本發明是有關於一種履歷的建立方法、系統及電腦程式產品，特別是指一種能提供勞資雙方實用且有價值的職能資訊的互動式測評履歷的建立方法、系統及電腦程式產品。The invention relates to a method, a system and a computer program product for establishing a history, in particular to a method, a system and a computer program product for establishing an interactive evaluation history capable of providing practical and valuable functional information of both labor and management.
近年來網際網路的興起使得社會工商快速變遷，企業徵才以及求職者求職時以利用線上徵才網站的媒合與配對為主流，但絕大多數的網站系統所建立的履歷僅包括求職者主觀填寫的個人資料、經歷與自傳，而缺乏公正且客觀的評鑑資訊，求才企業無法客觀且通盤地瞭解求職者個人當下的各項職能狀況。In recent years, the rise of the Internet has led to rapid changes in social business, corporate recruitment and job seekers to use the online recruitment and matching of the online recruitment website as the mainstream, but the vast majority of the website system established only includes job seekers. Subjectively filled personal data, experience and autobiography, but lack of fair and objective assessment information, seeking talent companies can not objectively and comprehensively understand the various functions of the job seeker's individual.
有鑑於此，部分的線上徵才網站發展出了人力評鑑的系統，並提供測驗問題供求職者在線上接受評測，然而，其系統可能具有以下缺失：In view of this, some online recruitment websites have developed a system for human assessment and provided quiz questions for job seekers to receive online evaluations. However, their systems may have the following shortcomings:
一、系統在設計上並未加入時間限制，求職者能夠在接受評測的同時查找資料，嚴重地影響評測的真實性與客觀性，也使得評測項目形同虛設。First, the system does not add time constraints in the design, job seekers can look up the data while receiving the evaluation, seriously affecting the authenticity and objectivity of the evaluation, but also make the evaluation project ineffective.
二、系統中的測驗問題多半來自一預設的題庫，而無法依照不同行業別、不同職務客製化地設計測驗問題，故評測結果的鑑別度與代表性均低，未必有助於求才者找到適合其職務的求職者，且求職者也無法藉由答題過程了解職務相關資訊。Second, most of the test questions in the system come from a preset question bank, and it is impossible to design test questions according to different industries and different positions. Therefore, the identification and representativeness of the evaluation results are low, which may not help. The job seeker is suitable for the job, and the job seeker cannot understand the job related information through the answer process.
三、系統在設計上並未提供重複作答的機會，對於求職者而言不僅十分有壓力，也無法於重複答題的過程中學習並提升自身的職場競爭力，而使得求職者接受評測的意願低落。Third, the system does not provide the opportunity to repeat the answer. It is not only very stressful for the job seeker, nor can it learn and enhance the competitiveness of the workplace in the process of repeating the answer, which makes the job seeker's willingness to accept the evaluation low. .
綜上所述，故現行徵才方式並不能使求才企業獲得真正有價值的資訊，以作為徵才時的參考依據，在節省徵才過程當中的時間、人力與成本等面向上成效有限；對於想提升自身職場競爭力以及進一步了解應徵職務內容的求職者而言，也沒有真正的實用價值與代表性。In summary, the current method of recruiting talents does not enable the talented enterprises to obtain truly valuable information, as a reference for the recruitment of talents, and the limited time, manpower and cost in the process of saving the talents; For job seekers who want to improve their workplace competitiveness and further understand the job content, there is no real practical value and representativeness.
因此，本發明之目的，即在提供一種能提供勞資雙方實用且有價值的職能資訊的互動式測評履歷的建立方法。Accordingly, it is an object of the present invention to provide a method for establishing an interactive assessment history that provides useful and valuable functional information for both employers and employees.
