Business operation method, storage medium, and electronic device

Abstract

This invention discloses an enterprise operation method, storage medium, and electronic device, relating to the field of enterprise management technology. The method includes: obtaining enterprise strategic goals; decomposing the enterprise strategic goals to obtain business units; determining job competency requirements based on the business units; determining individual business competency models for employees based on the job competency requirements; determining employee business competency optimization data based on the individual business competency models; and determining an enterprise operation optimization plan based on the business competency optimization data. This invention solves the technical problems of inefficient collaboration and resource waste caused by single-person employee management in related technologies.

Description

Technical Field

[0001] This invention relates to the field of enterprise management technology, and more specifically, to an enterprise operation method, storage medium, and electronic device. Background Technology

[0002] Currently, employee competency management relies heavily on generic competency models or job descriptions, which may lead to a disconnect between actual training content and actual work. This results in a large amount of resources being invested in inefficient training, repetitive certification, and ineffective assessments, ultimately causing risks such as inefficient collaboration and waste of resources.

[0003] No effective solution has yet been proposed to address the above issues. Summary of the Invention

[0004] This invention provides an enterprise operation method, storage medium, and electronic device to at least solve the technical problems of inefficient collaboration and resource waste caused by single-person management of employees in related technologies.

[0005] According to one embodiment of the present invention, an enterprise operation method is provided, comprising: obtaining enterprise strategic objectives, wherein the enterprise strategic objectives represent enterprise projects to be processed; obtaining business units by decomposing the enterprise strategic objectives, wherein the business units represent the smallest executable units of the enterprise strategic objectives; determining job competency requirements based on the business units, wherein the job competency requirements represent the skills required to complete the business units; determining individual business competency models for employees based on the job competency requirements, wherein the individual business competency models clarify the individual skills that employees need to master to handle the business units; determining employee business competency optimization data based on the individual business competency models, wherein the business competency optimization data represents the improvement in employees' business competency after optimization training; and determining an enterprise operation optimization plan based on the business competency optimization data.

[0006] Optionally, by decomposing corporate strategic objectives, business units are obtained, including: determining corporate strategic indicators based on corporate strategic objectives, wherein corporate strategic indicators are used to represent performance indicators in corporate strategic objectives; analyzing corporate strategic indicators using a value chain model to obtain key business chains, wherein key business chains are used to represent key processes for achieving corporate strategic objectives; and decomposing key business chains to obtain business units.

[0007] Optionally, determining job competency requirements based on business units includes: analyzing the operational steps within a business unit to obtain at least one job skill required to process the business unit; and determining job competency requirements based on at least one job skill.

[0008] Optionally, an individual business competency model for each employee is determined based on job competency requirements, including: obtaining employee skill information; determining a competency gap map based on job competency requirements and skill information, wherein the competency gap map is used to record the business competencies that employees need to improve; and determining an individual business competency model based on the competency gap map.

[0009] Optionally, determining employee business capability optimization data based on an individual business capability model includes: developing optimization training courses for employees based on the individual business capability model, wherein the optimization training courses are used to optimize employee business capabilities; and determining business capability optimization data based on employee behavior data after optimization training.

[0010] Optionally, the company's operational optimization plan can be determined based on business capability optimization data, including: determining the employees' achievement of capability badges based on business capability optimization data; and determining the employees' career development prospects based on the achievement of capability badges.

[0011] Optionally, the career development prospect plan for employees can be determined based on the acquisition of competency badges, including: generating personalized career development suggestions based on the types and number of badges acquired by employees; and determining career development prospect plans based on personalized career development suggestions.

[0012] According to one embodiment of the present invention, an enterprise operation device is also provided, comprising: an acquisition module for acquiring enterprise strategic objectives, wherein the enterprise strategic objectives represent enterprise projects to be processed; a decomposition module for obtaining business units by decomposing the enterprise strategic objectives, wherein the business units represent the smallest executable units of the enterprise strategic objectives; a first determination module for determining job competency requirements based on the business units, wherein the job competency requirements represent the skills required to complete the business units; a second determination module for determining an employee's personal business competency model based on the job competency requirements, wherein the personal business competency model clarifies the personal skills that the employee needs to master to handle the business units; a third determination module for determining employee business competency optimization data based on the personal business competency model, wherein the business competency optimization data represents the improvement in the employee's business competency after optimization training; and a fourth determination module for determining an enterprise operation optimization plan based on the business competency optimization data.

[0013] Optionally, the decomposition module is also used to determine corporate strategic indicators based on corporate strategic objectives, wherein corporate strategic indicators are used to represent performance indicators in corporate strategic objectives; to analyze corporate strategic indicators using a value chain model to obtain key business chains, wherein key business chains are used to represent key processes for achieving corporate strategic indicators; and to decompose key business chains to obtain business units.

[0014] Optionally, the first determining module is also used to analyze the operational steps in the business unit to obtain at least one job skill required to process the business unit; and to determine the job capability requirements based on at least one job skill.

[0015] Optionally, the second determining module is also used to acquire employees' skill information; determine a capability gap map based on job capability requirements and skill information, wherein the capability gap map is used to record the business capabilities that employees need to improve; and determine an individual business capability model based on the capability gap map.

[0016] Optionally, the third determining module is also used to develop optimized training courses for employees based on individual business capability models, wherein the optimized training courses are used to optimize the business capabilities of employees; and to determine business capability optimization data based on the behavioral data of employees after the optimized training.

[0017] Optionally, the fourth determination module is also used to determine the employee's achievement of capability badges based on business capability optimization data; and to determine the employee's career development prospect plan based on the achievement of capability badges.

[0018] Optionally, the fourth determination module is also used to generate personalized career development suggestions based on the type and number of medals obtained by the employee; and to determine career development prospect planning based on the personalized career development suggestions.

[0019] According to one embodiment of the present invention, a computer-readable storage medium is also provided, wherein the storage medium stores a computer program, wherein the computer program is configured to execute the enterprise operation method described above when run on a computer or processor.

[0020] According to one embodiment of the present invention, an electronic device is also provided, including a memory and a processor, wherein the memory stores a computer program and the processor is configured to run the computer program to perform the business operation method described in any of the preceding claims.

[0021] According to one embodiment of the present invention, a computer program product is also provided, including a computer program that, when executed by a processor, implements the enterprise operation method described in any of the above.

