Human resource scheduling method and system and computer program product

Abstract

The invention discloses a human resource scheduling method, a human resource scheduling system and a computer program product. The method comprises the following steps: S1, establishing a project database and a personnel database; s2, for each qualification requirement item in the project database, setting an ability index value calculation rule of the qualification ability item corresponding to the personnel; a qualification matching value is set according to the deviation degree of the qualification requirement value of the qualification requirement item and the corresponding ability index value, a personnel qualification matching degree calculation model is established, and the qualification matching value is in negative correlation with the deviation degree and is a dynamic adjustable parameter; s3, screening personnel with qualification ability items meeting target project requirements from the personnel database to serve as a candidate personnel set; s4, calculating a first matching degree of each candidate person according to a person qualification matching degree calculation model; and S5, sorting the first matching degrees and generating a first personnel scheduling scheme according to a sorting result. By implementing the technical scheme of the invention, the most appropriate personnel scheduling scheme can be automatically generated, and qualification over-matching is avoided.

Description

Technical Field

[0001] This invention relates to the field of enterprise resource management, and in particular to human resource scheduling methods, systems and computer program products. Background Technology

[0002] In business operations, human resources have become one of the most expensive and core costs. Companies always strive to complete the most projects with the smallest number of personnel in order to obtain the greatest profits. Especially during peak project periods, multiple projects often run in parallel, leading to a surge in demand for personnel with specific qualifications, resulting in a severe shortage of human resources.

[0003] Existing human resource scheduling systems or methods typically suffer from the following drawbacks: 1. Ignoring the waste of over-matching qualifications: Existing scheduling systems usually only perform "yes / no" qualification matching, meaning that as long as an employee possesses the required qualifications or higher, they are considered a qualified candidate. This approach does not consider the hidden costs and resource waste caused by "over-matching qualifications" (i.e., using someone who is overqualified for a job). Assigning a senior engineer to a position that only requires a junior engineer, while the task can be completed, results in a waste of senior talent and increases the company's human resource costs. 2. Low matching accuracy and reliance on human experience: Existing scheduling systems can usually only filter out a list of qualified personnel, and the final decision still needs to be made by the project manager or HR based on personal experience. This approach lacks quantifiable decision-making criteria, is inefficient, and is difficult to achieve global optimization when the number of personnel is large. Summary of the Invention

[0004] The technical problem to be solved by the present invention is to provide a human resource scheduling method, system and computer program product.

[0005] The technical solution adopted by this invention to solve its technical problem is: constructing a human resource scheduling method, the method comprising: S1. Establish a project database and a personnel database. The project database shall include at least: qualification requirements for the project, each qualification requirement including qualification type and qualification requirement value. The personnel database shall include at least: qualification and ability items for personnel. S2. For each of the qualification requirements, set the calculation rules for the ability index value of the corresponding qualification ability item; set the qualification matching value according to the degree of deviation between the qualification requirement value and the corresponding ability index value; establish a personnel qualification matching degree calculation model according to the qualification matching value, wherein the qualification matching value is negatively correlated with the degree of deviation, and the qualification matching value is a dynamically adjustable parameter; S3. Obtain the target project and corresponding qualification requirements from the project database, and filter out personnel whose qualification and ability items meet the qualification requirements of the target project from the personnel database, as a candidate personnel set; S4. For each person in the candidate set, calculate the corresponding first matching degree according to the personnel qualification matching degree calculation model; S5. Sort the first matching degree and generate a first personnel scheduling plan based on the sorting result.

[0006] Furthermore, the qualification requirement value is a discrete level. In step S2, the calculation rule for the capability index value of the qualification capability item corresponding to the set personnel includes: a preset mapping relationship between the level and the ordinal value, converting the qualification requirement value and the capability index value into corresponding ordinal values; the deviation degree is the absolute difference between the ordinal values ​​of the qualification requirement value and the capability index value, and the qualification matching value is negatively correlated with the absolute difference of the ordinal value.

