Database-based data processing method and system, electronic equipment and storage medium

Abstract

The invention relates to a database-based data processing method and system, electronic equipment and a storage medium. The method comprises the following steps: creating a skill library, a course library, a personnel library and a post library; constructing a personnel skill relation table, a post skill relation table and a curriculum skill relation table based on the skill library, the curriculum library, the personnel library and the post library; an employee post matching relation is determined according to the personnel skill relation table and the post skill relation table, and the employee post matching relation is sent to the intelligent scheduling platform; and when post gap information of the intelligent scheduling platform is received, determining gap skills according to the post gap information and the post skill relation table, determining personnel needing skill training and training courses according to the gap skill and personnel skill relation table and the course skill relation table, and sending the training courses to the personnel needing skill training. And the personnel needing skill training are notified to execute course training. By adopting the method, manual dominant staff skill management is not needed, and automatic staff skill management is realized.

Description

TECHNICAL FIELD

[0001] The present application relates to the technical field of data processing application, in particular to a database-based data processing, system, electronic device and storage medium. BACKGROUND

[0002] In the current field of enterprise human resource management, blue-collar workers are the core execution group of production and operation, and their skill level directly affects the production efficiency, product quality and market competitiveness of enterprises. However, the existing enterprise skill management of blue-collar workers still relies on the traditional manual management mode, which is difficult to adapt to the needs of the transformation of modern manufacturing to intelligence and lean.

[0003] In addition, the existing skill management mode is difficult to realize linkage with the production system. In the intelligent manufacturing scene, the adjustment of production plan needs to quickly match employees with corresponding skills. In the existing employee skill management system, the information of employee core elements is stored in independent systems or unstructured documents. When scheduling and managing employees, it is necessary to manually query the core elements of employees across systems or manually query unstructured documents to obtain the core elements of employees, thereby making the employee skill management inefficient. SUMMARY

[0004] Therefore, it is necessary to provide a database-based data processing method, device, electronic device and storage medium to solve the above technical problems, to build a four-library three-table double-cycle employee skill management system around the relationship between personnel and skills, the relationship between posts and skills, and the relationship between courses and skills, without manual employee management mode.

[0005] In one specific embodiment, a database-based data processing is provided, including: creating a skill library, a course library, a personnel library and a post library, configuring a plurality of skills in the skill library, and configuring a plurality of course data in the course library based on the skills in the skill library, and obtaining post data and employee data from an enterprise internal personnel organization management system, and configuring the post data to the post library and the employee data to the personnel library; based on the skill library, the course library, the personnel library and the post library, constructing a personnel skill relationship table, a post skill relationship table and a course skill relationship table; determining an employee post matching relationship according to the personnel skill relationship table and the post skill relationship table, and sending the employee post matching relationship to an intelligent scheduling platform, so that the intelligent scheduling platform schedules and manages enterprise employees; when receiving the post gap information sent by the intelligent scheduling platform, determining the gap skill according to the post gap information and the post skill relationship table, and determining the personnel needing skill training and the training course according to the gap skill and the personnel skill relationship table and the course skill relationship table, and sending the training course to the personnel needing skill training to notify the personnel needing skill training to perform course training.

[0006] In one specific embodiment, a database-based data processing system is provided, comprising: a creation module for creating a skill library, a course library, a personnel library, and a job library; configuring multiple skills in the skill library; configuring multiple course data in the course library based on each skill in the skill library; and obtaining job data and employee data from an internal personnel organization management system, configuring the job data into the job library, and configuring the employee data into the personnel library; a construction module for constructing personnel skill relationship tables, job skill relationship tables, and course skill relationship tables based on the skill library, course library, personnel library, and job library; a determination module for determining employee job matching relationships based on the personnel skill relationship tables and job skill relationship tables, and sending the employee job matching relationships to an intelligent scheduling platform so that the intelligent scheduling platform can manage the scheduling of enterprise employees; and a sending module for, upon receiving job vacancy information from the intelligent scheduling platform, determining the vacancy skills based on the job vacancy information and job skill relationship tables, determining the personnel requiring skills training and the training courses based on the vacancy skills, personnel skill relationship tables, and course skill relationship tables, and sending the training courses to the personnel requiring skills training to notify them to perform the training.

[0007] In one embodiment, an electronic device is provided, including 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 steps of any of the above methods.

[0008] In one embodiment, a computer-readable storage medium is provided having a computer program stored thereon, which, when executed by a processor, implements the steps of any of the above methods.

[0009] The aforementioned database-based data processing method, system, electronic device, and storage medium create a skill library, a course library, a personnel library, and a job library. Multiple skills are configured in the skill library, and multiple course data in the course library are configured based on each skill in the skill library. Job data and employee data are obtained from the enterprise's internal personnel organization management system, and the job data is configured into the job library, while the employee data is configured into the personnel library. Based on the skill library, course library, personnel library, and job library, personnel skill relationship tables, job skill relationship tables, and course skill relationship tables are constructed. Employee job matching relationships are determined according to the personnel skill relationship tables and job skill relationship tables, and these relationships are sent to an intelligent scheduling platform for employee scheduling management. Upon receiving job vacancy information from the intelligent scheduling platform, the vacancy skills are determined based on the job vacancy information and the job skill relationship table. The personnel requiring skills training and the training courses are determined based on the vacancy skills, personnel skill relationship tables, and course skill relationship tables. Training courses are then sent to the personnel requiring skills training to notify them to perform the training.

