Hospital employee development management system and method based on personalized learning path

Abstract

The invention provides a hospital employee development management system and method based on a personalized learning path, and relates to the technical field of resource development management, and the method comprises the steps: constructing a dynamic ability portrait corresponding to the occupational ability of a hospital employee through occupational development intention data; generating an energy level evolution trend of the hospital employees in post promotion based on the post promotion attribute of the hospital, and determining a collaborative competency path of the hospital employees in a promotion evaluation window period; determining the interaction adaptation efficiency of the hospital employees in the on-duty adaptation period according to the capability achievement description, and performing association planning on the interaction adaptation efficiency to obtain development association tags of the hospital employees in the on-duty nodes; and performing self-adaptive matching on the post allocation strategy in the vocational development according to the cooperative competency path and the development association label. According to the method, when the post allocation strategy response lags behind, the hospital employee ability portraits and the post demands can be subjected to accurate association planning, so that the support ability of personalized development of the hospital employees is improved.

Description

Technical Field

[0001] The present application relates to the technical field of resource development management, and more specifically, to a hospital staff development management system and method based on personalized learning paths. Background Art

[0002] Resource development management refers to a comprehensive approach to talent development and cultivation, encompassing the coordinated planning, dynamic allocation, and continuous optimization of resources (including training courses, research project opportunities, mentorship, clinical practice assignments, and cross-departmental collaboration opportunities) required by employees across different roles and competency levels. Its core purpose is to meticulously allocate human, technological, and educational resources based on individual employee development needs and career goals, ultimately enhancing their overall quality and job competency.

[0003] However, existing hospital employee development management methods based on personalized learning paths suffer from deficiencies in their perception of dynamic changes in employee capabilities, a disconnect between job promotion paths and individual capability growth, difficulty quantifying the results of job rotation practices, and a lag in job allocation strategy response. These shortcomings make it difficult to accurately identify employee competencies and development potential across different positions and stages, leading to a poor match between talent development and job requirements, poor resource utilization efficiency, and unclear career development paths for employees, thus limiting the strategic nature of the hospital's overall human resource allocation. Therefore, the industry faces the challenge of accurately mapping hospital employee capability profiles with job requirements to improve support for personalized employee development when job allocation strategies lag. Summary of the Invention

[0004] This application provides a hospital staff development management system and method based on personalized learning paths, which can accurately correlate hospital staff capability profiles and job requirements when the job allocation strategy response lags, so as to improve the support capacity for the personalized development of hospital employees.

[0005] In a first aspect, the present application provides a hospital staff development management method based on a personalized learning path, the development management method comprising the following steps: Obtaining the career development intention data of hospital employees, and constructing dynamic capability profiles corresponding to the professional capabilities of hospital employees based on the career development intention data; Generate the energy level evolution trend of hospital employees in job promotion based on the hospital's job promotion attributes, and collaboratively map the energy level evolution trend and the dynamic capability profile to obtain the collaborative competency path of hospital employees within the promotion evaluation window period; Determine the ability achievement description of hospital employees in rotation practice, determine the interactive adaptation effectiveness of hospital employees during the rotation adaptation cycle based on the ability achievement description, perform correlation planning on the interactive adaptation effectiveness, and obtain the development correlation label of hospital employees in the rotation node; The collaborative competency path and the development-related tags are used to adaptively match the job deployment strategy in career development.

[0006] In this embodiment, the career development intention data refers to the expected information expressed by hospital employees based on their personal career goals, ability expectations, and development interests.

[0007] In this embodiment, constructing a dynamic capability profile corresponding to the professional capabilities of hospital employees using the career development intention data specifically includes: Mapping the career development intention data to target competency items in a preset competency model; Determine the ability achievement boundary corresponding to the hospital staff's professional ability based on the target ability item; Determine the dynamic capability profile corresponding to the professional capabilities of hospital employees based on the capability achievement boundaries.

[0008] In this embodiment, generating the level evolution trend of hospital employees in job promotion based on the hospital's job promotion attributes specifically includes: Determine the job promotion attributes of the hospital; Constructing a promotion path map for hospital employees in job promotion based on the job promotion attributes; determining a promotion potential score for hospital employees based on the promotion path map; The promotion potential score is used to generate the energy level evolution trend of hospital employees in job promotion.

[0009] In this embodiment, the collaborative competency path refers to a plan for hospital employees to achieve full competence for target positions within a preset time period.

[0010] In this embodiment, determining the hospital staff's ability to achieve descriptions in rotation practice specifically includes: Obtain the job competency sequence for the hospital's target rotation; During the rotation practice cycle, collect behavioral performance data of hospital employees during rotation practice; The ability achievement description of hospital staff in job rotation practice is determined through the job ability sequence and the behavioral performance data.

[0011] In this embodiment, the interaction adaptation effectiveness is associated with planning, and the development-related labels of hospital employees in the rotation nodes are obtained, specifically including: Determining the capability evolution rules of hospital staff in rotation nodes according to the interactive adaptation effectiveness; Matching the capability evolution rule with the preset capability rule to obtain capability verification attributes of hospital employees; The development-related label of the hospital employee in the rotation node is determined according to the capability verification attribute.