[0007] Further, in step S3, the step of selecting personnel from the personnel database whose qualification and ability items meet the qualification requirements of the target project includes: obtaining personnel and their corresponding qualification and ability items from the personnel database; if the ordinal value of the ability indicator is greater than or equal to the ordinal value of the corresponding qualification requirement, then the personnel is a candidate.

[0008] Further, in step S2, the personnel qualification matching degree calculation model is as follows: in, The parameter is a binary value of 0 and 1. For the i-th qualification requirement, if the person's qualification ability meets the qualification requirement, x=1; otherwise, x=0. This refers to the qualification matching value for the personnel.

[0009] Furthermore, the personnel database also includes the personnel's historical participation projects and corresponding participation times and participation bases. Before step S5, it also includes: preset the scores of the participation times of the historical participation projects and the scores of the participation bases, and calculate the corresponding second matching degree for each person in the candidate personnel set; and in step S5, sorting according to the first matching degree and the second matching degree, and generating a second personnel scheduling scheme according to the sorting result.

[0010] Furthermore, the personnel database also includes the idle status of personnel. In step S3, the target project and its corresponding qualification requirements and the idle status of personnel are obtained from the project database. Personnel whose qualification and ability items meet the qualification requirements of the target project and whose idle status is idle are selected from the personnel database, and the candidate personnel set is updated.

[0011] Furthermore, after step S5, the method further includes updating the project and personnel relationships in the confirmed personnel scheduling plan to the project database and the personnel database.

[0012] Furthermore, the project database also includes a first project status for each project, and the personnel database also includes a second project status for personnel participating in the project. The method further includes: setting a timer or event listener to monitor the first project status, and if the first project status is updated, synchronously updating the corresponding second project status.

[0013] The present invention also constructs a human resource scheduling system, the system comprising: The basic database module is used to establish a project database and a personnel database. The project database includes at least: qualification requirements for the project, each qualification requirement including qualification type and qualification requirement value. The personnel database includes at least: qualification and ability items for personnel. The calculation model module is used to set the calculation rules for the ability index value of the corresponding qualification ability item for each qualification requirement item; set the qualification matching value according to the degree of deviation between the qualification requirement value and the corresponding ability index value; and establish a personnel qualification matching degree calculation model according to the qualification matching value. The qualification matching value is negatively correlated with the degree of deviation, and the qualification matching value is a dynamically adjustable parameter. The first matching module is used to obtain the target projects and corresponding qualification requirements from the project database, and to filter out personnel whose qualification and ability items meet the qualification requirements of the target projects from the personnel database, as a candidate personnel set. The second matching module is used to calculate the corresponding first matching degree for each person in the candidate set according to the personnel qualification matching degree calculation model. The scheduling module is used to sort the first matching degree and generate a first personnel scheduling plan based on the sorting result.

[0014] The present invention also constructs a computer program product, including a computer program that, when executed by a processor, implements the steps of the human resource scheduling method as described in any of the preceding claims.

[0015] Implementing this invention offers the following advantages: By first screening qualified personnel as candidates, calculating the deviation between their competency indicators and the project's qualification requirements to determine a negatively correlated qualification matching value, and then quantifying and ranking the matching degree of personnel through a qualification matching degree calculation model, the most suitable, rather than merely qualified, employees can be accurately identified. This effectively avoids the waste of resources by using highly qualified personnel for low-requirement positions, thus optimizing the company's human resource cost structure. By dynamically adjusting the qualification matching value, the strictness of the recommendation can be flexibly controlled, adapting to the specific management strategies of different companies and project stages. Furthermore, by automating the entire process of screening, calculation, ranking, and recommendation, it frees managers from tedious manual comparisons, improves scheduling efficiency, and provides clear and objective data support for decision-making. Attached Figure Description

[0016] The present invention will be further described below with reference to the accompanying drawings and embodiments. In the accompanying drawings: Figure 1 This is a flowchart of a human resource scheduling method in one embodiment of the present invention. Detailed Implementation

[0017] To provide a clearer understanding of the technical features, objectives, and effects of the present invention, specific embodiments of the present invention will now be described in detail with reference to the accompanying drawings.

