Cross-module dynamic decision-making method and system based on attendance, payroll and salary constraints

Abstract

The present application relates to a cross-module dynamic decision-making method and system based on attendance, staffing and salary constraints, belonging to the technical field of human resource management. It includes: real-time acquisition of attendance data, staffing data and salary data of the target organization unit, and writing into the shared data pool; based on the data in the shared data pool, the human gap comprehensive index of the target organization unit in the current period is calculated; the human gap comprehensive index is compared with the preset trigger condition, when the preset trigger condition is met, the cross-module linkage instruction is generated and issued to the corresponding function module, triggering the collaborative response operation; the execution result of each function module is received, the shared data pool is updated, and the human gap comprehensive index is recalculated based on the updated data to iteratively trigger the generation and issuance of the cross-module linkage instruction. The human resource management and control is upgraded from post-accounting to pre-interception and real-time regulation, effectively improving the real-time and accuracy of human cost control.

Description

Technical Field

[0001] This invention belongs to the field of human resource management technology, specifically relating to a cross-module dynamic decision-making method and system based on attendance, staffing and salary constraints. Background Technology

[0002] As organizations grow in size and business scenarios become more complex, Human Resource Management Systems (HRMS) have gradually evolved from single-module tools into comprehensive management platforms covering multiple functional domains such as attendance, staffing, payroll, and recruitment. However, existing technical solutions generally adopt a modular and independent architecture, with unidirectional data transmission between functional modules via data interfaces or timed batch processing, resulting in a fragmented operating model where "attendance data is aggregated and then transferred to the payroll module for calculation" and "staffing data is statically set and then manually maintained."

[0003] In existing technologies, the attendance module is mainly responsible for data collection from card swipes, shift scheduling, overtime and leave approval, and its output is periodically synchronized to the payroll module in the form of attendance reports as the basis for salary calculation. The staffing module usually sets the staffing limit for each department based on annual or quarterly plans and controls staff additions through manual approval processes, lacking a linkage mechanism with real-time business fluctuations. The payroll module calculates monthly salaries based on preset salary items, calculation rules, and base salary standards, combined with attendance results. Although the above three core modules have a data transmission relationship, they are essentially a serial structure of "post-event aggregation and one-way drive," and there is no feedback control loop between modules based on real-time status.

[0004] This architecture leads to the following technical flaws: First, when a department experiences a staffing shortage due to a surge in business, the attendance module only records the increase in overtime hours, the staffing module cannot detect and release flexible staffing in real time, and the payroll module still calculates costs based on the original parameters until the monthly payroll is paid, at which point it is discovered that the department's human resource costs have seriously exceeded the budget; Second, staffing management relies on static values ​​and cannot be dynamically adjusted based on real-time attendance rates, overtime load, and budget consumption, so overstaffing or understaffing issues can only be exposed in post-event audits; Third, the control strategies of each module are independent of each other, lacking a unified decision-making center, resulting in a vicious cycle of "more overtime, higher costs, tighter staffing" that cannot be automatically broken through the system's internal mechanisms.

[0005] Some existing solutions attempt to display cross-module information through data dashboards or early warning reports, but these only remain at the visualization level and do not form automatic linkage and dynamic parameter adjustment between modules. Other solutions introduce rule engines to make conditional judgments within a single module, but they do not establish a closed-loop feedback control mechanism between attendance, staffing, and payroll, and cannot achieve pre-interception and in-process control based on real-time manpower shortage index.

[0006] Therefore, a technical solution is needed to achieve real-time data sharing, dynamic linkage decision-making, and closed-loop feedback control among the three modules of attendance, staffing, and payroll, in order to solve the technical problems of module fragmentation, delayed response, and mismatch in regulation in the existing HR system. Summary of the Invention

[0007] To address the aforementioned problems in the existing technology, this invention provides a cross-module dynamic decision-making method and system based on attendance, staffing, and salary constraints. The objective of this invention can be achieved through the following technical solutions: A cross-module dynamic decision-making method based on attendance, staffing, and salary constraints includes: Real-time acquisition of attendance data, staffing data, and payroll data of the target organizational unit, and writing them into a shared data pool; Based on the data in the shared data pool, calculate the comprehensive index of the human resource shortage of the target organizational unit in the current period; The comprehensive index of the manpower shortage is compared with the preset trigger conditions. When the comprehensive index of the manpower shortage meets the preset trigger conditions, a cross-module linkage instruction is generated and sent to the corresponding functional module to trigger the functional module to perform a collaborative response operation. The system receives the execution results of the cross-module linkage instructions from each functional module, updates the shared data pool, recalculates the comprehensive index of manpower shortage based on the updated data, and iteratively triggers the generation and issuance of cross-module linkage instructions.