於是，本發明互動式測評履歷的建立方法適用於一伺服單元，該伺服單元包含一呈現於一電子裝置並供求職者操作的一使用者介面模組，及一題庫資料庫，該互動式測評履歷的建立方法包含下列步驟：(a)求職者於該使用者介面模組輸入個人基本資料；(b)該伺服單元接收並儲存求職者個人基本資料後，於該使用者介面模組呈現至少一職務選項以供求職者挑選一職務選項；(c)該伺服單元接收並儲存求職者選擇的職務選項後，於該使用者介面模組呈現至少一由該題庫資料庫挑選，且對應該職務選項的問題供求職者在一限定時間之內作答；(d)該伺服單元接收求職者的答案並解析以判讀成績後，產生一履歷報告儲存於該伺服單元並呈現於該使用者介面模組，該履歷報告附帶有求職者的個人基本資料、求職者對應該問題的答案以及成績；及(e)求職者若不滿意其成績，可以回到步驟(c)重新作答。Therefore, the method for establishing an interactive evaluation history of the present invention is applicable to a servo unit, the server unit includes a user interface module presented on an electronic device for operation by a job seeker, and a database of question banks, the interactive evaluation The method for establishing a resume includes the following steps: (a) the job seeker inputs personal basic data in the user interface module; (b) the server unit receives and stores the personal basic information of the job seeker, and presents at least the user interface module.a job option for the job seeker to select a job option; (c) after the server unit receives and stores the job option selected by the job seeker, the user interface module presents at least one selected from the question bank database, and corresponds to the job title The problem of the option is for the job seeker to answer within a limited time; (d) the SERVOPACK receives the candidate's answer and parses it to determine the grade, and generates a resume report stored in the SERVOPACK and presented in the user interface module. The resume report is accompanied by the personal basic information of the job seeker, the candidate's answer to the question and the grade; and (e) if the job seeker is not satisfied with the grade, he can return to step (c) to re-answer.
本發明之另一目的，即在提供一種能提供勞資雙方實用且有價值的職能資訊的互動式測評履歷系統。Another object of the present invention is to provide an interactive evaluation history system that provides practical and valuable functional information for both employers and employees.
於是，本發明互動式測評履歷的建立系統適用於在接收到求職者利用一電子裝置傳送的個人基本資料與所選擇的職務選項後，提供至少一問題供求職者在一限定時間內作答，並產生一附帶有求職者的個人基本資料、求職者對應問題的答案以及成績的履歷報告。Therefore, the system for establishing an interactive evaluation history of the present invention is adapted to provide at least one question for the job seeker to answer within a limited time after receiving the personal basic information transmitted by the job seeker using an electronic device and the selected job option, and Generate a personal profile with the job seeker, an answer to the candidate's corresponding question, and a resume report of the grade.
該互動式測評履歷系統包含一伺服單元，該伺服單元包括一呈現於該電子裝置上的使用者介面模組、一個人資料取得模組、一題庫資料庫、一問卷產生模組，及一履歷產生模組。The interactive evaluation history system includes a servo unit, and the servo unit includes a user interface module, a person data acquisition module, a question database database, a questionnaire generation module, and a resume generated on the electronic device. Module.
該個人資料取得模組接收並儲存求職者的個人基本資料後，於該使用者介面模組呈現至少一職務選項以供求職者挑選一職務選項。該題庫資料庫具有至少一對應該職務選項的問題。該問卷產生模組接收並儲存求職者選擇的職務選項後，於該使用者介面模組呈現至少一由該題庫資料庫隨機挑選，且對應該職務選項的問題供求職者在一限定時間之內作答。該履歷產生模組接收求職者的答案並解析以判讀成績後，產生一履歷報告儲存於該伺服單元並呈現於該使用者介面模組，該履歷報告附帶有求職者的個人基本資料、求職者對應該問題的答案以及成績，求職者若不滿意其成績，可以重複作答，該伺服單元會儲存求職者每一次作答的答案與成績。After the personal data acquisition module receives and stores the personal basic information of the job seeker, the user interface module presents at least one job option for the job seeker to select a job option. The question bank database has at least one pair of questions that should be a job option. The questionnaire generation module receives and stores candidate candidatesAfter selecting the job option, the user interface module presents at least one question randomly selected by the question bank database, and the problem corresponding to the job option is provided for the job seeker to answer within a limited time. After the resume generation module receives the answer of the candidate and analyzes the score, the resume report is generated and stored in the server unit and presented in the user interface module, and the resume report is accompanied by the personal basic information of the job seeker and the job seeker. The answer to the question and the results, if the job seeker is not satisfied with the results, you can repeat the answer, the server will store the answer and results of each job seeker.
本發明之再一目的，即在提供一種電腦程式產品，當電腦載入此電腦程式產品並執行後，可完成如前述之互動式測評履歷的建立方法。A further object of the present invention is to provide a computer program product which, when loaded into the computer program product and executed, can complete the method of establishing the interactive evaluation history as described above.
