Human resource management, namely recruiting, staff management, and career counseling
focuses on this innovation. Computer systems are one component of the innovation; methods
controlled by computers are another, and software used to carry out the methods is still another.
DISCUSSION OF THE PRIOR ART:
One of an organization's most important assets is its people. Organizational performance is
strongly dependent on the ability of workers to assist accomplish corporate objectives and
enhance competitive advantages. As a result, the correct individuals must be hired, trained, kept,
and promoted. At the time of hiring, current recruiting methods are mostly focused on screening
candidates. Interviews and background checks are common methods HR managers, and
recruiters use to acquire as much information as possible about prospective hires. On the other
hand, recruiters have to contend with a wide range of educational and professional backgrounds,
making it difficult to compare and contrast prospects. There must be policies to enable workers
to grow and discover potential jobs that they may go into, even if they were selected via a
rigorous screening procedure.
It's very uncommon for job seekers to want help locating a suitable career path outside of an
organization. Students who lack job experience, unemployed people who have difficulty finding
work in a certain sector, or even working people who are not content with their current career
path are examples of this. It is common for these people to seek guidance in assessing their
employment preferences and discovering new career choices they hadn't previously explored.
Among other things, the Invention includes a computer system for selecting and managing
employees and a system for providing career assistance.
Suppose a single job and numerous applicants have matching competencies. In that case, the
processor may automatically provide a ranked match between the two sets of candidates and the
two sets of jobs.
Candidates may now be evaluated and compared quantitatively and qualitatively using the
Invention, which is a benefit. It is possible to utilize the innovation to compare job applicants and
select a group of people with the highest fit for an interview. The idea speeds up the recruiting
process and enhances choice accuracy by giving an interface for methodically assessing
prospects. In either situation, a candidate might be a prospective or current employee. In
addition, the Invention may assist job seekers in finding a suitable position. A worker can go
forward in their career once they've obtained a job. Either the job seeker or the employee's career
adviser may make use of the innovation.
An individual candidate's percentage match to the job's competencies may be graded in a report
on the match between one job and many applicants. Suppose you're trying to figure out which
occupations are the best fit for a single applicant. In that case, you may look at the proportion of
their competencies that match the candidate's skill set.
Only jobs that match a particular applicant's interests will appear in the results of a ranked match
between a single candidate and several positions. The applicant's interests may be evaluated by
asking the candidate to score their preferences for various jobs. Interest preferences may be used
to narrow down the list of employment alternatives to those that fit a candidate's interests after
being compiled. Through an interface, candidates are presented their % fit for each position
about these outcomes. The applicant may access a list of all available interest categories using
this interface, allowing them to make changes to their preferences.
Those looking for work may utilize the interface to identify positions that are a good fit for their
skills and interests. Existing workers may also use the innovation to determine whether or not
they are a good fit for their current or future positions. Employee advancement and staff
development may be facilitated by identifying jobs that people can assume and are likely to do
well in.
Alternatively, the processor may offer each position a complete analysis of the candidate's fit
with each of the specific abilities assigned as either necessary or desirable for that particular job.
In addition to a description of each ability, the breakdown may include a description of the
candidate's result on that competency and a section containing interview and referee questions
for an employer to utilize to verify a specific result. The breakdown will also reveal any
discrepancies between the job's skills and a candidate's competencies. Employers or consultants
may get development guidance (either in the form of specialized courses or in the form of onthe-job training) as well as placement recommendations for each skill gap. In order to assist their
workers fill in any gaps in their competence, managers might construct or pick custom training
and development programs based on the extra information they get about the applicant. As a
result, high-performance personnel can realize their full potential and contribute effectively to
the organization's strategic objectives via such personal development initiatives. Educators,
career counselors, and job placement consultants may also utilize this information to help
students choose training programs that will help them fulfill the needs of potential employers
when applying for a job.