[0008] Specifically, the calculation method for the comprehensive human resource shortage index includes: Determine the manpower load sub-index based on the attendance data; The compilation surplus / deficit sub-index is determined based on the compiled data; Determine the budget consumption sub-index based on the aforementioned salary data; The manpower load sub-index, staffing surplus / shortage sub-index, and budget consumption sub-index are normalized respectively. The three normalized sub-indices are then input into a preset multidimensional constraint evaluation model, and the manpower shortage comprehensive index is output after weighted summation. The multidimensional constraint assessment model also includes a dynamic correction factor generated based on the historical data of the target organizational unit, which is used to correct the deviation of the weighted summation result. The multidimensional constraint assessment model is a linear assessment model constructed based on the weighted summation method and the dynamic correction factor. Its core calculation logic is: to perform weighted summation on the three normalized sub-indices according to preset weights, and then use the dynamic correction factor to correct the deviation of the summation result, and output the comprehensive human resource gap index.

[0009] Specifically, the human resource load sub-index is determined by weighting the actual attendance rate of the target organizational unit in the current period with the average overtime load rate per person, wherein the average overtime load rate per person is the ratio of the average overtime hours per person to the standard working hours in that period. The staffing surplus / shortage index is determined by the deviation between the actual number of employees on duty and the approved staffing number of the target organizational unit in the current period. The budget consumption sub-index is determined by the ratio of the total salary incurred to the total budgeted salary of the target organizational unit within a preset accounting period; The manpower load sub-index, the staffing surplus / shortage sub-index, and the budget consumption sub-index are cross-validation logic: when the manpower load sub-index and the staffing surplus / shortage sub-index change in different directions, a data anomaly flag is triggered.

[0010] Specifically, the weight values ​​of the weighted summation are dynamically configured according to the organizational type and / or industry characteristics of the target organizational unit; when the target organizational unit is a production-type organization, the weight value of the manpower load sub-index is higher than that of the staffing surplus / shortage sub-index and the budget consumption sub-index; when the target organizational unit is a functional organization, the weight value of the budget consumption sub-index is higher than that of the manpower load sub-index and the staffing surplus / shortage sub-index. The weight values ​​are automatically matched based on a preset industry weight benchmark database, which stores weight configuration templates for different industries and organizations of different sizes.

[0011] Specifically, the preset triggering condition is a multi-level preset threshold; the comparison of the comprehensive human resource shortage index with the preset triggering condition specifically includes: The comprehensive index of the manpower shortage is compared with multiple preset thresholds to determine the threshold level reached by the comprehensive index of the manpower shortage. The cross-module linkage instruction generates a corresponding level instruction set based on the threshold level reached, and the number of linkage instructions contained in the instruction set is positively correlated with the threshold level. When the comprehensive index of the manpower shortage exceeds the threshold of the current level for multiple consecutive preset time periods, it will be automatically upgraded to the instruction set of the next level.

[0012] Specifically, the cross-module linkage instruction includes a personnel transfer lock instruction sent to the staffing management module to restrict personnel addition operations in the target organizational unit; the personnel transfer lock instruction includes lock dimension parameters, which at least include job category and / or job grade, to lock personnel addition operations according to the specified dimensions.

[0013] Specifically, the personnel transfer and locking instruction is used to: suspend the personnel addition approval process of the target organizational unit within a preset time window, and switch the recruitment position status of the target organizational unit to a frozen state; The personnel transfer lock command also includes a lock validity period. When the lock validity period expires, the staffing management module automatically unlocks the lock. Within the lock validity period, if an external input emergency staffing approval command is received, a single staffing application is allowed to break the lock.

[0014] Specifically, the cross-module linkage instruction includes a salary parameter adjustment instruction sent to the payroll management module, which is used to dynamically adjust the overtime pay calculation coefficient and / or piece rate of the target organizational unit; The salary parameter adjustment instruction determines the overtime pay calculation coefficient and / or piece-rate unit price adjustment ratio according to the over-limit range of the comprehensive index of labor shortage exceeding the preset trigger condition, and the adjustment ratio is positively correlated with the over-limit range. The salary parameter adjustment instruction includes an effective time parameter, which specifies the start time and duration of the adjustment parameter's effective date.

[0015] Specifically, the mapping relationship between the over-limit amplitude and the upward adjustment ratio is a piecewise linear mapping or a step-wise mapping.

[0016] Specifically, the cross-module linkage instruction includes an attendance strategy adjustment instruction sent to the attendance management module, used to adjust the overtime approval threshold of the target organizational unit; The overtime approval threshold is the upper limit of daily overtime hours and / or the upper limit of total monthly overtime hours; the attendance strategy adjustment instruction adjusts the overtime approval threshold proportionally based on the extent to which the comprehensive index of manpower shortage exceeds the preset triggering condition.