[0022] In this embodiment of the invention, by acquiring corporate strategic goals, where corporate strategic goals represent corporate projects to be processed; by decomposing corporate strategic goals to obtain business units, where business units represent the smallest executable units of corporate strategic goals; determining job competency requirements based on business units, where job competency requirements represent the skills required to complete business units; determining individual business competency models for employees based on job competency requirements, where individual business competency models clarify the individual skills that employees need to master to handle business units; determining employee business competency optimization data based on individual business competency models, where business competency optimization data represents the improvement of employees' business competency after optimization training; and determining the company's operational optimization plan based on business competency optimization data, the purpose of mapping strategic goals to individual competency growth paths is achieved. This realizes the technical effect of dynamic closed-loop management between strategic goals, business units, job competency requirements, and employee competency, thereby solving the technical problems of inefficient collaboration and resource waste caused by single management of employees in related technologies. Attached Figure Description

[0023] The accompanying drawings, which are included to provide a further understanding of the invention and form part of this invention, illustrate exemplary embodiments of the invention and are used to explain the invention, but do not constitute an undue limitation of the invention. In the drawings:

[0024] Figure 1 This is a flowchart of a business operation method according to one embodiment of the present invention;

[0025] Figure 2 This is a core flow logic diagram according to one embodiment of the present invention;

[0026] Figure 3 This is a technical architecture diagram according to one embodiment of the present invention;

[0027] Figure 4 This is an application architecture diagram according to one embodiment of the present invention;

[0028] Figure 5 This is a flowchart of a procedure according to one embodiment of the present invention;

[0029] Figure 6 This is a flowchart illustrating a procedure according to one embodiment of the present invention;

[0030] Figure 7 This is a structural block diagram of an enterprise operation device according to one embodiment of the present invention. Detailed Implementation

[0031] For ease of understanding, some concepts related to embodiments of the present invention are illustrated below for reference.

[0032] Business unit: refers to the smallest executable, measurable, and independently assessable business action or task unit formed after the systematic decomposition of corporate strategic goals. It is the underlying carrier connecting strategy and execution, with clear inputs, outputs, responsible entities, and capability requirements, and is used to guide job design and capability modeling.

[0033] To enable those skilled in the art to better understand the present invention, the technical solutions of the present invention will be clearly and completely described below with reference to the accompanying drawings of the embodiments of the present invention. Obviously, the described embodiments are only some embodiments of the present invention, and not all embodiments. Based on the embodiments of the present invention, all other embodiments obtained by those skilled in the art without creative effort should fall within the scope of protection of the present invention.

[0034] It should be noted that the terms "first," "second," etc., in the specification, claims, and accompanying drawings of this invention are used to distinguish similar objects and are not necessarily used to describe a specific order or sequence. It should be understood that such data can be interchanged where appropriate so that the embodiments of the invention described herein can be implemented in orders other than those illustrated or described herein. In the description of these embodiments, unless otherwise stated, "a plurality of" means two or more. Furthermore, the terms "comprising" and "having," and any variations thereof, are intended to cover non-exclusive inclusion; for example, a process, method, system, product, or apparatus that comprises a series of steps or units is not necessarily limited to those steps or units explicitly listed, but may include other steps or units not explicitly listed or inherent to such processes, methods, products, or apparatus.

[0035] According to one embodiment of the present invention, an embodiment of an enterprise operation method is provided. It should be noted that the steps shown in the flowchart in the accompanying drawings can be executed in a computer system such as a set of computer-executable instructions. Furthermore, although a logical order is shown in the flowchart, in some cases, the steps shown or described may be executed in a different order than that shown here.

[0036] This method embodiment can be executed in an electronic device, similar control device, or system that includes a memory and a processor. Taking an electronic device as an example, the electronic device may include one or more processors and a memory for storing data. Optionally, the electronic device may also include a communication device for communication functions and a display device. Those skilled in the art will understand that the above structural description is merely illustrative and does not limit the structure of the electronic device. For example, the electronic device may include more or fewer components than described above, or have a different configuration than described above.

[0037] A processor may include one or more processing units. For example, a processor may include a central processing unit (CPU), a graphics processing unit (GPU), a digital signal processing (DSP) chip, a microcontroller unit (MCU), a field-programmable gate array (FPGA), a neural network processing unit (NPU), a tensor processing unit (TPU), or an artificial intelligence (AI) processor. Different processing units may be independent components or integrated into one or more processors. In some instances, electronic devices may also include one or more processors.

[0038] The memory can be used to store computer programs, such as the computer program corresponding to the enterprise operation method in the embodiments of the present invention. The processor implements the above-described enterprise operation method by running the computer program stored in the memory. The memory may include high-speed random access memory, and may also include non-volatile memory, such as one or more magnetic storage devices, flash memory, or other non-volatile solid-state memory. In some instances, the memory may further include memory remotely located relative to the processor, and these remote memories can be connected to electronic devices via a network. Examples of such networks include, but are not limited to, the Internet, corporate intranets, local area networks, mobile communication networks, and combinations thereof.

[0039] Communication devices are used to receive or send data via a network. Specific examples of such networks may include wireless networks provided by the mobile terminal's communication provider. In one example, the communication device includes a network interface controller (NIC), which can connect to other network devices via a base station to communicate with the Internet. In another example, the communication device may be a radio frequency (RF) module used for wireless communication with the Internet.

[0040] Display devices can be, for example, touchscreen liquid crystal displays (LCDs) and touch displays (also referred to as "touchscreens" or "touch displays"). The LCD allows users to interact with the user interface of the mobile terminal. In some embodiments, the mobile terminal has a graphical user interface (GUI), which allows users to interact with the GUI through finger contact and / or gestures on a touch-sensitive surface. Optional human-computer interaction functions include: creating web pages, drawing, word processing, creating electronic documents, playing games, video conferencing, instant messaging, sending and receiving emails, call interfaces, playing digital video, playing digital music, and / or web browsing, etc. Executable instructions for performing the above human-computer interaction functions are configured / stored in one or more processor-executable computer program products or readable storage media.

[0041] This embodiment provides a business operation method operating on an electronic device. Figure 1 This is a flowchart of an enterprise operation method according to one embodiment of the present invention, such as... Figure 1 As shown, the process includes the following steps:

[0042] Step S11: Obtain the enterprise strategic objectives, whereby the enterprise strategic objectives are used to represent the enterprise projects to be processed;

[0043] In this embodiment of the invention, corporate strategic objectives refer to key outcome statements that are directional and binding, set by the enterprise to achieve its long-term development vision. They are usually reflected in macro-level intentions such as core market position, business growth, technological innovation, or organizational transformation that need to be achieved within a specific period.