[0018] This invention can be applied to nuclear power plants and the field of non-destructive testing. Figure 1 This is a flowchart of a human resource scheduling method in one embodiment of the present invention, which includes the following steps: S1. Establish a project database and a personnel database. The project database shall include at least the following: qualification requirements for the project, each qualification requirement including qualification type and qualification requirement value. The personnel database shall include at least the following: personnel qualification and ability items. In this step, the project database is used to store and maintain project-related information. Projects can be uniquely identified by a project ID. A project contains one or more roles, each with corresponding qualification requirements. For projects with qualification requirements, the project database maintains one or more specific qualification requirement items. The qualification type in each qualification requirement item can be different types of certificates or authorizations, each type having a corresponding level. The qualification requirement value corresponds to the required level of that certificate or authorization; for example, a penetration testing certificate might be required to be at the intermediate level, and a security authorization at level three. For individual qualification requirement items without level classifications, the requirement value can be a fixed value. Personnel in the personnel database can be uniquely identified by a personnel ID. The qualification capability item in the personnel database represents one or more qualifications possessed by each personnel. Both the project database and the personnel database can be created and maintained through data interfaces, manual input, etc. Understandably, if the information in the project database and the personnel database changes, it can be updated periodically by retrieving data from the data source; for example, if a personnel adds a qualification certificate, the qualification certificate will be updated in the personnel database.

[0019] S2. For each qualification requirement item, set the calculation rules for the corresponding qualification and ability item of the personnel; set the qualification matching value according to the degree of deviation between the qualification requirement value and the corresponding ability indicator value; establish a personnel qualification matching degree calculation model according to the qualification matching value, wherein the qualification matching value is negatively correlated with the degree of deviation, and the qualification matching value is a dynamically adjustable parameter; In this step, the qualification requirement values ​​may differ for each qualification type. For each project's required qualification items, based on the qualification type and requirement value, the personnel's qualification capabilities are converted into quantifiable indicator values ​​using preset rules. Then, the project's qualification requirement value is compared with the personnel's corresponding capability indicator values ​​to determine the corresponding qualification matching value. The greater the deviation of the capability indicator value from the qualification requirement value, the lower the personnel's matching degree, and a relatively small qualification matching value is assigned. This value is used to establish a personnel qualification matching degree calculation model to calculate the personnel qualification matching degree. The qualification matching value can be preset to a fixed value and can be adaptively adjusted according to business needs.

[0020] In some optional embodiments, in step S2, the personnel qualification matching degree calculation model is as follows: in, Let x be a binary parameter that takes values ​​of 0 and 1. For the i-th qualification requirement, if the person's qualification ability meets the qualification requirement, x = 1; otherwise, x = 0. This refers to the qualification matching value for the personnel.

[0021] Specifically, a project has one or more qualification requirements. The qualification matching value corresponding to each qualification requirement of a person is summed to obtain the person's qualification matching degree. The larger the qualification matching degree y value, the higher the matching degree of the person.

[0022] S3. Obtain the target project and its corresponding qualification requirements from the project database, and filter out personnel from the personnel database whose qualification and ability items meet the qualification requirements of the target project, as a candidate personnel set; In this step, the target project is the project to be scheduled that requires human resource allocation. The data in the personnel database is traversed to initially screen personnel who meet the qualification requirements of the target project as candidates. For example, type M certificates are divided into basic, intermediate, and advanced levels. One qualification requirement of the target project is an intermediate-level type M certificate. If personnel A's qualification is a basic type M certificate, then personnel A does not meet the requirement. If personnel B's qualification is an intermediate type M certificate, then personnel B meets the requirement and is listed as a candidate. If personnel C's qualification is an advanced type M certificate, then personnel C meets the requirement and is listed as a candidate. Understandably, this filtering can be performed by executing SQL queries or similar operations.