本發明之功效在於，透過求職者在時間限制之內回答與應徵職務相關的問題，並將成績呈現於該履歷報告中的方式，使得求才企業能夠通盤且客觀地了解求職者當下的職能狀況，求職者也能夠透過評測的過程與結果，了解職務相關資訊及本身不足之處，達到勞資雙方知己知彼的雙贏理想。The effect of the present invention is to enable the talented enterprise to comprehensively and objectively understand the current function status of the job seeker by answering the problem that the job seeker answers the question related to the job title within the time limit and presenting the achievement in the resume report. Job seekers can also understand the job-related information and their inadequacies through the process and results of the evaluation, and achieve the win-win ideals of both employers and employees.
1‧‧‧伺服單元1‧‧‧Servo unit
11‧‧‧使用者介面模組11‧‧‧User Interface Module
111‧‧‧個人資料輸入頁面111‧‧‧Profile entry page
112‧‧‧職務輸入頁面112‧‧‧ job entry page
113‧‧‧問卷產生頁面113‧‧‧ Questionnaire Generation Page
114‧‧‧第一履歷呈現頁面114‧‧‧First resume presentation page
115‧‧‧職務編輯選擇頁面115‧‧‧ job editor selection page
116‧‧‧問題編輯選擇頁面116‧‧‧Question Editor Selection Page
117‧‧‧第二履歷呈現頁面117‧‧‧Second resume presentation page
12‧‧‧個人資料取得模組12‧‧‧Personal Data Acquisition Module
13‧‧‧題庫資料庫13‧‧ ‧Document Library
14‧‧‧問卷產生模組14‧‧‧ Questionnaire production module
15‧‧‧履歷產生模組15‧‧‧ resume generation module
2‧‧‧網際網路2‧‧‧Internet
3‧‧‧第一電子裝置3‧‧‧First electronic device
4‧‧‧第二電子裝置4‧‧‧Second electronic device
51~55‧‧‧步驟51~55‧‧‧Steps
本發明之其他的特徵及功效，將於參照圖式的較佳實施例的詳細說明中清楚地呈現，其中：圖1是結合有本發明互動式測評履歷系統之一較佳實施例的一系統架構圖；及圖2是一流程圖，說明本發明互動式測評履歷的建立方法的一較佳實施例。Other features and advantages of the present invention will be apparent from the following detailed description of the preferred embodiments of the accompanying drawings in which: FIG. 1 is a system incorporating a preferred embodiment of the interactive evaluation history system of the present invention. The architecture diagram; and FIG. 2 is a flow chart illustrating a preferred embodiment of the method for establishing an interactive assessment history of the present invention.
參閱圖1，本發明互動式測評履歷系統適用於在接收到求職者利用一附屬於求職者的第一電子裝置3傳送的個人基本資料與所選擇的職務選項後，提供至少一問題供求職者在一限定時間內作答後，產生一附帶有求職者的個人基本資料、求職者對應問題的答案以及成績的履歷報告。Referring to FIG. 1, the interactive evaluation history system of the present invention is adapted to provide at least one question for a job seeker after receiving a personal basic information and a selected job option transmitted by a job seeker using a first electronic device 3 attached to a job applicant. After answering within a limited time, a personal profile with the applicant's personal information, answers to the candidate's corresponding questions, and a resume report of the results are generated.
該互動式測評履歷系統包含一伺服單元1，該伺服單元1包括一使用者介面模組11、一個人資料取得模組12、一題庫資料庫13、一問卷產生模組14，及一履歷產生模組15。The interactive evaluation history system includes a servo unit 1 including a user interface module 11, a person data acquisition module 12, a question database database 13, a questionnaire generation module 14, and a resume generation module. Group 15.
求職者與求才者能分別藉由該第一電子裝置3及一第二電子裝置4操作該伺服單元1的使用者介面模組11。The user interface module 11 of the servo unit 1 can be operated by the first electronic device 3 and the second electronic device 4 respectively.
該第一、第二電子3、4裝置藉由網際網路2分別與該伺服單元1連接，並分別載有一與該使用者介面模組11對應的使用者介面程式，如瀏覽器或APP等，但不以此為限。該第一、第二電子裝置3、4可以為個人電腦、平板電腦或智慧型手機等，但不以此為限。該使用者介面模組11藉由該使用者介面程式呈現於該第一、第二電子裝置3、4。The first and second electronic devices 3 and 4 are respectively connected to the server unit 1 via the Internet 2, and respectively have a user interface program corresponding to the user interface module 11, such as a browser or an APP. , but not limited to this. The first and second electronic devices 3 and 4 may be, but are not limited to, a personal computer, a tablet computer, or a smart phone. The user interface module 11 is presented to the first and second electronic devices 3, 4 by the user interface program.