[0017] Specifically, it also includes steps to lift the control measures: When the recalculated comprehensive index of manpower shortage returns to the preset safe range, a release instruction is automatically generated and issued. The release instruction includes a personnel transfer release instruction sent to the staffing management module, a salary parameter restoration instruction sent to the payroll management module, and an attendance policy restoration instruction sent to the attendance management module, which are used to restore the operating parameters of each functional module to the state before the cross-module linkage instruction was issued. The cancellation instructions are issued sequentially according to a preset time sequence: first, the attendance policy restoration instruction is issued; then, the salary parameter restoration instruction is issued; and finally, the personnel transfer cancellation instruction is issued.

[0018] A cross-module dynamic decision-making system based on attendance, staffing, and pay constraints includes: The data acquisition module is used to acquire attendance data, staffing data, and payroll data of the target organizational unit in real time and write them into the shared data pool. The comprehensive assessment module is used to calculate the comprehensive index of manpower shortage for the target organizational unit in the current period based on data in the shared data pool; The decision-making module is used to compare the comprehensive index of manpower shortage with preset trigger conditions. When the comprehensive index of manpower shortage meets the preset trigger conditions, it generates a cross-module linkage instruction and sends it to the corresponding functional module, triggering the functional module to perform a collaborative response operation. The closed-loop feedback module is used to receive the execution results of cross-module linkage instructions from various functional modules, update the shared data pool, recalculate the comprehensive index of manpower shortage based on the updated data, and iteratively trigger the generation and issuance of cross-module linkage instructions; the iteration is to re-trigger the next round of instruction generation based on the updated data.

[0019] The beneficial effects of this invention are as follows: Breaking down data silos and enabling real-time cross-module data sharing, this invention establishes a shared data pool. Attendance data, staffing data, and payroll data are stored uniformly in this pool. Each functional module can read the required data from the shared data pool in real time, eliminating the need for repeated interface calls or data import / export between modules. Attendance module data such as card swipe records, overtime applications, and leave approvals are written to the shared data pool as soon as they are generated. The staffing and payroll modules can synchronously detect data changes, fundamentally eliminating the problems of data fragmentation and information asynchrony between modules in traditional HR systems.

[0020] This invention constructs a multi-dimensional integrated comprehensive evaluation index to achieve precise quantification of human resource status. It integrates three sub-indices: manpower load (attendance dimension), staffing surplus / shortage (staffing dimension), and budget consumption (salary dimension). This index is not a simple summation of the three sub-indices, but rather a comprehensive quantitative indicator output after normalization and dynamic correction factors to correct for deviations in the weighted summation. This index accurately reflects the human resource stress of the target organizational unit in the current period, providing a unified and reliable decision-making basis for cross-module collaborative decision-making.

[0021] An automated cross-module linkage control mechanism is established to achieve pre-emptive interception and real-time control during the process. When the comprehensive index of manpower shortage meets the preset trigger conditions, this invention automatically generates cross-module linkage instructions and simultaneously sends them to the staffing management module, payroll management module, and attendance management module. These modules then execute coordinated response operations such as locking in personnel transfers, dynamically adjusting salary parameters, and lowering overtime approval thresholds. This upgrades human resource management from traditional post-event accounting to pre-event interception and real-time control during the process, effectively avoiding the delayed detection of problems such as overspending on human resources and exceeding staffing limits.

[0022] This invention constructs a closed-loop feedback control system to achieve continuous iterative optimization of control strategies. Existing HR systems often involve one-off decisions, ending once executed. This invention forms a complete closed-loop feedback control system by receiving execution results from each functional module, updating the shared data pool, and triggering a recalculation of the comprehensive manpower shortage index. The system can determine whether the control effect has met the target based on the real-time status after adjustment and iteratively trigger the next round of coordinated adjustments until the comprehensive manpower shortage index returns to a safe range, thus achieving adaptive optimization of the control strategy. Attached Figure Description

[0023] To facilitate understanding by those skilled in the art, the present invention will be further described below with reference to the accompanying drawings.

[0024] Figure 1 This is a schematic diagram of the architecture of the cross-module dynamic decision-making system of the present invention; Figure 2 This is a schematic diagram illustrating the process of generating and issuing cross-module linkage instructions according to the present invention; Figure 3 This is a timing diagram of the closed-loop feedback control of the present invention; Figure 4 A decision flowchart for the differentiated weight configuration of this invention; Figure 5 This is an overall flowchart of the cross-module dynamic decision-making method of the present invention. Detailed Implementation

[0025] To further illustrate the technical means and effects adopted by the present invention to achieve the intended purpose, the following detailed description of the specific implementation methods, structures, features and effects of the present invention, in conjunction with the accompanying drawings and preferred embodiments, is provided.