Further, the processor may be able to provide a particular candidate's skill strengths. A candidate
may use this report to examine their strengths and determine that they possess the abilities sought
after by employers. Those who have been jobless for a long time and students who haven't yet
entered the workforce might benefit from this report as a self-esteem enhancer and way to
demonstrate that they have something to contribute to the workforce. When utilized as a
feedback report in the selection/recruitment context, it may provide the applicant with a
comprehensive favorable picture of the system's information from their application materials.
Candidate assessment tasks might be included in the system's user interface. A candidate's
competence results are determined from the candidate's performance on these assessment tasks.
There may be one or more questions with multiple response options in an evaluation assignment.
Ability-type tasks and temperament-type tasks are two types of assessment tasks.
Assessing a candidate's competence and disposition is the goal of assessment assignments. Each
assessment task may have one or more questions, and response options and questions may be
divided into one or more subtasks in certain assessments. As the saying goes, "Ask and you shall
get."
Pre-assessment questions may be offered at the start of each ability assessment assignment to
help candidates prepare for the test.
All applicants may be given the same questions in a traditional assessment assignment or exam.
Alternatively, questions might be picked from a pool of questions using a controlled procedure.
Candidates may be given a variety of pre-programmed strings of questions in this situation.
Because the exam will seem conventional, the candidate's experience will not alter. Unproctored
testing is possible since each candidate receives a unique item string.
Tests with higher measurement precision may be created by analyzing the item pool using item
response theory.
When a test is given without a proctor, the results may be analyzed statistically based on how
students behave throughout the exam. As an example, algorithms may be used to estimate the
accuracy of the results. Task administrators don't have to worry about a strain on their resources
since applicants may accept the jobs at any time and from any location.
A user interface for generating and changing job descriptions in the database in terms of skills
might also be included in the system. Standardized job categorization systems like the Australian
Standard Classification of Occupations (ASCO) may describe occupations and their duties.
Recruitment firms, career consultants, schools and colleges, and government entities may benefit
from the Invention's utilization. Schools that lack the finances, personnel, or knowledge to offer
tailored career counseling would greatly benefit from this new idea. Candidates who are
dissatisfied with their existing position and are looking for a change of scenery may also take
advantage of the Invention.
A computer-implemented system for recruiting, hiring, and managing employees is another
component of the Invention.
Matching competencies between one job and numerous applicants, or matching competencies
between a single chosen candidate and several jobs that meet the individual's qualifications.
Using a computer interface to see the final report.
Moreover, the Invention includes a software application that may be used to accomplish the
process.
When it comes to the future of human resources, it's more than just a change in terminology.
There will be a lot more demands on HR managers than they've had to meet in the past.
Employee Engagement Supervisors, for example, will be critical to the HR manager's ability to
connect workers with their managers. It will be up to him or her to come up with regular
questionnaires to collect input and analyze employee health and satisfaction. The next generation
of HR executives must think more creatively than their predecessors. In the future, HR managers
will need to build flexible people strategies that can grow and change. The rising function of HR
necessitates the development of new competencies for future HR managers. Depending on the
company's leadership and culture, HR managers may need to focus on certain attributes to
succeed in the future.
While the present invention is described herein by example using embodiments and
illustrative drawings, those skilled in the art will recognize that the invention is not limited to
the images of drawing or drawings described and are not intended to represent the various
scale components. Further, some features that may form a part of the Invention may not be
illustrated in specific figures for ease of illustration. Such omissions do not limit the
embodiments outlined in any way. It should be understood that the drawings and detailed
descriptions are not intended to limit the invention to the particular form disclosed. Still, on
the contrary, the story is to cover all modifications, equivalents, and alternatives falling
within the scope of the present invention as defined by the appended claims. As used
throughout
In this description, the word "may" is used in a permissive sense (i.e., meaning having the potential
to) rather than the mandatory reason (i.e., meaning must).