求職者於該使用者介面模組11輸入其個人基本資料後，該個人資料取得模組12接收且儲存求職者的個人基本資料，並於該使用者介面模組11呈現至少一職務選項以供求職者挑選一職務選項。After the job seeker inputs the personal basic information in the user interface module 11, the personal data acquisition module 12 receives and stores the personal basic information of the job seeker, and presents at least one job option in the user interface module 11.For job seekers to choose a job option.
在本實施例中，求才者能夠操作該使用者介面模組11來建立並編輯該職務選項，或是自一預定的職務列表中選取。In this embodiment, the requester can operate the user interface module 11 to create and edit the job option, or select from a predetermined job list.
該題庫資料庫13包括至少一對應該職務選項的問題，該問題可以涵蓋專業技能問題、職場觀念問題、職業道德問題、團隊合作問題、工作態度問題、創意創新問題之至少其中一者。The question bank database 13 includes at least one pair of questions that should be a job option, which may cover at least one of professional skill issues, workplace concept issues, professional ethics issues, teamwork issues, work attitude issues, and creative innovation issues.
在本實施例中，該題庫資料庫13由求才者操作該使用者介面模組11編輯，或是由求才者自一預定的問題列表中選取至少一預定問題來組成該題庫資料庫13。In this embodiment, the question database database 13 is edited by the requester to operate the user interface module 11, or the challenger selects at least one predetermined question from a predetermined list of questions to form the question database database 13. .
該問卷產生模組14接收並儲存求職者所選擇的職務選項後，於該使用者介面模組11呈現至少一由該題庫資料庫13隨機挑選的問題供求職者在一限定時間之內作答。After the questionnaire generating module 14 receives and stores the job options selected by the job seeker, the user interface module 11 presents at least one question randomly selected by the question bank database 13 for the job seeker to answer within a limited time.
該履歷產生模組15接收並儲存求職者的答案，且進行解析以判讀成績後，產生一履歷報告並呈現於該使用者介面模組11，該履歷報告附帶有求職者的個人基本資料、求職者對應該問題的答案以及成績。The resume generation module 15 receives and stores the answer of the candidate, and analyzes the score to obtain a resume report and presents the resume report to the user interface module 11, which is accompanied by the personal basic information of the job seeker and the job search. The answer to the question and the grade.
參閱圖1與圖2，本發明互動式測評履歷的建立方法，適用於該伺服單元1，該互動式測評履歷的建立方法包含下列步驟：Referring to FIG. 1 and FIG. 2, the method for establishing an interactive evaluation history of the present invention is applied to the servo unit 1. The method for establishing the interactive evaluation history includes the following steps:
首先，如步驟51所示，求職者藉由其第一電子裝置3於該使用者介面模組11輸入個人基本資料。First, as shown in step 51, the job seeker inputs the personal basic data to the user interface module 11 by using the first electronic device 3.
在本較佳實施例中，該伺服單元1為一網站伺服器，該使用者介面模組11為一求職網站，但不以此為限，該使用者介面模組11包括對應求職者的一個人資料輸入頁面111、一職務輸入頁面112、一問卷呈現頁面113、一第一履歷呈現頁面114，以及對應求才者的一職務編輯選擇頁面115、一問題編輯選擇頁面116，及一第二履歷呈現頁面117，但實施時不以此實施樣態為限，求職者是於該個人資料輸入頁面111輸入其個人基本資料，例如連絡方式及學經歷等，但不以此為限。In the preferred embodiment, the server unit 1 is a website server, and the user interface module 11 is a job website, but the user interface module 11 includes a person corresponding to the job seeker. The data input page 111, a job input page 112, a questionnaire presentation page 113, a first resume presentation page 114, and a job title selection page 115 corresponding to the seeker, a question edit selection page 116, and a second resume The page 117 is presented, but the implementation is not limited to the implementation. The job seeker inputs the personal basic information, such as the contact method and the learning experience, on the personal information input page 111, but is not limited thereto.
接著，如步驟52所示，該伺服單元1的個人資料取得模組12接收並儲存求職者個人基本資料後，於該使用者介面模組11的該職務輸入頁面112呈現多數職務選項供求職者挑選其中一職務選項。Then, as shown in step 52, after the personal data acquisition module 12 of the servo unit 1 receives and stores the personal data of the job seeker, the job input page 112 of the user interface module 11 presents a majority of job options for the job seeker. Pick one of the job options.
