DESC:FORM 2
THE PATENT ACT 1970
(39 of 1970)
&
THE PATENTS RULES, 2003
COMPLETE SPECIFICATION
(See Section 10, and Rule 13)

TITLE:
SMART HUMAN RESOURCE (HR) MANAGEMENT SYSTEM AND METHOD THEREOF

APPLICANT(S)
M/S ONE MIN CV LLP
ADDRESS:
E-44/9, 1st Floor,
Okhla Industrial Area,
E-BLOCK, Phase-II,
New Delhi-110020

NATIONALITY:

Indian

The following specification particularly describes the invention and the manner in which it is to be performed:
CROSS-REFERENCE TO RELATED ART
[001] This complete application claims benefit of and references the filing date of provisional patent application 202311050224 filed on 25.07.2023 which is hereby incorporated by reference in its entirety.
BACKGROUND
Field of Invention
[002] Embodiments of the present invention generally relate to a Human Resource (HR) management system and particularly to a smart Human Resource (HR) management system.
Description of Related Art
[003] The field of human resource management plays a crucial role in organizations, responsible for managing and optimizing the workforce to achieve business objectives. As businesses continue to grow and become more complex, the need for efficient and intelligent HR management systems becomes increasingly vital. The advent of technology and automation has opened up new possibilities for enhancing HR processes and improving overall organizational efficiency.
[004] Traditional HR management systems often rely on manual processes, paperwork, and disparate software tools, which can be time-consuming, error-prone, and lack integration. These systems may struggle to handle the complexities of modern workforce management, including employee onboarding, performance evaluation, talent acquisition, and training and development programs.
[005] In recent years, there has been a growing interest in developing smart HR management systems that leverage emerging technologies such as artificial intelligence (AI), machine learning (ML), data analytics, and natural language processing (NLP). These advancements have the potential to revolutionize HR operations, streamline processes, and provide valuable insights for decision-making.
[006] There is thus a need for an improved and advanced smart HR management system that can administer the aforementioned limitations in a more efficient manner.
SUMMARY
[007] Embodiments in accordance with the present invention provide a smart Human Resource (HR) management system. The system comprising: a processor in communication with a user device. The system further comprising: a storage medium comprising programming instructions executable by the processor. The processor is configured to: enable a registered employer to create and post a job on a dashboard of a Human Resource (HR) management application using the user device; enable the registered candidate to create a profile with a set of predefined details; match one or more registered candidates with the job posted by the registered employer, wherein the registered candidates are matched based on prerequisite criteria and a skill set posted by the registered employer with the set of predefined details profiled by the registered candidate; enable the matched candidates to apply for the corresponding job posted by the registered employer by providing responses to the set of questionnaires through the dashboard, wherein the responses provided by the matched candidates are in a video format, and video responses provided by the matched candidates are screened by an Artificial Intelligence (AI) engine; verify and check the responses provided by the matched candidates to the set of questionnaires, wherein the matched candidates are shortlisted upon crossing a cut-off percentage, and generate an overall score for the shortlisted candidates; schedule an interview of the shortlisted candidates with the registered employer; and transmit a date, a time, a location, along with other instructions to the shortlisted candidates related to the interview scheduled with the registered employer.
[008] Embodiments in accordance with the present invention further provide a method for managing human resource activities by employing a smart Human Resource (HR) management system. The method comprising steps of: enabling the registered employer to register the organization using a user device; enabling the registered employer to create and post a job, wherein the job includes a cut-off percentage; enabling the registered employer to declare the prerequisite criteria with the required skill set in the posted job; matching the prerequisite criteria with the required skill set in the posted job with the skill set possessed by the registered candidates; displaying the number of matched candidates, interested candidates, and shortlisted candidates along with the generated percentage and the overall generated score on the dashboard of the Human Resource (HR) management application in a graphical format; enabling the registered employer to declare and adjust the threshold for adjusting the number of shortlisted candidates; and scheduling the interview of the shortlisted candidates with the registered employer.
[009] Embodiments of the present invention may provide a number of advantages depending on their particular configuration. First, embodiments of the present application may provide a smart Human Resource (HR) management system.
[0010] Next, embodiments of the present application may provide a smart Human Resource (HR) management system that increases efficiency of a Human Resource (HR) team.
[0011] Next, embodiments of the present application may provide a smart Human Resource (HR) management system that enhances decision making capability of the Human Resource (HR) team.
[0012] Next, embodiments of the present application may provide a smart Human Resource (HR) management system that improves onboarding of employees and dis-embarkment of an onboarding experience.
[0013] Next, embodiments of the present application may provide a smart Human Resource (HR) management system that improves talent acquisition and retention.
[0014] Next, embodiments of the present application may provide a smart Human Resource (HR) management system that is scalable and flexible.
[0015] A smart HR management system integrates advanced technologies and automation to streamline and enhance various HR processes. It can leverage Artificial Intelligence (AI) and Machine Learning (ML) algorithms to automate repetitive tasks, such as candidate screening, resume parsing, and employee performance evaluation. By analyzing large volumes of HR data, the system can identify patterns, trends, and anomalies, enabling organizations to make data-driven decisions related to talent acquisition, performance management, and workforce planning.
[0016] Additionally, a smart HR management system can offer features such as employee self-service portals, mobile accessibility, real-time analytics dashboards, and intelligent chatbots for employee queries. These features enhance employee engagement, improve communication, and provide a seamless user experience.
[0017] The development of a smart HR management system presents significant opportunities for organizations to optimize their HR processes, reduce administrative burdens, improve employee satisfaction, and enhance overall productivity. By leveraging intelligent technologies, organizations can make strategic and informed decisions related to talent management and workforce planning, resulting in a more agile and competitive workforce.
[0018] In summary, the smart HR management system represents a paradigm shift in how organizations manage their human resources. By harnessing the power of Artificial Intelligence (AI), Machine Learning (ML), and data analytics, this system has the potential to transform HR operations, drive organizational efficiency, and foster a positive and engaging work environment.
[0019] These and other advantages will be apparent from the present application of the embodiments described herein.
[0020] The preceding is a simplified summary to provide an understanding of some embodiments of the present invention. This summary is neither an extensive nor exhaustive overview of the present invention and its various embodiments. The summary presents selected concepts of the embodiments of the present invention in a simplified form as an introduction to the more detailed description presented below. As will be appreciated, other embodiments of the present invention are possible utilizing, alone or in combination, one or more of the features set forth above or described in detail below.