[0044] Obtaining corporate strategic goals can be understood as systematically collecting, solidifying, and structurally inputting strategic intentions and key outcome requirements from the company's top management or strategic planning system, such as "improving customer satisfaction to 95%" or "shortening the R&D cycle by 40%", and transforming corporate strategic goals into a parsable, standardized data structure.

[0045] It can be seen that this step ensures that all subsequent capability breakdown, job design and employee training are based on a unified and unambiguous strategic goal, avoiding execution deviations caused by vague goals, multiple communications or verbal promises.

[0046] Step S12: By decomposing the corporate strategic objectives, business units are obtained, whereby the business unit is used to represent the smallest executable unit of the corporate strategic objectives;

[0047] In this embodiment of the invention, a business unit refers to the smallest, indivisible, independently executable, observable, and measurable business action or task unit formed by breaking down the enterprise's strategic objectives layer by layer.

[0048] By decomposing corporate strategic goals, business units can be understood as refining the macro-strategic intentions formulated by senior management, such as "increasing market share" or "achieving digital transformation," into a series of smallest executable, traceable, and measurable business operation units in a systematic and structured manner.

[0049] It can be seen that by decomposing corporate strategic goals into business units, strategic intent is transformed into actionable actions. As the smallest measurable unit of business action, the business unit makes abstract goals concrete and standardized, providing a clear basis for capability mapping, job design, and employee certification, and enhancing the traceability, assessability, and iterability of strategy implementation.

[0050] Step S13: Determine the job competency requirements based on the business unit, wherein the job competency requirements are used to represent the skills required to complete the business unit;

[0051] In this embodiment of the invention, job competency requirements refer to the definable, assessable, and trainable professional competencies directly related to the task that are required to successfully execute a specific business unit. For example, the competency requirements corresponding to the business unit "completing closed-loop testing of intelligent driving algorithms in a real vehicle environment" may include specific skills such as "autonomous driving perception algorithm debugging ability" and "test case design and data analysis ability," which are not limited here.

[0052] Determining job competency requirements based on business units can be understood as starting from each smallest executable business unit, working backward to analyze and extract the professional skills and behavioral requirements that should be possessed to complete that business unit.

[0053] It can be seen that determining job competency requirements based on business units effectively aligns competency standards with business execution, transforming abstract job responsibilities into quantifiable and verifiable combinations of specific skills, ensuring that each competency has clear business scenario support, and avoiding problems of "mismatch between people and positions" and "ineffective training".

[0054] Step S14: Determine the individual business competency model of employees based on job competency requirements. The individual business competency model is used to clarify the personal skills that employees need to master to handle business units.

[0055] In this embodiment of the invention, the individual business competency model refers to a personalized skill map constructed for each employee based on a business unit. The individual business competency model is used to clearly identify the individual skills that employees currently possess and those that need improvement, which are directly related to specific business units, and their level of proficiency.

[0056] Determining an employee's individual business competency model based on job requirements can be understood as a dynamically constructed, quantifiable, and personalized skills map, using business units as the smallest unit, clearly identifying the employee's current level, historical performance, and potential for improvement in each key business skill.

[0057] As can be seen, this step transforms abstract job competency requirements into a personalized skills map for each employee, clarifies the individual skills each employee needs to master in each business unit, eliminates the subjectivity and ambiguity of competency assessment, and thus improves the accuracy of job matching and training efficiency.

[0058] Step S15: Determine employee business capability optimization data based on individual business capability model, wherein the business capability optimization data is used to represent the improvement of employee business capability after optimization training;

[0059] In this embodiment of the invention, business capability optimization data refers to the quantifiable and verifiable improvements in various skill indicators within an employee's personal business capability model after receiving targeted training, practical certification, or mentorship. For example, business capability optimization data includes, but is not limited to: the magnitude of improvement in skill proficiency scores, the types and levels of newly added certification badges, changes in the efficiency and quality indicators of task completion in business units, and the evolution trend of capability maturity.

[0060] Determining employee business capability optimization data based on an individual business capability model can be understood as quantitatively assessing, through before-and-after comparisons, the substantial progress of an employee's individual skill level in specific business scenarios after participating in training, practice, or certification. Specifically, this step uses business units as coordinates to accurately measure behavioral changes and performance improvements in key competency items, such as the increase in skill scores, certification pass levels, and decreases in task error rates, etc., without any restrictions here.

[0061] As can be seen, by comparing skill scores, certification achievements, task performance, and behavioral analysis data before and after training, this step objectively reflects the real progress of employees in specific business units, achieving precise quantification and traceability of the effectiveness of capability improvement.

[0062] Step S16: Determine the company's operational optimization plan based on business capability optimization data.

[0063] In this embodiment of the invention, the operation optimization plan refers to an executable structural improvement strategy generated based on the business capability optimization data of the employee group to identify organizational-level capability gaps, resource mismatches, or process bottlenecks.

[0064] Determining an enterprise's operational optimization plan based on business capability optimization data can be understood as using individual employee business capability optimization data as organizational-level decision signals. Through data aggregation and intelligent analysis, common weaknesses or strengths across departments and positions can be identified, thereby automatically generating systematic improvement strategies.

[0065] As can be seen, this step analyzes the overall capability improvement trend, accurately identifies capability gaps, resource redundancy, or job mismatch, and automatically generates implementable operational strategies such as training system upgrades, dynamic adjustments to staffing, optimization of promotion standards, and restructuring of incentive mechanisms, breaking down management silos.

[0066] Through the above steps, the following process is achieved: First, the enterprise's strategic goals are obtained, representing the enterprise's projects to be processed. Second, business units are derived by decomposing the strategic goals, representing the smallest executable unit of the strategic goals. Third, job competency requirements are determined based on these business units, representing the skills required to complete each business unit. Fourth, individual business competency models for employees are determined based on these job competency requirements, clarifying the individual skills required for each employee to handle each business unit. Fifth, employee business competency optimization data is determined based on these individual business competency models, representing the improvement in employee business competency after optimization training. Finally, the enterprise's operational optimization plan is determined based on this business competency optimization data. This process maps strategic goals to individual competency growth paths, achieving a dynamic closed-loop management effect between strategic goals, business units, job competency requirements, and employee capabilities. This solves the technical problems of inefficient collaboration and resource waste caused by singular employee management in related technologies.