值得一提的是，該等職務選項，例如求才企業欲招募的職缺，是由求才者操作該使用者介面模組11的職務編輯選擇頁面115建立並編輯，或是自該職務編輯選擇頁面115中一預定的職務列表中選取。It is worth mentioning that such job options, such as the job vacancies that the talent seeker wants to recruit, are created and edited by the job seeker operating the job editor selection page 115 of the user interface module 11, or edited from the job title. Select from a predetermined job list in the selection page 115.
接著，如步驟53所示，該伺服單元1的問卷產生模組14接收並儲存求職者選擇的職務選項後，產生多數對應該職務選項的問題並呈現於該使用者介面模組11的問卷呈現頁面113，以供求職者在一限定時間之內作答。Then, as shown in step 53, after the questionnaire generating module 14 of the servo unit 1 receives and stores the job option selected by the job seeker, the problem of generating a majority of the corresponding job options is presented and presented in the questionnaire of the user interface module 11. Page 113, for job seekers to answer within a limited time.
該等問題由該題庫資料庫13隨機挑選，在本較佳實施例中，該題庫資料庫13包括多數分別對應該職務選項的問題，該等問題可被細分作專業技能問題、職場觀念問題、職業道德問題、團隊合作問題、工作態度問題、創意創新問題之至少其中一者，但不以此為限。The questions are randomly selected by the question database database 13. In the preferred embodiment, the question database 13 includes a plurality of questions respectively corresponding to job options, which can be subdivided into professional skill issues and workplace concepts.At least one of issues, ethics issues, teamwork issues, work attitude issues, and creative innovation issues, but not limited to them.
在本實施例中，該題庫資料庫13是由求才者操作該使用者介面模組11的問題編輯選擇頁面116編輯，或是由求才者自該問題編輯選擇頁面116中一預定的問題列表中選取多數預定問題來組成該題庫資料庫13。In the present embodiment, the question database database 13 is edited by the question editor selection page 116 of the user interface module 11 or by the seeker from the question selection selection page 116. Most of the predetermined questions are selected in the list to form the question database database 13.
值得一提的是，該等問題是依照一隨機產生的預定次序一一呈現於該問卷呈現頁面113，該限定時間是限制求職者針對每一問題的作答時間，例如一個問題限制10秒鐘作答，一旦求職者超過10秒而未作答，該問卷產生模組14將會直接於該問卷呈現頁面113呈現下一個問題，但實施時不以此實施樣態為限。It is worth mentioning that the questions are presented on the questionnaire presentation page 113 in a predetermined order that is randomly generated. The limited time is to limit the time for the candidate to answer each question, for example, a question is limited to 10 seconds. Once the job seeker has not answered for more than 10 seconds, the questionnaire generation module 14 will present the next question directly to the questionnaire presentation page 113, but the implementation is not limited to this implementation.
接著，如步驟54所示，該伺服單元1的履歷產生模組15接收並儲存求職者的答案，且進行解析以判讀成績後，於該使用者介面模組11的第一履歷呈現頁面114呈現一第一履歷報告供求職者觀看結果。Then, as shown in step 54, the history generating module 15 of the SERVOPACK 1 receives and stores the answer of the candidate, and analyzes it to determine the score, and then presents the first resume presentation page 114 of the user interface module 11. A first resume report for job seekers to view the results.
在本實施例中，該第一履歷報告附帶有求職者個人的基本資料、求職者對應該問題的答案、成績，以及針對求職者較不擅長之領域的弱點解析與進修建議。In this embodiment, the first resume report is accompanied by the basic information of the applicant's individual, the answer to the candidate's question, the score, and the weakness analysis and training suggestions for the field in which the job seeker is not good at.
接著，如步驟55所示，求職者若不滿意其成績，可以回到步驟53，針對該職務選項重新作答。Then, as shown in step 55, if the job seeker is dissatisfied with his or her grade, he or she may return to step 53 to re-answer the job option.
值得一提的是，該履歷產生模組15判讀成績後會同時產生一第二履歷報告，並在求才者經由該第二電子裝置4連線該求職網站點閱求職者的履歷時，將該第二履歷報告呈現於該第二履歷呈現頁面117以供求才者觀看。It is worth mentioning that the resume generation module 15 will generate a second resume report at the same time after the score is obtained, and when the seeker connects the resume website to the job seeker via the second electronic device 4, The second trackThe calendar report is presented on the second resume presentation page 117 for viewing by the supplier.
