Post capability evaluation system based on four-dimensional evaluation
The four-dimensional job competency assessment system solves the problems of the singularity and static nature of traditional assessment methods, and realizes multi-dimensional dynamic assessment and visual early warning, helping enterprises and individuals to accurately identify competency gaps and growth risks.
Patent Information
- Application Number
- CN202511796735.4
- Authority / Receiving Office
- CN · China
- Patent Type
- Applications(China)
- Current Assignee / Owner
- Filing Date
- 2025-12-02
- Publication Date
- 2026-03-03
AI Technical Summary
Traditional job competency assessment methods rely on qualitative evaluation and a single data source, which cannot achieve multi-dimensional dynamic assessment, resulting in one-sided assessment results and an inability to accurately identify competency gaps and growth risks.
The system employs a four-dimensional assessment-based job competency evaluation system, which includes a competency extraction module, a four-dimensional competency evaluation module, a dynamic quantitative scoring module, a job prediction module, and an evaluation visualization module. Through real-time data collection and comprehensive scoring, it dynamically tracks changes in users' job competencies and constructs competency trajectory vectors for prediction.
It enables accurate identification and dynamic tracking of users' job skills, provides visual early warnings, helps companies identify weaknesses and scientifically allocate resources, and enables individuals to obtain a clear growth path.
Smart Images
Figure CN121599545A_ABST
Abstract
Description
Technical Field
[0001] This invention relates to the field of data processing technology, specifically to a job competency assessment system based on four-dimensional evaluation. Background Technology
[0002] In modern enterprise human resource management and organizational development, scientific and accurate assessment of job competencies is a key link in achieving person-job matching, optimizing talent development, and improving organizational effectiveness. Traditional job competency assessments often rely on qualitative subjective evaluations, periodic theoretical examinations, or simple performance data summaries, which have many limitations. Traditional methods are usually static and isolated, often based on a single data source at a specific point in time, such as a single exam score or annual assessment, failing to achieve continuous and dynamic tracking of talent capabilities. Furthermore, the assessment dimensions are limited, making it difficult to comprehensively reflect an individual's integrated abilities in theoretical knowledge, practical skills, problem-solving, and resource utilization, resulting in biased assessment results that fail to accurately identify competency gaps and growth risks.
[0003] Therefore, there is an urgent need for an integrated job competency assessment system that can achieve multi-dimensional dynamic evaluation, hierarchical quantitative grading, and visualized result presentation to overcome the aforementioned shortcomings of existing technologies. Summary of the Invention
[0004] The purpose of this invention is to provide a job competency assessment system based on four-dimensional evaluation to solve the problems mentioned in the background art.
[0005] To solve the above-mentioned technical problems, the present invention provides the following technical solution: A job competency assessment system based on four-dimensional evaluation includes a competency extraction module, a four-dimensional competency assessment module, a dynamic quantitative scoring module, a job prediction module, and an assessment visualization module. The capability extraction module is used to obtain the user's job type and extract the job knowledge units corresponding to the job type; The four-dimensional competency assessment module is used to assess users' job competencies in four dimensions. The dynamic quantitative scoring module is used to calculate the user's overall job score based on the four-dimensional assessment results, and to dynamically track the user's overall job score and the four-dimensional assessment results. The job prediction module is used to construct a capability trajectory vector based on dynamic tracking results and predict the user's job retention risk. The assessment visualization module is used to present assessment results in a graphical manner.