[0012] In this embodiment, the development-related label refers to a classification mark of the employee's current development status and future potential at the rotation node.

[0013] In this embodiment, adaptively matching the job deployment strategy in career development using the collaborative competency path and the development-related tag specifically includes: Determine the competency contribution of hospital staff in their career development based on the collaborative competency pathway; Determining the deployment and fit indicators of hospital employees in their career development through the development-related tags; The competency contribution and the deployment fit index are used to verify the job deployment strategy in career development and perform adaptive matching.

[0014] In a second aspect, the present application provides a hospital staff development management system based on a personalized learning path, for executing a hospital staff development management method based on a personalized learning path, the development management system comprising: A profile building module is used to obtain the career development intention data of hospital employees and build dynamic capability profiles corresponding to the professional capabilities of hospital employees based on the career development intention data; A collaborative mapping module is used to generate the energy level evolution trend of hospital employees in their job promotion based on the hospital's job promotion attributes, and collaboratively map the energy level evolution trend with the dynamic capability profile to obtain the collaborative competency path of hospital employees within the promotion evaluation window period; The association planning module is used to determine the ability achievement description of hospital employees in rotation practice, determine the interactive adaptation effectiveness of hospital employees during the rotation adaptation cycle based on the ability achievement description, perform association planning on the interactive adaptation effectiveness, and obtain the development association label of the hospital employees in the rotation node; A strategy matching module is used to adaptively match the job deployment strategy in career development based on the collaborative competency path and the development association label.

[0015] The technical solutions provided by the embodiments disclosed in this application have the following beneficial effects: Obtain the career development intention data of hospital employees, and construct a dynamic capability portrait corresponding to the hospital employees' professional capabilities through the career development intention data; generate the energy level evolution trend of hospital employees in job promotion based on the hospital's job promotion attributes, and collaboratively map the energy level evolution trend and the dynamic capability portrait to obtain the collaborative competence path of hospital employees within the promotion evaluation window period; determine the ability achievement description of hospital employees in rotation practice, determine the interactive adaptation effectiveness of hospital employees within the rotation adaptation cycle based on the ability achievement description, perform correlation planning on the interactive adaptation effectiveness, and obtain the development association label of hospital employees in the rotation node; adaptively match the job deployment strategy in career development by the collaborative competence path and the development association label.

[0016] It can be seen from this that in this application, the overall coordination ability of the hospital's human resource allocation can be improved under the premise of insufficient perception of the dynamic changes in the hospital staff's capabilities; among them, through dynamic capability portraits, the personalized capability characteristics and development needs of employees can be accurately identified and dynamically reflected; by determining the collaborative competence path of hospital employees during the promotion evaluation window period, the employee's capability growth trajectory in the promotion process can be simulated, and the capability supplement path in their promotion stage can be accurately planned, thereby improving the scientific nature of promotion decisions and the dynamic adaptability of employee competence; through the development-related labels of hospital employees in the rotation nodes, the comprehensive adaptation performance of employees in the actual rotation process can be fully quantified, and key capability evolution information can be extracted; through adaptive matching of job allocation strategies in career development, a high degree of matching between job allocation strategies and employee capability development status can be achieved, promoting the coordination of individual growth and organizational strategic goals, and improving the accuracy of job allocation.

[0017] To sum up, the technical solution adopted in this application can accurately correlate the hospital employee capability profiles and job requirements when the job allocation strategy response lags, so as to improve the support capacity for the personalized development of hospital employees. BRIEF DESCRIPTION OF THE DRAWINGS

[0018] In order to more clearly illustrate the embodiments of the present application or the technical solutions in the prior art, the following briefly introduces the drawings required for use in the embodiments or the description of the prior art. Obviously, the drawings described below are only the embodiments of the present application. For ordinary technicians in this field, other drawings can be obtained based on these drawings without paying any creative labor.

[0019] Figure 1 is an exemplary flow chart of a hospital staff development management method based on personalized learning paths provided in this application; Figure 2 It is a flowchart for determining collaborative competency paths according to the application; Figure 3 This is a flow chart of determining the interactive adaptation effectiveness provided by this application; Figure 4 This is a module structure diagram of a hospital staff development management system based on personalized learning paths provided in this application. DETAILED DESCRIPTION

[0020] The following will be combined with the drawings in the embodiments of this application to clearly and completely describe the technical solutions in the embodiments of this application. Obviously, the embodiments described are only part of the embodiments of this application, not all of the embodiments. Based on the embodiments in this application, all other embodiments obtained by ordinary technicians in this field without making creative efforts are within the scope of protection of this application.

[0021] The embodiment of the present application provides a hospital employee development management system and method based on personalized learning paths, the core of which is to obtain the career development intention data of hospital employees, and construct a dynamic capability portrait corresponding to the hospital employees' professional capabilities through the career development intention data; generate the energy level evolution trend of hospital employees in job promotion based on the hospital's job promotion attributes, and collaboratively map the energy level evolution trend and the dynamic capability portrait to obtain the collaborative competence path of hospital employees within the promotion evaluation window period; determine the ability achievement description of hospital employees in rotation practice, determine the interactive adaptation efficiency of hospital employees within the rotation adaptation cycle according to the ability achievement description, perform correlation planning on the interactive adaptation efficiency, and obtain the development association label of hospital employees in the rotation node; adaptively match the job deployment strategy in career development by the collaborative competence path and the development association label.

