Search

KR-20260062393-A - System and Method for managing human resources based on Artificial Intelligence

KR20260062393AKR 20260062393 AKR20260062393 AKR 20260062393AKR-20260062393-A

Abstract

A system is provided that digitizes processes such as the rotation of existing employees and executes personnel management through sufficient time for data tuning, accumulation, and analysis. The system is characterized by comprising: a communication terminal that generates input data of multiple applicants based on responses to a pool of interview questions; and a personnel management server that provides the pool of interview questions to the communication terminal, receives the input data, performs a value orientation matching process between the applicant and a specific department, and provides the applicant suitable for the specific department as final candidate list information.

Inventors

  • 최웅식
  • 도현정

Assignees

  • 인천국제공항공사

Dates

Publication Date
20260507
Application Date
20241029

Claims (10)

  1. A communication terminal (110) that generates input data of multiple applicants according to responses to an interview question pool; and A personnel management server (130) that provides the above interview question pool to the above communication terminal (110), receives the above input data, performs a value orientation matching process between the applicant and a specific department, and provides the applicant suitable for the specific department as final candidate list information; An AI (Artificial Intelligence)-based human resource management system characterized by including
  2. In Article 1, The above personnel management server (130) is, A collection unit (310) for acquiring the above input data; A quantitative and qualitative data generation unit (320) that generates quantitative data and qualitative data using the above-mentioned input data; A learning unit (340) that optimizes department characteristics and applicant tendencies by inputting the above quantitative data and normal data into an artificial neural network; and An AI (Artificial Intelligence)-based personnel management system characterized by including an evaluation unit (350) that quantifies the applicant's tendency by matching it to the optimized department characteristics according to the above value tendency matching process.
  3. In Article 2, An AI (Artificial Intelligence)-based human resource management system characterized by converting the above-mentioned departmental characteristics and applicant tendencies into item-specific suitability.
  4. In Paragraph 3, The above item is an AI (Artificial Intelligence)-based personnel management system characterized by including a quantitative evaluation based on the organization's core values, competencies, and characteristics when recruiting or transferring talent.
  5. In Article 2, An AI (Artificial Intelligence)-based personnel management system characterized by the above quantification being a matching score or ranking.
  6. In Article 2, An AI (Artificial Intelligence)-based personnel management system characterized by the above quantitative data including required qualification data and applicant quantitative data, wherein the required qualification data includes information on job series, job grade, years of experience, specific department experience, gender, certifications, major, specialized education, and preferred department, and the applicant quantitative data includes information on job series, job grade, years of experience, specific department experience, gender, certifications, major, specialized education, representation, job invention performance, innovation competition scores, and preferred department.
  7. In Article 2, An AI (Artificial Intelligence)-based human resource management system characterized by the above qualitative data including departmental qualitative data and applicant qualitative data, wherein the departmental qualitative data includes information on the initial departmental personality definition, periodic updates of the departmental personality definition, optimal distribution of core value-based competencies of team leaders and team members, and trait-based performance achievement rates, and the applicant qualitative data includes information on the initial applicant propensity definition, annual multi-rater evaluation, and self-evaluation, as well as MBTI, TCI, and TKI results.
  8. In Article 2, The AI (Artificial Intelligence) based personnel management system is characterized by the evaluation unit (350) evaluating the optimized applicant capabilities to create a recommended candidate group of applicants, and listing specific applicants among the recommended candidate group by ranking or matching scores to create the final candidate list information.
  9. In Article 1, An AI (Artificial Intelligence)-based human resource management system characterized by the above-mentioned interview question pool being intended to quantify the core value-based competencies of the above-mentioned applicant, and utilizing personality and aptitude test results through MBTI (Myers-Briggs Type Indicator), TCI (Temperament and Character Inventory), and TKI (Thomas-Kilmann Conflict Mode Instrument) to improve quantification accuracy.
  10. (a) A step in which a communication terminal (110) generates input data of a plurality of applicants according to responses to an interview question pool; and (b) A step in which a personnel management server (130) provides the interview question pool to the communication terminal (110), receives the input data, performs a value orientation matching process between the applicant and a specific department, and provides the applicant suitable for the specific department as final candidate list information; An AI (Artificial Intelligence)-based personnel management method characterized by including

Description

AI-based Human Resource Management System and Method {System and Method for managing human resources based on Artificial Intelligence} The present invention relates to AI (Artificial Intelligence)-based human resource management technology, and more specifically, to a system and method for executing human resource management by digitizing processes such as talent recruitment and placement and the rotation of existing employees, and through data tuning, accumulation, and analysis over a sufficient period of time. Organizations analyze internal and external environments to establish long-term strategies, visions, core values, and talent profiles, striving their best to survive in an intensified competitive market. However, the reality is that human resource management systems designed to align with these organizational efforts are often based on qualitative data and arbitrary criteria. Consequently, distrust in organizational HR systems is growing, negatively impacting organizational culture. Traditionally, predetermined scores were assigned to items such as work experience, training history, and certifications based on a set scoring logic, and these scores were summed up to be used as an index to assess an employee's work ability. However, this conventional method requires modification of the score calculation logic through operator intervention when the data distribution changes. Furthermore, since the conventional method calculates scores independently for each item, the complex relationships between items are not considered. Consequently, significant score differences can arise during the segmentation process even among individuals with similar work experience. In addition, the conventional method has a problem of low discriminability in practice because the result score is combined within a limited range for each item, resulting in a large number of ties. FIG. 1 is a block diagram of an AI (Artificial Intelligence)-based personnel management system according to an embodiment of the present invention. Figure 2 is a configuration block diagram of a communication terminal shown in Figure 1. Figure 3 is a detailed configuration block diagram of the personnel management server shown in Figure 1. Figure 4 is a conceptual diagram of databases input information and interview question pools based on input information executed on the personnel management server illustrated in Figure 1. FIG. 5 is a conceptual diagram of a result derivation using an AI (Artificial Intelligence) algorithm according to an embodiment of the present invention. FIG. 6 is a diagram showing an AI (Artificial Intelligence)-based personnel management procedure according to an embodiment of the present invention. FIG. 7 is a diagram showing the concept of an input, the present system, and a linked system according to an embodiment of the present invention. Figure 8 is a conceptual diagram of the structure of a database built on the personnel management server shown in Figure 1. FIG. 9 is a conceptual diagram showing applicant and department matching according to an embodiment of the present invention. FIG. 10 is a conceptual diagram showing the procedure for analyzing the correlation between applicant and department matching results and department performance for the matching optimization of the present invention. The present invention is capable of various modifications and may have various embodiments, and specific embodiments are illustrated in the drawings and described in detail in the detailed description. However, this is not intended to limit the present invention to specific embodiments, and it should be understood that it includes all modifications, equivalents, and substitutions that fall within the spirit and scope of the invention. When describing each drawing, similar reference numerals are used for similar components. Terms such as first, second, etc., may be used to describe various components, but said components should not be limited by said terms. Such terms are used solely for the purpose of distinguishing one component from another. For example, without departing from the scope of the present invention, the first component may be named the second component, and similarly, the second component may be named the first component. The term "and/or" includes a combination of a plurality of related described items or any of a plurality of related described items. Unless otherwise defined, all terms used herein, including technical or scientific terms, have the same meaning as generally understood by those skilled in the art to which this invention pertains. Terms such as those defined in commonly used dictionaries should be interpreted as having meanings consistent with their meanings in the context of the relevant technology, and should not be interpreted in an ideal or overly formal sense unless explicitly defined in this application. An AI (Artificial Intelligence)-based personnel management system and method according to an