[0006] As a preferred embodiment of the four-dimensional assessment-based job competency evaluation system described in this invention, the specific implementation process of conducting a four-dimensional assessment of the user's job competency includes: Based on job knowledge units, the theoretical test scores, operation step success rates, operation request counts, operation assistance coefficients, task success rates, task timeliness, operation timing results, guidance results, and document call counts for the first time period corresponding to the job knowledge unit are extracted in real time and evaluated in one dimension. When any one of the following is triggered—the theoretical test score being less than the test score threshold, the success rate of the operation steps being less than the operation threshold, or the number of operation requests being greater than the request threshold—the job knowledge unit level is determined to be Level 1; otherwise, a two-dimensional evaluation is performed. When the assistance coefficient is greater than or equal to the assistance threshold, the job knowledge unit level is maintained; otherwise, the job knowledge unit level is determined to be level two, and a three-dimensional evaluation is performed. When the success rate of the job task is less than the success threshold or the timeliness of the job task is greater than the product of the standard timeliness and the timeliness coefficient, the job knowledge unit level is maintained; otherwise, the job knowledge unit level is determined to be level three and a four-dimensional evaluation is performed. If the timing result is less than the timing threshold, the guidance result is less than the guidance threshold, or the number of document calls is less than the call threshold, the job knowledge unit level is maintained; otherwise, the job knowledge unit level is determined to be level four.
[0007] As a preferred embodiment of the four-dimensional assessment-based job competency evaluation system described in this invention, the assistance coefficient is specifically calculated as follows: Extract the number of times technical guidance, success rate, and support provided for the task within the first time period, and calculate the assistance coefficient corresponding to the job knowledge unit. The calculation formula is as follows: ; Where r represents the assistance coefficient. , , Indicates assist weights, and , Indicates the number of times technical guidance was provided for the task. Indicates the number of times the task was successful. This indicates the number of times a mission is supported, and F represents the total number of missions within the first time period.
[0008] As a preferred embodiment of the four-dimensional assessment-based job competency evaluation system described in this invention, the specific implementation process for calculating the user's comprehensive job score includes: Based on the four-dimensional assessment results of the user's job competencies in the four-dimensional competency assessment module, the user's comprehensive job score is calculated. The calculation formula is: ; in, This represents the weight value of the i-th job knowledge unit. Let represent the knowledge unit level value of the i-th job, and I represent the total number of job knowledge units corresponding to the job type. This represents the score for the i-th job knowledge unit.
[0009] As a preferred embodiment of the four-dimensional assessment-based job competency evaluation system described in this invention, the job prediction module is used to construct a competency trajectory vector based on dynamic tracking results and predict the user's job retention risk, including: Obtain dynamic tracking results for continuous periods; Based on the user's overall job score and four-dimensional assessment results, a user's ability trajectory vector is constructed using the following formula: ; in, This represents the user's capability trajectory vector within the t-th period. This represents the user's overall job rating within the t-th period. This represents the average level of job knowledge units within the t-th period. This represents the direction vector of the job knowledge unit with the lowest score in the latest period; Based on the job knowledge unit with the lowest score in the latest cycle, the corresponding standard trajectory vector is extracted from the pre-set capability growth template. Construct a sequence of capability trajectory vectors based on continuous periodic capability trajectory vectors. , where N represents the total number of consecutive periods; The cosine of the angle between each capability trajectory vector in the capability trajectory vector sequence and the standard trajectory vector is calculated, and the local trend of the cosine of the angle corresponding to the capability trajectory vector sequence is calculated according to the sliding window. The proportion of the decreasing window is counted. When the proportion of the decreasing window is less than the decreasing threshold, a warning instruction for the user's job retention risk is triggered.
[0010] As a preferred embodiment of the four-dimensional assessment-based job competency evaluation system described in this invention, the evaluation visualization module is used to present the evaluation results graphically, specifically including: A capability gap radar chart is constructed based on job knowledge units, and the colored areas of the capability gap radar chart are mapped based on the level of job knowledge units. Based on the dynamic tracking results of continuous cycles, a coordinate system is constructed with the cycle as the horizontal axis and the comprehensive job score as the vertical axis, generating a line chart.
[0011] As a preferred embodiment of the four-dimensional assessment-based job competency evaluation system described in this invention, the weight value of the job knowledge unit is determined comprehensively through the analytic hierarchy process or the expert Delphi method based on the importance of the job knowledge unit, the failure risk coefficient, the frequency of operation, and the difficulty of skill acquisition, and supports dynamic adjustment according to business changes.
[0012] An electronic device includes a memory, a processor, and a computer program stored in the memory and executable on the processor, wherein the processor executes the computer program to implement the functions of various modules of a job competency assessment system based on four-dimensional evaluation.