[0026] Example 1

[0027] This embodiment uses the SMT (Surface Mount Technology) workshop of an electronics manufacturing company as an application scenario, combined with... Figures 1 to 3 and Figure 5 This document details the specific implementation process of the method and system described in this invention.

[0028] (I) System Initialization and Parameter Configuration like Figure 1 As shown, the cross-module dynamic decision-making system of the present invention includes a shared data pool and connected to it a data acquisition module, a comprehensive evaluation module, a decision-making module, and a closed-loop feedback module. Each functional module interacts bidirectionally with the shared data pool through a unified real-time data bus.

[0029] The company has completed the system initialization configuration. In the organization management module, the company has established a complete departmental tree structure, with the SMT workshop as a secondary organizational unit under the manufacturing department, and its approved staffing level is 120 people. In the personnel basic parameter settings, the system has completed the configuration of basic data such as employee categories (direct employees / indirect employees), job grades and levels, and job information. In the salary item settings, the system has defined salary items such as overtime pay calculation coefficients and piece-rate prices. In the attendance parameter settings, the system has configured attendance rules such as shift management and overtime approval thresholds.

[0030] System administrators can preset multiple levels of trigger conditions in the decision-making module: Level 1 threshold: Comprehensive labor shortage index ≥ 0.6 (yellow alert), triggering the basic linkage instruction set; Level 2 threshold: Comprehensive index of labor shortage ≥ 0.8 (red alert), triggering the complete linkage instruction set; Safe range: When the comprehensive index of manpower shortage is less than 0.4, the system will not trigger any linkage commands.

[0031] At the same time, the system automatically matches the weight configuration template from the industry weight benchmark database according to the organizational type of the SMT workshop (production organization): manpower load sub-index weight 0.5, staffing surplus / shortage sub-index weight 0.3, and budget consumption sub-index weight 0.2.

[0032] (ii) Real-time data acquisition and writing to the shared data pool like Figure 5 As shown, during system operation, the data acquisition module acquires three types of data from the SMT workshop in real time and writes them into the shared data pool: Attendance data: Employee clock-in records are collected in real time through the attendance card readers at the workshop entrance and exit. Assuming the current period (the first week of July 2026), the SMT workshop should have 120 employees present, with 98 employees actually present, resulting in 22 absences (including 5 sick leave, 8 personal leave, 3 absenteeisms, and 6 other absences); the average overtime hours per person have increased from 2.5 hours / day last week to 4.2 hours / day, and the standard daily working hours are 8 hours / day.

[0033] Data compiled: The SMT workshop has a total authorized staffing of 120 people, with 112 people actually on duty (including 8 newly hired employees who have not yet completed their probationary period), and 8 vacant positions.

[0034] Salary data: The total salary paid in the SMT workshop this month (including basic salary, overtime pay, piece-rate wages, etc.) is RMB 680,000, and the total budgeted salary for the month is RMB 750,000.

[0035] Once the above data is generated, it is written to the shared data pool, and each functional module can read it from the shared data pool in real time.

[0036] (III) Calculation of the Comprehensive Index of Human Resource Gap like Figure 5 As shown, the comprehensive evaluation module reads the above three types of data from the shared data pool and calculates the comprehensive index of the manpower shortage in the following manner: Calculation of the manpower load sub-index: Based on attendance data, actual attendance rate = 98 / 120 ≈ 0.817; average overtime load rate per person = average daily overtime hours per person / standard working hours per day = 4.2 / 8 = 0.525. Manpower load sub-index = actual attendance rate × 0.6 + average overtime load rate per person × 0.4 = 0.817 × 0.6 + 0.525 × 0.4 = 0.490 + 0.210 = 0.700.

[0037] Staffing surplus / shortage sub-index calculation: Based on staffing data, the actual number of employees on duty is 112, and the approved staffing is 120. The deviation value = (120-112) / 120 ≈ 0.067. Staffing surplus / shortage sub-index = 0.067 (a positive value indicates that there are vacant positions and the manpower supply is relatively sufficient).

[0038] Budget consumption sub-index calculation: Based on salary data, the total salary paid has been 680,000 yuan, and the budgeted total salary is 750,000 yuan. The ratio = 680,000 / 750,000 ≈ 0.907. Budget consumption sub-index = 0.907.

[0039] The three sub-indices are normalized (all values ​​are between 0 and 1, requiring no further normalization) and input into the preset multidimensional constraint evaluation model. The model performs a weighted summation based on the weights configured according to the SMT workshop's organizational type (0.5, 0.3, 0.2). The comprehensive index of labor shortage = 0.700 × 0.5 + 0.067 × 0.3 + 0.907 × 0.2 = 0.350 + 0.020 + 0.181 = 0.551.