BRIEF DESCRIPTION OF THE DRAWINGS
[0021] The above and still further features and advantages of embodiments of the present invention will become apparent upon consideration of the following detailed description of embodiments thereof, especially when taken in conjunction with the accompanying drawings, and wherein:
[0022] FIG. 1A illustrates a block diagram of a smart Human Resource (HR) management system, according to an embodiment of the present invention;
[0023] FIG. 1B illustrates a block diagram of a storage medium of the smart Human Resource (HR) management system, according to an embodiment of the present invention;
[0024] FIG. 2 depicts a flowchart of a method for optimizing human resource activities from an employer’s end using the smart Human Resource (HR) management system, according to an embodiment of the present invention;
[0025] FIG. 3 depicts a flowchart of a method for optimizing the human resource activities from a candidate’s end using the smart Human Resource (HR) management system, according to an embodiment of the present invention;
[0026] FIG. 4 depicts a flowchart of a method for optimizing the human resource activities by leveraging an Artificial Intelligence (AI) engine of the smart Human Resource (HR) management, according to an embodiment of the present invention; and
[0027] FIG. 5 illustrates a data flow diagram of the smart Human Resource (HR) management system, according to an embodiment of the present invention.
[0028] The headings used herein are for organizational purposes only and are not meant to be used to limit the scope of the description or the claims. As used throughout this application, the word "may" is used in a permissive sense (i.e., meaning having the potential to), rather than the mandatory sense (i.e., meaning must). Similarly, the words “include”, “including”, and “includes” mean including but not limited to. To facilitate understanding, like reference numerals have been used, where possible, to designate like elements common to the figures. Optional portions of the figures may be illustrated using dashed or dotted lines, unless the context of usage indicates otherwise.
DETAILED DESCRIPTION
[0029] The following description includes the preferred best mode of one embodiment of the present invention. It will be clear from this description of the invention that the invention is not limited to these illustrated embodiments but that the invention also includes a variety of modifications and embodiments thereto. Therefore, the present description should be seen as illustrative and not limiting. While the invention is susceptible to various modifications and alternative constructions, it should be understood, that there is no intention to limit the invention to the specific form disclosed, but, on the contrary, the invention is to cover all modifications, alternative constructions, and equivalents falling within the scope of the invention as defined in the claims.
[0030] In any embodiment described herein, the open-ended terms "comprising", "comprises”, and the like (which are synonymous with "including", "having” and "characterized by") may be replaced by the respective partially closed phrases "consisting essentially of", “consists essentially of", and the like or the respective closed phrases "consisting of", "consists of”, the like.
[0031] As used herein, the singular forms “a”, “an”, and “the” designate both the singular and the plural, unless expressly stated to designate the singular only.
[0032] FIG. 1A illustrates a block diagram of a smart Human Resource (HR) management system 100 (hereinafter referred as to the system 100), according to an embodiment of the present invention. The system 100 may be configured to optimize human resource activities, according to an embodiment of the present invention.
[0033] In an embodiment of the present invention, the system 100 may be configured to enable an employer to post job openings and/or vacancies of an organization on an integrated platform (not shown). Further, the integrated platform may be accessible or viewable by a candidate. In an embodiment of the present invention, the integrated platform may be, but not limited to, a centralized recruitment portal, a third party portal, a social media interface, a social media handle, a dedicated job board, a proprietary application programming interface (API), and so forth. Embodiments of the present invention are intended to include or otherwise cover any type of the integrated platform including known, related art, and/or later developed technologies.
[0034] The system 100 may be configured to enable the candidate to apply for the job openings and/or the vacancies posted by the employer on the integrated platform, in an embodiment of the present invention. The system 100 may further provide a communication link between the candidate and the employer for interviews once the candidate has cleared a screening phase.
[0035] According to the embodiments of the present invention, the system 100 may incorporate non-limiting hardware components. In an embodiment of the present invention, the hardware components of the system 100 may be integrated with computer-executable instructions for overcoming the challenges and limitations of existing systems. In an embodiment of the present invention, the system 100 may comprise a user device 102, a Human Resource (HR) management application 104, a dashboard 106, a database 108, a processor 110, a storage medium 112, and an Artificial Intelligence (AI) engine 114.
[0036] In an embodiment of the present invention, the user device 102 may be a device used by the employer to register the organization onto the system 100. The user device 102 may further enable the employer to create and post a job onto the system 100, in an embodiment of the present invention.
[0037] In another embodiment of the present invention, the user device 102 may be a device used by the candidate to register the system 100. The user device 102 may further enable the candidate to apply for the corresponding job posted by the employer onto the system 100, in an embodiment of the present invention. The user device 102 may be, but not limited to, a personal computer, a consumer device, and alike. Embodiments of the present invention are intended to include or otherwise cover any type of the user device 102 including known, related art, and/or later developed technologies. In an embodiment of the present invention, the personal computer may be, but not limited to, a desktop, a server, a laptop, and alike. Embodiments of the present invention are intended to include or otherwise cover any type of the personal computer including known, related art, and/or later developed technologies.
[0038] Further, in an embodiment of the present invention, the consumer device may be, but not limited to, a tablet, a mobile phone, a notebook, a netbook, a smartphone, a wearable device, and so forth. Embodiments of the present invention are intended to include or otherwise cover any type of the consumer device including known, related art, and/or later developed technologies.
[0039] According to an embodiment of the present invention, the user device 102 may comprise software applications such as, but not limited to, a training application, a meeting application, a calling application, and the like. In a preferred embodiment of the present invention, the user device 102 may comprise the Human Resource (HR) management application 104 which may be the computer-executable instructions installed in the user device 102 for executing functions associated with the system 100.
[0040] In an embodiment of the present invention, the Human Resource (HR) management application 104 when logged in by the employer may provide the dashboard 106 with an employer-related version for operating the system 100. In such embodiment of the present invention, the dashboard 106 may show a set of details relevant to the employer, in an embodiment of the present invention. According to embodiments of the present invention, the set of details relevant to the employer may be, but not limited to, a total number of jobs created, a total number of jobs posted, a total number of candidates applied for a corresponding job, a total number of jobs on hold, a total number of candidates recruited in the corresponding job, and so forth. Embodiments of the present invention are intended to include or otherwise cover any set of details relevant to the employer that may be made visible to the employer on the employer-related dashboard 106, including known, related art, and/or later developed technologies.
[0041] The Human Resource (HR) management application 104 when logged in by the candidate may provide the dashboard 106 with a candidate-related version for operating the system 100, in an embodiment of the present invention. According to embodiments of the present invention, the set of details relevant to the candidate may be, but not limited to, a total number of jobs applied, a total number of jobs qualified, a total number of jobs disqualified, the total number of jobs on hold, a new applicable job vacancy, a total number of interview conducted, a calendar with deadlines and scheduled interviews, and so forth. Embodiments of the present invention are intended to include or otherwise cover any set of details relevant to the employer that may be made visible to the candidate on the dashboard 106, including known, related art, and/or later developed technologies.