[0022] Example 1: In order to better understand the above technical solution, the above technical solution will be described in detail below with reference to the accompanying drawings and specific implementation methods. Figure 1 As shown in FIG, this figure is an exemplary flow chart of a hospital staff development management method based on a personalized learning path according to this embodiment of the present application, and the development management method includes the following steps: In step S1, the career development intention data of hospital employees are obtained, and dynamic capability profiles corresponding to the professional capabilities of hospital employees are constructed based on the career development intention data.

[0023] In specific implementation, the career development intention data of hospital employees can be obtained in the following ways, namely: a structured electronic questionnaire containing multi-dimensional content such as career goals, job interests, future development path preferences, training needs, etc. is distributed to all employees, and employees can fill it out and submit it online in the personal information portal; intention keywords are automatically extracted in combination with the self-evaluation and promotion intention records of employees in the annual performance evaluation report; at the same time, through regular interviews, human resources specialists interview employees face-to-face or online according to a uniformly designed interview outline and form structured text records, and then extract intention information through natural language processing technology; finally, all source data are concentrated in the career development database, and the career development intention data of hospital employees are obtained by reading the career development database. In other embodiments, other methods can also be used to obtain the career development intention data of hospital employees, which are not limited here.

[0024] It should be noted that, in this application, career development intention data refers to the expected information expressed by hospital employees based on their personal career goals, ability expectations and development interests.

[0025] In this embodiment, the following steps may be used to construct a dynamic capability profile corresponding to the professional capabilities of hospital employees using the career development intention data: Mapping the career development intention data to target competency items in a preset competency model; Determine the ability achievement boundary corresponding to the hospital staff's professional ability based on the target ability item; Determine the dynamic capability profile corresponding to the professional capabilities of hospital employees based on the capability achievement boundaries.

[0026] To implement this, a pre-defined competency model for the hospital's talent management center is first established. This model includes multiple target competencies, such as professional and technical skills, scientific research skills, management and coordination skills, and interdisciplinary comprehensive skills. After obtaining data on hospital employees' career development intentions, natural language processing technology and keyword semantic analysis are used to extract information about employees' wishes, interests, and development directions expressed in questionnaires, interviews, and performance feedback. These intentions are then semantically matched and categorized with specific target competencies in the competency model. For example, if an employee expresses a desire to "undertake scientific research projects and publish more papers," their intention is automatically associated with the scientific research competency. If an employee expresses a desire to "participate in cross-departmental collaboration," the result of this semantic matching and classification is used as the target competency. Then, all quantitative and qualitative performance data for each employee under this target competency is collected, including historical performance appraisal scores, training course grades, practical operation assessment results, patient and colleague feedback ratings, and the quantity and quality of scientific research outputs. Conduct a multi-dimensional weighted analysis of the collected data, and calculate the employee's current score for that competency item using big data analysis methods (such as a multi-indicator comprehensive scoring model). Compare the employee's score to the competency threshold set for the position or hospital. The comparison method can use a percentage to measure the competency attainment boundary. For example, if the required score for a position's scientific research competency is 85 points and the employee's current scientific research competency is 70 points, then the competency attainment boundary is 82.4% (70 / 85), thus obtaining the competency attainment boundary. Finally, input each target competency item and competency attainment boundary into the employee competency profiling system as a numerical indicator, generating various visual representations such as competency radar charts and competency matrix charts. Based on the changing trends in employee competency performance (such as the competency growth curve over the past three years), a time series analysis method is introduced to evaluate the improvement speed, stability, and growth potential of different competency items, adding dynamic feature dimensions. The output visual representation serves as a dynamic competency profile corresponding to the hospital employee's professional competency.

[0027] It should be noted that in this application, the preset capability model refers to a capability structure system that is pre-established based on the overall strategic needs of the hospital and job competency requirements, and includes multiple capability dimensions and detailed capability items; the target capability item refers to the functional unit in the preset capability model that is used to specifically describe the professional level, comprehensive quality and development potential of employees; the capability achievement boundary refers to the degree of completion of employees' capabilities in specific capability items; the dynamic capability portrait refers to a multi-dimensional capability map that three-dimensionally displays the overall picture of employees' capabilities and future development trends.

[0028] In step S2, the energy level evolution trend of hospital employees in job promotion is generated based on the hospital's job promotion attributes, and the energy level evolution trend and the dynamic capability portrait are collaboratively mapped to obtain the collaborative competence path of hospital employees during the promotion evaluation window period.

[0029] In this embodiment, the following steps can be used to generate the energy level evolution trend of hospital employees in job promotion based on the job promotion attributes of the hospital: Determine the job promotion attributes of the hospital; Constructing a promotion path map for hospital employees in job promotion based on the job promotion attributes; determining a promotion potential score for hospital employees based on the promotion path map; The promotion potential score is used to generate the energy level evolution trend of hospital employees in job promotion.