[0067] Optionally, in step S12, obtaining business units by decomposing corporate strategic objectives may include the following execution steps:

[0068] Corporate strategic indicators are determined based on corporate strategic objectives, whereby corporate strategic indicators are used to represent performance indicators within the corporate strategic objectives.

[0069] By using the value chain model to analyze corporate strategic indicators, key business chains are obtained, where key business chains represent the key processes for achieving corporate strategic indicators.

[0070] The key business chain is broken down into business units.

[0071] In this embodiment of the invention, corporate strategic indicators refer to the transformation of macro-level corporate strategic goals (such as "increasing the market share of new energy vehicles to 25% within three years") into quantifiable, traceable, and assessable performance metrics, such as "annual sales of new energy vehicles reach 500,000 units", "R&D cycle shortened to 18 months", "customer satisfaction ≥ 92%", etc., which are not limited here.

[0072] The key business chain refers to the core value realization path for achieving corporate strategic indicators, which consists of a series of interrelated business activities. For example, the key business chain corresponding to the "new energy vehicle strategy" includes links such as "intelligent battery R&D - vehicle integration testing - supply chain collaborative production - regional channel layout - user delivery and service feedback". Each chain directly supports the achievement of one or more corporate strategic indicators, and there is no limit to this.

[0073] Determining corporate strategic indicators based on corporate strategic goals can be understood as transforming abstract corporate strategic visions (such as "building an industry-leading intelligent mobility ecosystem") into measurable and assessable quantitative targets (such as "coverage rate of intelligent system remote wireless upgrade technology ≥ 95%" and "user retention rate increased to 80%), without any restrictions here.

[0074] By using the value chain model to analyze corporate strategic indicators, the key business chain can be understood as the end-to-end core value process that supports the achievement of each corporate strategic indicator, such as the intelligent function iteration chain consisting of "from user needs insight - software algorithm development - cloud platform deployment - terminal push feedback", thereby determining the key action path to achieve corporate strategic indicators.

[0075] Decomposing key business chains into business units can be understood as further breaking down each value chain into standardized action units that are independently manageable, accountable to specific executors, and quantifiable (such as "the success rate of pushing upgrade packages for remote wireless upgrade technology reaches 98%" and "user feedback is processed in a closed loop within 24 hours"). These form business units that can be identified, allocated, tracked, and optimized by the system.

[0076] As can be seen, the above steps transform corporate strategic goals into quantifiable corporate strategic indicators, thus making the goals visible. By using the value chain model to identify the key business chains supporting the corporate strategic indicators, the logical connection between strategy and processes is established, and finally, the work is broken down into the smallest manageable and measurable business units, ensuring that each task has a clear responsible party and evaluation criteria.

[0077] Optionally, in step S13, determining the job competency requirements based on the business unit may include the following steps:

[0078] Analyze the operational steps within a business unit to identify at least one job skill required to process that business unit.

[0079] Job competency requirements are determined based on at least one job skill.

[0080] In this embodiment of the invention, at least one job skill refers to a specific, identifiable, and verifiable operational ability necessary to efficiently and accurately complete a certain business unit, and is the smallest constituent unit of job competency. For example, for the business unit "the success rate of pushing upgrade packages for remote wireless upgrade technology reaches 98%", the corresponding job skills may include, but are not limited to: software package version management ability; wireless communication protocol configuration ability; and user push failure log analysis ability.

[0081] Analyzing the operational steps within a business unit to determine at least one job skill required to process that business unit can be understood as extracting the specific operational capabilities needed to perform the task from the business unit. For example, "the success rate of pushing upgrade packages for remote wireless upgrade technology reaches 98%" requires employees to master skills such as "upgrade package signature verification", "network breakpoint resume configuration", and "terminal error code parsing". No restrictions are imposed here.

[0082] Determining job competency requirements based on at least one job skill can be understood as integrating multiple related job skills and using them as a comprehensive competency standard for job levels, thereby forming a structured competency requirement framework that can support job systems, promotion channels, and badge certification.

[0083] As can be seen, the above steps provide a basis for talent selection, training design, and promotion evaluation, promoting the shift of capability management from "experience-oriented" to "data-driven," significantly improving the person-job fit rate, providing objective basis for medal certification and promotion season incentives, and achieving dynamic alignment and continuous evolution of organizational capabilities and strategic goals.

[0084] Optionally, in step S14, determining the employee's individual business competency model based on job competency requirements may include the following steps:

[0085] Obtain employee skills information;

[0086] A competency gap map is determined based on job competency requirements and skills information. The competency gap map is used to record the business skills that employees need to improve.

[0087] Determine an individual's business competency model based on a competency gap map.

[0088] In this embodiment of the invention, the competency gap map is based on the intelligent comparison results between job competency requirements and employees' existing skill information, and records the job skills that employees lack or are deficient in a specific business unit and their degree in a visual and structured manner.

[0089] Obtaining employee skills information can be understood as collecting data on the actual skills employees demonstrate in completing business units in their daily work, including certification records, project participation, exam scores, behavioral analysis, and other multi-dimensional data, to form a real and dynamic summary of personal skills information.

[0090] Determining a capability gap map based on job competency requirements and skills information can be understood as automatically identifying and marking employees' deficiencies and weaknesses in key business skills by intelligently comparing employees' existing skills with the competency standards required for the job, quantifying the gap level (such as "not mastered", "basic", "needs improvement"), and forming a visualized and traceable capability gap map.

[0091] Determining an individual's business competency model based on a competency gap map can be understood as dynamically constructing a competency growth path map for each employee, using the competency gap map as input, to clarify the types of badges each employee needs to be certified for, the priority skill combinations to be improved, and the recommended learning paths. There are no restrictions here.

[0092] As can be seen, by acquiring employees' real skill data and intelligently comparing it with job competency requirements, a competency gap map is generated. Based on this map, an individual business competency model is dynamically constructed, generating a unique growth path and badge certification goals for each employee. This enables precise allocation of training resources and makes competency improvement traceable and verifiable, thereby improving the match between people and jobs and reducing training costs.