[0042] In an embodiment of the present invention, the database 108 may store the job created and posted by the employer onto the system 100. The database 108 may further store the corresponding job applied by the candidate, in an embodiment of the present invention. The database 108 may further store details associated with the employer and the candidate, in an embodiment of the present invention.
[0043] According to embodiments of the present invention, the details associated with the user may be, but not limited to, a username, a user age, a user gender, a password, a point of contact of the user, and so forth. Embodiments of the present invention are intended to include or otherwise cover any details associated with the user that may be stored in the database 108, including known, related art, and/or later developed technologies.
[0044] According to embodiments of the present invention, the database 108 may be for example, but not limited to, a distributed database, a personal database, an end-user database, a commercial database, a Structured Query Language (SQL) database, a non-SQL database, an operational database, a relational database, an object-oriented database, a graph database, a cloud server database, and so forth. Embodiments of the present invention are intended to include or otherwise cover any type of the database 108 including known, related art, and/or later developed technologies.
[0045] Further, the database 108 may be a cloud server database, in an embodiment of the present invention. In an embodiment of the present invention, the cloud server may be remotely located. In an exemplary embodiment of the present invention, the cloud server may be a public cloud server. In another exemplary embodiment of the present invention, the cloud server may be a private cloud server. In yet another embodiment of the present invention, the cloud server may be a dedicated cloud server. According to embodiments of the present invention, the cloud server may be, but not limited to, a Microsoft Azure cloud server, an Amazon AWS cloud server, a Google Compute Engine (GCE) cloud server, an Amazon Elastic Compute Cloud (EC2) cloud server, and so forth. Embodiments of the present invention are intended to include or otherwise cover any type of the cloud server including known, related art, and/or later developed technologies.
[0046] In an embodiment of the present invention, the processor 110 may be installed on an application server (not shown). The application server may be a hardware. According to embodiments of the present invention, the application server may be, but not limited to, a motherboard, a wired board, a mainframe, and so forth. Embodiments of the present invention are intended to include or otherwise cover any type of the application server, including known, related art, and/or later developed technologies.
[0047] In an embodiment of the present invention, the processor 110 may be located on the application server. The processor 110 may be configured to execute the computer-executable instructions to generate an output relating to the system 100. According to embodiments of the present invention, the processor 110 may be, but not limited to, a Programmable Logic Control (PLC) unit, a microprocessor, a development board, and so forth. Embodiments of the present invention are intended to include or otherwise cover any type of the processor 110 including known, related art, and/or later developed technologies.
[0048] In an embodiment of the present invention, the storage medium 112 may store the computer-executable instructions in form of programming modules. The storage medium 112 may be a non-transitory storage medium, in an embodiment of the present invention. The storage medium 112 may communicate with the processor 110 and execute a computer-readable set of instructions present in storage medium 112, in an embodiment of the present invention.
[0049] According to embodiments of the present invention, the storage medium 112 may be, but not limited to, a Random-Access Memory (RAM), a Static Random-access Memory (SRAM), a Dynamic Random-access Memory (DRAM), a Read Only Memory (ROM), an Erasable Programmable Read-only Memory (EPROM), an Electrically Erasable Programmable Read-only Memory (EEPROM), a NAND Flash, a Secure Digital (SD) memory, a cache memory, a Hard Disk Drive (HDD), a Solid-State Drive (SSD) and so forth. Embodiments of the present invention are intended to include or otherwise cover any type of the storage medium 112, including known, related art, and/or later developed technologies. In an embodiment of the present invention, the storage medium 112 may further be explained in conjunction with FIG. 1B.
[0050] FIG. 1B illustrates a block diagram of the storage medium 112 of the system 100, according to an embodiment of the present invention. The processor 110 may comprise programming instructions in form of the programming modules such as a registration module 116, a job posting module 118, a profile creation module 120, a matching module 122, a job application module 124, a verification module 126, an interview scheduling module 128, and a notification module 130.
[0051] In an embodiment of the present invention, the registration module 116 may be configured to register the employer and the candidate on the Human Resource (HR) management application 104 using the user device 102 by receiving employer details and candidate details.
[0052] According to embodiments of the present invention, the employer details may be, but not limited to, a name of the employer, a contact details of the employer, and so forth. Embodiments of the present invention are intended to include or otherwise cover any employer details, including known, related art, and/or later developed technologies.
[0053] According to embodiments of the present invention, the candidate details may be, but not limited to, a name of the candidate, a contact details of the candidate, an age of the candidate, a gender of the candidate, a location of the candidate, and so forth. Embodiments of the present invention are intended to include or otherwise cover any candidate details, including known, related art, and/or later developed technologies.
[0054] In another embodiment of the present invention, the registration module 116 may be configured to enable the registered employer to register the organisation on the Human Resource (HR) management application 104 using the user device 102 by receiving organisation details. According to embodiments of the present invention, the organisation details may be, but not limited to, a name of the organisation, a contact details of the organisation, an age of the organisation, a strength of the organisation, a location of the organisation, and so forth. Embodiments of the present invention are intended to include or otherwise cover any organisation details, including known, related art, and/or later developed technologies.
[0055] Upon successful registration, the registration module 116 may generate an identification name and a password for the corresponding registered employer and the corresponding registered candidate, in an embodiment of the present invention. In an embodiment of the present invention, the identification name and the password generated may be a series of characters. According to embodiments of the present invention, the character may be, but not limited to, an alphabetical character, a numerical character, a special character, and so forth. Embodiments of the present invention are intended to include or otherwise cover any type and any number of characters in the identification name and the password generated by the registration module 116, including known, related art, and/or later developed technologies.
[0056] Further, after the successful generation of the identification name and the password, the registered employer and the registered candidate may be eligible for logging into the Human Resource (HR) management application 104 using the identification name and the password generated using the registration module 116. Further, after logging in to the Human Resource (HR) management application 104 the registered employer and the registered candidate may be presented with their respective dashboard. While registering on the Human Resource (HR) management application 104, the registration module 116 may alongside create a wallet for the registered user. The wallet may be topped up with currencies by the registered user. After a successful login process of the registered employer and the registered candidate, the registration module 116 may transmit an activation signal to activate the job posting module 118.