[0023] In some optional embodiments, the personnel database also includes the idle status of personnel. In step S3, the target project and its corresponding qualification requirements and the idle status of personnel are obtained from the project database. Personnel whose qualification and ability items meet the qualification requirements of the target project and whose idle status is "idle" are selected from the personnel database, and the candidate personnel set is updated. Specifically, the project database and the personnel database contain the start and end times of the projects. The idle status of personnel can be determined based on whether the personnel are currently scheduled for a project. In addition to determining whether the personnel's qualification and ability items meet the qualification requirements of the target project, personnel whose idle status is "idle" can also be jointly selected as the candidate personnel set.

[0024] In some optional embodiments, the qualification requirement value is a discrete level. In step S2, the calculation rules for the capability index value of the corresponding qualification ability item for personnel include: a preset mapping relationship between level and ordinal value, converting the qualification requirement value and capability index value into corresponding ordinal values; the deviation degree is the absolute difference between the ordinal values ​​of the qualification requirement value and the capability index value, and the qualification matching value is negatively correlated with the absolute difference of the ordinal value. Specifically, an ordinal value mapping relationship can be established for the qualification requirement value of each qualification requirement item. For example, M-type certificates are divided into primary, intermediate, and advanced levels. The ordinal value of primary is assigned to 1, the ordinal value of intermediate is assigned to 2, and the ordinal value of advanced is assigned to 3. If the qualification requirement item for a certain role in a target project is intermediate M certificate, the ordinal value of the corresponding qualification requirement is 2. Correspondingly, the qualification ability item for personnel is also converted into a quantified capability index value. If personnel A's qualification ability has a primary M-type certificate, the corresponding capability index value is 1; if personnel B's qualification ability has an intermediate M-type certificate, the corresponding capability index value is 2; if personnel C's qualification ability has an advanced M-type certificate, the corresponding capability index value is 3. Understandably, the level classification of the qualification requirement value for each qualification requirement item may differ. A corresponding ordinal value can be set according to actual needs, and the ordinal value is positively correlated with the level. Calculating the absolute difference between the ordinal values ​​of the qualification requirement value and the ability indicator value quantifies the degree of deviation between the ability indicator value and the qualification requirement value. The qualification matching value is determined based on the quantified degree of deviation, and the qualification matching value is negatively correlated with the absolute difference of the ordinal value. For example, in the above example, the ordinal value of the qualification requirement value is 2, and the ordinal value of personnel B's ability indicator value is 2, then their absolute difference is 0. The ordinal value of personnel C's ability indicator value is 3, then their absolute difference is 1. Therefore, personnel B's deviation is smaller than that of personnel C, indicating a higher degree of matching, and their qualification matching value can be assigned a value of 1. Personnel C's matching degree is lower, and their qualification matching value can be assigned a value of 0.5. Understandably, the qualification matching value follows the rule of being negatively correlated with the absolute difference of the ordinal value, and its specific value can be adjusted as needed.

[0025] In some optional embodiments, step S3, selecting personnel from the personnel database whose qualification and competency items meet the qualification requirements of the target project, includes: obtaining personnel and their corresponding qualification and competency items from the personnel database; if the ordinal value of the competency indicator is greater than or equal to the ordinal value of the corresponding qualification requirement, then the personnel is a candidate. Specifically, the ordinal values ​​of the qualification requirement and competency indicator are positively correlated with the level. If the ordinal value of the competency indicator is greater than or equal to the ordinal value of the corresponding qualification requirement, then it is determined that the personnel meet the project qualification requirements and are listed as candidates. For example, in the above example, the ordinal value of the qualification requirement is 2, the ordinal value of personnel A's competency indicator is 1, the ordinal value of personnel B's competency indicator is 2, and the ordinal value of personnel C's competency indicator is 3. Then personnel A does not meet the project qualification requirements, while personnel B and personnel C meet the project qualification requirements and are candidates, forming a candidate set.

[0026] By establishing a quantitative mapping relationship between ordinal values ​​and levels, qualification types classified according to different levels can be managed in a unified manner, and the quantified values ​​make it easier to compare the degree of deviation between the two.