[0093] Optionally, in step S15, determining the employee's business capability optimization data based on the individual business capability model may include the following steps:

[0094] Employee optimization training courses are developed based on individual business competency models, whereby the optimization training courses are used to optimize employees' business competency.

[0095] Based on employee behavior data after optimization training, determine business capability optimization data.

[0096] In this embodiment of the invention, developing optimized training courses for employees based on individual business competency models can be understood as intelligently matching pre-set courses, practical projects, mentorship, or simulation resources within the system with the missing skills identified in the employee competency gap map to generate customized learning paths, ensuring that course content is accurately aligned with competency gaps.

[0097] Determining business capability optimization data based on employee behavior data after training can be understood as quantifying the extent of employee capability improvement by analyzing employees' actual work performance after training (such as system operation frequency, task completion quality, intelligent review scores, cross-system collaboration efficiency, etc.).

[0098] As can be seen, by following the steps above, customized courses are recommended based on employees' skill gaps, ensuring that the learning content matches the employees' skill deficiencies. After training, by collecting behavioral data of employees in real business scenarios, the level of employee skill improvement is quantified, and data for optimizing business capabilities is determined, thereby reducing ineffective training costs and improving the match between learning and application.

[0099] Optionally, in step S16, determining the enterprise's operational optimization plan based on business capability optimization data may include the following execution steps:

[0100] Determine employee capability badge attainment status based on business capability optimization data;

[0101] Employee career development plans are determined based on the number of competency badges earned.

[0102] In this embodiment of the invention, the acquisition of a medal refers to a structured competency credential automatically awarded by the system after an employee completes a training course, undergoes intelligent expert review, and meets competency certification standards in actual business scenarios. For example, medals are categorized into general medals, mandatory medals (required for the current job level), development medals (for promotion preparation), elective medals (for cross-role expansion), and breakthrough medals (for major project breakthroughs), without further limitation.

[0103] Career development prospect planning is a personalized career path suggestion intelligently generated by the system based on the types, levels and growth trends of the medals accumulated by employees, combined with the organization's talent pipeline and job sequence model.

[0104] Determining an employee's ability badge attainment based on business capability optimization data can be understood as automatically matching an employee's post-training behavioral improvement data (such as task completion quality, intelligent review scores, project contribution, etc.) with badge certification standards to determine whether the employee has reached the awarding threshold for badges such as "required," "development," or "challenge," thus achieving an automated closed loop from capability improvement to capability certification.

[0105] Determining an employee's career development prospects based on their achievement of competency badges can be understood as intelligently predicting an employee's promotion potential and suitable path based on the type, level, and growth trajectory of their badges, combined with the organization's job level model and job sequence rules, and generating personalized development suggestions.

[0106] It can be seen that by intelligently binding business capability optimization data with badge certification standards, the objective quantification of employee capability growth can be achieved. Then, based on badge combinations and growth trends, personalized career development paths for employees can be automatically generated, thereby improving the job fit rate and talent retention rate.

[0107] Optionally, determining an employee's career development prospects based on their achievement of competency badges may include the following implementation steps:

[0108] Personalized career development suggestions are generated based on the types and number of medals earned by employees.

[0109] Career development prospects are determined based on personalized career development advice.

[0110] In this embodiment of the invention, generating personalized career development suggestions based on the types and number of medals obtained by employees can be understood as follows: based on the types (such as required, development, elective, and intensive) and quantity distribution of medals already obtained by employees, combined with the organizational job sequence and capability model, the system intelligently analyzes the strengths and weaknesses of employees' capability structure and recommends specific action guidelines such as "medals to be completed for the next job level", "high-value projects to be participated in", and "expandable cross-functional capability directions". No restrictions are imposed here.

[0111] Determining career development prospects based on personalized career development advice can be understood as integrating the aforementioned personalized career development advice into a structured, phased, and traceable long-term growth blueprint. This clarifies the achievable job level goals, key milestones, and skill advancement paths for employees, and dynamically links them with compensation incentives, project priorities, and training resources. This ensures that personal development and organizational strategy develop in sync, and promotes talent growth from passive response to proactive planning.

[0112] It can be seen that by analyzing the medal structure, the system can intelligently identify employees' strengths and promotion gaps, recommend specific improvement paths, determine career development prospects based on these recommendations, enhance employees' sense of identity and control over their growth path, and reduce talent turnover.

[0113] Figure 2 This is a core flow logic diagram according to one embodiment of the present invention, such as... Figure 2 As shown, starting from corporate strategic planning, we can build core competitiveness to achieve strategic goals, comprehensively reshape business capabilities, fully quantify organizational resources, fully optimize personnel structure, and comprehensively drive capability improvement, effectively enhancing corporate operational efficiency and innovation effectiveness, and providing solid support and strong momentum for high-quality corporate development. Figure 2Starting with "strategic goals," we break them down into "business metrics, value chain models, and business units," completing the first step of "business deconstruction." Based on these deconstructed business units, we further map the organizational "capability architecture, organizational resources, and capabilities," as well as the individual "personal capability model," realizing the transformation from business to capability. Through a combination of "medal system (capability certification) + capability enhancement (training)," we promote the normalized operation of capabilities. We use "promotion seasons" as an outlet for realizing the value of employee capabilities, motivating employees to learn self-drivenly, while also verifying the effectiveness of the current empowerment system. Relying on a data-driven departmental capability operation platform, we iterate our capability system synchronously with the dynamic adjustment of business strategies, using departments as units.