[0010] Therefore, a four-database three-table double-cycle employee skill management system is built around the relationship between personnel and skills, the relationship between positions and skills, and the relationship between courses and skills, wherein the four databases refer to a skill database, a course database, a personnel database, and a position database, the three tables refer to a personnel skill relationship table, a position skill relationship table, and a course skill relationship table, and the double cycle refers to sending employee position matching relationships to an intelligent scheduling platform and receiving position gap information from the intelligent scheduling platform. Through the four-database three-table double-cycle employee skill management system, intelligent employee skill management can be achieved. When scheduling employees based on employee skill management, there is no need for manual cross-system query of employee core elements or manual query of unstructured documents. Employee-related information can be automatically and quickly obtained from the four-database three-table database. BRIEF DESCRIPTION OF DRAWINGS

[0011] Figure 1 An application scenario diagram of a database-based data processing method in some example embodiments of the present disclosure; Figure 2 A flowchart of a database-based data processing method in some example embodiments of the present disclosure; Figure 3 An interface diagram of a skill database in some example embodiments of the present disclosure; Figure 4 An interface diagram of a skill list configuration in some example embodiments of the present disclosure; Figure 5 An interface diagram of skill course relationship binding in some example embodiments of the present disclosure; Figure 6 An interface diagram of skill weight configuration of an organization skill in some example embodiments of the present disclosure; Figure 7 An interface diagram of skill score configuration of an organization skill in some example embodiments of the present disclosure; Figure 8 An interface diagram of a position matrix in some example embodiments of the present disclosure; Figure 9 An interface diagram of employee detail information in some example embodiments of the present disclosure; Figure 10 An interface diagram of position detail information in some example embodiments of the present disclosure; Figure 11 A diagram of a development map in some example embodiments of the present disclosure; Figure 12 A structural block diagram of a database-based data processing system in some example embodiments of the present disclosure; Figure 13FIG. 1 is a diagram illustrating an internal structure of an electronic device according to an example embodiment of the present disclosure. DETAILED DESCRIPTION

[0012] For the purposes of the present application, the technical solutions and advantages thereof will be more clearly apparent from the following detailed description of the application, taken in conjunction with the accompanying drawings and examples. It should be understood that the specific examples described herein are intended to be illustrative only and are not intended to limit the present application.

[0013] The following detailed description is provided to help the reader understand the method, apparatus, electronic device, storage medium, and / or computer program product described herein. However, various changes, modifications, and equivalents of the method, apparatus, storage medium, and / or computer program product described herein will be clear to those skilled in the art after understanding the disclosure provided herein. For example, the order of the operations described herein is merely an example, and is not limited to those set forth herein, but can be changed as will be clear to those skilled in the art after understanding the disclosure provided herein, except for operations that must occur in a specific order. Also, the description of features known in the art can be omitted for the sake of clarity and conciseness.

[0014] The features described herein can be implemented in different forms and should not be construed as being limited to the examples described herein. Rather, the examples described herein have been provided so as to merely illustrate some of the many possible ways of implementing the method, electronic device, and / or storage medium described herein, which will be clear to those skilled in the art after understanding the disclosure.

[0015] The terminology used herein is merely for the purpose of describing various examples and is not intended to limit the disclosure. The singular forms are intended to include the plural forms unless the context clearly indicates otherwise. The terms "comprises," "comprising," and "having" indicate the presence of the stated features, numbers, operations, components, elements, and / or combinations thereof, but do not exclude the presence or addition of one or more other features, numbers, operations, components, elements, and / or combinations thereof. Unless otherwise specified, " / " means or, for example, A / B can mean A or B; "and / or" in the text merely describes the association relationship of the associated objects, which means that there can be three relationships, for example, A and / or B, which means that there are three cases of A alone, A and B together, and B alone. In addition, in the description of the embodiments of the present application, "a plurality of" means two or more than two.

[0016] Unless otherwise defined, all terms (including technical and scientific terms) used herein have the same meaning as commonly understood by one of ordinary skill in the art to which this disclosure belongs. Terms, such as those defined in commonly used dictionaries, should be interpreted as having a meaning that is consistent with their meaning in the context of the relevant art and this disclosure and should not be interpreted in an idealized or overly formal sense unless expressly so defined herein.

[0017] It should be noted that the terms "first", "second", etc. in the specification and claims of the present disclosure and the above-described drawings are used to distinguish similar objects, and do not necessarily have to be used to describe a specific order or sequence. It should be understood that the data thus used can be interchanged under appropriate circumstances, so that the embodiments of the present disclosure described herein can be implemented in an order other than that illustrated or described herein. The implementation described in some of the following exemplary embodiments does not represent all implementations consistent with the present disclosure. Rather, they are merely examples of apparatuses and methods consistent with some aspects of the present disclosure as detailed in the appended claims.

[0018] Furthermore, in the description of the examples, detailed descriptions of related structures or functions that are considered to cause obscuring of the present disclosure will be omitted.

[0019] Hereinafter, a specific embodiment will be described in detail with reference to the accompanying drawings. However, the specific embodiment can be implemented in various forms, and is not limited to the examples described herein.

[0020] In one embodiment of the present application, a database-based data processing method is applied to an application environment as shown in Figure 1 As shown in Figure 1 , a database-based data processing system executes a database-based data processing method of the present application. Specifically, as shown in Figure 1 , the database-based data processing system creates a skill library, a course library, a personnel library, and a post library, configures a plurality of skills in the skill library, configures a plurality of course data in the course library based on the skills in the skill library, and obtains post data and employee data from an enterprise internal personnel organization management system, and configures the post data to the post library and the employee data to the personnel library. Further, as shown in Figure 1As shown, the personnel skill relationship table, the post skill relationship table and the course skill relationship table are constructed based on the skill library, the course library, the personnel library and the post library; the employee post matching relationship is determined according to the personnel skill relationship table and the post skill relationship table, and the employee post matching relationship is sent to the intelligent scheduling platform, so that the intelligent scheduling platform schedules and manages the enterprise employees. In addition, when receiving the post gap information of the intelligent scheduling platform, the gap skill is determined according to the post gap information and the post skill relationship table, and the personnel needing skill training and the training courses are determined according to the gap skill, the personnel skill relationship table and the course skill relationship table, and the training courses are sent to the personnel needing skill training to inform the personnel needing skill training to perform course training.

[0021] In an embodiment of the present application, as shown in Figure 2 A database-based data processing method for managing employee skills includes the following steps: Step S201, create a skill library, a course library, a personnel library and a post library, configure multiple skills in the skill library, configure multiple course data in the course library based on each skill in the skill library, and obtain post data and employee data from an enterprise internal personnel organization management system, and configure the post data to the post library and the employee data to the personnel library.

[0022] In this embodiment, the skill library and the course library in the four libraries are created inside the database-based data processing system, that is, multiple skills in the skill library are configured, and multiple course data in the course library are configured based on each skill in the skill library. The data of the personnel library and the post library are obtained from the enterprise internal personnel organization management system through an interface. That is, the post data and the employee data are obtained from the enterprise internal personnel organization management system, and the post data is configured to the post library and the employee data is configured to the personnel library.