[0027] S4. For each person in the candidate set, calculate the corresponding first matching degree according to the personnel qualification matching degree calculation model; In this step, based on the candidate set initially selected in step S3, the first matching degree of each candidate for the target project is calculated using a pre-established personnel qualification matching degree calculation model.

[0028] S5. Sort the first matching degree and generate the first personnel scheduling plan based on the sorting result.

[0029] In this step, candidates are displayed in descending order of their first match score. The number of candidates displayed can be determined based on the number of people required for the corresponding role in the project. The required number of people is maintained through the project database. For example, if the project requires 5 people, at least the top 5 candidates will be displayed, and these top 5 candidates will be used as the final dispatchers to generate the first personnel dispatch plan. Other candidates can be manually selected or the qualification match scores can be manually adjusted to update the first personnel dispatch plan based on business needs.

[0030] Through quantifiable qualification matching values ​​and personnel qualification matching degree calculation models, the system can accurately identify the most suitable, rather than merely qualified, employees. This effectively avoids the waste of resources by assigning highly qualified personnel to low-requirement positions, thus optimizing the company's human resource cost structure. Users can flexibly control the strictness of recommendations by adjusting qualification matching values, adapting to the specific management strategies of different companies and project stages. Furthermore, by automating the entire process of screening, calculation, sorting, and recommendation, the system frees managers from tedious manual comparisons, improves scheduling efficiency, and provides clear and objective data support for decision-making.

[0031] In some optional embodiments, the personnel database also includes the personnel's historical participation projects and corresponding participation times and participation bases. Before step S5, it also includes: preset the scores of the participation times of historical participation projects and the scores of participation bases, and calculate the corresponding second matching degree for each person in the candidate personnel set; and in step S5, sorting according to the first matching degree and the second matching degree, and generating a second personnel scheduling scheme according to the sorting result.

[0032] Specifically, in addition to qualification certificates or authorizations, project experience is also considered. In this embodiment of the invention, a person's project experience value can be quantified by their historical project participation, the corresponding number of participations, and the participation base. For a target project, the more times a person has participated in projects of the same type as the target project in their historical project participation, the higher their experience level and the higher their matching degree. If the participation base of their historical project participation matches the target project, the matching degree is even higher. Understandably, projects of the same type can be determined through a preset mapping relationship. For example, projects A and B are both preset to belong to type M projects, or it can be determined solely by the project name. A score can be set for the number of participations in historical projects. For example, 1 point is awarded for each participation, and an additional 0.5 points are awarded for each matching participation base. The sum is the matching degree. According to this score assignment rule, each person in the candidate set is traversed, and the second matching degree, i.e., the experience matching degree, is calculated for each candidate. If a candidate has no experience in projects of the same type, the second matching degree is assigned a value of 0. In step S5, the second matching degree of each candidate is directly summed with the first matching degree of that candidate, or a weighted sum is calculated and then displayed in reverse order. The number of displayed candidates can be determined according to the required number of personnel for the corresponding role in the project. The required number of personnel is maintained through the project database, and a second personnel scheduling plan is automatically generated. Other candidates can be manually selected or the qualification matching values ​​can be manually adjusted to update the second personnel scheduling plan according to business needs.

[0033] By combining the first matching degree quantified by qualifications and capabilities and the second matching degree quantified by historical project participation, while also considering the hard power of personnel qualification certificates or authorizations and the soft power of rich relevant project experience, a more precise personnel scheduling plan can be further formed.

[0034] In some optional embodiments, after step S5, the method further includes: updating the project-personnel relationship in the confirmed personnel scheduling plan to the project database and the personnel database. Specifically, after the user confirms the personnel scheduling plan, the project-personnel relationship in the scheduling plan is updated to the project database, that is, the personnel assigned to the project are recorded in the project data, and simultaneously updated to the personnel database, that is, the project participation information is added to the record of the scheduled personnel in the personnel database. The project information may include: project ID, role information, project time, etc.

