Job Level Prediction System for HR Operations
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Solution Overview
Problem
Current information systems are cumbersome and inefficient in determining job levels for employees, which hinders operations such as hiring, team formation, and compensation standardization due to varying job responsibilities and descriptions across organizations.
Innovation Solution
A method and apparatus that utilize a job level prediction system to identify employees as managers or non-managers, applying respective employee level models to determine accurate job levels, thereby facilitating efficient operations and standardized compensation.
Engineering Contradictions & Design Principles
Engineering Contradiction Analysis
1Measurement precision
If current information systems are used to determine job levels, then employee data can be stored and accessed, but the process is cumbersome and time-consuming due to varying job responsibilities and descriptions across organizations
Solution Approach 1:
The patent transforms the complex, variable job level determination process into a standardized parameter-based classification system. It identifies key parameters such as management scope, decision-making authority, and resource allocation responsibility, then applies consistent evaluation criteria across all employees regardless of organization-specific job descriptions. This parameter standardization enables accurate and rapid job level determination by comparing employee roles against predefined parameter thresholds rather than navigating varying organizational descriptions.
Solution Approach 2:
The patent replaces the manual, mechanical process of reviewing and comparing job descriptions with an automated computational system. The system uses algorithmic processing to evaluate employee data against established criteria, automatically determining job levels without human intervention in the analysis process. This substitution of mechanical review with computational evaluation dramatically reduces determination time while maintaining or improving accuracy through consistent application of evaluation rules.
2Loss of information
If current information systems are used to determine job levels, then employee information can be retrieved, but relevant information is often excluded from analysis due to difficulty in accessing it in a timely manner
Solution Approach 1:
The patent implements preliminary classification frameworks and evaluation criteria before the actual job level determination process. By pre-establishing the parameters, weights, and decision rules needed for accurate assessment, the system ensures that all relevant information categories are identified and captured upfront. This preliminary preparation prevents exclusion of relevant information during the determination process, as the framework already specifies what data points are necessary for comprehensive evaluation.
Solution Approach 2:
The patent creates a universal job level determination system that can process and evaluate multiple types of employee information simultaneously. The system is designed to handle diverse data sources including job descriptions, performance metrics, organizational hierarchy data, and skill inventories within a single integrated framework. This multi-functional capability ensures that relevant information from various sources is not excluded but rather synthesized together to produce a comprehensive job level assessment that supports multiple organizational operations.
3Ease of operation
If current information systems are used, then employee data is stored in databases, but the system is cumbersome and difficult to operate for determining job levels
Solution Approach 1:
The patent extracts the essential decision-making logic from the complex information system and isolates it into a focused job level determination module. Rather than requiring users to navigate the entire database system to determine job levels, the system extracts and presents only the necessary evaluation criteria and comparison frameworks needed for the specific task. This extraction simplifies the user interface and操作流程, making job level determination accessible without requiring users to understand or interact with the underlying system complexity.
Solution Approach 2:
The patent segments the job level determination process into distinct, manageable stages: data collection, parameter evaluation, comparison against criteria, and final classification. Each stage is presented separately to the user with clear instructions and intermediate results, breaking down the complex overall process into simple sequential steps. This segmentation reduces the perceived complexity by allowing users to focus on one aspect at a time rather than overwhelming them with the entire system's complexity simultaneously.
Data Source
AI summary
A method, computer system, and computer program product for determining job levels of an employee within an organization. A computer system identifies employee data for the employee. The computer system determines whether the employee is a manager or a non-manager based on the employee data for the employee. The computer system applies a manager employee level model to determine a manager job level of the employee in response to determining that the employee is a manager. The computer system applies a non-manager employee level model to determine a non-manager job level of the employee in response to determining that the employee is a non-manager.