[0023] Specifically, for example, as shown in Figure 3 The user can configure skill number, skill name, skill type, state, whether general, applicable factory, updater, update time and related operations and other skill data in the configuration interface of the skill library to build the skill library. The skill library defines a list of skill lists required by all posts in the factory, which is used for subsequent association with different posts. In addition, the SOP (Standard Operation Procedure) materials of the factory are stored in the self-learning center to build the course library. Each SOP material reflects the organization or personnel needing to learn according to business needs, and the learning materials are uploaded in the form of attachments (PPT / PDF / WORD / VIDEO), and the learning materials include examination objective questions and practical operation question identification.

[0024] Step S202, constructing a personnel skill relationship table, a post skill relationship table and a course skill relationship table based on the skill library, the course library, the personnel library and the post library.

[0025] In this embodiment, a plurality of relationship tables are constructed by the combination and collocation of the basic data of each library in the skill library, the course library, the personnel library and the post library. That is, the personnel skill relationship table, the post skill relationship table and the course skill relationship table. By comparing two relationship tables, the personnel skill development situation can be judged. For example, by comparing the personnel skill relationship table and the post skill relationship table, it can be judged whether the employee meets the requirements of a certain post; by comparing the post skill relationship table and the course skill relationship table, the learned course data can be allocated to the actual execution post, and the course data for the development of each post is provided; by comparing the personnel skill relationship table and the course skill relationship table, the advanced course combination for the employee to learn by himself to achieve the purpose of improving the ability can be provided.

[0026] In one example, the above constructing a personnel skill relationship table, a post skill relationship table and a course skill relationship table based on the skill library, the course library, the personnel library and the post library comprises: matching the relationship between personnel and skills according to the association relationship between personnel and posts in the personnel library and the post library, and the association relationship between posts and skills in the post library and the skill library, and constructing a personnel skill relationship table according to the matched relationship between personnel and skills; configuring a post skill relationship table based on each skill in the skill library and each post in the post library; configuring a course skill relationship table based on each skill in the skill library and each course data in the course library.

[0027] Specifically, for example, a skill list is configured, the skills in the skill library are selected, and the selected skills are associated and bound with the post to obtain a post skill relationship table. As shown in Figure 4 , the skill list is configured with production nodes, post names and skill names, and then a table of production line, post code, post name, skill code, skill name, required skill score and operation is generated. Therefore, the post and the skill are associated and bound, and then the post skill relationship table can be generated. For example, each skill in the skill library is bound with each course data in the course library, and then a course skill relationship table is generated. As shown in Figure 5 , in the skill course relationship binding, the relevant information of the skill can be queried through the skill code and the skill name, and the skill is configured with an evaluation index and an evaluation content. The evaluation index is SOP, and the evaluation content is the specific learning content in the SOP. As shown in Figure 5 , the energy saving name is raw material weighing, and the evaluation content is the raw material weighing standard operating procedure in the SOP. Therefore, the course skill relationship table can be generated. For the personnel skill relationship table, the relationship between personnel and skills is matched according to the association relationship between personnel and posts in the personnel library and the post library, and the association relationship between posts and skills in the post library and the skill library, and then the personnel skill relationship table is constructed according to the matched relationship between personnel and skills.

[0028] In summary, by associating job positions with skills, with one job position potentially linked to multiple skills, a job-skill relationship table is generated. Each skill is then associated with a Standard Operating Procedure (SOP) learning resource, resulting in a course-skill relationship table. One or more job positions are assigned to employees, generating a personnel-job relationship table. Furthermore, by analyzing the relationships between personnel and job positions, the relationships between personnel and skills are matched, generating a personnel-skill relationship table.

[0029] Step S203: Determine the employee job matching relationship based on the personnel skill relationship table and the job skill relationship table, and send the employee job matching relationship to the intelligent scheduling platform so that the intelligent scheduling platform can manage the scheduling of the company's employees.

[0030] In this embodiment, as explained above, comparing the personnel skill relationship table and the job skill relationship table can determine the employee-job matching relationship and identify whether an employee meets the job requirements. The employee-job matching relationships that indicate they meet certain job requirements are then sent to the intelligent scheduling platform. Based on these matching relationships, the intelligent scheduling platform determines which employees meet which job requirements, and then manages the company's employee scheduling. This approach accurately assigns matching employees to jobs and automates the scheduling of company employees.

[0031] Step S204: Upon receiving job vacancy information from the intelligent scheduling platform, determine the vacancy skills based on the job vacancy information and the job skill relationship table, and determine the personnel and training courses that require skills training based on the vacancy skills, the personnel skill relationship table, and the course skill relationship table. Send the training courses to the personnel who need skills training to notify them to carry out the training.

[0032] In this embodiment, when the intelligent scheduling platform experiences a staff shortage, it sends the missing positions and the number of vacancies to the database-based data processing system. The database-based data processing system determines the missing skills based on the position shortage information and a position skill relationship table. It then identifies the personnel requiring skills training based on the skill shortage and personnel skill relationship table, and determines the necessary training courses based on the course skill relationship table. Finally, it sends the training courses to the personnel requiring skills training, notifying them to attend the corresponding training and acquire the necessary skills for the missing positions, thus providing the intelligent scheduling platform with the talent needed to fill the position shortages.

[0033] Therefore, the two cycles described above—sending employee job matching relationships to the intelligent scheduling platform for employee scheduling management, and receiving job vacancy information from the intelligent scheduling platform and notifying personnel requiring skills training to execute courses—primarily aim to enhance the dynamic development characteristics of skills. By sending employee job matching relationships to the intelligent scheduling platform, a basis for personnel scheduling is provided. Conversely, when the intelligent scheduling platform encounters personnel vacancies, it transmits the vacant positions and quantities to the database-based data processing system, providing guidance for the organization's talent skills development. The database-based data processing system, on the other hand, is a digital application that stimulates employees' proactive learning capabilities, plans learning paths for employees, and allows employees to develop their learning based on their own circumstances.