[0040] The model further introduces a dynamic correction factor (generated using the least squares method based on the deviation sequence between the comprehensive index of manpower shortage in the SMT workshop over the past 6 months and the actual capacity achievement rate; the current monthly value is 1.05) to correct for the deviation: The comprehensive labor shortage index = 0.551 × 1.05 ≈ 0.579. Meanwhile, the system executes cross-validation logic: the current manpower load sub-index of 0.700 (too high) and the staffing surplus / shortage sub-index of 0.067 (too low, indicating vacant positions) change in different directions, but the deviation is within the preset tolerance range (|0.700-0.067| = 0.633<0.8), the system marks it as "attention" and does not trigger data anomaly alarms for the time being.

[0041] (iv) Threshold determination and graded response like Figure 5 and Figure 2 As shown, the decision-making module compares the calculated comprehensive human resource shortage index of 0.579 with multiple preset thresholds. 0.579 < 0.6, failing to reach the first-level threshold, so the system does not trigger the linkage command and continues monitoring.

[0042] Suppose that a week later, due to an urgent additional order from a major customer, the production workload in the SMT workshop suddenly increases. The data acquisition module detects the following changes in real time: Attendance data: Actual attendance rate dropped to 75% (90 / 120), average overtime hours per person increased to 6 hours / day, and average overtime load rate per person = 6 / 8 = 0.75; Data compiled: Due to the urgent recruitment process, the actual number of employees currently on duty is still 112. Salary data: Due to excessive overtime, the total salary has rapidly increased to 820,000 yuan (the monthly budget was 750,000 yuan).

[0043] The comprehensive evaluation module is recalculated: The manpower load sub-index = 0.75 × 0.6 + 0.75 × 0.4 = 0.450 + 0.300 = 0.750; Compilation of surplus / shortage sub-index = (120-112) / 120 ≈ 0.067; Budget consumption sub-index = 82 / 75 ≈ 1.093; The comprehensive index of labor shortage = 0.750 × 0.5 + 0.067 × 0.3 + 1.093 × 0.2 = 0.375 + 0.020 + 0.219 = 0.614; After dynamic correction factor adjustment: 0.614 × 1.05 ≈ 0.645; Cross-validation: The sub-index of manpower load (0.750, significantly high) and the sub-index of staffing surplus / shortage (0.067, vacant positions) change in different directions. The deviation is |0.750-0.067| = 0.683>0.6. The system triggers a data anomaly flag, indicating "High manpower load but vacant positions exist. It is recommended to check the recruitment progress or attendance anomalies."

[0044] like Figure 2As shown, the decision-making module compares 0.645 with multi-level preset thresholds: 0.645 ≥ 0.6, reaching the first-level threshold (yellow warning), but not reaching the second-level threshold of 0.8. The system automatically generates a first-level cross-module linkage instruction set and simultaneously sends it to the corresponding functional modules. When the comprehensive index of manpower shortage exceeds the first-level threshold, the system generates a staffing lock instruction, a salary adjustment instruction, and an attendance adjustment instruction, which are sent to the corresponding functional modules in parallel; when it exceeds the second-level threshold, the system automatically upgrades the instruction set, expanding the lock-in scope, increasing the upward adjustment ratio, and further lowering the attendance threshold.

[0045] (v) Cross-module linkage instruction execution The first-level cross-module linkage instruction set includes the following three instructions: Command 1: Send the personnel retrieval lock command to the personnel management module.

[0046] Upon receiving the instruction, the management module performs the following operations: suspends the personnel addition approval process in the SMT workshop within the preset time window (7 days); and switches the recruitment position status in the SMT workshop to "frozen." This instruction includes locking dimension parameters—the job category is locked to "Direct Employee" (operator), and the job grade and level are locked to "Level 1, Grade 1" to "Level 1, Grade 3." This means that personnel transfers within the above job categories and job grades / levels in the SMT workshop are temporarily restricted, but the addition of indirect employees (such as technicians and engineers) remains unaffected, achieving multi-dimensional locking. The instruction also includes a lock validity period (7 days), which automatically unlocks upon expiration; if an emergency personnel addition approval instruction is received from an external source within the period, a single personnel addition application is allowed to bypass the lock.

[0047] Command 2: A command to adjust salary parameters sent to the payroll management module.

[0048] After receiving the instruction, the payroll management module determines the adjustment ratio according to the overtime pay calculation coefficient based on the excess amount (0.645-0.6=0.045) and the preset tiered mapping rules: an excess amount of 0.045 corresponds to a 10% increase in the overtime pay calculation coefficient (from 1.5 times to 1.65 times) and a 5% increase in the piece-rate price. The instruction includes an effective time parameter: the effective start time is the time the instruction is issued (8:00 AM on the same day), and the duration is 7 days.