[0057] In an embodiment of the present invention, the job posting module 118 may be configured to be activated upon receipt of the activation signal from the registration module 116. In an embodiment of the present invention, the job posting module 118 may be configured to enable the registered employer to create and post the job on the dashboard 106 of the Human Resource (HR) management application 104. The job posting module 118 may further enable the register employer to bring down the posted job upon filling of vacancies, in an embodiment of the present invention. In an embodiment of the present invention, the job posting module 118 may further enable the registered employer to put a hold on the recruitment of the posted job. The job posting module 118 may further enable the registered employer to apply a last date for the corresponding posted job, post last date the job may not be visible to the registered candidate, However, if visible, the registered candidate may not be able to apply for the corresponding posted job, in an embodiment of the present invention.
[0058] The created and the posted job may constitute of a set of questionnaires and prerequisite criteria with a required skill set that may be responded and followed by the registered candidate, in an embodiment of the present invention.
[0059] In an embodiment of the present invention, the set of questionnaires may be a set of predefined number of questions that may be responded by the registered candidate. According to embodiments of the present invention, the predefined number of questions may be in a range from 1 question to 5 questions. Embodiments of the present invention are intended to include or otherwise cover any range for the number of question that may be comprised in the set of questionnaires, including known, related art, and/or later developed technologies.
[0060] According to embodiments of the present invention, the questions in the set of questionnaires may be, such as, but not limited to, an introduction of the registered candidate, a skill set of the registered candidate, a family background of the registered candidate, and so forth. Embodiments of the present invention are intended to include or otherwise cover any type of the questions in the set of questionnaires, including known, related art, and/or later developed technologies.
[0061] According to embodiments of the present invention, the type of questions in the set of questionnaires may be, but not limited to, a textual based question, a Multiple-Choice Question (MCQ), an audio-based question, a problem-solving type questions, and so forth. In a preferred embodiment of the present invention, the questions in the set of questionnaires may be a video-based question. Embodiments of the present invention are intended to include or otherwise cover any type of the questions in the set of questionnaires, including known, related art, and/or later developed technologies.
[0062] In an embodiment of the present invention, every question in the set of questionnaires may carry a mark that may be awarded to the registered candidate upon selecting or submitting a correct answer to the corresponding question(s) within the given time window. The registered candidate may further be enabled to skip one or more than one question(s) in the set of questionnaires, in an embodiment of the present invention.
[0063] In an embodiment of the present invention, the prerequisite criteria may be a set of criteria that may be set by the registered employer for the registered candidate to follow. According to embodiments of the present invention, the prerequisite criteria may be, but not limited to, a total year of experience, a certain educational qualification, a time of working, a location of working, and so forth. Embodiments of the present invention are intended to include or otherwise cover any prerequisite criteria may be set by the registered employer for the registered candidate, including known, related art, and/or later developed technologies.
[0064] In an embodiment of the present invention, the required skill set may be the skill set that may be possessed by the registered candidate. According to embodiments of the present invention, the skills in the skill set may be, but not limited to, a proficiency in a specific language, a proficiency in a certain activity such as lifting, driving, and so forth, a proficiency in certain line of duty, and so forth. Embodiments of the present invention are intended to include or otherwise cover any skills in the skill set that may be possessed by the registered candidate, including known, related art, and/or later developed technologies.
[0065] Upon complete creation and posting of the job on the dashboard 106 of the Human Resource (HR) management application 104, the job posting module 118 may transmit the activation signal to the profile creation module 120.
[0066] In an embodiment of the present invention, the profile creation module 120 may be activated upon receipt of the activation signal from the profile creation module 120. In an embodiment of the present invention, the profile creation module 120 may be configured to enable the registered candidate to create a profile on the Human Resource (HR) management application 104 with a set of predefined details. According to embodiments of the present invention, the predefined details may be, but not limited to, academic details, professional details, personal details, and so forth. Embodiments of the present invention are intended to include or otherwise cover any type of the predefined details that may be provided by the registered candidate to the Human Resource (HR) management application 104 at the time of profile creation, including known, related art, and/or later developed technologies.
[0067] According to embodiments of the present invention, the academic details that may be provided by the registered candidate to the Human Resource (HR) management application 104 at the time of profile creation may be, but not limited to, educational details, graduation details, post-graduation details, doctorate details, and so forth. Embodiments of the present invention are intended to include or otherwise cover any academic details that may be provided by the registered candidate to the Human Resource (HR) management application 104 at the time of profile creation, including known, related art, and/or later developed technologies.
[0068] According to embodiments of the present invention, the professional details that may be provided by the registered candidate to the Human Resource (HR) management application 104 at the time of profile creation may be, but not limited to, a skill set, a total years of experience, past employers, past locations of employment, internships attended, workshops attended, seminars attended, webinars attended, training sessions attended, certifications attained, and so forth. Embodiments of the present invention are intended to include or otherwise cover any professional details that may be provided by the registered candidate to the Human Resource (HR) management application 104 at the time of profile creation, including known, related art, and/or later developed technologies.
[0069] According to embodiments of the present invention, the personal details that may be provided by the registered candidate to the Human Resource (HR) management application 104 at the time of profile creation may be, but not limited to, a hobby, a favorite pastime activity, a favorite book, a favorite movie, a favorite television series, a favorite sports, and so forth. Embodiments of the present invention are intended to include or otherwise cover any personal details that may be provided by the registered candidate to the Human Resource (HR) management application 104 at the time of profile creation, including known, related art, and/or later developed technologies.
[0070] Upon completion of the profile creation by the registered candidate on the Human Resource (HR) management application 104, the profile creation module 120 may transmit the activation signal to the matching module 122.
[0071] In an embodiment of the present invention, the matching module 122 may be activated upon receipt of the activation signal from the profile creation module 120. The matching module 122 may be configured to match a singularity and/or a plurality of the registered candidate(s) for the corresponding job posted by the registered employer, in an embodiment of the present invention. In an embodiment of the present invention, the registered candidate(s) may be matched based upon matching of the prerequisite criteria and the skill set posted by the registered employer with the set of predefined details profiled by the registered candidate.
[0072] In an exemplary scenario of the present invention, the registered employer ‘A’ may create and post the job ‘J’ having prerequisite criteria of ‘L, M and N’ and the possessed skill set of ‘X, Y and Z’. In the same exemplary scenario, the registered candidate ‘B’ may create the profile having prerequisite criteria of ‘L, M and N’ and the possessed skill set of ‘X, Y and Z’. In the same exemplary scenario, the registered candidate ‘C’ may create the profile having prerequisite criteria of ‘L and M’ and the possessed skill set of ‘V, W, and X’.