[0034] The aforementioned database-based data processing method constructs a four-database, three-table, dual-cycle employee skills management system based on the relationships between personnel and skills, positions and skills, and courses and skills. The four databases refer to a skills database, a course database, a personnel database, and a position database. The three tables refer to a personnel-skill relationship table, a position-skill relationship table, and a course-skill relationship table. The dual-cycle system refers to sending employee-position matching relationships to the intelligent scheduling platform and receiving position vacancy information from the intelligent scheduling platform. This four-database, three-table, dual-cycle employee skills management system enables intelligent employee skills management. When scheduling employees based on their skills, there is no need for manual cross-system queries of core employee elements or manual searches of unstructured documents; relevant employee information can be automatically and quickly obtained directly from the four databases and three tables.

[0035] In one embodiment, in step S203 above, determining the employee job matching relationship based on the personnel skill relationship table and the job skill relationship table includes: identifying employee information that meets the job requirements of the target production line based on the personnel skill relationship table and the job skill relationship table, and generating the employee job matching relationship of the target production line based on the employee information that meets the job requirements of the target production line.

[0036] Specifically, the personnel skill relationship table shows which employees possess which skills, while the job skill relationship table shows which jobs require which skills. Therefore, comparing the personnel skill relationship table and the job skill relationship table can identify the employee information that meets the job requirements of the target production line, and then construct employee-job matching relationships based on employee and job information. When the intelligent scheduling platform receives the employee-job matching relationships, it can determine which jobs on the target production line can be matched with which employees, and then perform scheduling management for the target production line.

[0037] In one embodiment, identifying employee information that meets the job requirements of the target production line based on the personnel skill relationship table and the job skill relationship table includes: determining the skills of the target job in the target production line based on the job skill relationship table, and obtaining the weight of each skill of the target job from the job skill configuration information of the target production line; determining the candidate employees for the target job based on the skills of the target job and the personnel skill relationship table; obtaining the job skill requirement score of the target job; obtaining the skill score of each skill of the candidate employees for the target job, and determining the matching degree between the candidate employees and the target job based on the job skill requirement score, the weight of each skill of the target job, and the skill score of each skill of the candidate employees; when the matching degree between the candidate employees and the target job meets the set matching conditions, determining the employee information required for the job in the target production line based on the employee information of the candidate employees.

[0038] Specifically, job skill configuration information for the target production line is pre-set. This information assigns weights to one or more skills within any given job. For the weight allocation section, different skill types are weighted according to their proportion in the overall job score. For example... Figure 6 As shown, the weight of operational skills is 100%, and the overall score for a position is calculated based on the weight of operational skills. When determining the employee information required for the target production line, the skills possessed by the employees for the position are scored. That is, after confirming the skills required for the target position in the target production line, preliminary candidates who meet the requirements of the target position are identified based on the personnel skill relationship table. Then, the scores for each skill of the candidates are calculated according to the weight of each skill, and the matching degree between the candidate and the target position is determined based on the calculation results. If there is a match, the candidate is selected as the employee required for the target position in the target production line.

[0039] In one example, the above-mentioned acquisition of skill scores for each skill of the candidate employee for the target position includes: if it is identified that no operation record is found for any skill of the candidate employee, the skill score for any skill of the candidate employee is one point; if it is identified that any skill of the candidate employee has a record of completing the course and passing the exam, the skill score for any skill of the candidate employee is two points; if it is identified that any skill of the candidate employee has a record of passing the practical assessment, the skill score for any skill of the candidate employee is three points; wherein, the skill requirement score for the target position is configurable.

[0040] The skill library includes operational skills, general skills, and performance-stabilizing skills. Each skill is divided into safety, quality, operation, and process dimensions. The skill score for each position is determined by the scores of the safety, quality, operation, and process dimensions of each skill.

[0041] Specifically, each position has defined skill types and scoring standards within the system, serving as core requirements for employment. Skill types include operational skills, general skills, and performance-stabilizing skills, each covering fundamental dimensions such as safety, quality, operation, and process. Each position is configured with "Job Requirements and Scores," such as target score thresholds, clearly defining the skills employees must master and the required skill levels to be competent in the role. For example... Figure 6 As shown, organizational skills are general-purpose skills that can cover basic dimensions such as safety, quality, operation, and process. Each dimension is assigned a corresponding score, and the final organizational skill score is determined by the scores for the safety, quality, operation, and process dimensions. For example, Figure 7 The document provides score configuration information for certain dimensions of organizational skills. Therefore, a skill score for any skill type can be calculated using the skill scores across these dimensions.

[0042] Furthermore, the scoring rules for any skill type within any skill dimension use a default score configuration, corresponding to a four-point system in the scoring framework. The scoring indicator for employee job skills is the Standard Operating Procedure (SOP): if an employee does not need to master the skills required for the position, progress is 0%, corresponding to one point; if an employee has completed the SOP study materials and passed the exam, gaining a preliminary understanding of the job skills but still requires additional training or assistance to operate independently, progress is 50%, and two points are awarded; if an employee uploads supporting attachments demonstrating actual job performance, and this is approved by their supervisor, showcasing effective work ability and a deep mastery of the job skills, progress is 100%, and three points are awarded. As mentioned in the 10 / 20 / 70 model, time and performance are needed to assist in assessing the employee's mastery of the skill to determine whether a four-point evaluation is warranted.

[0043] Corresponding to the above scoring system, the data processing system based on the database performs the following operations: if the system does not store any operation record for any skill of the candidate employee, then the skill score for any skill of the candidate employee is one point; if the learning platform identifies a record of course completion and exam passing for any skill of the candidate employee, then the skill score for any skill of the candidate employee is determined to be two points; if the candidate employee uploads material records of passing the practical assessment for any skill, then the skill score for any skill of the candidate employee is determined to be three points; the score for the job skill requirements of the target position is configurable.

[0044] Specifically, the data processing system based on the database configures the scoring scheme for each skill, namely the 10 / 20 / 70 model mentioned above, and sets the relationship between job and skill, SOP, and determines the job skill requirement score. Employees can only work independently when they reach the job skill requirement score.

[0045] The matching degree is calculated according to the scoring rules: Employees can directly access the SOP by scanning the on-site QR code via PC or mobile device, or actively consult learning materials in the system; after completing the learning, employees need to pass the assessment steps set by the system to verify their skill mastery. The system is configured with two types of assessments: objective questions on theoretical knowledge and practical questions. After completing the learning and objective question assessments, employees can actively apply for practical assessment certification in the system; after passing the assessment, the system automatically completes the skill certification and updates the overall job score data. Among them, 3 points is set as the basic compliance score, that is, the final calculated skill score must be greater than or equal to 3 points for the employee to meet the job requirements.