[0049] Command 3: Send an attendance policy adjustment command to the attendance management module.

[0050] After receiving the instruction, the attendance management module reduced the daily overtime limit for the SMT workshop from 3 hours to 2 hours, and the monthly total overtime limit from 36 hours to 24 hours.

[0051] (vi) Execution result write-back and closed-loop feedback like Figure 3 and Figure 5 As shown, after each functional module completes its execution, the execution result is written back to the shared data pool: The management module has written back: The status of the SMT workshop recruitment positions has been frozen and is currently locked. The remaining validity period is 6 days and 23 hours. Payroll management module update: Overtime pay calculation coefficient has been adjusted to 1.65, piece rate price has been increased by 5%, effective countdown 167 hours; The attendance management module has been updated to show that the overtime approval threshold has been lowered, with a daily limit of 2 hours and a monthly limit of 24 hours.

[0052] The closed-loop feedback module receives the above execution results, updates the status data in the shared data pool, and triggers the comprehensive evaluation module to recalculate the comprehensive index of manpower shortage.

[0053] Assume that the real-time data in the shared data pool changes 3 days after the implementation of the control measures: Attendance data: Due to the reduction in the overtime approval threshold, non-essential overtime applications were filtered out, and the average overtime hours per person decreased from 6 hours / day to 4 hours / day. The average overtime load rate per person = 4 / 8 = 0.5. The actual attendance rate dropped to 73%, which was due to the filtering of some overtime applications after the overtime approval threshold was lowered. Data compiled: The number of job openings remains frozen, and the actual number of employees currently on duty remains unchanged at 112. Salary data: Due to reduced overtime hours, the growth rate of total salary has slowed down to 780,000 yuan.

[0054] The comprehensive evaluation module is recalculated: The manpower load sub-index = 0.73 × 0.6 + 0.50 × 0.4 = 0.438 + 0.200 = 0.638; The compilation surplus / shortage index is approximately 0.067. Budget consumption sub-index = 78 / 75 = 1.040; The comprehensive index of labor shortage = 0.638 × 0.5 + 0.067 × 0.3 + 1.040 × 0.2 = 0.319 + 0.020 + 0.208 = 0.547; After dynamic correction factor adjustment: 0.547 × 1.05 ≈ 0.574; Cross-validation: The direction of change of the manpower load sub-index 0.638 and the staffing surplus / shortage sub-index 0.067 is still inconsistent, but the deviation magnitude |0.638-0.067| = 0.571<0.6, and the data anomaly markers are automatically cleared.

[0055] like Figure 3As shown, the decision module compares 0.574 with the threshold: 0.574 < 0.6, indicating a return to the safe range. The system automatically generates release instructions, which are issued sequentially according to a preset timeline: first, an attendance policy restoration instruction is issued (restoring the daily overtime limit to 3 hours and the monthly total overtime limit to 36 hours); then, a salary parameter restoration instruction is issued (restoring the overtime pay calculation coefficient to 1.5 times and the piece-rate price to its original level); finally, a personnel transfer release instruction is issued (switching the SMT workshop recruitment position status from "frozen" to "normal" and removing personnel transfer restrictions). This timeline design is based on the principle of risk reverse release: first, attendance flexibility is restored to avoid excessively restricting employees' willingness to work overtime; then, salary parameters are restored to stabilize cost expectations; and finally, personnel access is opened to prevent a sudden influx after the release, which could lead to a secondary imbalance.

[0056] Thus, as Figure 5 As shown, a complete process of "data acquisition → comprehensive evaluation → coordinated control → closed-loop feedback" is completed.

[0057] (vii) Multi-level threshold upgrade scenario In another scenario, suppose the SMT workshop experiences a sudden surge in orders, causing the overall manpower shortage index to continuously worsen beyond the first-level threshold, exceeding 0.6 for three consecutive working days (0.65, 0.68, and 0.72 respectively). Figure 2 As shown, the system detects that the index exceeds the current level threshold for multiple consecutive preset time periods (3 working days) and automatically upgrades the instruction set from level one to level two.

[0058] The Level 2 instruction set adds the following features to the Level 1 instruction set: the scope of personnel transfer restrictions is expanded to all direct employee positions in the SMT workshop (removing job grade and level limitations); the overtime pay calculation coefficient is increased from 10% to 20% (from 1.5 times to 1.8 times); the piece-rate price is increased from 5% to 12%; and the overtime approval threshold is further lowered (the daily limit is reduced from 2 hours to 1.5 hours, and the monthly limit is reduced from 24 hours to 18 hours). Through this tiered upgrade mechanism, the system achieves differentiated control measures commensurate with the severity of the problem.

[0059] Example 2 This embodiment uses the finance department of a company as an application scenario, combined with... Figure 4 This illustrates the differences in dynamic weight configuration across different organizational types.