在本實施例中，該第二履歷報告同樣包含前述第一履歷報告所提及的資訊，除此之外還附帶有求職者針對該職務的作答次數、每一次作答的答案與成績，以及求職者的第一履歷報告被閱覽的相關紀錄。In this embodiment, the second resume report also includes the information mentioned in the foregoing first history report, in addition to the number of times the job seeker answers the job, the answers and scores of each answer, and the job search. The first resume of the person's resume is the relevant record that was read.
綜上所述，藉由本發明互動式測評履歷的建立方法、系統及電腦程式產品，求職者可以於其履歷上編輯個人基本資料，故能達到與現有的求職網站相同之功效之外，還可將本發明之功效歸納如下：In summary, with the method, system and computer program product for establishing an interactive evaluation experience of the present invention, a job seeker can edit personal basic information on his resume, thereby achieving the same effect as the existing job search website. The effects of the present invention are summarized as follows:
一、求職者能夠被與其應徵職務相關的多面向問題評測，讓求才者能夠藉由該第二履歷報告客觀且通盤地了解求職者求職當下的各項職能現況。1. A job seeker can be evaluated by a multi-faceted problem related to his or her job title, so that the candidate can objectively and comprehensively understand the current status of the job seeker's job search through the second resume report.
二、由於評測問題是由求才者所編輯提供，求職者也能透過答題的過程確切地了解求才者所屬企業所注重的各個面向，以及與應徵職務相關的實用知識。Second, because the evaluation problem is provided by the seeker, the job seeker can also accurately understand the various aspects of the company that the applicant belongs to, as well as the practical knowledge related to the job application.
三、求職者可透過該第一履歷報告中針對求職者的弱點解析來了解自己的不足之處，且本發明互動式測評履歷的建立方法、系統及電腦程式產品還能針對求職者的弱點提供未來進修上的建議，藉此砥礪求職者並提升其職場競爭力。3. The job seeker can understand his or her shortcomings through the weakness analysis of the job seeker in the first resume report, and the method, system and computer program product of the interactive evaluation experience of the present invention can also provide the weaknesses of the job seeker. Suggestions for future training to help job seekers and enhance their workplace competitiveness.
四、本發明互動式測評履歷的建立方法、系統及電腦程式產品在設計上加入了時間限制一要素，如此，可防止求職者在答題過程中查找答案影響其評測的客觀性。Fourth, the method, system and computer program product for establishing the interactive evaluation experience of the present invention add a time limit element to the design, thereby preventing the job seeker from finding the answer in the answering process and affecting the objectivity of the evaluation.
五、此外，該題庫資料庫13所包含之所有問題數量，遠遠超過每次於問卷呈現頁面113提供求職者所作答之問題數量，佐以隨機的篩選方式，可確保求職者在每一次重複嘗試的過程中所遭遇之問題的排列組合均不相同，且本發明能將求職者每次答題的結果儲存下來，提供給求才者作為徵才時的參考依據。5. In addition, the number of questions included in the question database 13 far exceeds the number of questions answered by the job seeker each time on the questionnaire presentation page 113, and the random screening method ensures that the job seeker repeats each time. The arrangement and combination of the problems encountered in the process of trial are different, and the invention can store the results of each candidate's answer for each time, and provide the seeker as a reference basis for the recruitment.
六、可以重複作答的設計使得求職者能夠藉由努力改進不足之處來提升成績，如此，接受評測的過程對於求職者而言即是學習與職務相關領域知識，以及提升自身競爭力的機會，故能夠有效提高求職者的使用意願。Sixth, the design that can be repeated and repeated allows the job seeker to improve the score by trying to improve the inadequacies. Thus, the process of accepting the evaluation is the knowledge of the job-related field and the opportunity to improve their competitiveness. Therefore, it can effectively improve the willingness of job seekers.
如此，本發明融合了時間性、市場性、參考性、客觀性及真實性等元素，能夠讓求才企業更通盤且客觀地了解求職者當下的職能狀況後，再決定是否花費時間與成本進行面試，故能降低求才企業於徵才過程中時間、人力與成本風險上的負擔，並享有適合人才伴隨而來的經濟效益；此外，求職者也能夠透過評測的過程與結果，深入地了解應徵職務相關資訊，以及其本身針對應徵職務相關領域的不足之處，並能藉由本發明之進修建議達到提升自我職場競爭力之效。In this way, the present invention combines elements such as time, market, reference, objectivity and authenticity, and enables the talented enterprise to have a more comprehensive and objective understanding of the current functional status of the job seeker, and then decide whether to spend time and cost. Interviews can reduce the burden of time, manpower and cost risks in the process of recruiting talents, and enjoy the economic benefits that are suitable for talents. In addition, job seekers can also understand through the evaluation process and results. Applicant's job-related information, as well as its own deficiencies in the relevant fields of the job title, and can improve the self-employment competitiveness through the training suggestions of the present invention.