[0073] In such scenarios, the matching module 122 may automatically match and match the registered candidate ‘B’ against the job ‘J’ created and posted by the registered employer ‘A’. Further, the matching module 122 may avoid matching of the registered candidate ‘C’ as the prerequisite criteria, and the possessed skill set may not be matching as posted by the registered employer ‘A’.
[0074] Upon matching the registered candidate(s) against the corresponding posted job, the matching module 122 may transmit a first notification signal to the notification module 130, and the activation signal to the job application module 124. The matching module 122 may further be configured to transmit a first disqualification notification signal to the notification module 130, in an embodiment of the present invention.
[0075] In an embodiment of the present invention, the job application module 124 may be configured to be activated upon receipt of the activation signal from the matching module 122. The job application module 124 may be configured to enable the matched candidate(s) to apply for the corresponding job posted by the registered employer, in an embodiment of the present invention. In an embodiment of the present invention, the matched candidate(s) may apply for the corresponding job by providing responses to the questions in the set of questionnaires provided on the dashboard 106 of the Human Resource (HR) management application 104.
[0076] According to embodiments of the present invention, the responses provided to the questions in the set of questionnaires may be, but not limited to, a textual response, a numerical response, an objective response, an audible response, a pictorial response, and so forth. In a preferred embodiment of the present invention, the responses provided to the questions in the set of questionnaires may be a video response in a video format. Embodiments of the present invention are intended to include or otherwise cover any type of the responses that may be provided by the matched candidate(s) for the questions in the set of questionnaires, including known, related art, and/or later developed technologies.
[0077] In an embodiment of the present invention, the matched candidate(s) may be provided with a time window to provide the responses to the questions in the set of questionnaires. In a preferred embodiment of the present invention, the time window provided to the candidate for providing the responses to the questions in the set of questionnaires may be 20 minutes. Embodiments of the present invention are intended to include or otherwise cover any duration of the time window that may be provided to the matched candidate(s) for provided responses to the questions in the set of questionnaires, including known, related art, and/or later developed technologies.
[0078] In an embodiment of the present invention, the responses to the questions in the set of questionnaires provided by the matched candidate(s) in the video-based question may be the video response prepared in the video format of a predefined length. In a preferred embodiment of the present invention, the predefined length for the preparation of the video response prepared in the video format for the video-based question may be of 1 minute. Embodiments of the present invention are intended to include or otherwise cover any predefined length for the video response for the video-based question that may be prepared by the registered candidate, including known, related art, and/or later developed technologies.
[0079] Further, after preparation of the video responses to the questions in the set of questionnaires provided by the matched candidate(s). The matched candidate(s) may upload the video responses in the video format on the system 100 using the Human Resource (HR) management application 104 installed on the user device 102.
[0080] According to embodiments of the present invention, the type of the video format may be, but not limited to, an MPEG-4 Part 14 (.MP4) video file format, an Audio Video Interleave (.AVI) video file format, a QuickTime video (.MOV) file format, a High Efficiency Video Coding (.HEVC) video file format, and so forth. Embodiments of the present invention are intended to include or otherwise cover any type of the type of the video format that may be uploaded by the matched candidate(s), including known, related art, and/or later developed technologies.
[0081] In another embodiment of the present invention, the responses provided by the matched candidate(s) in the video format may be screened by the Artificial Intelligence (AI) engine 114. The Artificial Intelligence (AI) engine 114 may monitor a facial expression of the matched candidate(s) who may be providing responses to the questions in the set of questionnaires, in an embodiment of the present invention. According to embodiments of the present invention, the facial expression of the matched candidate(s) that may be monitored by the Artificial Intelligence (AI) engine 114 may be, but not limited to, a mouth open-closed, an eye open-shut, an eyebrow raised-neutral-lowered, a head orientation, a gaze direction, and so forth. Embodiments of the present invention are intended to include or otherwise cover any facial expression of the matched candidate(s) who may be providing responses to the questions in the set of questionnaires, including known, related art, and/or later developed technologies.
[0082] In another embodiment of the present invention, the Artificial Intelligence (AI) engine 114 may scan a facial characteristic of the matched candidate(s) who may be providing responses to the questions in the set of questionnaires, in an embodiment of the present invention. According to embodiments of the present invention, the facial characteristics of the matched candidate(s) that may be scanned by the Artificial Intelligence (AI) engine 114 may be, but not limited to, a detection of spectacles, a detection of mask, a detection of mustache, a detection of beards, a detection of hat/cap, and so forth. Embodiments of the present invention are intended to include or otherwise cover any facial characteristics of the matched candidate(s) who may be providing responses to the questions in the set of questionnaires, including known, related art, and/or later developed technologies.
[0083] In yet another embodiment of the present invention, the Artificial Intelligence (AI) engine 114 may monitor a presence of other person in the video frame of the matched candidate(s) who may be providing the responses to the questions in the set of questionnaires. The Artificial Intelligence (AI) engine 114 may listen and continuously screen the responses provided by the matched candidate(s) to the questions in the set of questionnaires, in an embodiment of the present invention.
[0084] In an embodiment of the present invention, if the screening conducted by the Artificial Intelligence (AI) engine 114 may fail then the matched candidate(s) may be disqualified. In an embodiment of the present invention, the disqualified candidate(s) may or may not be allowed to reapply for the corresponding job after a certain period of time.
[0085] In an embodiment of the present invention, the screening conducted by the Artificial Intelligence (AI) engine 114 may proceed only when the matched candidate(s) have sufficient currency in the wallet. However, if the wallet of the matched candidate(s) may not have sufficient currencies, then the system 100 may enable the matched candidate(s) to top-up the wallet. In an embodiment of the present invention, the wallet may be topped up via several means of payments. According to embodiments of the present invention, the means of payments may be, but not limited to, a credit card, a debit card, an internet banking, a cryptocurrency, and so forth. Embodiments of the present invention are intended to include or otherwise cover any means of payments that may be utilized by the matched candidate(s) for topping up the wallet, including known, related art, and/or later developed technologies.
[0086] Upon successful screening of the responses provided by the matched candidate(s) to the questions in the set of questionnaires, the job application module 124 may transmit a verification signal to the verification module 126.
[0087] In an embodiment of the present invention, the verification module 126 may be configured to be activated upon receipt of the verification signal from the job application module 124. The verification module 126 may be configured to verify and check the responses provided by the matched candidate(s) to the questions in the set of questionnaires, in an embodiment of the present invention. In an embodiment of the present invention, the verification module 126 may check correctness, validity, and ingenuity of the responses provided by the matched candidate(s) to the question in the set of questionnaires.