[0030] In the specific implementation, first, list all existing job types in the hospital (such as resident physicians, attending physicians, associate chief physicians, chief physicians, department heads, discipline leaders, etc.), clarify the responsibilities, ability requirements, scientific research requirements, service indicators and management responsibilities of each position, set core indicators required for promotion for each position, such as years of service, quantity and quality of scientific research results, etc., and then combine the hospital's talent echelon construction plan to set weights for the promotion conditions of each position, use expert seminars and historical promotion case data analysis methods for comprehensive confirmation, and form a multi-indicator job promotion attribute list, and obtain the hospital's job promotion attributes from this multi-indicator job promotion attribute list. Next, nodes are established for each position in the hospital according to job grades and ability requirements. Each node represents a specific job level (such as resident physician node, attending physician node, etc.); according to the promotion conditions and weights set in the job promotion attributes, multidimensional vectors are used to describe the achievement conditions on each promotion path (such as scientific research results ≥3, patient satisfaction ≥90 points, seniority ≥5 years, etc.), and historical promotion case data in the hospital's internal big data system are used to count the success rate and duration of past employees' promotion paths, improve the feasibility labeling of path conditions, and dynamically correct different conditions. The results of the dynamic correction are used as the promotion path map of hospital employees in job promotion. Then, the dynamic competency profile system imports the employee's current competency indicator data, including scientific research level, technical skills, teamwork performance, management ability, and comprehensive assessment scores. The conditions at each node in the promotion path map are compared, and a conditional fitness algorithm is used to calculate the employee's achievement rate. For example, if three scientific research achievements are required and an employee completes two, the achievement rate for that item is 66.7%. The weighted total score of all conditions is then calculated to generate the employee's overall fitness score for each promotion path. This overall fitness score is used as the hospital employee's promotion potential score. Finally, an employee competency growth curve model is established, using multidimensional data such as historical competency growth rates, training feedback, and promotion cases to fit the growth trends of each employee's competency over time. Based on the fitted model, the probability of the employee's potential position level at each key time point in the future (e.g., 1 year, 3 years, 5 years) is derived and corrected based on the promotion potential score. The predicted results are visualized and used as the hospital employee's competency level evolution trend.

[0031] It should be noted that, in this application, job promotion attributes refer to a comprehensive set of features that describe the core conditions and weights required for job promotion; the promotion path map refers to a network diagram of the path of employees from one job level to a higher level; the promotion potential score refers to the degree of match between the current ability status of hospital employees and the promotion conditions in the promotion path map; the energy level evolution trend refers to the future development trajectory of hospital employees in the evolution of job levels.

[0032] Preferably, in this embodiment, the energy level evolution trend and the dynamic capability portrait are collaboratively mapped to obtain the collaborative competency path of hospital employees during the promotion evaluation window period. Figure 2 As shown in FIG, this figure is a flowchart of determining a collaborative competency path in some embodiments of the present application. In this embodiment, determining a collaborative competency path can be implemented using the following steps: In step S21, a target promotion node and a corresponding promotion evaluation window are determined according to the energy level evolution trend; In step S22, the capability level identifier of the target promotion node is extracted from the dynamic capability portrait; In step S23, the competence gap information of the hospital staff within the promotion evaluation window period is determined according to the competence level identifier; In step S24, the collaborative competency path of the hospital staff within the promotion assessment window period is determined based on the capability gap information.

[0033] In specific implementation, first, based on the hospital employee ability level evolution trend chart, clarify the job level that employees can achieve in the future and the corresponding time estimation trajectory. Combined with the hospital's job promotion plan and human resources strategy, set the target promotion node, for example, the employee plans to be promoted to deputy chief physician or scientific research group leader within three years; and set the promotion evaluation window period, that is, the time period for ability evaluation and assessment for the target promotion node, such as six months to one year. The promotion evaluation window period can be automatically set through the hospital human resources management system. Then, by accessing the hospital's employee dynamic ability portrait database, retrieve the ability requirements corresponding to the target promotion node, match the actual ability values ​​in the employee's ability portrait with the ability requirements of the target position, output a clear ability level list, and use the ability level list as an ability level identification. The ability level identification includes the core ability requirements and their level divisions for each target position, such as scientific research ability must reach a senior level, academic leadership must reach an intermediate and senior level, and clinical technical proficiency must reach an expert level. The extracted competency level identifiers are then compared against the standard competency level required for the target promotion node, identifying the gap in each competency and using it as competency gap information. This comparison process includes calculating the difference and achievement rate for each competency. For example, if the target scientific research competency requirement is advanced (corresponding to 90 points) and the employee is currently at intermediate level (corresponding to 70 points), the gap is 20 points, and the achievement rate is 77.8%. Finally, competency enhancement phases are defined, such as those for scientific research, management skills, and clinical skills consolidation. Key tasks and assessment objectives are set for each phase, such as completing specific research projects, hosting academic exchange meetings, mentoring new doctors, and independently performing certain types of complex surgeries. Tasks for each phase are arranged chronologically and aligned with actual work schedules, training plans, and the pace of mentoring. This creates a competency enhancement roadmap, which serves as a collaborative competency path for hospital employees during the promotion assessment window.