[0013] A computer-readable storage medium having a computer program stored thereon, which, when executed by a processor, implements the functions of various modules of a job competency assessment system based on four-dimensional evaluation.
[0014] Compared with existing technologies, the beneficial effects achieved by this invention are as follows: This invention provides a job competency assessment system based on four-dimensional evaluation, comprising a competency extraction module, a four-dimensional competency assessment module, a dynamic quantitative scoring module, a job prediction module, and an assessment visualization module. The competency extraction module is used to obtain the user's job type and extract the corresponding job knowledge units. The four-dimensional competency assessment module is used to perform a four-dimensional assessment of the user's job competency. The dynamic quantitative scoring module is used to calculate the user's comprehensive job score based on the four-dimensional assessment results and dynamically track the user's comprehensive job score and four-dimensional assessment results. The job prediction module is used to construct a competency trajectory vector based on the dynamic tracking results and predict the user's job retention risk. The assessment visualization module is used to present the assessment results graphically. By accurately identifying weaknesses, dynamically tracking changes in the user's job competency, and predicting the user's job retention risk, this system provides a visual view and achieves accurate early warning of the user's job competency. Attached Figure Description
[0015] The accompanying drawings are provided to further illustrate the invention and form part of the specification. They are used together with the embodiments of the invention to explain the invention and do not constitute a limitation thereof.
[0016] Figure 1 This is a schematic diagram of a job competency assessment system based on four-dimensional evaluation, according to the present invention. Detailed Implementation
[0017] The technical solutions of the embodiments of the present invention will be clearly and completely described below with reference to the accompanying drawings. Obviously, the described embodiments are only some embodiments of the present invention, and not all embodiments. Based on the embodiments of the present invention, all other embodiments obtained by those skilled in the art without creative effort are within the scope of protection of the present invention.
[0018] Please see Figure 1 In this first embodiment, a job competency assessment system based on four-dimensional evaluation is provided. This system includes a competency extraction module, a four-dimensional competency assessment module, a dynamic quantitative scoring module, a job prediction module, and an assessment visualization module. The capability extraction module is used to obtain the user's job type and extract the job knowledge units corresponding to the job type; The four-dimensional competency assessment module is used to assess the user's job competency in four dimensions and determine the user's level of knowledge units for each job position. The dynamic quantitative scoring module is used to calculate the user's overall job score based on the four-dimensional assessment results, and to dynamically track the user's overall job score and the four-dimensional assessment results. The job prediction module is used to construct a capability trajectory vector based on dynamic tracking results and predict the user's job retention risk. The assessment visualization module is used to present assessment results in a graphical manner.
[0019] Specifically, the four-dimensional assessment of users' job capabilities includes the following implementation process: Based on job knowledge units, the theoretical test scores, operation step success rates, operation request counts, operation assistance coefficients, task success rates, task timeliness, operation timing results, guidance results, and document call counts for the first time period corresponding to the job knowledge unit are extracted in real time and evaluated in one dimension. When any one of the following is triggered—the theoretical test score being less than the test score threshold, the success rate of the operation steps being less than the operation threshold, or the number of operation requests being greater than the request threshold—the job knowledge unit level is determined to be Level 1; otherwise, a two-dimensional evaluation is performed. When the assistance coefficient is greater than or equal to the assistance threshold, the job knowledge unit level is maintained; otherwise, the job knowledge unit level is determined to be level two, and a three-dimensional evaluation is performed. When the success rate of the job task is less than the success threshold or the timeliness of the job task is greater than the product of the standard timeliness and the timeliness coefficient, the job knowledge unit level is maintained; otherwise, the job knowledge unit level is determined to be level three and a four-dimensional evaluation is performed. If the timing result is less than the timing threshold, the guidance result is less than the guidance threshold, or the number of document calls is less than the call threshold, the job knowledge unit level is maintained; otherwise, the job knowledge unit level is determined to be level four.