Further, the words "a" or "an" mean "at least one," and the word "plurality" means "one or more"
unless otherwise mentioned. Furthermore, the terminology and phraseology used herein are solely for
descriptive purposes and should not be construed as limiting in scope. Language such as "including,"
"comprising," "having," "containing," or "involving," and variations thereof, is intended to be broad
and encompass the subject matter listed after that, equivalents, and additional subject matter not
recited, and is not intended to exclude other additives, components, integers or steps. Likewise, the
term "comprising" is considered synonymous with the words "including" or "containing" for
applicable legal purposes. Any discussion of documents, materials, devices, articles, and the like are
included in the specification solely to provide a context for the present invention. It is not suggested
or represented that any or all of these matters form part of the prior art base or were common general
knowledge in the field relevant to the present invention.
In this disclosure, whenever a composition or an element or a group of elements is preceded
with the transitional phrase "comprising," it is understood that we also contemplate the same
design, component or group of elements with transitional words "consisting of," "consisting,"
"selected from the group of consisting of, "including," or "is" preceding the recitation of the
composition, element or group of elements and vice versa.
The present invention is described from various embodiments concerning the accompanying
drawings, wherein reference numerals used in the accompanying drawing correspond to the
like elements throughout the description. However, this invention may be embodied in many
different forms and should not be construed as limited to the embodiment set forth herein.
Instead, the image is provided so that this disclosure will be thorough and complete and fully
convey the Invention's scope to those skilled in the art. The following detailed description
provides numeric values and ranges for various aspects of the implementations described.
These values and ranges are treated as examples only and are not intended to limit the claims'
scope. Also, several materials are identified as suitable for various facets of the
implementations. These materials are to be treated as exemplary and are not intended to limit
the Invention's scope.
A more particular description will be rendered by referencing specific embodiments illustrated in
the appended drawings to clarify various aspects of some example embodiments of the present
invention. It is appreciated that these drawings depict only illustrated embodiments of the story
and are therefore not considered limiting its scope. The invention will be described and explained
with additional specificity and detail through the accompanying drawings so that the advantages
of the present invention will be readily understood. A detailed description of the story is discussed
below in conjunction with the appended drawings, which should not be considered to limit the
scope of the Invention to the accompanying drawing.
Further, another user interface can also be used with the relevant modification to provide the results above
with the same modules, its principal, and protocols for the present Invention.
It is to be understood that the above description is intended to be illustrative and not restrictive. For
example, the above-discussed embodiments may be used in combination with each other. Many other
embodiments will be apparent to those of skill in the art upon reviewing the above description.
The benefits and advantages which the present invention may provide have been described above about
specific embodiments. These benefits and advantages and any elements or limitations that may cause them
to occur or become more pronounced are not construed as critical, required, or essential features of any or
all of the embodiments.
While the present invention has been described concerning particular embodiments, it should be
understood that the images are illustrative and that the Invention's scope is not limited to these
embodiments. Many variations, modifications, additions, and improvements to the embodiments
described above are possible. It is contemplated that these variations, changes, additions, and
improvements fall within the Invention's scope.

We Claim:
1. System for selecting employees, managing personnel, and providing career guidance that includes
a database for storing descriptions of jobs defined by competencies; a database for storing
descriptions of candidates defined by competencies; and a processor for automatically reporting a
ranked match between one job and many candidates based on matching competencies or for
automatically reporting
2. .
3. According to claim 1, A computer system in which applicants are ranked according to a
percentage fit of their competencies with those of a single job in a report of a ranked match
between a single job and many candidates is generated.
4. A computer system, according to claim 2, in which jobs are ranked according to a percentage fit
of their competencies with the competencies of a single applicant in a report of a ranked match
between a single candidate and many jobs, is described as follows: 3.
5. By claim 3, a computer system is provided in which a report of the best-rated match between a
single applicant and a large number of jobs is carefully filtered to provide only results that meet
the candidate's preferences.
6. By claim 4, an applicant's interests are evaluated by prompting the candidate to rank their
interests by their preferences for various jobs.