[0034] It should be noted that, in this application, the target promotion node refers to the specific job level that the employee plans to reach in the future based on the predicted results of his / her energy level evolution trend; the promotion evaluation window period refers to the time period used to centrally evaluate the employee's ability level, performance and development potential before reaching the target promotion node; the ability level identification refers to the classification label of the employee's specific level in different ability dimensions; the ability gap information refers to the specific gap between the current ability level of the hospital employee and the target position requirements; the collaborative competency path refers to the plan for the hospital employee to achieve comprehensive competence for the target position within a preset time period.

[0035] In step S3, the ability achievement description of hospital employees in rotation practice is determined, the interactive adaptation effectiveness of hospital employees in the rotation adaptation cycle is determined based on the ability achievement description, the interactive adaptation effectiveness is associated with planning, and the development association label of hospital employees in the rotation node is obtained.

[0036] In this embodiment, determining the hospital staff's ability to achieve descriptions in rotation practice can be achieved by using the following steps: Obtain the job competency sequence for the hospital's target rotation; During the rotation practice cycle, collect behavioral performance data of hospital employees during rotation practice; The ability achievement description of hospital staff in job rotation practice is determined through the job ability sequence and the behavioral performance data.

[0037] To implement this, department heads, hospital discipline leaders, and human resources development experts will discuss and define the core competencies and requirements for each rotational position, including clinical skills and patient communication skills. Clear evaluation criteria and competency levels will be established for each competency, such as basic, skilled, proficient, and expert. Each level will correspond to specific practical requirements and behavioral performance standards, such as "independently perform routine surgeries" or "independently guide junior physicians in diagnosis and treatment." These evaluation criteria and competency levels will be serialized to form the hospital's target rotation competency sequence. Then, by reading the rotation practice log, we can obtain the employees' daily records of actual work content, completed tasks, encountered problems and solutions, and submit them to the superiors for guidance. The teaching teachers or department heads will conduct regular comprehensive evaluations of the employees every week, including operational skills, communication and coordination, teamwork, scientific research and teaching performance. They will fill out standardized evaluation forms and upload them to the human resources system. Then, the clinical information system and surgical management system will be configured to automatically collect key nodes involving diagnosis, treatment, operation and scientific research tasks, such as key indicator data such as surgery completion rate, complication rate, scientific research project progress, outpatient reception volume, and teaching courseware submission. All collected data will be used as behavioral performance data of hospital employees in rotation practice. Finally, the key data indicators of hospital employees in each competency item (such as the number of completed tasks, operational proficiency scores, scientific research output scores, and patient feedback scores) are compared one by one with the competency requirements and standards in the job competency sequence; based on the comparison results, the achievement of each competency is calculated. For example, if the scientific research capability requirement is advanced (score ≥85) and the employee's current score is 88, then the item is "fully achieved"; if the patient communication capability requirement score is ≥90 and the employee's actual score is 82, then it is "partially achieved" and is marked as needing continuous improvement; a competency achievement description report is generated based on the achievement of all competency items, and this competency achievement description report is used as a description of the competency achievement of hospital employees in rotation practice.

[0038] It should be noted that in this application, the job competency sequence refers to the ordered set of core competencies and corresponding grade standards required for a job; behavioral performance data refers to the behavioral performance data of employees in actual job practice through self-recording, superior evaluation, system automatic monitoring, and patient feedback; and capability achievement description refers to the degree to which employees have completed capability items during rotation practice.

[0039] Preferably, in this embodiment, the interactive adaptation efficiency of hospital staff in the rotation adaptation cycle is determined according to the capability achievement description, referring to Figure 3 As shown in FIG, this figure is a flow chart of determining the interactive adaptation efficiency in some embodiments of the present application. In this embodiment, determining the interactive adaptation efficiency can be achieved by using the following steps: In step S31, key competency items of hospital staff during the rotation adaptation cycle are extracted from the competency achievement description; In step S32, the behavioral fitting characteristics of the hospital staff are determined based on the key capability items; In step S33, the hospital staff's achievement performance index is determined based on the behavior fitting characteristics; In step S34, the interactive adaptation efficiency of the hospital staff during the rotation adaptation period is determined according to the achievement efficiency index.