[0114] Figure 3 This is a technical architecture diagram according to one embodiment of the present invention, such as... Figure 3 As shown, it includes infrastructure services, platform services for new infrastructure, open platforms, an integrated development, operation and maintenance system, cloud security system, and architecture governance system. Figure 3The technical architecture is based on the "5A Architecture" (Business, Information, Application, Technology, Security Architecture), constructing a three-tier architecture system centered on "Business Architecture - Capability Transformation - Capability Operation." Relying on a cloud-native + microservices technology foundation, it connects multiple systems—Strategy Execution & Control Workbench (SEC), Enterprise Architecture Management & Application Platform (EAMAP), Organization & Resource Allocation System (EOS), and Human Capital Management Workbench (HCM)—to achieve online, standardized, and intelligent closed-loop management of the entire organizational capability building process. Specifically, the core of SEC revolves around the digital and intelligent management of the entire strategy implementation process, supporting enterprises in managing the entire process and lifecycle from strategy formulation to decoding. Its main functions include strategic indicator management, strategic planning management, business plan management, and strategic review management. EAMAP is a core platform supporting enterprise business architecture design, management, and operation. Key functions include business architecture design and asset accumulation, business unit reuse and assembly, automated process connectivity review, dynamic evaluation and iterative governance, and business unit visualization. EOS maps organizational resources and capabilities to business units, quantifies business complexity through a business unit weighing model, accurately verifies staffing levels, and establishes a resource load and job-level performance monitoring module. HCM enables employee capability building, including capability model construction, capability badge management, badge certification planning and implementation, supporting intelligent digital operation of the entire capability management process and ensuring capability development aligns with organizational goals. The Promotion Season Workbench provides pre-season promotion scenario recommendation and review, mid-season intelligent assisted review, and post-season personalized development report delivery, achieving linkage between evaluation / recruitment and growth.

[0115] Employing a cloud-native + microservice architecture and supported by containerized deployment and DevOps, the cloud workbench boasts high availability, scalability, and easy iteration. It also incorporates multiple security mechanisms to ensure secure data storage and transmission. The cloud workbench serves as a platform for various business roles to complete tasks corresponding to their business units. Its design goal is to achieve end-to-end online workflows, avoiding interruptions in offline operations. The cloud workbench comprises two main parts: task management and a job platform. The former automates tasks through generation, distribution, and workflow; the latter provides the employee's work interface, enabling online job creation. Specifically, the task management function transforms business units into tasks, distributing them to relevant personnel for clear task allocation. By invoking the job platform, tasks are pushed to the cloud workbench homepage, clarifying task assignments and their relationships, facilitating better workflow.

[0116] Figure 4 This is an application architecture diagram according to one embodiment of the present invention, such as... Figure 4 As shown, the application architecture is divided into four layers. **Business Deconstruction Layer (Underlying Logic):** Based on the SEC+EAMAP system, starting with strategic goals, it decomposes the business dimensions from strategy to business architecture through value chain models, business units, and business indicators, outputting capability architecture standards that match business needs. **Capability Conversion Layer (Intermediate Connector):** Linking with the EAMAP+EOS system, based on business units, and relying on the business units of the EAMAP system, it binds the decomposed capability items to corresponding business processes and EOS positions, from business architecture to organizational capabilities and from business units to individual capabilities. **Capability Matching Layer (Capability Mapping):** Maps business requirements to the organizational and individual levels. Through a badge system, it transforms capabilities into badge certification, forming organizational resources and capability systems and individual capability models. **Capability Operation Layer (Top-Level Application and Operation):** Relying on the HCM system, it combines capability data results generated through the badge system (capability certification) and capability enhancement (training and practice), along with capability operation rules, to create a capability operation system with "promotion season" as the carrier and departments as the operational units, ultimately realizing the realization of capability value.

[0117] Figure 5 This is a flowchart of a program according to one embodiment of the present invention, such as... Figure 5As shown, the system collects strategic goals, business units, organizational structure, and employee capability data in real time through multiple platforms such as SEC, EAMAP, EOS, and HCM. After standardized cleaning and correlation mapping, a unified capability data foundation is constructed. Subsequently, based on a pre-set five-level badge system (general, mandatory, development, elective, and intensive) and a business unit weighing model, the system dynamically configures evaluation dimensions, weights, and certification standards to ensure that evaluation rules iterate synchronously with strategic evolution. Next, the system automatically triggers certification tasks, distributing the evaluation process to employees in corresponding positions. Combining intelligent auxiliary scoring, expert review, and work result data, the system completes capability certification and badge issuance. Finally, the system generates departmental-level capability heatmaps and gap analysis reports monthly / quarterly, comparing target and actual achievement rates to identify capability gaps and resource mismatches, and driving strategic decoding and capability model optimization and updates. Figure 5 This forms an intelligent closed loop of "data collection - rule configuration - task execution - review and feedback," enabling continuous evolution of capability operation and precise implementation of strategy.

[0118] Figure 6 This is a flowchart illustrating a procedure according to one embodiment of the present invention, such as... Figure 6 As shown, through the data lake interface, strategic plans, lighthouse indicators, business units, capability models, job descriptions, badge certification data, and organizational structure information are dynamically extracted from four major thematic domains: Strategy (SEC), Digitalization (EAMAP), Human Resources (HCM), and Organization (EOS). This process completes the standardized cleaning and integration of cross-system data, forming a unified capability operation foundation data pool. Subsequently, a unified benchmark construction phase is initiated. Based on the complexity weight of business units and their alignment with strategic goals, quantitative evaluation dimensions (such as capability coverage, badge acquisition rate, job matching degree, and capability iteration timeliness) are set, forming an executable and measurable "capability health" evaluation rule system, eliminating the arbitrariness of traditional subjective assessments. On this basis, the system automatically triggers and distributes capability evaluation tasks, guiding each business department to complete self-assessment and material submission according to standards, ensuring that capability management behaviors are implemented in a standardized manner at the grassroots unit level, generating a real and traceable chain of execution evidence. After automatic system verification, the evaluation data enters the intelligent aggregation and analysis stage. The platform automatically generates a multi-dimensional operational evaluation report, integrating key indicators such as business indicator achievement rate, capability gap distribution, badge incentive activation rate, and organizational structure fit, achieving panoramic visualization from "individual capability" to "department capability." The report incorporates full-process status tracking and anomaly warning functions, providing department heads with a "data cockpit"-style decision-making view, supporting the dynamic allocation of capability resources, strategic review, and continuous optimization. Ultimately, it forms a complete closed loop of "data collection—rule evaluation—task execution—report feedback—decision iteration," enabling enterprises to transcend from "experience-driven" to "data-driven" capability building.

[0119] In addition, other strategic management systems, such as the Business Leadership Model (BLM) and Strategy Management System (SMS), can be used to replace SEC, and other business architecture tools can replace EAMAP. The core is to maintain the decomposition and mapping logic of "strategy-business-capability," rather than relying on a specific system itself. Besides a medal system, other incentive forms such as points and level certification can be used, with the core being to establish a strong correlation between capability certification and value realization. Pure private cloud or public cloud storage can also be used to replace the hybrid cloud model, with the core being to ensure the secure collection, real-time sharing, and efficient analysis of multi-source data. Industry association reviews and third-party organization reviews can also be used to replace the external expert database model, with the core being to ensure the objectivity of capability evaluation and industry benchmarking.