[0020] Specifically, the calculation process for the assistance coefficient includes: Extract the number of times technical guidance, success rate, and support provided for the task within the first time period, and calculate the assistance coefficient corresponding to the job knowledge unit. The calculation formula is as follows: ; Where r represents the assistance coefficient. , , Indicates assist weights, and , Indicates the number of times technical guidance was provided for the task. Indicates the number of times the task was successful. This indicates the number of times a mission is supported, and F represents the total number of missions within the first time period.
[0021] Specifically, the implementation process for calculating the user's overall job score includes: Based on the four-dimensional assessment results of the user's job competencies in the four-dimensional competency assessment module, the user's comprehensive job score is calculated. The calculation formula is: ; in, This represents the weight value of the i-th job knowledge unit. Let represent the knowledge unit level value of the i-th job, and I represent the total number of job knowledge units corresponding to the job type. This represents the score for the i-th job knowledge unit.
[0022] Specifically, the job prediction module is used to construct a capability trajectory vector based on dynamic tracking results and predict the user's job retention risk, including: Obtain dynamic tracking results for continuous periods; Based on the user's overall job score and four-dimensional assessment results, a user's ability trajectory vector is constructed using the following formula: ; in, This represents the user's capability trajectory vector within the t-th period. This represents the user's overall job rating within the t-th period. This represents the average level of job knowledge units within the t-th period. This represents the direction vector of the job knowledge unit with the lowest score in the latest period; Based on the job knowledge unit with the lowest score in the latest cycle, the corresponding standard trajectory vector is extracted from the preset capability growth template. The latest cycle is selected by time sequence. The capability growth template includes the mapping rules between job knowledge units and preset standard trajectory vectors.
[0023] Construct a sequence of capability trajectory vectors based on continuous periodic capability trajectory vectors. , where N represents the total number of consecutive periods; The cosine of the angle between each capability trajectory vector in the capability trajectory vector sequence and the standard trajectory vector is calculated using the following formula: ; in, This represents the cosine of the angle between the user's capability trajectory vector and the standard trajectory vector during the t-th period. This represents the standard trajectory vector.
[0024] The implementation process includes calculating the local trend of the cosine value of the included angle corresponding to the trajectory vector sequence through a sliding window. Define the window size, calculate the local trend based on the sliding window, and mark the elements within the window as "decreasing" if they meet the decreasing condition. Calculate the proportion of decreasing windows; if it is greater than or equal to the decreasing threshold, such as 70%, it is considered that the cosine value of the angle is gradually decreasing, and the user's job weakness skills have significantly increased. When the proportion of decreasing windows is less than the decreasing threshold, the user's job weakness skills are at risk of retention, triggering a job retention risk warning instruction to notify the user to pay attention to improving their weakness skills.
[0025] Specifically, the assessment visualization module is used to present the assessment results in a graphical manner, including: A capability gap radar chart is constructed based on job knowledge units, and the colored areas of the capability gap radar chart are mapped based on the level of job knowledge units. For example, the job knowledge units corresponding to User A's job type include: high-voltage power supply and distribution, high-voltage generator, oil depot maintenance, environmental control, video surveillance, and network maintenance. When the job knowledge unit level is L3 and L4, it is mapped to the green area; when the job knowledge unit level is L2, it is mapped to the yellow area; and when the job knowledge unit level is L1, it is mapped to the red area.
[0026] Based on the dynamic tracking results of continuous cycles, a coordinate system is constructed with the cycle as the horizontal axis and the comprehensive job score as the vertical axis, generating a line chart.
[0027] Specifically, the weight values of the job knowledge units are determined comprehensively using the analytic hierarchy process or the Delphi method based on the importance of the job knowledge units, the failure risk coefficient, the frequency of operation, and the difficulty of skill acquisition, and can be dynamically adjusted according to business changes.
[0028] An electronic device includes a memory, a processor, and a computer program stored in the memory and executable on the processor. When the processor executes the computer program, it implements the functions of various modules of a job competency assessment system based on four-dimensional evaluation. The processor of the electronic device can be a central processing unit, a microprocessor, a microcontroller, etc., but is not limited thereto. The electronic device may also include more components; for example, the processor and memory may be connected via a communication bus. Furthermore, the electronic device may also include components such as a display, mouse, and keyboard.