故本發明除能達到與現有徵才系統相同的功效之外，更可提供求才者與求職者雙方客觀且深入的徵才就業資訊，創造勞資雙方知己知彼的雙贏理想，確實能達成本發明之目的。Therefore, in addition to the same functions as the existing recruiting system, the present invention can provide objective and in-depth employment information for both the seeker and the job seeker, and create a win-win ideal for both employers and employees to know each other and truly achieve the present invention. purpose.
惟以上所述者，僅為本發明之較佳實施例而已，當不能以此限定本發明實施之範圍，即大凡依本發明申請專利範圍及專利說明書內容所作之簡單的等效變化與修飾，皆仍屬本發明專利涵蓋之範圍內。However, the above is only the preferred embodiment of the present invention.The scope of the present invention is not limited thereto, that is, the simple equivalent changes and modifications made by the present invention in the scope of the invention and the scope of the patent specification are still within the scope of the invention.
51~55‧‧‧步驟51~55‧‧‧Steps
| Application Number | Priority Date | Filing Date | Title |
|---|---|---|---|
| TW103111978ATWI614700B (en) | 2014-03-31 | 2014-03-31 | Method, system and computer program product for establishing interactive evaluation resume |
| CN201510108626.9ACN104700212A (en) | 2014-03-31 | 2015-03-12 | Method and system for establishing interactive evaluation history |
| Application Number | Priority Date | Filing Date | Title |
|---|---|---|---|
| TW103111978ATWI614700B (en) | 2014-03-31 | 2014-03-31 | Method, system and computer program product for establishing interactive evaluation resume |
| Publication Number | Publication Date |
|---|---|
| TW201537480A TW201537480A (en) | 2015-10-01 |
| TWI614700Btrue TWI614700B (en) | 2018-02-11 |
| Application Number | Title | Priority Date | Filing Date |
|---|---|---|---|
| TW103111978ATWI614700B (en) | 2014-03-31 | 2014-03-31 | Method, system and computer program product for establishing interactive evaluation resume |
| Country | Link |
|---|---|
| CN (1) | CN104700212A (en) |
| TW (1) | TWI614700B (en) |
| Publication number | Priority date | Publication date | Assignee | Title |
|---|---|---|---|---|
| CN105005879A (en)* | 2015-08-17 | 2015-10-28 | 陈福昌 | Question-and-answer network recruitment method |
| TWI573088B (en)* | 2015-09-23 | 2017-03-01 | Function development device and method thereof | |
| TWI687886B (en)* | 2017-12-13 | 2020-03-11 | 余心淳 | Recommendation system with occupational competency |
| CN113888102A (en)* | 2020-07-02 | 2022-01-04 | 丞鑫企业管理顾问有限公司 | Multi-dimensional occupational character dynamic detection method and dynamic detection device |
| TWI819915B (en)* | 2022-12-07 | 2023-10-21 | 思維立方股份有限公司 | Team building assessment system |
| Publication number | Priority date | Publication date | Assignee | Title |
|---|---|---|---|---|
| US20020026452A1 (en)* | 2000-05-17 | 2002-02-28 | Jason Baumgarten | Internet based employee/executive recruiting system and method |
| US20060178896A1 (en)* | 2005-02-10 | 2006-08-10 | Michael Sproul | Method and system for making connections between job seekers and employers |
| US20080082384A1 (en)* | 2006-10-03 | 2008-04-03 | Career Matching Services, Inc. | Method and system career management assessment matching |
| US20080091455A1 (en)* | 2006-10-11 | 2008-04-17 | The United States Of America As Represented By The Director Of The Office Of Personnel Management | Automated method for receiving and evaluating job applications using a web-based system |
| US20090164282A1 (en)* | 2007-12-05 | 2009-06-25 | David Goldberg | Hiring decisions through validation of job seeker information |
| TW200939141A (en)* | 2008-03-11 | 2009-09-16 | Pivot Technology Corp | Method and system for utilizing educational resources to establish network manpower bank |
| TW201030663A (en)* | 2009-02-10 | 2010-08-16 | 104 Corp | Method of evaluating a resume |
| US20120072361A1 (en)* | 2006-10-03 | 2012-03-22 | Career Matching Services, Inc. | Method and system for career management assessment matching |
| Publication number | Priority date | Publication date | Assignee | Title |
|---|---|---|---|---|
| CN101000719A (en)* | 2006-01-13 | 2007-07-18 | 英业达股份有限公司 | Test system and method |
| CN101364281A (en)* | 2007-08-06 | 2009-02-11 | 一零四资讯科技股份有限公司 | On-line testing system and method for applying to selecting manpower |
| CN102567833A (en)* | 2010-12-20 | 2012-07-11 | 西安众擎电子科技有限公司 | Personal information management system |