[0046] In summary, based on the aforementioned database-based data processing system, the process of employees obtaining job and skill certifications is achieved through standardized processes and dynamic data linkage. The core process is as follows: establishing the relationship between skills and courses → configuring scoring schemes for each skill → determining the score required for job skills → calculating the matching degree according to the scoring rules, i.e., 3 points is the basic compliance score → feeding back the matching degree to the intelligent scheduling platform.

[0047] In one embodiment, before sending the employee job matching relationship to the intelligent scheduling platform, the method further includes: rendering a job matrix on the manager's terminal based on the employee job matching relationship, the job matrix including multiple production lines, one or more jobs on each production line, and employees corresponding to each job; after receiving the employee information of the manager selecting the corresponding job in the job matrix, the method transmits the information to the intelligent scheduling platform and sends the assigned job information to the terminal of the selected employee.

[0048] Specifically, the job matrix rendered on the manager's terminal is as follows: Figure 8 As shown in the diagram, the job matrix contains multiple production lines and their corresponding positions. One production line can correspond to multiple positions, and one position can correspond to multiple employees. Managers assign positions to employees in the job matrix, selecting employees and sending the assigned position information to their devices. The employee can then view their assigned position on their mobile phone and begin learning and taking exams on the required skills according to the Standard Operating Procedures (SOPs). Upon passing the exam / practical assessment, the employee receives a skill score, and the overall score for the position is calculated based on the skills required for that position. Furthermore, managers can click on an employee's avatar in the job matrix to view their detailed information, including which positions the employee has selected and their scores across all positions. Figure 9 As shown. Furthermore, managers can click on a position in the position matrix to access its details, viewing which employees were assigned to that position and their actual scores, as shown below. Figure 10As shown. Therefore, by using a job matrix, employees' skill scores are linked to job requirements in real time, helping managers quickly identify the gap between employees' skills and job requirements. Jobs are the application scenarios of skills, and skills are the competency requirements of jobs. Through standardized system configuration, dynamic scoring, and data linkage, the two achieve closed-loop management of "job requirements → skills training → competency certification → job matching", ensuring a precise match between employees' abilities and job requirements.

[0049] In summary, the above embodiments provide feedback on employee-job matching relationships to the intelligent scheduling platform based on the matching degree between employees and jobs. After skills assessment, the system dynamically matches jobs with employee capabilities through data linkage. The employee's comprehensive job skills score is updated in real time to the job matrix, which intuitively displays information such as the employee's target score and actual score for the current job, mastered jobs, and jobs to be developed. The job scores are linked with the intelligent scheduling platform to prioritize matching highly skilled employees to corresponding jobs, optimizing production line personnel allocation. Furthermore, the employee job skills assessment process follows a closed loop of "learning-assessment-certification-data synchronization-job matching." Through SOP management, AI assistance, dynamic scoring, and system linkage, the skills assessment is standardized, transparent, and intelligent, ensuring an accurate match between employee capabilities and job requirements.

[0050] In one embodiment, after creating the skill library, course library, personnel library, and job library in step S201 above, the method further includes: obtaining target employees from the personnel library; obtaining the target employees' basic personnel information, practical records of skills training courses, learning records of skills training courses, number of job skills mastered, on-the-job hours, and basic title certification; determining whether the target employees meet the promotion conditions for target title certification based on the target employees' basic personnel information, practical records of skills training courses, learning records of skills training courses, number of job skills mastered, on-the-job hours, and basic title certification, and if so, configuring the target title for the target employees.

[0051] Specifically, employee development titles involve a more gamified upgrade process within a database-based data processing system. The acquisition and upgrade process for different development titles is achieved through multi-dimensional condition verification, dynamic data tracking, and development path visualization set by the system. The specific process can be divided into the following core steps: Standardized Definition of Title System and Promotion Path: The system predefines clear title levels and promotion paths, for example: Operation path: Operator → Senior Operator → Skilled Operator → Master Operator; Maintenance path: Electrician / Mechanic → Senior Electrician / Mechanic → Skilled Maintenance Operator → Master Maintenance Technician. The operation and maintenance paths can be combined into a higher-level maintenance path that requires both operation and maintenance skills. Each title corresponds to specific promotion criteria, including but not limited to: 1) Basic personnel information (such as job title, job type, etc.); 2) SOP operation upload records (such as uploads of records of completing two key operations); 3) SOP learning (Complete the learning and certification of the specified SOPs); 4) Number of job skills mastered (e.g., the number of skills required for A / B / C category positions); 5) On-the-job working hours (meeting the minimum working hours for this position); 6) Title Authentication (authentication through basic titles).

[0052] In one example, the above-mentioned acquisition of practical training records, skill training course learning records, job skill mastery quantity, and on-the-job hours for the target employee's skills includes: receiving operation process records uploaded by the target employee, including operation videos and / or operation result data, and obtaining practical training records for the skills training courses based on the operation process records; acquiring progress information, examination information, and practical assessment information of the target employee's learning of standard operating procedures for skills related to the job, and obtaining skill training course learning records based on the progress information, examination information, and practical assessment information; acquiring the number of jobs matched by the target employee in the job matrix, and determining the job skill mastery quantity based on the number of matched jobs, wherein the job matrix is ​​determined based on the employee's job matching relationship; and acquiring the target employee's actual working hour data in the target job from the workforce management platform, and determining on-the-job hours based on the actual working hour data.

[0053] In one example, after the steps of determining whether a target employee meets the promotion criteria for a target title based on their basic personnel information, practical records of skills training courses, learning records of skills training courses, number of job skills mastered, on-the-job hours, and basic title certification, and then configuring a target title for the target employee if they meet the criteria, the process further includes: obtaining the target employee's job promotion criteria and promotion path; and determining whether the target employee meets the promotion standards for the next higher title based on one or more of the following: basic personnel information, practical records of skills training courses, learning records of skills training courses, number of job skills mastered, and on-the-job hours, as well as the job promotion criteria and promotion path. If so, then the next higher title for the target employee is activated.

[0054] Specifically, the dynamic verification process for obtaining and upgrading titles includes: 1. Real-time collection and tracking of conditional data.