[0060] The finance department has an approved staffing of 30 people, with 28 actually on duty. The total budgeted salary for the month is 500,000 yuan, of which 420,000 yuan has been paid. The actual attendance rate is 95%, with an average overtime of 0.8 hours per day and a standard working day of 8 hours. The average overtime load rate is 0.8 / 8 = 0.1.

[0061] like Figure 4 As shown, since the finance department is a functional organization, the system automatically matches the weight configuration template from the industry weight benchmark database: manpower load sub-index weight 0.2, staffing surplus / shortage sub-index weight 0.3, budget consumption sub-index weight 0.5 (the budget consumption sub-index has the highest weight, which is consistent with the cost-sensitive characteristics of functional organizations).

[0062] The calculation yielded: The manpower load sub-index = 0.95 × 0.6 + 0.1 × 0.4 = 0.570 + 0.040 = 0.610; Compilation of surplus / shortage sub-index = (30-28) / 30 ≈ 0.067; Budget consumption sub-index = 42 / 50 = 0.840; The comprehensive index of labor shortage = 0.610 × 0.2 + 0.067 × 0.3 + 0.840 × 0.5 = 0.122 + 0.020 + 0.420 = 0.562; If the finance department adopts the weighting of a production-oriented organization (human workload 0.5, staffing surplus / deficit 0.3, budget consumption 0.2), then: The comprehensive index of labor shortage = 0.610 × 0.5 + 0.067 × 0.3 + 0.840 × 0.2 = 0.305 + 0.020 + 0.168 = 0.493; The combined index of manpower shortage under the two weighting configurations were 0.562 and 0.493, respectively. For functional departments, budget consumption is a more sensitive constraint indicator (the risk of budget overruns in the finance department is higher than the risk of manpower shortages). After adopting the differentiated weighting configuration, the index increased by about 14% ((0.562-0.493) / 0.493 ≈ 14%), enabling the system to trigger linkage control earlier for the actual risks of functional departments, avoiding misjudgments or omissions caused by the "one-size-fits-all" weighting configuration.

[0063] The above description is merely a preferred embodiment of the present invention and is not intended to limit the present invention in any way. Although the present invention has been disclosed above with reference to preferred embodiments, it is not intended to limit the present invention. Any person skilled in the art can make some modifications or alterations to the above-disclosed technical content to create equivalent embodiments without departing from the scope of the present invention. Any simple modifications, equivalent changes and alterations made to the above embodiments based on the technical essence of the present invention without departing from the scope of the present invention shall still fall within the scope of the present invention.

Claims

1. A cross-module dynamic decision-making method based on attendance, staffing, and salary constraints, characterized in that, Includes the following steps: Real-time acquisition of attendance data, staffing data, and payroll data of the target organizational unit, and writing them into a shared data pool; Based on the data in the shared data pool, calculate the comprehensive index of the human resource shortage of the target organizational unit in the current period; The comprehensive index of the manpower shortage is compared with the preset trigger conditions. When the comprehensive index of the manpower shortage meets the preset trigger conditions, a cross-module linkage instruction is generated and sent to the corresponding functional module to trigger the functional module to perform a collaborative response operation. The system receives the execution results of the cross-module linkage instructions from each functional module, updates the shared data pool, recalculates the comprehensive index of manpower shortage based on the updated data, and iteratively triggers the generation and issuance of cross-module linkage instructions.

2. The method according to claim 1, characterized in that, The calculation method for the comprehensive human resource shortage index includes: Determine the manpower load sub-index based on the attendance data; The compilation surplus / deficit sub-index is determined based on the compiled data; Determine the budget consumption sub-index based on the aforementioned salary data; The manpower load sub-index, staffing surplus / shortage sub-index, and budget consumption sub-index are normalized respectively. The three normalized sub-indices are then input into a preset multidimensional constraint evaluation model, and the manpower shortage comprehensive index is output after weighted summation. The multidimensional constraint evaluation model also includes a dynamic correction factor generated based on the historical data of the target organizational unit, which is used to correct the deviation of the weighted summation result.

3. The method according to claim 2, characterized in that, The human resource load sub-index is determined by weighting the actual attendance rate of the target organizational unit in the current period with the average overtime load rate per person, wherein the average overtime load rate per person is the ratio of the average overtime hours per person to the standard working hours in that period. The staffing surplus / shortage index is determined by the deviation between the actual number of employees on duty and the approved staffing number of the target organizational unit in the current period. The budget consumption sub-index is determined by the ratio of the total salary incurred to the total budgeted salary of the target organizational unit within a preset accounting period; The manpower load sub-index, the staffing surplus / shortage sub-index, and the budget consumption sub-index are cross-validation logic: when the manpower load sub-index and the staffing surplus / shortage sub-index change in different directions, a data anomaly flag is triggered.