| Publication number | Priority date | Publication date | Assignee | Title |
|---|---|---|---|---|
| US20020026452A1 (en)* | 2000-05-17 | 2002-02-28 | Jason Baumgarten | Internet based employee/executive recruiting system and method |
| US20060178896A1 (en)* | 2005-02-10 | 2006-08-10 | Michael Sproul | Method and system for making connections between job seekers and employers |
| US20080082384A1 (en)* | 2006-10-03 | 2008-04-03 | Career Matching Services, Inc. | Method and system career management assessment matching |
| US20120072361A1 (en)* | 2006-10-03 | 2012-03-22 | Career Matching Services, Inc. | Method and system for career management assessment matching |
| US20080091455A1 (en)* | 2006-10-11 | 2008-04-17 | The United States Of America As Represented By The Director Of The Office Of Personnel Management | Automated method for receiving and evaluating job applications using a web-based system |
| US20090164282A1 (en)* | 2007-12-05 | 2009-06-25 | David Goldberg | Hiring decisions through validation of job seeker information |
| TW200939141A (en)* | 2008-03-11 | 2009-09-16 | Pivot Technology Corp | Method and system for utilizing educational resources to establish network manpower bank |
| TW201030663A (en)* | 2009-02-10 | 2010-08-16 | 104 Corp | Method of evaluating a resume |
| Publication number | Publication date |
|---|---|
| CN104700212A (en) | 2015-06-10 |
| TW201537480A (en) | 2015-10-01 |
| Publication | Publication Date | Title |
|---|---|---|
| Wright et al. | A phenomenographic study of what it means to supervise doctoral students | |
| Zhang et al. | How do individual‐level factors affect the creative solution formation process of teams? | |
| Shabane et al. | Transformational leadership as a mediator in the relationship between satisfaction with remuneration and the retention of artisans in the military | |
| Lin et al. | Do feelings matter? The effects of intrinsic benefits on individuals’ commitment toward knowledge systems | |
| Strang | Leadership substitutes and personality impact on time and quality in virtual new product development projects | |
| TWI614700B (en) | Method, system and computer program product for establishing interactive evaluation resume | |
| Myers et al. | Towards a process-based typology of workplace coaching: An empirical investigation. | |
| Tuffaha | Adoption factors of artificial intelligence in human resource management | |
| Kim et al. | New employee orientation: Cases of Korean corporations | |
| Peng et al. | Analyzing adaptive expertise and contextual exercise in computer-aided design | |
| Muhammad et al. | HR audit is a tool for employee retention and organisational citizenship behaviour: a mediating role of effective HR strategies in services sector of emerging economies | |
| US20040202988A1 (en) | Human capital management assessment tool system and method | |
| Ha-Vikström et al. | Do cultures, genders, education, working experience or financial status influence the effectiveness of transformational leaders? | |
| Mann | Expert point of view note the history of benchmarking and its role in inspiration | |
| Koplowitz | In praise of top-down decision making in managerial hierarchies | |
| Pancholi et al. | Designing a conceptual framework of knowledge management process in banks | |
| Van Heerden | The impact of the implementation of e-HRM on the human resource management function | |
| US20130178956A1 (en) | Identifying top strengths for a person | |
| Lu et al. | The influence of humble leadership on EMPLOYEES’PROACTIVE behavior—the role of psychological empowerment and conscientiousness | |
| Badarai | A model of transformational leadership and organisational performance in state-owned enterprises in Zimbabwe | |
| Woods | Employee Engagement Factors for an Ongoing Pandemic Hybrid Work Program: A Grounded Theory Study | |
| Gentle | The influence on an action learning set of affective and organizational cultural factors | |
| Formby et al. | Internal marketing for Six Sigma success: a conceptual framework | |
| Wijayanti et al. | Exploring the Impact of University Support and Theory of Planned Behavior on Entrepreneurial Intentions: A Mediated Model Analysis | |
| Darwish | A Path to Collaborative Decision Making Through the Effective Use of Dialogic Communication and Data |