[0088] In another embodiment of the present invention, the verification module 126 may further be configured to award the corresponding mark carried by the corresponding question in the set of questionnaires to the matched candidate when the response to the corresponding question is correct and valid. The verification module 126 may further calculate a total mark that may be scored by the matched candidate(s), in an embodiment of the present invention.
[0089] In yet another embodiment of the present invention, the verification module 126 may generate an overall score (based on the total mark) for the matched candidate(s) for the corresponding job for which the matched candidate(s) may have applied.
[0090] In a further embodiment of the present invention, the verification module 126 may generate a percentage (based on the total mark) for the matched candidate(s) for the corresponding job for which the matched candidate(s) may have applied. The verification module 126 may further be configured to compare the generated percentage of the matched candidate(s) with a cut-off percentage for the corresponding job, in an embodiment of the present invention. In an embodiment of the present invention, the cut-off percentage may be set by the registered employer at the time of creation and posting of the job.
[0091] Upon comparison, if the generated percentage of the matched candidate(s) is greater than the cut-off percentage, then the matched candidate(s) may be shortlisted. Else, the matched candidate(s) may be disqualified. In an embodiment of the present invention, the disqualified candidate(s) may or may not be allowed to reapply for the corresponding job after the certain period of time.
[0092] After verification of the matched candidate(s) the verification module 126 may transmit a second notification signal to the notification module 130, and a scheduling signal to the interview scheduling module 128. The verification module 126 may further be configured to transmit a second disqualification notification signal to the notification module 130, in an embodiment of the present invention.
[0093] In an embodiment of the present invention, the interview scheduling module 128 may be configured to schedule an interview of the shortlisted candidate(s) with the registered employer. The interview scheduling module 128 may further be configured to create a merit list if there may be a plurality of the shortlisted candidate(s), in an embodiment of the present invention. In an embodiment of the present invention, the merit list may be generated upon sorting of the generated percentage(s) for every of the shortlisted candidate(s) in a decreasing order.
[0094] In another embodiment of the present invention, if the number of shortlisted candidate(s) in the merit list may be more than the number of vacancy in the organization against the job posted by the registered employer, then the top shortlisted candidate(s) in the merit list equal to the number of vacancy in the organization may be scheduled for the interview.
[0095] Other remaining shortlisted candidate(s) in the merit list may be put on hold, in an embodiment of the present invention. In an embodiment of the present invention, the other remaining shortlisted candidate(s) in the merit list who may be on hold may be scheduled for the interview, when still there may be the vacancy in the organization against the job posted by the registered employer.
[0096] In an embodiment of the present invention, the scheduled interview may be offline/physical/face-to-face in nature. According to embodiments of the present invention, the offline/physical/face-to-face interview of the shortlisted candidate(s) may be conducted in locations such as, but not limited to, an office, a seminar hall, a conference hall, a café, a coffee shop, and so forth. Embodiments of the present invention are intended to include or otherwise cover any location for offline/physical/face-to-face interview of the shortlisted candidate(s) with the registered employer, including known, related art, and/or later developed technologies.
[0097] In an embodiment of the present invention, the scheduled interview may be online/virtual/telephonic in nature. According to embodiments of the present invention, the online/virtual/telephonic interview of the shortlisted candidate(s) may be conducted on platform such as, but not limited to, Apple FaceTime, Google Meet, Microsoft Teams, Zoom, Cisco WebEx, a telephonic call and so forth. Embodiments of the present invention are intended to include or otherwise cover any platform for online/virtual/telephonic interview of the shortlisted candidate(s) with the registered employer, including known, related art, and/or later developed technologies.
[0098] In an embodiment of the present invention, the notification module 130 may be configured to be activated upon receipt of the first notification signal and the second notification signal.
[0099] In an embodiment of the present invention, the notification module 130 may be configured to transmit a first notification to the user device 102 of the registered candidate(s) upon receipt of the first notification signal. The first notification may notify the matching of the registered candidate against the job posted by the registered employer, in an embodiment of the present invention.
[00100] In an embodiment of the present invention, the notification module 130 may further be configured to transmit a first disqualified notification to the user device 102 of the registered candidate(s) upon receipt of the first disqualification notification signal. The first first disqualified notification may notify disqualification of the corresponding registered candidate(s) against the job posted by the registered employer, in an embodiment of the present invention.
[00101] In another embodiment of the present invention, the notification module 130 may further be configured to transmit a second notification to the user device 102 of the shortlisted candidate(s) upon receipt of the second notification signal. The second notification may notify a clearance to the set of questionnaires to the corresponding job applied by the matched candidate(s), in an embodiment of the present invention. In an embodiment of the present invention, the second notification may notify the interview schedule of the shortlisted candidate(s) against the job posted by the registered employer, in an embodiment of the present invention.
[00102] According to embodiments of the present invention, the second notification may constitute information such as, but not limited to, a date of the interview, a time of the interview, a location of the interview, an interviewer from a panel of interviewers, a contact information of the interviewer, a list of documentation required, any other important instructions, and so forth. Embodiments of the present invention are intended to include or otherwise cover any information that may be transmitted in the second notification, including known, related art, and/or later developed technologies.
[00103] In an embodiment of the present invention, the notification module 130 may further be configured to transmit a second disqualified notification to the user device 102 of the matched candidate(s) upon receipt of the second disqualification notification signal. The second disqualified notification may notify a failure in clearance to the set of questionnaires to the corresponding job applied by the matched candidate(s), in an embodiment of the present invention.
[00104] The first notification, the second notification, the first disqualified notification, and the second disqualified notification that may be received on the user device 102 may be in a pre-defined form, in an embodiment of the present invention. According to embodiments of the present invention, the pre-defined form of the notification received on the user device 102 may be, but not limited to a pop-up notification, a flash notification, a ringer notification, a silent notification, a push notification, a hidden notification, an electronic mail notification, a Short Message Service (SMS) notification, an always on-screen notification, and so forth. Embodiments of the present invention are intended to include or otherwise cover any pre-defined form of the first notification and the second notification that may be received on the user device 102, including known, related art, and/or later developed technologies.
[00105] FIG. 2 depicts a flowchart of a method 200 for optimizing the human resource activities from an employer’s end using the smart Human Resource (HR) management system 100, according to an embodiment of the present invention.
[00106] At step 202, the system 100 may register the employer.
[00107] At step 204, the system 100 may enable the registered employer to register the organisation.
[00108] At step 206, the system 100 may enable the registered employer to create and post the job. The job posted by the registered employer may include the cut-off percentage.