[0055] The system collects employee status on condition completion in the following ways: Operation upload records: When employees perform critical operations, they need to upload operation process records (such as videos, result data, etc.) through the system. The system will automatically archive and mark the completion status. SOP Learning and Certification: After learning the SOP (Standard Operating Procedure) for their relevant positions, employees must pass a theoretical exam (objective questions) and a practical assessment (practical questions). The system records the learning progress and certification results. Number of positions mastered: Based on the job matching data in the job matrix module, the system counts the number of positions that an employee has mastered and certified (e.g., 1 Class A position and 2 Class B positions). On-the-job hours: Obtain actual working hours data of employees in target positions through the workforce management platform.

[0056] 2. The system automatically evaluates and updates titles.

[0057] When an employee's performance meets the promotion criteria for their current title, the system triggers the following actions: Condition verification: The system automatically compares the employee's real-time data according to the preset title promotion rules (such as "must complete 2 operations and upload + master 3 positions + on-the-job working hours ≥ 200 hours"); Certification Trigger: If the basic requirements are met, the system will prompt the employee to apply for "Title Certification" (which requires passing a comprehensive assessment organized by the system, such as a skills defense or advanced practical verification). Title Update: After certification is approved, the system will automatically update the employee's title level and synchronize it to the development map.

[0058] In one embodiment, after configuring the target title for the target employee, the method further includes: synchronizing the target title to the system's development map to update the target employee's title in the development map; wherein the development map visually displays the target employee's promotion path and multiple job titles, including the target title.

[0059] Specifically, the system provides employees with personalized career advancement guidance through the "Development Map" module. For example, the development map includes features such as... Figure 11 As shown in the diagram. The target path planning includes: displaying the specific requirements for the next level of title, such as "Operating technicians need to master 5 job positions + complete 4 operation uploads", and linking them with corresponding SOP learning tasks and job certification plans to help employees clarify their improvement direction.

[0060] It should be understood that although the steps in the flowchart are shown sequentially according to the arrows, these steps are not necessarily executed in the order indicated by the arrows. Unless explicitly stated herein, there is no strict order constraint on the execution of these steps, and they can be executed in other orders. Moreover, at least some steps in the flowchart may include multiple sub-steps or multiple stages. These sub-steps or stages are not necessarily completed at the same time, but can be executed at different times. The execution order of these sub-steps or stages is not necessarily sequential, but can be performed alternately or in turn with other steps or at least some of the sub-steps or stages of other steps.

[0061] In some exemplary embodiments of this disclosure, such as Figure 12 As shown, a database-based data processing system is provided, including a creation module 1201, a construction module 1202, a determination module 1203, and a sending module 1204. The creation module 1201 is used to create a skill library, a course library, a personnel library, and a job library. It configures multiple skills in the skill library and, based on these skills, configures multiple course data in the course library. It also retrieves job data and employee data from the enterprise's internal personnel organization management system, configuring the job data into the job library and the employee data into the personnel library. The construction module 1202 is used to construct personnel skill relationship tables, job skill relationship tables, and course skill relationship tables based on the skill library, course library, personnel library, and job library. The determination module 1203 is used to determine employee job matching relationships based on the personnel skill relationship table and the job skill relationship table, and sends these relationships to the intelligent scheduling platform for employee scheduling management. The sending module 1204, upon receiving job vacancy information from the intelligent scheduling platform, determines the skills in need based on the job vacancy information and the job skill relationship table. It then determines the personnel requiring skills training and the corresponding training courses based on the skills in need, as well as the personnel skill relationship table and the course skill relationship table, and sends the training courses to these personnel to notify them to complete the training.

[0062] In one embodiment, constructing a personnel skill relationship table, a job skill relationship table, and a course skill relationship table based on a skill library, a course library, a personnel library, and a job library includes: matching the relationships between personnel and skills based on the relationships between personnel and jobs in the personnel library and the job library, and the relationships between jobs and skills in the job library and the skill library; constructing a personnel skill relationship table based on the matched relationships between personnel and skills; configuring a job skill relationship table based on each skill in the skill library and each job in the job library; and configuring a course skill relationship table based on each skill in the skill library and each course data in the course library.

[0063] In one embodiment, determining the employee job matching relationship based on the personnel skill relationship table and the job skill relationship table includes: identifying employee information that meets the job requirements of the target production line based on the personnel skill relationship table and the job skill relationship table, and generating the employee job matching relationship of the target production line based on the employee information that meets the job requirements of the target production line.

[0064] In one embodiment, identifying employee information that meets the job requirements of the target production line based on a personnel skill relationship table and a job skill relationship table includes: determining the skills of the target job in the target production line based on the job skill relationship table, and obtaining the weight of each skill of the target job from the job skill configuration information of the target production line; determining the candidate employees for the target job based on the skills of the target job and the personnel skill relationship table; obtaining the job skill requirement score of the target job; obtaining the skill score of each skill of the candidate employees for the target job, and determining the matching degree between the candidate employees and the target job based on the job skill requirement score, the weight of each skill of the target job, and the skill score of each skill of the candidate employees; when the matching degree between the candidate employees and the target job meets the set matching conditions, determining the employee information required for the job in the target production line based on the employee information of the candidate employees.

[0065] In one embodiment, obtaining the skill scores of each skill of the candidate employee for the target position includes: if it is identified that no operation record is found for any skill of the candidate employee, the skill score for any skill of the candidate employee is one point; if it is identified that any skill of the candidate employee has a record of completing course learning and passing the exam, the skill score for any skill of the candidate employee is two points; if it is identified that any skill of the candidate employee has a record of passing the practical assessment, the skill score for any skill of the candidate employee is three points; wherein, the skill requirement score for the target position is configurable.

[0066] In one embodiment, the skill base includes operational skills, general skills, and performance stability skills. Each skill is divided into safety, quality, operation, and process dimensions. The skill score for each skill is determined by the scores for the safety, quality, operation, and process dimensions.

[0067] In one embodiment, before sending the employee job matching relationship to the intelligent scheduling platform, the method further includes: rendering a job matrix on the manager's terminal based on the employee job matching relationship, the job matrix containing multiple production lines, one or more jobs on each production line, and employees corresponding to each job; after receiving the employee information of the corresponding job selected by the manager in the job matrix, sending the assigned job information to the terminal of the selected employee through transmission to the intelligent scheduling platform.