[0120] Through the above description of the embodiments, those skilled in the art can clearly understand that the methods according to the above embodiments can be implemented by means of software plus necessary general-purpose hardware platforms. Of course, they can also be implemented by hardware, but in many cases the former is a better implementation method. Based on this understanding, the technical solution of the present invention, or the part that contributes to the prior art, can be embodied in the form of a software product. This computer software product is stored in a storage medium (such as ROM / RAM, magnetic disk, optical disk) and includes several instructions to cause a terminal device (which may be a mobile phone, computer, server, or network device, etc.) to execute the methods of the various embodiments of the present invention.

[0121] This embodiment also provides an enterprise operation device for implementing the above embodiments and preferred embodiments; details already described will not be repeated. As used below, the term "module" can refer to a combination of software and / or hardware that performs a predetermined function. Although the device described in the following embodiments is preferably implemented in software, hardware implementation, or a combination of software and hardware, is also possible and contemplated.

[0122] Figure 7 This is a structural block diagram of an enterprise operating device according to one embodiment of the present invention, such as... Figure 7As shown, taking an enterprise operation device 700 as an example, the device includes: an acquisition module 701 for acquiring enterprise strategic goals, wherein the enterprise strategic goals represent enterprise projects to be processed; a decomposition module 702 for obtaining business units by decomposing the enterprise strategic goals, wherein the business unit represents the smallest executable unit of the enterprise strategic goals; a first determination module 703 for determining job competency requirements based on the business units, wherein the job competency requirements represent the skills required to complete the business units; a second determination module 704 for determining an employee's personal business competency model based on the job competency requirements, wherein the personal business competency model clarifies the personal skills that the employee needs to master to handle the business units; a third determination module 705 for determining employee business competency optimization data based on the personal business competency model, wherein the business competency optimization data represents the improvement in the employee's business competency after optimization training; and a fourth determination module 706 for determining the enterprise's operation optimization plan based on the business competency optimization data.

[0123] Optionally, the decomposition module 702 is further configured to determine corporate strategic indicators based on corporate strategic objectives, wherein corporate strategic indicators are used to represent performance indicators in corporate strategic objectives; analyze corporate strategic indicators using a value chain model to obtain key business chains, wherein key business chains are used to represent key processes for achieving corporate strategic indicators; and decompose key business chains to obtain business units.

[0124] Optionally, the first determining module 703 is further configured to analyze the operational steps in the business unit to obtain at least one job skill required to process the business unit; and determine the job capability requirements based on the at least one job skill.

[0125] Optionally, the second determining module 704 is also used to acquire the employee's skill information; determine a capability gap map based on job capability requirements and skill information, wherein the capability gap map is used to record the business capabilities that the employee needs to improve; and determine an individual business capability model based on the capability gap map.

[0126] Optionally, the third determining module 705 is also used to develop an optimized training course for employees based on an individual business capability model, wherein the optimized training course is used to optimize the business capabilities of employees; and to determine business capability optimization data based on the behavioral data of employees after the optimized training.

[0127] Optionally, the fourth determining module 706 is also used to determine the employee's achievement of capability badges based on business capability optimization data; and to determine the employee's career development prospect plan based on the achievement of capability badges.

[0128] Optionally, the fourth determining module 706 is also used to generate personalized career development suggestions based on the type and number of medals obtained by the employee; and to determine career development prospect planning based on the personalized career development suggestions.

[0129] It should be noted that the above modules can be implemented by software or hardware. For the latter, they can be implemented in the following ways, but are not limited to: all the above modules are located in the same processor; or, the above modules are located in different processors in any combination.

[0130] Embodiments of the present invention also provide a computer-readable storage medium storing a computer program, wherein the computer program is configured to perform the steps in any of the above method embodiments when run on a computer or processor.

[0131] Optionally, in this embodiment, the computer-readable storage medium may be configured to store a computer program for performing the following steps:

[0132] Step S11: Obtain the enterprise strategic objectives, whereby the enterprise strategic objectives are used to represent the enterprise projects to be processed;

[0133] Step S12: By decomposing the corporate strategic objectives, business units are obtained, whereby the business unit is used to represent the smallest executable unit of the corporate strategic objectives;

[0134] Step S13: Determine the job competency requirements based on the business unit, wherein the job competency requirements are used to represent the skills required to complete the business unit;

[0135] Step S14: Determine the individual business competency model of employees based on job competency requirements. The individual business competency model is used to clarify the personal skills that employees need to master to handle business units.

[0136] Step S15: Determine employee business capability optimization data based on individual business capability model, wherein the business capability optimization data is used to represent the improvement of employee business capability after optimization training;

[0137] Step S16: Determine the company's operational optimization plan based on business capability optimization data.

[0138] Optionally, in this embodiment, the computer-readable storage medium may include, but is not limited to, various media capable of storing computer programs, such as USB flash drives, read-only memory (ROM), random access memory (RAM), portable hard drives, magnetic disks, or optical disks.

[0139] Embodiments of the present invention also provide an electronic device including a memory and a processor, wherein the memory stores a computer program and the processor is configured to run the computer program to perform the steps in any of the above method embodiments.

[0140] Optionally, in this embodiment, the processor in the above-described electronic device may be configured to run a computer program to perform the following steps:

[0141] Step S11: Obtain the enterprise strategic objectives, whereby the enterprise strategic objectives are used to represent the enterprise projects to be processed;

[0142] Step S12: By decomposing the corporate strategic objectives, business units are obtained, whereby the business unit is used to represent the smallest executable unit of the corporate strategic objectives;

[0143] Step S13: Determine the job competency requirements based on the business unit, wherein the job competency requirements are used to represent the skills required to complete the business unit;

[0144] Step S14: Determine the individual business competency model of employees based on job competency requirements. The individual business competency model is used to clarify the personal skills that employees need to master to handle business units.

[0145] Step S15: Determine employee business capability optimization data based on individual business capability model, wherein the business capability optimization data is used to represent the improvement of employee business capability after optimization training;

[0146] Step S16: Determine the company's operational optimization plan based on business capability optimization data.

[0147] Embodiments of the present invention also provide a computer program product, including a computer program that, when executed by a processor, implements the steps in any of the above method embodiments.