[0035] In some optional embodiments, the project database also includes a first project status for each project, and the personnel database includes a second project status for personnel participating in the project. The method further includes: setting a timer or event listener to monitor the first project status; if the first project status is updated, the corresponding second project status is updated synchronously. Specifically, the first project status of a project in the project database can be set with a status identifier directly or based on the planned start and end times of the project. The project status can be not started, in progress, paused, completed, etc. For example, all projects in the project database with a status of in progress and a planned end time that has arrived can be monitored periodically, and their status can be automatically updated to completed, or manually set to completed based on the actual situation of the project. When it is detected that the first project status of a project has been manually or automatically marked as completed by the system, an update process is automatically triggered, and the second project status of the personnel participating in the project corresponding to that project in the personnel database is updated to completed, so as to free up human resources for subsequent project scheduling.

[0036] Through automated data synchronization and dynamic maintenance mechanisms, the information in the project database and personnel database is kept up-to-date and consistent, laying a solid data foundation for continuous and accurate resource scheduling.

[0037] The human resource scheduling system of the present invention can be used to execute the human resource scheduling method of the above embodiments. The gaseous effluent is discharged through a chimney. The human resource scheduling system of this embodiment includes: The basic database module is used to establish the project database and the personnel database. The project database shall include at least the following: qualification requirements for the project, each qualification requirement including qualification type and qualification requirement value. The personnel database shall include at least the following: personnel qualification and ability items. The calculation model module is used to set the calculation rules for the corresponding ability index values ​​of personnel for each qualification requirement item; set the qualification matching value according to the degree of deviation between the qualification requirement value and the corresponding ability index value; and establish a personnel qualification matching degree calculation model based on the qualification matching value. The qualification matching value is negatively correlated with the degree of deviation and is a dynamically adjustable parameter. The first matching module is used to obtain the target projects and corresponding qualification requirements from the project database, and to filter out personnel whose qualification and ability items meet the qualification requirements of the target projects from the personnel database, as a set of candidates. The second matching module is used to calculate the first matching degree for each person in the candidate set based on the personnel qualification matching degree calculation model. The scheduling module is used to sort the first matching degree and generate the first personnel scheduling plan based on the sorting result.

[0038] Specifically, the first matching module is also used to obtain the target project and the corresponding qualification requirements and the idle status of the personnel in the project database, filter out the personnel whose qualification and ability items meet the qualification requirements of the target project and whose idle status is idle from the personnel database, and update the candidate personnel set.

[0039] Specifically, the second matching module is also used to preset the scores for the number of times a participant has participated in a project in the past and the scores for the participating bases, and to calculate the corresponding second matching degree for each person in the candidate set.

[0040] Specifically, the scheduling module is also used to sort according to the first matching degree and the second matching degree, and generate a second personnel scheduling plan based on the sorting result.

[0041] In another embodiment of the present invention, a computer program product is provided, on which a computer program is stored, and when the computer program is executed by a processor, it implements any of the above-mentioned human resource scheduling methods.

[0042] It is understood that the above embodiments only illustrate preferred embodiments of the present invention, and their descriptions are relatively specific and detailed, but they should not be construed as limiting the scope of the present invention. It should be noted that those skilled in the art can freely combine the above technical features without departing from the concept of the present invention, and can also make several modifications and improvements, all of which fall within the protection scope of the present invention. Therefore, all equivalent transformations and modifications made with respect to the scope of the claims of the present invention should fall within the scope of the claims of the present invention.

Claims

1. A human resource scheduling method, characterized in that, include: S1. Establish a project database and a personnel database. The project database shall include at least: qualification requirements for the project, each qualification requirement including qualification type and qualification requirement value. The personnel database shall include at least: qualification and ability items for personnel. S2. For each of the qualification requirements, set the calculation rules for the ability index value of the corresponding qualification ability item; set the qualification matching value according to the degree of deviation between the qualification requirement value and the corresponding ability index value; establish a personnel qualification matching degree calculation model according to the qualification matching value, wherein the qualification matching value is negatively correlated with the degree of deviation, and the qualification matching value is a dynamically adjustable parameter; S3. Obtain the target project and corresponding qualification requirements from the project database, and filter out personnel whose qualification and ability items meet the qualification requirements of the target project from the personnel database, as a candidate personnel set; S4. For each person in the candidate set, calculate the corresponding first matching degree according to the personnel qualification matching degree calculation model; S5. Sort the first matching degree and generate a first personnel scheduling plan based on the sorting result.