[00109] At step 208, the system 100 may enable the registered employer to declare the prerequisite criteria with the required skill set in the posted job.
[00110] At step 210, the system 100 may enable the registered employer to mandate any of the required skill set in the posted job. The mandated required skill set must be possessed by the registered candidate(s) for matching with the corresponding posted job.
[00111] At step 212, the system 100 may enable the registered employer to declare and adjust a threshold for adjusting the number of matched candidate(s). According to embodiments of the present invention, the declared threshold may be, but not limited to, the cut-off percentage, the matched candidate(s) belonging to a certain location, the matched candidate(s) with at least a certain period of experience, and so forth. Embodiments of the present invention are intended to include or otherwise cover any threshold that may be declared by the registered employer, including known, related art, and/or later developed technologies.
[00112] The registered employer may adjust the threshold by adjusting a means provided on the dashboard 106 of the Human Resource (HR) management application 104. According to embodiments of the present invention, the means for adjustment of the threshold may be, but not limited to, a bar, an entry box, a radio button, a text entry field, and so forth. Embodiments of the present invention are intended to include or otherwise cover any means for adjustment of the threshold for adjusting the number of matched candidate(s), including known, related art, and/or later developed technologies. The registered employer may reduce the threshold if the number of matched candidate(s) may be less than required candidate(s). Else, the registered employer may increase the threshold if the number of matched candidate(s) may be more than the required candidate(s).
[00113] At step 214, the system 100 may match the prerequisite criteria with the required skill set in the posted job with the skill set possessed by the registered candidate(s).
[00114] At step 216, the system 100 may display a number of matched candidate(s) on the dashboard 106 of the Human Resource (HR) management application 104. The system 100 may further display a number of interested candidate(s) on the dashboard 106 of the Human Resource (HR) management application 104. The number of matched candidate(s) and the number of interested candidate(s) may represented in a graphical format. According to embodiments of the present invention, the graphical format may be, but not limited to, a bar graph, a pie chart, a line graph, a pictogram, a histogram, and so forth. Embodiments of the present invention are intended to include or otherwise cover any graphical format for representation of the matched candidate(s) and the interested candidate(s), including known, related art, and/or later developed technologies.
[00115] At step 218, the system 100 may display a number of shortlisted candidate(s) on the dashboard 106 of the Human Resource (HR) management application 104. The system 100 may further display a number of shortlisted candidate(s) along with the generated percentage and the overall generated score on the dashboard 106 of the Human Resource (HR) management application 104. The number of shortlisted candidate(s) and the number of interested candidate(s) may represented in the graphical format.
[00116] At step 220, the system 100 may enable the registered employer to declare and adjust the threshold for adjusting the number of shortlisted candidate(s). The registered employer may further adjust the means featuring the generated percentage and the overall generated score provided on the dashboard 106 of the Human Resource (HR) management application 104. The registered employer may further reduce the threshold if the number of shortlisted candidate(s) may be less than required candidate(s). Else, the registered employer may increase the threshold if the number of shortlisted candidate(s) may be more than the required candidate(s).
[00117] At step 222, the system 100 may enable the registered employer to track an availability of the shortlisted candidate(s). According to embodiments of the present invention, the availability of the shortlisted candidate(s) may be tracked on the basis such as, but not limited to, the location, other interview scheduled by the system 100 on the same day, and so forth. Embodiments of the present invention are intended to include or otherwise cover any basis for tracking the availability of the shortlisted candidate(s), including known, related art, and/or later developed technologies.
[00118] At step 224, the system 100 may schedule the interview of the shortlisted candidate(s) with the registered employer as per the availability of the shortlisted candidate(s).
[00119] FIG. 3 depicts a flowchart of a method 300 for optimizing the human resource activities from a candidate’s end using the smart Human Resource (HR) management system 100, according to an embodiment of the present invention.
[00120] At step 302, the system 100 may register the candidate.
[00121] At step 304, the system 100 may enable the registered candidate to create the profile.
[00122] At step 306, the system 100 may display a list of jobs available for the registered candidate. The list of job available may be displayed dashboard 106 of the Human Resource (HR) management application 104. The system 100 may further display a list of job applied in the past along with a corresponding result for the registered candidate on the dashboard 106 of the Human Resource (HR) management application 104.
[00123] At step 308, the system 100 may enable the registered candidate to apply any of the displayed job. The registered candidate may apply any of the posted job by clicking an ‘Apply Now’ button provided on the dashboard 106 of the Human Resource (HR) management application 104, in an embodiment of the present invention.
[00124] At step 310, the system 100 may enable the matched candidate to respond to the questions in the set of questionnaires for the corresponding applied job. According to embodiments of the present invention, the type of questions in the set of questionnaires may be, but not limited to, the textual based question, the Multiple-Choice Question (MCQ), the audio-based question, the problem-solving type questions, and so forth. In a preferred embodiment of the present invention, the questions in the set of questionnaires may be the video-based question. The matched candidate may be provided with the given time window of 20 minutes for preparation of the responses for the video-based question. The matched candidate may prepare the video response in the video format for the video-based question in the predefined length of 1 minute. In an embodiment of the present invention, all the questions in the set of questionnaires may be provided to the matched candidate in a single go. The questions in the set of questionnaires may be provided to the matched candidate one by one as the matched candidate either keeps responding to the questions, or the matched candidate skips the provided question.
[00125] At step 312, the system 100 may verify the responses for the set of questionnaires provided by the matched candidate. The responses provided by the matched candidate may be verified by comparing the responses provided with a set of correct and ideal responses saved in the database 108.
[00126] At step 314, the system 100 may calculate and generate the percentage and the overall score of the matched candidate.
[00127] At step 316, the system 100 may compare the generated percentage of the matched candidate with the cut-off percentage set by the registered employer. If the generated percentage of the matched candidate is more than the cut-off percentage set by the registered employer, then the method 300 may proceed to the step 318. Else, the matched candidate may be deemed as disqualified.
[00128] At step 318, the system 100 may enable the shortlisted candidate to track a status of the applied job.
[00129] At step 320, the system 100 may schedule the interview of the shortlisted candidate with the registered employer. The interview scheduled for the shortlisted candidate with the registered employer may contain details such as, but not limited to, the date of the interview, the time of the interview, the location of the interview, the interviewer from the panel of interviewers, the contact information of the interviewer, the list of documentation required, any other important instructions, and so forth. Embodiments of the present invention are intended to include or otherwise cover any details that may contain in the interview scheduled for the shortlisted candidate with the registered employer, including known, related art, and/or later developed technologies.
