Interpretive Engine for HR System Metadata
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Solution Overview
Problem
Existing human resources management systems require significant effort to update or change functionality, as they need to be compiled and new versions installed, along with database record format changes, making it difficult to implement changes efficiently.
Innovation Solution
A human resources system using an interpretive engine that processes metadata models and processes without compilation, allowing for easy modification and transactional processing, where changes are stored in simple data structures and only the affected data is updated, eliminating the need for extensive database changes.
Engineering Contradictions & Design Principles
Engineering Contradiction Analysis
1Productivity
If a compiled computer program is used for HR system, then the system can be executed efficiently, but changing or updating functionality requires considerable effort and time
Solution Approach 1:
The patent applies dynamics by transitioning from a static compiled program to a dynamic interpreted system. The HR system is implemented as metadata models that are interpreted at runtime rather than compiled in advance. This allows the system to adapt and modify functionality dynamically without requiring recompilation or version releases, thus maintaining execution efficiency while enabling easy changes.
Solution Approach 2:
The patent changes the fundamental parameter of system implementation from compiled code to interpreted metadata. By storing system functionality as metadata models rather than compiled programs, the system can modify its behavior by changing metadata parameters rather than rewriting code, significantly reducing the time and effort required for updates.
2Adaptability or versatility
If the computer program is updated with new functionality, then the HR system can adapt to new requirements, but the database record format must be changed requiring updating of all stored records
Solution Approach 1:
The patent segments the system into metadata models that define the structure and behavior of HR objects. These metadata models are separated from the actual data storage, allowing the metadata to be updated independently of the database records. This segmentation enables the system to adapt to new requirements by modifying metadata without requiring changes to existing database records.
Solution Approach 2:
The patent introduces metadata models as an intermediary layer between the system functionality and the database storage. This intermediary allows the system to define and change functionality through metadata while the database continues to store records in their original format. The metadata acts as a mediator that translates between new functional requirements and existing data structures.
3Power
If a compiled program is used, then the system can be optimized for performance, but any change requires compiling and releasing a new version
Solution Approach 1:
The patent substitutes the mechanical compilation process with an interpretation mechanism. Instead of compiling code into executable machine instructions, the system uses an interpreter to execute metadata models dynamically. This substitution maintains the system's processing capability while eliminating the need for compilation, making it much easier to implement changes without version releases.
Data Source
AI summary
Defining a human resource system is disclosed. Metadata models are defined. Processes are defined. The human resources system is stored including metadata models and processes, wherein the stored metadata models and processes are interpreted using an interpretive engine, wherein the interpretive engine is configured to process the metadata model and process definitions without compilation of any code, and wherein defining metadata models and defining processes when interpreted by the interpretive engine is sufficient to define a fully functional human resource system.