[0068] In one embodiment, a database-based data processing system further includes a title configuration module, used to obtain target employees from a personnel database; obtain the target employee's basic personnel information, practical records of skills training courses, learning records of skills training courses, number of job skills mastered and on-the-job hours, and basic title certification; determine whether the target employee meets the promotion conditions for the target title certification based on the target employee's basic personnel information, practical records of skills training courses, learning records of skills training courses, number of job skills mastered and on-the-job hours, and basic title certification, and if so, configure the target title for the target employee.

[0069] In one embodiment, obtaining the practical training records, learning records, job skill mastery, and on-the-job hours of a target employee's skills training courses includes: receiving operation process records uploaded by the target employee, which include operation videos and / or operation result data; obtaining the practical training records of the skills training courses based on the operation process records; obtaining progress information, examination information, and practical assessment information of the standard operating procedures for the target employee's learning of skills related to the job; obtaining the learning records of the skills training courses based on the progress information, examination information, and practical assessment information; obtaining the number of jobs matched by the target employee in the job matrix; determining the job skill mastery based on the number of matched jobs, wherein the job matrix is ​​determined based on the employee's job matching relationship; and obtaining the actual working hour data of the target employee in the target job from the workforce management platform; determining the on-the-job hours based on the actual working hour data.

[0070] In one embodiment, a database-based data processing system further includes a job update module, used to obtain the job promotion conditions and promotion path of the target employee; based on one or more of the target employee's basic personnel information, practical records of skills training courses, learning records of skills training courses, number of job skills mastered and on-the-job hours, job promotion conditions and promotion path, it determines whether the target employee has met the promotion standard for the next higher title relative to the current title; if so, the next higher title of the target employee is activated.

[0071] In one embodiment, a database-based data processing system further includes a synchronization module for synchronizing the target title to the system's development map to update the target employee's title in the development map; wherein the development map visually displays the target employee's promotion path and multiple job titles, including the target title.

[0072] For specific limitations regarding a database-based data processing system, please refer to the limitations of a database-based data processing method described above, which will not be repeated here. The modules in the aforementioned database-based data processing system can be implemented entirely or partially through software, hardware, or a combination thereof. These modules can be embedded in or independent of the processor in an electronic device, or stored in the memory of the electronic device as software, so that the processor can call and execute the operations corresponding to each module.

[0073] In some exemplary embodiments of this disclosure, an electronic device is provided, which may be a server, and its internal structure diagram may be as follows: Figure 13 As shown, this electronic device includes a processor, memory, network interface, and database connected via a system bus. The processor provides computing and control capabilities. The memory includes a non-volatile storage medium and internal memory. The non-volatile storage medium stores the operating system, computer programs, and database. The internal memory provides an environment for the operation of the operating system and computer programs stored in the non-volatile storage medium. The database is used for enterprise employee data and management data, etc. The network interface is used for communication with external terminals via a network connection. When the computer program is executed by the processor, it implements a database-based data processing method.

[0074] Those skilled in the art will understand that Figure 13 The structure shown is merely a block diagram of a portion of the structure related to the present application and does not constitute a limitation on the electronic device to which the present application is applied. The specific electronic device may include more or fewer components than shown in the figure, or combine certain components, or have different component arrangements.

[0075] In some exemplary embodiments of this disclosure, an electronic device is provided, including 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 steps of a database-based data processing method as described in any of the exemplary embodiments above.

[0076] In some exemplary embodiments of this disclosure, a computer-readable storage medium is provided having a computer program stored thereon, which, when executed by a processor, implements the steps of a database-based data processing method as described in any of the exemplary embodiments above.

[0077] Those skilled in the art will understand that all or part of the processes in the methods of the above embodiments can be implemented by a computer program instructing related hardware. The computer program can be stored in a non-volatile computer-readable storage medium. When executed, the computer program can include the processes of the embodiments of the above methods. Any references to memory, storage, databases, or other media used in the embodiments provided in this application can include non-volatile and / or volatile memory. Non-volatile memory may include read-only memory (ROM), programmable ROM (PROM), electrically programmable ROM (EPROM), electrically erasable programmable ROM (EEPROM), or flash memory. Volatile memory may include random access memory (RAM) or external cache memory. By way of illustration and not limitation, RAM is available in a variety of forms, such as static RAM (SRAM), dynamic RAM (DRAM), synchronous DRAM (SDRAM), dual data rate SDRAM (DDRSDRAM), enhanced SDRAM (ESDRAM), synchronous link DRAM (SLDRAM), RAMbus direct RAM (RDRAM), direct memory bus dynamic RAM (DRDRAM), and memory bus dynamic RAM (RDRAM), etc.

[0078] The technical features of the above embodiments can be combined in any way. For the sake of brevity, not all possible combinations of the technical features in the above embodiments are described. However, as long as there is no contradiction in the combination of these technical features, they should be considered to be within the scope of this specification.

[0079] The embodiments described above are merely illustrative of several implementation methods of this application, and while the descriptions are relatively specific and detailed, they should not be construed as limiting the scope of the invention patent. It should be noted that those skilled in the art can make various modifications and improvements without departing from the concept of this application, and these all fall within the protection scope of this application. Therefore, the protection scope of this patent application should be determined by the appended claims.

Claims

1. A database-based data processing method, characterized in that, The data processing method includes: Create a skill library, a course library, a personnel library, and a job library; configure multiple skills in the skill library; configure multiple course data in the course library based on each skill in the skill library; obtain job data and employee data from the enterprise's internal personnel organization management system; configure the job data into the job library; and configure the employee data into the personnel library. Based on the skill library, the course library, the personnel library, and the job library, construct a personnel skill relationship table, a job skill relationship table, and a course skill relationship table; The employee job matching relationship is determined based on the personnel skill relationship table and the job skill relationship table, and the employee job matching relationship is sent to the intelligent scheduling platform so that the intelligent scheduling platform can manage the scheduling of the company's employees. Upon receiving job vacancy information from the intelligent scheduling platform, the system determines the skills in need based on the job vacancy information and the job skills relationship table. It then determines the personnel and training courses requiring skills training based on the skills in need, the personnel skills relationship table, and the course skills relationship table. The system then sends the training courses to the personnel requiring skills training to notify them to perform the training.