[0029] A computer-readable storage medium stores a computer program thereon, which, when executed by a processor, implements the functions of various modules of a job competency assessment system based on four-dimensional evaluation. The computer storage medium can be implemented using, but is not limited to, a USB flash drive, optical disc, portable hard drive, removable flash memory, floppy disk, SD (Secure Digital Memory Card), etc. In the embodiments of this application, the second computer storage medium can be implemented using, but is not limited to, a mechanical hard drive, solid-state drive, USB flash drive, optical disc, floppy disk, SD card, etc.
[0030] This invention presents a job competency assessment system based on four-dimensional evaluation. Through a closed-loop design of competency modeling, four-dimensional assessment, dynamic scoring, and visualization, it completely solves the pain points of traditional assessments, such as single dimensions, static results, and weak decision-making. Its core value lies in transforming job competency assessment from an administrative task into machine-based quantitative management. This provides enterprises with decision support for accurately identifying weaknesses and scientifically allocating resources, and also provides individuals with clear growth paths and real-time competency feedback as development guidance.
[0031] This system is adaptable to various positions across multiple industries, including manufacturing, internet, finance, and retail, and has broad application potential. Future iterations, such as AI-powered intelligent recommendations and multimodal data fusion, are expected to further enhance the intelligence of the assessment process.
[0032] It should be noted that, in this document, relational terms such as "first" and "second" are used only to distinguish one entity or operation from another, and do not necessarily require or imply any such actual relationship or order between these entities or operations. Furthermore, the terms "comprising," "including," or any other variations thereof are intended to cover non-exclusive inclusion, such that a process, method, article, or apparatus that comprises a list of elements includes not only those elements but also other elements not expressly listed, or elements inherent to such process, method, article, or apparatus.
[0033] Finally, it should be noted that the above descriptions are merely preferred embodiments of the present invention and are not intended to limit the present invention. Although the present invention has been described in detail with reference to the foregoing embodiments, those skilled in the art can still modify the technical solutions described in the foregoing embodiments or make equivalent substitutions for some of the technical features. Any modifications, equivalent substitutions, improvements, etc., made within the spirit and principles of the present invention should be included within the protection scope of the present invention.
Claims
1. A job competency assessment system based on four-dimensional evaluation, characterized in that, The system includes a competency extraction module, a four-dimensional competency assessment module, a dynamic quantitative scoring module, a job prediction module, and an assessment visualization module. The capability extraction module is used to obtain the user's job type and extract the job knowledge units corresponding to the job type; The four-dimensional competency assessment module is used to assess users' job competencies in four dimensions. The dynamic quantitative scoring module is used to calculate the user's overall job score based on the four-dimensional assessment results, and to dynamically track the user's overall job score and the four-dimensional assessment results. The job prediction module is used to construct a capability trajectory vector based on dynamic tracking results and predict the user's job retention risk. The assessment visualization module is used to present assessment results in a graphical manner.
2. The job competency assessment system based on four-dimensional evaluation according to claim 1, characterized in that, The specific implementation process for conducting a four-dimensional assessment of the user's job competence includes: Based on job knowledge units, the theoretical test scores, operation step success rates, operation request counts, operation assistance coefficients, task success rates, task timeliness, operation timing results, guidance results, and document call counts for the first time period corresponding to the job knowledge unit are extracted in real time and evaluated in one dimension. When any one of the following is triggered—the theoretical test score being less than the test score threshold, the success rate of the operation steps being less than the operation threshold, or the number of operation requests being greater than the request threshold—the job knowledge unit level is determined to be Level 1; otherwise, a two-dimensional evaluation is performed. When the assistance coefficient is greater than or equal to the assistance threshold, the job knowledge unit level is maintained; otherwise, the job knowledge unit level is determined to be level two, and a three-dimensional evaluation is performed. When the success rate of the job task is less than the success threshold or the timeliness of the job task is greater than the product of the standard timeliness and the timeliness coefficient, the job knowledge unit level is maintained; otherwise, the job knowledge unit level is determined to be level three and a four-dimensional evaluation is performed. If the timing result is less than the timing threshold, the guidance result is less than the guidance threshold, or the number of document calls is less than the call threshold, the job knowledge unit level is maintained; otherwise, the job knowledge unit level is determined to be level four.