[0040] In specific implementation, the human resources system first automatically parses the competency sub-items in the capability description (e.g., clinical diagnosis and treatment skills, patient communication skills, scientific research and innovation skills, teaching and guidance skills, emergency response skills, etc.). Then, based on the competency weight requirements of the target position, the competency sub-items are ranked by impact. The top several items with the highest total impact (generally three to five) are selected as key competency items, i.e., the key competency items for hospital employees during their rotation adaptation cycle. Next, behavioral performance data (such as task completion logs, department evaluation forms, patient feedback data, and operational assessment results) are used to extract behavioral information directly related to the key competency items. For example, for the key competency item "emergency response capability," data such as emergency response time, solution effectiveness scores, and cross-departmental coordination feedback are extracted; for "scientific research and innovation capability," data such as project completion time, research innovation scores, and paper citation frequency are extracted. The extracted behavioral information is normalized, and the standardized behavioral data is aggregated to generate a multi-dimensional behavioral feature vector. This behavioral feature vector is then used as the behavioral fitting feature of the hospital employee. The behavioral fitting feature of each key competency item is then compared and analyzed with the standard value set in the position competency sequence. For example, if a position requires an emergency response time of ≤30 minutes and the employee average is 28 minutes, the score for this characteristic is fully achieved. If a research and innovation requirement requires the publication of ≥3 papers per year and the employee average is 2, the achievement rate is 66.7%. A performance score is generated for each key competency, typically expressed as a percentage. The performance scores for all key competency items are weighted and aggregated, and the average of these weighted scores is used as the hospital employee's performance indicator. Finally, the performance indicators for all key competency items are weighted and integrated according to the position's assigned competency weights to form an overall performance score. For example, clinical technical competency is weighted 40%, research competency 30%, and communication and coordination competency 30%. These weighted scores are then added together to form a total score. By comparing this score with the target position adaptation threshold (e.g., a total performance score ≥85), it is determined whether the employee has met the position's competency requirements within the current rotation cycle. A total performance score greater than the target position adaptation threshold is used as the hospital employee's interactive adaptation performance within the rotation cycle.

[0041] It should be noted that, in this application, the rotation adaptation cycle refers to the complete period of time during which employees conduct competency verification and adaptability training in their target rotation positions; key competency items refer to the core competency items that have the most significant impact on employees' job adaptability and overall competency performance in a specific position or cycle; behavioral fitting characteristics refer to the specific state of employees' ability realization in a real environment; achievement performance indicators refer to employees' performance levels in key competency items; and interactive adaptation effectiveness refers to indicators of employees' overall adaptability performance in actual rotation positions.

[0042] In this embodiment, the following steps may be used to perform correlation planning on the interactive adaptation effectiveness and obtain the development correlation labels of hospital employees in the rotation nodes: Determining the capability evolution rules of hospital staff in rotation nodes according to the interactive adaptation effectiveness; Matching the capability evolution rule with the preset capability rule to obtain capability verification attributes of hospital employees; The development-related label of the hospital employee in the rotation node is determined according to the capability verification attribute.

[0043] In the specific implementation, first, the various sub-indicators of interactive adaptation effectiveness (such as clinical technology adaptation effectiveness, scientific research and innovation adaptation effectiveness, team collaboration adaptation effectiveness, etc.) are refined according to weights to identify items with significant capability growth or outstanding potential at the current node; a capability evolution gradient is set for each capability item, that is, the growth path at different stages, such as from basic operations → proficient mastery → independent guidance → innovation leadership. Each stage contains specific task standards and achievement marks, and the task standards and achievement marks are used as the capability evolution rules for hospital employees at rotation nodes. Then, the hospital's pre-set competency rule base is established by the human resources department based on different job development models. This base includes the core competency combinations required for each position, the corresponding phased standards for each competency, and the corresponding task requirements, such as surgical skills at each level, scientific research and innovation output, and team management performance. The employee's competency evolution rules are compared item by item with the pre-set competency rules to automatically identify the degree of match and determine whether there are competency gaps, deviations, or overperformance. Based on the matching results, a competency verification attribute table is generated, including the verification status of each competency (full match, partial match, mismatch), and the hospital employee's competency verification attributes are obtained from this competency verification attribute table. Finally, based on the competency verification attributes, the overall profile of the employee's competency at the current node is automatically identified, including core competency strengths, capabilities to be supplemented, and potential breakthrough capabilities. Combined with the hospital's talent strategy, employees are categorized into corresponding development label groups, such as "rapid promotion potential," "research focus training," "clinical core backbone," and "comprehensive competency reserve." Each label clearly defines the employee's current development direction and the organization's subsequent deployment plan. The resulting development labels serve as the development-related labels for hospital employees at the rotation node.

[0044] It should be noted that, in this application, rotation nodes refer to the key stage time points when employees complete specific job tasks and conduct competency assessments during their rotation in the hospital; competency evolution rules refer to the stage growth paths, target nodes and task requirements set for the subsequent competency development of employees; preset competency rules refer to the standardized competency requirements and stage goals set by the hospital for each position; competency verification attributes refer to the competency matching status of hospital employees; development-related labels refer to the classification marks of employees' current development status and future potential at rotation nodes.

[0045] In step S4, the collaborative competency path and the development-related tags are used to adaptively match the job deployment strategy in career development.

[0046] In this embodiment, adaptive matching of the collaborative competency path and the development-related tag to the job deployment strategy in career development can be achieved by the following steps: Determine the competency contribution of hospital staff in their career development based on the collaborative competency pathway; Determining the deployment and fit indicators of hospital employees in their career development through the development-related tags; The competency contribution and the deployment fit index are used to verify the job deployment strategy in career development and perform adaptive matching.