2. The data processing method according to claim 1, characterized in that, The construction of personnel skill relationship tables, job skill relationship tables, and course skill relationship tables based on the skill library, course library, personnel library, and job library includes: Based on the relationship between personnel and positions in the personnel database and the position database, and the relationship between positions and skills in the position database and the skill database, the relationship between personnel and skills is matched, and a personnel-skill relationship table is constructed based on the matched relationship between personnel and skills. Based on the skill relationship table between each skill in the skill library and each job in the job library; Configure a course skill relationship table based on the data of each skill in the skill library and each course in the course library.

3. The data processing method according to claim 1, characterized in that, The step of determining the employee job matching relationship based on the personnel skill relationship table and the job skill relationship table includes: Based on the personnel skill relationship table and the job skill relationship table, employee information that meets the job requirements of the target production line is identified, and employee job matching relationships for the target production line are generated based on the employee information that meets the job requirements of the target production line.

4. The data processing method according to claim 3, characterized in that, The step of identifying employee information that meets the job requirements of the target production line based on the personnel skill relationship table and the job skill relationship table includes: The skills of the target positions in the target production line are determined according to the job skill relationship table, and the weights of the skills of the target positions are obtained from the job skill configuration information of the target production line. The candidate employees for the target positions are determined based on the relationship table between the skills of the target positions and the personnel skills. Obtain the job skill requirement score for the target position; Obtain the skill scores of each skill of the candidate employee for the target position, and determine the matching degree between the candidate employee and the target position based on the skill requirement score of the position, the weight of each skill of the target position, and the skill scores of each skill of the candidate employee. When the matching degree between the candidate employee and the target position meets the set matching conditions, the employee information required for the target production line is determined based on the employee information of the candidate employee.

5. The data processing method according to claim 4, characterized in that, The process of obtaining skill scores for each skill of the candidate employees for the target position includes: If it is identified that there is no operation record for any skill among the candidate employee's skills, then the skill score for that skill of the candidate employee is one point. If it is found that any skill among the candidate employees has a record of completing the course and passing the exam, then the skill score for that skill of the candidate employee is two points. If it is found that any skill among the candidate employees has a record of passing the practical assessment, then the skill score of that skill of the candidate employee is three points; The skill requirement score for the target position can be configured.

6. The data processing method according to claim 4, characterized in that, The skill base includes operational skills, general skills, and performance stability skills. Each skill is divided into safety, quality, operation, and process dimensions. The skill score for each skill is determined by the scores for the safety, quality, operation, and process dimensions.

7. The data processing method according to claim 1, characterized in that, Before the step of sending the employee job matching relationship to the intelligent scheduling platform, the method further includes: rendering a job matrix on the manager's terminal based on the employee job matching relationship, wherein the job matrix includes multiple production lines, one or more jobs on each production line, and employees corresponding to each job. After receiving employee information from the manager who has selected the corresponding position in the job matrix, the system transmits the information to the intelligent scheduling platform and sends the assigned job information to the selected employee's terminal.

8. The data processing method according to claim 1, characterized in that, The data processing method further includes: Obtain the target employee from the personnel database; Obtain the target employee's basic personnel information, practical records of skills training courses, learning records of skills training courses, number of job skills mastered and on-the-job hours, and basic title certifications; Based on the target employee's basic personnel information, practical records of skills training courses, learning records of skills training courses, number of job skills mastered and on-the-job hours, and basic title certification, determine whether the target employee meets the promotion conditions for the target title certification. If so, assign the target title to the target employee.

9. The data processing method according to claim 8, characterized in that, The practical records of the training courses for acquiring the skills of the target employees, the learning records of the skills training courses, the number of job skills mastered, and the on-the-job working hours include: Receive the operation process records uploaded by the target employee, the operation process records include operation videos and / or operation result data, and obtain the practical records of the training courses for the skills based on the operation process records; Obtain progress information, examination information, and practical assessment information of the standard operating procedures for the target employee's learning of skills related to the position; and obtain the training course learning records of the skills based on the progress information, examination information, and practical assessment information. Obtain the number of job positions matched by the target employee in the job position matrix, and determine the number of job skills mastered based on the number of matched job positions, wherein the job position matrix is ​​determined based on the employee's job position matching relationship; Obtain the actual working hours data of the target employee in the target position from the workforce management platform, and determine the on-the-job working hours based on the actual working hours data.

10. The data processing method according to claim 8, characterized in that, The data processing method further includes: Obtain the job promotion criteria and promotion path for the target employee; Based on one or more of the target employee's basic personnel information, practical records of skills training courses, learning records of skills training courses, number of job skills mastered, and on-the-job working hours, as well as the job promotion conditions and the promotion path, determine whether the target employee has met the promotion standard for the next higher title relative to the current title. If so, then the target employee's next higher title is activated.

11. The data processing method according to claim 10, characterized in that, The data processing method further includes: The target title is synchronized to the system's development map to update the target employee's title in the development map; The development map visually displays the promotion path of the target employee and multiple job titles, including the target title.

12. A database-based data processing system, characterized in that, The data processing system includes: A creation module is used to create a skill library, a course library, a personnel library, and a job library. It configures multiple skills in the skill library, configures multiple course data in the course library based on each skill in the skill library, and obtains job data and employee data from the enterprise's internal personnel organization management system, and configures the job data into the job library and the employee data into the personnel library. The module is used to construct personnel skill relationship tables, job skill relationship tables, and course skill relationship tables based on the skill library, the course library, the personnel library, and the job library. The determination module is used to determine the employee job matching relationship based on the personnel skill relationship table and the job skill relationship table, and send the employee job matching relationship to the intelligent scheduling platform so that the intelligent scheduling platform can manage the scheduling of enterprise employees; The sending module is used to, upon receiving job vacancy information from the intelligent scheduling platform, determine the skills in need based on the job vacancy information and the job skill relationship table, and determine the personnel and training courses requiring skills training based on the skills in need, the personnel skill relationship table, and the course skill relationship table, and send the training courses to the personnel requiring skills training to notify them to perform the training.

13. 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 steps of the data processing method according to any one of claims 1 to 11.

14. A computer-readable storage medium having a computer program stored thereon, characterized in that, When the computer program is executed by a processor, it implements the steps of the data processing method according to any one of claims 1 to 11.

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