[0148] Optionally, in this embodiment, the computer program in the above-described computer program product can be configured to perform the following steps when executed by a processor:

[0149] Step S11: Obtain the enterprise strategic objectives, whereby the enterprise strategic objectives are used to represent the enterprise projects to be processed;

[0150] Step S12: By decomposing the corporate strategic objectives, business units are obtained, whereby the business unit is used to represent the smallest executable unit of the corporate strategic objectives;

[0151] Step S13: Determine the job competency requirements based on the business unit, wherein the job competency requirements are used to represent the skills required to complete the business unit;

[0152] Step S14: Determine the individual business competency model of employees based on job competency requirements. The individual business competency model is used to clarify the personal skills that employees need to master to handle business units.

[0153] Step S15: Determine employee business capability optimization data based on individual business capability model, wherein the business capability optimization data is used to represent the improvement of employee business capability after optimization training;

[0154] Step S16: Determine the company's operational optimization plan based on business capability optimization data.

[0155] Optionally, specific examples in this embodiment can refer to the examples described in the above embodiments and optional implementations, and will not be repeated here.

[0156] The sequence numbers of the above embodiments of the present invention are for descriptive purposes only and do not represent the superiority or inferiority of the embodiments.

[0157] In the above embodiments of the present invention, the descriptions of each embodiment have different focuses. For parts not described in detail in a certain embodiment, please refer to the relevant descriptions of other embodiments.

[0158] In the several embodiments provided by this invention, it should be understood that the disclosed technical content can be implemented in other ways. The device embodiments described above are merely illustrative; for example, the division of units can be a logical functional division, and in actual implementation, there may be other division methods. For example, multiple units or components may be combined or integrated into another system, or some features may be ignored or not executed. Furthermore, the displayed or discussed mutual coupling, direct coupling, or communication connection can be through some interfaces; the indirect coupling or communication connection of units or modules can be electrical or other forms.

[0159] The units described as separate components may or may not be physically separate. The components shown as units may or may not be physical units; that is, they may be located in one place or distributed across multiple units. Some or all of the units can be selected to achieve the purpose of this embodiment according to actual needs.

[0160] Furthermore, the functional units in the various embodiments of the present invention can be integrated into one processing unit, or each unit can exist physically separately, or two or more units can be integrated into one unit. The integrated unit can be implemented in hardware or as a software functional unit.

[0161] If the integrated unit is implemented as a software functional unit and sold or used as an independent product, it can be stored in a computer-readable storage medium. Based on this understanding, the technical solution of the present invention, in essence, or the part that contributes to the prior art, or all or part of the technical solution, can be embodied in the form of a software product. This computer software product is stored in a storage medium and includes several instructions to cause a computer device (which may be a personal computer, server, or network device, etc.) to execute all or part of the steps of the methods described in the various embodiments of the present invention. The aforementioned storage medium includes various media capable of storing program code, such as USB flash drives, read-only memory (ROM), random access memory (RAM), portable hard drives, magnetic disks, or optical disks.

[0162] The above description is only a preferred embodiment of the present invention. It should be noted that for those skilled in the art, several improvements and modifications can be made without departing from the principle of the present invention, and these improvements and modifications should also be considered within the scope of protection of the present invention.

Claims

1. A business operation method characterized by, include: Obtain corporate strategic objectives, wherein the corporate strategic objectives are used to represent corporate projects to be processed; By decomposing the corporate strategic objectives, business units are obtained, wherein the business units are used to represent the smallest executable units of the corporate strategic objectives; The job competency requirements are determined based on the business unit, wherein the job competency requirements are used to represent the skills required to complete the business unit; Based on the job competency requirements, an individual business competency model for each employee is determined, wherein the individual business competency model is used to clarify the personal skills that the employee needs to master to handle the business unit; The employee's business capability optimization data is determined based on the individual business capability model, wherein the business capability optimization data is used to represent the improvement of the employee's business capability after optimization training; Based on the business capability optimization data, an operational optimization plan for the enterprise is determined.

2. The method according to claim 1, characterized in that, The process of decomposing the corporate strategic objectives to obtain business units includes: Based on the enterprise's strategic objectives, enterprise strategic indicators are determined, wherein the enterprise strategic indicators are used to represent the performance indicators in the enterprise's strategic objectives; The enterprise strategic indicators are analyzed using a value chain model to obtain key business chains, wherein the key business chains represent the key processes for achieving the enterprise strategic indicators. The key business chain is decomposed to obtain the business unit.

3. The method according to claim 1, characterized in that, The determination of job competency requirements based on the business unit includes: Analyze the operational steps in the business unit to obtain at least one job skill required to process the business unit; The job competency requirements are determined based on the at least one job skill.

4. The method according to claim 1, characterized in that, The process of determining an employee's individual business competency model based on the job competency requirements includes: Obtain the employee's skill information; A competency gap map is determined based on the job competency requirements and the skill information, wherein the competency gap map is used to record the business competencies that the employee needs to improve. The individual business capability model is determined based on the capability gap map.

5. The method according to claim 1, characterized in that, The step of determining the employee's business capability optimization data based on the individual business capability model includes: The employee's optimized training course is developed based on the individual business competence model, wherein the optimized training course is used to optimize the employee's business competence. The business capability optimization data is determined based on the employee's behavioral data after the optimization training.

6. The method according to claim 1, characterized in that, The process of determining the enterprise's operational optimization plan based on the business capability optimization data includes: The employee's achievement of capability badges is determined based on the aforementioned business capability optimization data; The employee's career development prospects will be determined based on the acquisition of the aforementioned ability badges.

7. The method according to claim 6, characterized in that, The process of determining the employee's career development prospects based on the acquisition of the capability badges includes: Based on the types and number of medals earned by the employee, personalized career development suggestions are generated. The career development prospect plan is determined based on the personalized career development recommendations.

8. A computer-readable storage medium, characterized in that, The computer-readable storage medium stores a computer program, wherein the computer program is configured to perform the business operation method as described in any one of claims 1 to 7 when executed on a computer or processor.

9. An electronic device comprising a memory and a processor, characterized in that, The memory stores a computer program, and the processor is configured to run the computer program to perform the business operation method as described in any one of claims 1 to 7.

10. A computer program product, characterized in that, It includes a computer program that, when executed by a processor, implements the business operation method as described in any one of claims 1 to 7.

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