3. The job competency assessment system based on four-dimensional evaluation according to claim 2, characterized in that, The specific calculation process for the assistance coefficient includes: Extract the number of times technical guidance, success rate, and support provided for the task within the first time period, and calculate the assistance coefficient corresponding to the job knowledge unit. The calculation formula is as follows: ； Where r represents the assistance coefficient. , , Indicates assist weights, and , Indicates the number of times technical guidance was provided for the task. Indicates the number of times the task was successful. This indicates the number of times a mission is supported, and F represents the total number of missions within the first time period.
4. The job competency assessment system based on four-dimensional evaluation according to claim 1, characterized in that, The specific implementation process for calculating the user's overall job score includes: Based on the four-dimensional assessment results of the user's job competencies in the four-dimensional competency assessment module, the user's comprehensive job score is calculated. The calculation formula is: ； in, This represents the weight value of the i-th job knowledge unit. Let represent the knowledge unit level value of the i-th job, and I represent the total number of job knowledge units corresponding to the job type. This represents the score for the i-th job knowledge unit.
5. A job competency assessment system based on four-dimensional evaluation according to claim 4, characterized in that, The job prediction module is used to construct a capability trajectory vector based on dynamic tracking results and predict the user's job retention risk, including: Obtain dynamic tracking results for continuous periods; Based on the user's overall job score and four-dimensional assessment results, a user's ability trajectory vector is constructed using the following formula: ； in, This represents the user's capability trajectory vector within the t-th period. This represents the user's overall job rating within the t-th period. This represents the average level of job knowledge units within the t-th period. This represents the direction vector of the job knowledge unit with the lowest score in the latest period; Based on the job knowledge unit with the lowest score in the latest cycle, the corresponding standard trajectory vector is extracted from the pre-set capability growth template. Construct a sequence of capability trajectory vectors based on continuous periodic capability trajectory vectors. , where N represents the total number of consecutive periods; The cosine of the angle between each capability trajectory vector in the capability trajectory vector sequence and the standard trajectory vector is calculated, and the local trend of the cosine of the angle corresponding to the capability trajectory vector sequence is calculated according to the sliding window. The proportion of the decreasing window is counted. When the proportion of the decreasing window is less than the decreasing threshold, a warning instruction for the user's job retention risk is triggered.
6. A job competency assessment system based on four-dimensional evaluation according to any one of claims 1-5, characterized in that, The assessment visualization module is used to present the assessment results in a graphical manner, specifically including: A capability gap radar chart is constructed based on job knowledge units, and the colored areas of the capability gap radar chart are mapped based on the level of job knowledge units. Based on the dynamic tracking results of continuous cycles, a coordinate system is constructed with the cycle as the horizontal axis and the comprehensive job score as the vertical axis, generating a line chart.
7. A job competency assessment system based on four-dimensional evaluation according to claim 4, characterized in that, The weight values of the job knowledge units are determined comprehensively using the analytic hierarchy process (AHP) or the Delphi method, based on the importance of the job knowledge units, the failure risk coefficient, the frequency of operation, and the difficulty of acquiring skills. The weight values can be dynamically adjusted according to business changes.
8. An electronic device comprising a memory, a processor, and a computer program stored in the memory and executable on the processor, characterized in that, When the processor executes the computer program, it implements the functions of each module of the job competency assessment system based on four-dimensional evaluation as described in any one of claims 1 to 7.
9. A computer-readable storage medium having a computer program stored thereon, characterized in that, When the computer program is executed by the processor, it implements the functions of each module of the job competency assessment system based on four-dimensional evaluation as described in any one of claims 1 to 7.