4. The method according to claim 2, characterized in that, The weight values ​​of the weighted summation are dynamically configured according to the organizational type and / or industry characteristics of the target organizational unit; when the target organizational unit is a production-type organization, the weight value of the human resource load sub-index is higher than that of the staffing surplus / shortage sub-index and the budget consumption sub-index; when the target organizational unit is a functional organization, the weight value of the budget consumption sub-index is higher than that of the human resource load sub-index and the staffing surplus / shortage sub-index.

5. The method according to claim 1, characterized in that, The preset triggering conditions are multi-level preset thresholds; the comparison of the comprehensive index of the manpower shortage with the preset triggering conditions specifically includes: The comprehensive index of the manpower shortage is compared with multiple preset thresholds to determine the threshold level reached by the comprehensive index of the manpower shortage. The cross-module linkage instruction generates a corresponding level instruction set based on the threshold level reached, and the number of linkage instructions contained in the instruction set is positively correlated with the threshold level. When the comprehensive index of the manpower shortage exceeds the threshold of the current level for multiple consecutive preset time periods, it will be automatically upgraded to the instruction set of the next level.

6. The method according to claim 1, characterized in that, The cross-module linkage instruction includes a personnel transfer lock instruction sent to the staffing management module, which is used to restrict personnel addition operations in the target organizational unit; the personnel transfer lock instruction includes lock dimension parameters, which at least include job category and / or job grade, and are used to lock personnel addition operations according to the specified dimensions.

7. The method according to claim 6, characterized in that, The personnel transfer lock command is specifically used to: suspend the personnel addition approval process of the target organizational unit within a preset time window, and switch the recruitment position status of the target organizational unit to a frozen state; The personnel transfer lock command also includes a lock validity period. When the lock validity period expires, the staffing management module automatically unlocks the lock. Within the lock validity period, if an emergency staffing approval command is received from an external source, a single staffing application is allowed to break the lock.

8. The method according to claim 1, characterized in that, The cross-module linkage instruction includes a salary parameter adjustment instruction sent to the payroll management module, which is used to dynamically adjust the overtime pay calculation coefficient and / or piece rate of the target organizational unit. The salary parameter adjustment instruction determines the overtime pay calculation coefficient and / or piece-rate unit price increase ratio according to the over-limit range of the comprehensive index of labor shortage exceeding the preset trigger condition, and the increase ratio is positively correlated with the over-limit range.

9. The method according to claim 8, characterized in that, The mapping relationship between the over-limit amplitude and the upward adjustment ratio is a piecewise linear mapping or a stepwise mapping.

10. The method according to claim 1, characterized in that, The cross-module linkage instruction includes an attendance policy adjustment instruction sent to the attendance management module, which is used to adjust the overtime approval threshold of the target organizational unit; The overtime approval threshold is the upper limit of daily overtime hours and / or the upper limit of total monthly overtime hours; the attendance strategy adjustment instruction adjusts the overtime approval threshold proportionally based on the extent to which the comprehensive index of manpower shortage exceeds the preset triggering condition.

11. The method according to claim 1, characterized in that, It also includes the steps to lift the control measures: When the recalculated comprehensive index of manpower shortage returns to the preset safe range, a release instruction is automatically generated and issued. The release instruction includes a personnel transfer release instruction sent to the staffing management module, a salary parameter restoration instruction sent to the payroll management module, and an attendance policy restoration instruction sent to the attendance management module, which are used to restore the operating parameters of each functional module to the state before the cross-module linkage instruction was issued. The cancellation instructions are issued sequentially according to a preset time sequence: first, the attendance policy restoration instruction is issued; then, the salary parameter restoration instruction is issued; and finally, the personnel transfer cancellation instruction is issued.

12. A cross-module dynamic decision-making system based on attendance, staffing, and salary constraints, used to execute the method as described in any one of claims 1 to 11, characterized in that, include: The data acquisition module is used to acquire attendance data, staffing data, and payroll data of the target organizational unit in real time and write them into the shared data pool. The comprehensive assessment module is used to calculate the comprehensive index of manpower shortage for the target organizational unit in the current period based on data in the shared data pool; The decision-making module is used to compare the comprehensive index of manpower shortage with preset trigger conditions. When the comprehensive index of manpower shortage meets the preset trigger conditions, it generates a cross-module linkage instruction and sends it to the corresponding functional module, triggering the functional module to perform a collaborative response operation. The closed-loop feedback module is used to receive the execution results of cross-module linkage instructions from various functional modules, update the shared data pool, recalculate the comprehensive index of manpower shortage based on the updated data, and iteratively trigger the generation and issuance of cross-module linkage instructions.

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