[0047] In specific implementation, the collaborative competency path first includes multidimensional indicators such as employee competency attainment in each position, progress in addressing competency gaps, and cross-position adaptability potential. All multidimensional indicators are weighted by position importance to generate a competency contribution score for each position to the overall goal achievement. For example, contribution score = position importance coefficient × position adaptability score × competency growth rate. Based on the contribution scores of all positions, a total competency contribution score is generated, thus determining the hospital employee's competency contribution to their career development. Next, the collaborative competency path reads the employee's current development-related tags (such as "rapid promotion potential," "research focus training," and "clinical backbone") and analyzes the corresponding core competency strengths and weaknesses, future development goals, and risk warnings. Based on the hospital's overall job demand plan, the development-related tags are automatically compared with the position competency demand model. For example, research positions require a high research potential tag, while management positions require a high leadership tag. Each tag is then numerically quantified, and the resulting quantification serves as an indicator of the hospital employee's career development fit. Finally, for each target position, first check the list of employees with high competence and contribution, and select candidates with strong job support capabilities; further screen employees with high deployment fit indicators, and give priority to candidates with a fit exceeding the threshold (such as 80 points or above), to ensure that the selected employees are not only capable, but also highly compatible with the job goals; automatically generate a job recommendation plan, including complete content such as each employee's recommended position, recommendation reasons, expected contribution, growth direction suggestions, and capacity improvement plan after deployment; dynamically simulate and verify the recommendation plan, such as evaluating actual job adaptation performance and contribution predictions through historical data and simulation models, adjusting the job recommendation results, and ensuring the scientific nature of the final matching plan; automatically synchronize the final job deployment strategy results to the hospital human resources system for management approval and subsequent execution.

[0048] It should be noted that in this application, competency contribution refers to the ability evaluation index of the hospital's overall business goals and discipline layout achieved by employees through the collaborative competency paths of various positions in their career development; job allocation strategy refers to the method of guiding employee job allocation, rotation arrangements and promotion paths; allocation fit index refers to the indicator that evaluates the degree of fit between employee development direction and job requirements.

[0049] It can be seen from this that in this application, the overall coordination ability of the hospital's human resource allocation can be improved under the premise of insufficient perception of the dynamic changes in the hospital staff's capabilities; among them, through dynamic capability portraits, the personalized capability characteristics and development needs of employees can be accurately identified and dynamically reflected; by determining the collaborative competence path of hospital employees during the promotion evaluation window period, the employee's capability growth trajectory in the promotion process can be simulated, and the capability supplement path in their promotion stage can be accurately planned, thereby improving the scientific nature of promotion decisions and the dynamic adaptability of employee competence; through the development-related labels of hospital employees in the rotation nodes, the comprehensive adaptation performance of employees in the actual rotation process can be fully quantified, and key capability evolution information can be extracted; through adaptive matching of job allocation strategies in career development, a high degree of matching between job allocation strategies and employee capability development status can be achieved, promoting the coordination of individual growth and organizational strategic goals, and improving the accuracy of job allocation.

[0050] To sum up, the technical solution adopted in this application can accurately correlate the hospital employee capability profiles and job requirements when the job allocation strategy response lags, so as to improve the support capacity for the personalized development of hospital employees.

[0051] Example 2: This application provides a hospital staff development management system based on personalized learning paths, referring to Figure 4 As shown in FIG, this figure is a module structure diagram of a hospital staff development management system based on personalized learning paths according to this embodiment of the present application, and the development management system includes: A portrait construction module 100 is used to obtain the career development intention data of hospital employees and construct a dynamic capability portrait corresponding to the professional capabilities of hospital employees based on the career development intention data; A collaborative mapping module 200 is used to generate a skill level evolution trend of hospital employees during job promotion based on the hospital's job promotion attributes, and collaboratively map the skill level evolution trend with the dynamic capability profile to obtain a collaborative competency path for hospital employees during the promotion evaluation window period; The association planning module 300 is used to determine the ability achievement description of the hospital employee in the rotation practice, determine the interactive adaptation effectiveness of the hospital employee during the rotation adaptation cycle based on the ability achievement description, perform association planning on the interactive adaptation effectiveness, and obtain the development association label of the hospital employee in the rotation node; The strategy matching module 400 is used to adaptively match the job deployment strategy in career development based on the collaborative competency path and the development association tag.

[0052] The present application is described with reference to the flowcharts and / or block diagrams of the methods, devices (systems) and computer program products according to the embodiments of the present application. It should be understood that each process and / or box in the flowchart and / or block diagram, as well as the combination of processes and / or boxes in the flowchart and / or block diagram, can be implemented by computer program instructions. These computer program instructions can be provided to a processor of a general-purpose computer, a special-purpose computer, an embedded processor or other programmable data processing device to produce a machine, so that the instructions executed by the processor of the computer or other programmable data processing device generate instructions for implementing the processes in the flowchart and / or block diagram. Figure 1 a process or multiple processes and / or boxes Figure 1 A device that provides the functions specified in a block or multiple blocks.

[0053] Those skilled in the art will appreciate that all or part of the steps in the various methods of the above embodiments can be completed by instructing related hardware through a program. The program can be stored in a computer-readable storage medium, including a read-only memory (ROM), a random access memory (RAM), a programmable read-only memory (PROM), an erasable programmable read-only memory (EPROM), a one-time programmable read-only memory (OTPROM), an electronically erasable programmable read-only memory (EEPROM), a compact disc read-only memory (CD-ROM), or other optical disc storage, magnetic disk storage, or magnetic tape storage, or any other computer-readable medium capable of carrying or storing data.