[00130] FIG. 4 depicts a flowchart of a method 400 for optimizing the human resource activities by leveraging the Artificial Intelligence (AI) engine 114 of the smart Human Resource (HR) management system 100, according to an embodiment of the present invention.
[00131] At step 402, the system 100 may track the job posted and the registered candidate(s) matching the posted job.
[00132] At step 404, the system 100 may track a deadline for application of the posted job by the registered candidate(s).
[00133] At step 406, the system 100 may update and regulate the dashboard 106 of the Human Resource (HR) management application 104 provided to the registered candidate(s) and the registered employer.
[00134] At step 408, the system 100 may enable the matching candidates to respond to the questions in the set of questionnaires.
[00135] At step 410, the system 100 may generate the percentage and an overall score for the responses provided by the matched candidate(s) to the set of questionnaires. The system 100 may further compare the percentage generated with the cut-off percentage declared by the registered employer.
[00136] At step 412, the system 100 may schedule the interview of the shortlisted candidate(s) with the registered employer.
[00137] At step 414, the system 100 may transmit notifications to the registered candidate(s), matched candidate(s), shortlisted candidate(s), and to the registered employer.
[00138] FIG. 5 illustrates a data flow diagram 500 of the system 100, according to an embodiment of the present invention. The system 100 may register the employer and enable the registered employer to register the organisation. The registered employer may further create and post the job with the declared prerequisite criteria with the required skill set in the posted job. The registered employer may further mandate any of the required skill set in the posted job and may declare and adjust a threshold for adjusting the number of matched candidate(s).
[00139] According to embodiments of the present invention, the threshold may be based on criteria for example, but not limited to, the cut-off percentage, the location of the matched candidates, the period of experience of the matched candidates, and so forth. Embodiments of the present invention are intended to include or otherwise cover any threshold for adjusting the number of matched candidate(s).
[00140] Later, the system 100 may match the prerequisite criteria with the required skill set in the posted job with the skill set possessed by the registered candidate(s). The dashboard 106 of the Human Resource (HR) management application 104 may display the number of matched candidate(s) and the number of shortlisted candidate(s). Further, the registered employer may declare and adjust the threshold for adjusting the number of shortlisted candidate(s). The system 100 may enable the registered employer to track an availability of the shortlisted candidate(s), and based upon the availability of the shortlisted candidate(s). The system 100 may schedule the interview of the shortlisted candidate(s) with the registered employer as per the availability of the shortlisted candidate(s).
[00141] The system 100 may register the candidate, and the registered candidate may create the profile. The registered candidate may be displayed with the list of jobs available, and the registered candidate may apply for any of the displayed job. The registered candidate may respond to the questions in the set of questionnaires for the corresponding applied job. The matched candidate may be provided with the given time window of 20 minutes for preparation of the responses for the video based question. The matched candidate may prepare the video response in the video format for the video based question in the predefined length of 1 minute. Further, the system 100 may verify the responses for the set of questionnaires provided by the matched candidate and may calculate and generate the percentage and the overall score of the matched candidate. The generated percentage of the matched candidate may be compared with the cut-off percentage set by the registered employer. If the generated percentage of the matched candidate is more than the cut-off percentage. The system 100 may enable the shortlisted candidate to track a status of the applied job. The system 100 may further schedule the interview of the shortlisted candidate with the registered employer.
,CLAIMS:CLAIMS
I/We Claim:
1. A smart Human Resource (HR) management system (100), comprising:
a processor (110) in communication with a user device (102); and
a storage medium (112) comprising programming instructions executable by the processor (110), characterized in that the processor (110) is configured to:
enable a registered employer to create and post a job on a dashboard (106) of a Human Resource (HR) management application (104) using the user device (102);
enable the registered candidate to create a profile with a set of predefined details;
match one or more registered candidates with the job posted by the registered employer, wherein the registered candidates are matched based on prerequisite criteria and a skill set posted by the registered employer with the set of predefined details profiled by the registered candidate;
enable the matched candidates to apply for the corresponding job posted by the registered employer by providing responses to the set of questionnaires through the dashboard (106), wherein the responses provided by the matched candidates are in a video format, and video responses provided by the matched candidates are screened by an Artificial Intelligence (AI) engine (114);
verify and check the responses provided by the matched candidates to the set of questionnaires, wherein the matched candidates are shortlisted upon crossing a cut-off percentage, and generate an overall score for the shortlisted candidates;
schedule an interview of the shortlisted candidates with the registered employer; and
transmit a date, a time, a location, along with other instructions to the shortlisted candidates related to the interview scheduled with the registered employer.
2. The system (100) as claimed in claim 1, wherein the processor (110) is configured to enable the registered employer to register the organization.
3. The system (100) as claimed in claim 1, wherein the processor (110) is configured to enable the registered employer to declare the prerequisite criteria with the required skill set in the posted job.
4. The system (100) as claimed in claim 1, wherein the processor (110) is configured to enable the registered employer to mandate any of the required skill set in the posted job.
5. The system (100) as claimed in claim 1, wherein the processor (110) is configured to enable the registered employer to declare and adjust a threshold for adjusting a number of the matched candidates.
6. The system (100) as claimed in claim 1, wherein the processor (110) is configured to enable a display a number of the matched candidates and a number of interested candidates on the dashboard (106) in a graphical format.
7. The system (100) as claimed in claim 1, wherein the processor (110) is configured to enable verify the responses provided by the matched candidates by comparing the responses with a set of correct and ideal responses saved in a database (108).
8. The system (100) as claimed in claim 1, wherein the processor (110) is configured to track an availability of the shortlisted candidates.
9. The system (100) as claimed in claim 1, wherein the processor (110) is configured to transmit notifications to the registered candidates, matched candidates, shortlisted candidates, and the registered employer.
10. A method for managing human resource activities by employing a smart Human Resource (HR) management system (100), the method characterised by steps of:
enabling the registered employer to register the organization using a user device (102);
enabling the registered employer to create and post a job, wherein the job includes a cut-off percentage;
enabling the registered employer to declare the prerequisite criteria with the required skill set in the posted job;
matching the prerequisite criteria with the required skill set in the posted job with the skill set possessed by the registered candidates;
displaying the number of matched candidates, interested candidates, and shortlisted candidates along with the generated percentage and the overall generated score on the dashboard (106) of the Human Resource (HR) management application (104) in a graphical format;
enabling the registered employer to declare and adjust the threshold for adjusting the number of shortlisted candidates; and
scheduling the interview of the shortlisted candidates with the registered employer.

Date:25/07/2023
Place: Noida
Dr. Keerti Gupta
Agent for the Applicant (IN/PA-1529)