "further embodiments," "some specific embodiments," or "some examples" indicate that the specific features, structures, or characteristics described in conjunction with that embodiment or example are included in at least one embodiment or example of the present invention. In this specification, schematic representations of these terms do not necessarily refer to the same embodiment or example. Furthermore, the specific features, structures, materials, or characteristics described may be combined in any suitable manner in any one or more embodiments or examples.

[0100] While embodiments of the present invention have been shown and described, it will be appreciated by those skilled in the art that various changes, modifications, substitutions, and variations may be made to the embodiments without departing from the principles and spirit of the invention, and that the scope of the invention is defined by the claims and their equivalents.

Claims

1. A digital employee management method based on robotic process automation, characterized in that: Applied to a digital employee management system, the digital employee management system includes a digital human resources module, a demand management module, a research and development module, and a performance analysis module. The digital employee management method includes the following steps: The digital human resources module obtains human resources data through RPA, initializes or updates human resources data based on the human resources data, and opens corresponding menu permissions for different user roles; The demand management module obtains the human resource requirements of each department and integrates the human resource requirements to form digital employee development requirements; The R&D module obtains automatable business processes based on the digital employee development requirements and develops the automatable business processes; The performance analysis module summarizes and displays the operational performance of digital employees.

2. The digital employee management method for robotic process automation according to claim 1, characterized in that: The steps of the digital human resources module obtaining human resources data through RPA, initializing or updating human resources data according to the human resources data, and opening the corresponding menu permissions for different user roles include: The digital human resources module uses RPA to call the human resources standard data interface to download human resources data; Generating a text file from the human resources data and storing it in a designated location of the system; The PRA built-in standard component parses the text file and stores the parsed data in a temporary table of the database.

3. The digital employee management method for robotic process automation according to claim 2, characterized in that: The digital human resources module obtains human resources data through RPA, initializes or updates human resources data based on the human resources data, and opens the corresponding menu permissions for different user roles, further comprising: The digital human resources module parses the scheduled tasks and parses the data in the temporary table of the database; According to the analysis result, the data in the temporary table of the database is initialized or updated.

4. The digital employee management method for robotic process automation according to claim 1, characterized in that: The digital employee management method further comprises the following steps: The digital human resources module manages the functions of digital employees through the digital employee management module. The functions of digital employees include OCR image recognition, PRA process robots, biometrics, IOT, audio and video analysis, and natural language processing.

5. The digital employee management method for robotic process automation according to claim 1, characterized in that: The user roles include: Scenario analysts, used to conduct business feasibility assessments of business scenarios; An employee trainer is used to train the digital employees, debug the digital employees in a test environment, and conduct a pre-job review of the digital employees after debugging. The digital employees who pass the pre-job review can run in the system; The manager is used to collect the digital employee work information of the digital employees who are already running in the system, summarize and evaluate the digital employee work information, and when the digital employee is evaluated to be unqualified, dismiss the digital employee or return the digital employee to the employee trainer, or, when the digital employee is evaluated to be qualified, send the digital employee work information to the digital human resources module for optimizing the digital employee position construction and the business process.

6. The digital employee management method for robotic process automation according to claim 1, characterized in that: The demand management module obtains the manpower requirements of each department and integrates the manpower requirements to form digital employee development requirements, including: The demand management module enters the initiation process interface and obtains a form according to the demand; After the user fills in basic information in the form, a digital employee development demand is formed; After the demand management module reviews the digital employee development requirements, they are transferred to the R&D module.

7. The digital employee management method for robotic process automation according to claim 1, characterized in that: The R&D module obtains automatable business processes based on the digital employee scenario development requirements, and develops the automatable business processes, including: The R&D module analyzes the development requirements of the digital employee scenarios; Identify whether the activities, inputs, and outputs in the digital employee scenario development requirements are of similar types, and integrate them according to the digital employee scenario development requirements of different business departments to obtain the business process that can be automated; Developed according to the business process described which can be automated.

8. The digital employee management method for robotic process automation according to claim 1, characterized in that: The R&D module acquires automatable business processes based on the digital employee development requirements and develops the automatable business processes, further comprising: Associating the developed automatable business process with the digital employee; When the digital employee is running, the associated automatable business process is executed.

9. The digital employee management method for robotic process automation according to claim 1, characterized in that: The R&D module acquires automatable business processes based on the digital employee scenario development requirements, and develops the automatable business processes, further comprising: The R&D module analyzes the digital employee development needs based on a preset task analysis parameter table and the operational efficiency of the developed business process to obtain a comprehensive score; The business process to be developed required for the digital employee development is determined as an automatable business process or a non-automatable business process based on the comprehensive score.

10. The digital employee management method for robotic process automation according to claim 1, characterized in that: The efficiency analysis module includes a digital employee performance dashboard and an energy efficiency indicator dashboard. The steps of summarizing and displaying the operational efficiency of digital employees in the efficiency analysis module include: Select at least one operational efficiency field for configuration and visualize it on the digital employee performance dashboard, the operational efficiency field including the number of tasks, the number of man-hours saved, and the task success rate; The execution status of the digital employee and the corresponding business process is viewed on the energy efficiency index dashboard. The performance analysis module calculates the performance of the digital employee according to the performance index definition and generates a performance report of the digital employee.

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