[0054] It should also be noted that the terms "comprises," "includes," or any other variations thereof are intended to encompass non-exclusive inclusion, such that a process, method, commodity, or apparatus that includes a series of elements includes not only those elements but also other elements not explicitly listed, or includes elements inherent to such process, method, commodity, or apparatus. In the absence of further limitations, an element defined by the phrase "comprises a..." does not exclude the presence of other identical elements in the process, method, commodity, or apparatus that includes the element.

Claims

1. A hospital staff development management method based on personalized learning paths, characterized by: The development management method comprises the following steps: Obtaining the career development intention data of hospital employees, and constructing dynamic capability profiles corresponding to the professional capabilities of hospital employees based on the career development intention data; Generate the energy level evolution trend of hospital employees in job promotion based on the hospital's job promotion attributes, and collaboratively map the energy level evolution trend and the dynamic capability profile to obtain the collaborative competency path of hospital employees within the promotion evaluation window period; Determine the ability achievement description of hospital employees in rotation practice, determine the interactive adaptation effectiveness of hospital employees during the rotation adaptation cycle based on the ability achievement description, perform correlation planning on the interactive adaptation effectiveness, and obtain the development correlation label of hospital employees in the rotation node; The collaborative competency path and the development-related tags are used to adaptively match the job deployment strategy in career development.

2. A hospital staff development management method based on personalized learning paths as claimed in claim 1, characterized in that: The career development intention data mentioned above refers to the expected information expressed by hospital employees based on their personal career goals, ability expectations and development interests.

3. A hospital staff development management method based on personalized learning paths as claimed in claim 1, characterized in that: The dynamic capability profile corresponding to the professional capabilities of hospital employees is constructed through the career development intention data, specifically including: Mapping the career development intention data to target competency items in a preset competency model; Determine the ability achievement boundary corresponding to the hospital staff's professional ability based on the target ability item; Determine the dynamic capability profile corresponding to the professional capabilities of hospital employees based on the capability achievement boundaries.

4. A hospital staff development management method based on personalized learning paths as claimed in claim 1, characterized in that: The energy level evolution trend of hospital employees in job promotion based on the hospital's job promotion attributes is specifically generated as follows: Determine the job promotion attributes of the hospital; Constructing a promotion path map for hospital employees in job promotion based on the job promotion attributes; determining a promotion potential score for hospital employees based on the promotion path map; The promotion potential score is used to generate the energy level evolution trend of hospital employees in job promotion.

5. A hospital staff development management method based on personalized learning paths as claimed in claim 1, characterized in that: The collaborative competency path is a plan for hospital staff to achieve full competence in target positions within a preset time period.

6. A hospital staff development management method based on personalized learning paths as claimed in claim 1, characterized in that: Determine the hospital staff's ability to achieve the following in rotation practice: Obtain the job competency sequence for the hospital's target rotation; During the rotation practice cycle, collect behavioral performance data of hospital employees during rotation practice; The ability achievement description of hospital staff in job rotation practice is determined through the job ability sequence and the behavioral performance data.

7. A hospital staff development management method based on personalized learning paths as claimed in claim 1, characterized in that: The interactive adaptation efficiency is associated with planning, and the development-related labels of hospital employees in the rotation nodes are obtained, including: Determining the capability evolution rules of hospital staff in rotation nodes according to the interactive adaptation effectiveness; Matching the capability evolution rule with the preset capability rule to obtain capability verification attributes of hospital employees; The development-related label of the hospital employee in the rotation node is determined according to the capability verification attribute.

8. A hospital staff development management method based on personalized learning paths as claimed in claim 1, characterized in that: The development-related label refers to a classification mark of an employee's current development status and future potential at a rotation node.

9. A hospital staff development management method based on personalized learning paths as claimed in claim 1, characterized in that: Adaptively matching the job deployment strategy in career development using the collaborative competency path and the development-related tags specifically includes: Determine the competency contribution of hospital staff in their career development based on the collaborative competency pathway; Determining the deployment and fit indicators of hospital employees in their career development through the development-related tags; The competency contribution and the deployment fit index are used to verify the job deployment strategy in career development and perform adaptive matching.

10. A hospital staff development management system based on personalized learning paths, used to implement a hospital staff development management method based on personalized learning paths according to any one of claims 1 to 9, characterized in that: The development management system includes: A profile building module is used to obtain the career development intention data of hospital employees and build dynamic capability profiles corresponding to the professional capabilities of hospital employees based on the career development intention data; A collaborative mapping module is used to generate the energy level evolution trend of hospital employees in their job promotion based on the hospital's job promotion attributes, and collaboratively map the energy level evolution trend with the dynamic capability profile to obtain the collaborative competency path of hospital employees within the promotion evaluation window period; The association planning module is used to determine the ability achievement description of hospital employees in rotation practice, determine the interactive adaptation effectiveness of hospital employees during the rotation adaptation cycle based on the ability achievement description, perform association planning on the interactive adaptation effectiveness, and obtain the development association label of the hospital employees in the rotation node; A strategy matching module is used to adaptively match the job deployment strategy in career development based on the collaborative competency path and the development association label.

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