2. The human resource scheduling method according to claim 1, characterized in that, The qualification requirement value is a discrete level. In step S2, the calculation rule for the capability index value of the qualification capability item corresponding to the set personnel includes: a preset mapping relationship between the level and the ordinal value, converting the qualification requirement value and the capability index value into the corresponding ordinal value; the deviation degree is the absolute difference between the ordinal values ​​of the qualification requirement value and the capability index value, and the qualification matching value is negatively correlated with the absolute difference of the ordinal value.

3. The human resource scheduling method according to claim 2, characterized in that, In step S3, the step of selecting personnel from the personnel database whose qualification and ability items meet the qualification requirements of the target project includes: obtaining personnel and their corresponding qualification and ability items from the personnel database; if the ordinal value of the ability indicator is greater than or equal to the ordinal value of the corresponding qualification requirement, then the personnel is a candidate.

4. The human resource scheduling method according to claim 1, characterized in that, In step S2, the personnel qualification matching degree calculation model is as follows: in, The parameter is a binary value of 0 and 1. For the i-th qualification requirement, if the person's qualification ability meets the qualification requirement, x=1; otherwise, x=0. This refers to the qualification matching value for the personnel.

5. The human resource scheduling method according to claim 1, characterized in that, The personnel database also includes the personnel's historical participation projects and corresponding participation times and participation bases. Before step S5, it also includes: preset the scores of the participation times of the historical participation projects and the scores of the participation bases, and calculate the corresponding second matching degree for each person in the candidate personnel set; and in step S5, sorting according to the first matching degree and the second matching degree, and generating a second personnel scheduling scheme according to the sorting result.

6. The human resource scheduling method according to claim 1, characterized in that, The personnel database also includes the idle status of personnel. In step S3, the target project and the corresponding qualification requirements and the idle status of personnel are obtained from the project database. Personnel whose qualification and ability items meet the qualification requirements of the target project and whose idle status is idle are selected from the personnel database, and the candidate personnel set is updated.

7. The human resource scheduling method according to claim 1, characterized in that, After step S5, the method further includes updating the project and personnel relationships in the confirmed personnel scheduling plan to the project database and the personnel database.

8. The human resource scheduling method according to claim 7, characterized in that, The project database also includes a first project status for each project, and the personnel database also includes a second project status for personnel participating in the project. The method further includes: setting a timer or event listener to monitor the first project status, and if the first project status is updated, synchronously updating the corresponding second project status.

9. A human resource scheduling system, characterized in that, include: The basic database module is used to establish a project database and a personnel database. The project database includes at least: qualification requirements for the project, each qualification requirement including qualification type and qualification requirement value. The personnel database includes at least: qualification and ability items for personnel. The calculation model module is used to set the calculation rules for the ability index value of the corresponding qualification ability item for each qualification requirement item; set the qualification matching value according to the degree of deviation between the qualification requirement value and the corresponding ability index value; and establish a personnel qualification matching degree calculation model according to the qualification matching value. The qualification matching value is negatively correlated with the degree of deviation, and the qualification matching value is a dynamically adjustable parameter. The first matching module is used to obtain the target projects and corresponding qualification requirements from the project database, and to filter out personnel whose qualification and ability items meet the qualification requirements of the target projects from the personnel database, as a candidate personnel set. The second matching module is used to calculate the corresponding first matching degree for each person in the candidate set according to the personnel qualification matching degree calculation model. The scheduling module is used to sort the first matching degree and generate a first personnel scheduling plan based on the sorting result.

10. A computer program product, comprising a computer program, characterized in that, When the computer program is executed by a processor, it implements the steps of the human resource scheduling method as described in any one of claims 1 to 8.

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