Design And Development Of Recommended System For Talent

The coming century is the century of talents.Human resources are the greatest resources for the company to maintain stable development.In an increasingly fierce market,companies need to establish a foothold in their own right.Only by making talents the most valuable assets of the company can they be effective.However,there are distinctly different management measures for high-quality talent management and personnel management that have a good job match.Each profitable company has a good premium resource management policy,which helps to significantly increase the company's value.With the improvement of economic development and management,the high-quality talent management system will become a very important part of many corporate management.The excellent talent management system studied in this paper is suitable for internal recruitment and potential talent recommendation,and can meet the management needs of high-quality talents.This talent recommendation system is based on employee's academic performance in school,through three types;that is,content-based,collaborative filtering and hybrid methods for data analysis,and threshold algorithm to analyze the required data and output it from the ordered list.The selected maximum or minimum K data is sorted,and the algorithm automatically terminates the screening when a certain set threshold is reached.The rational use of this method can enable the company's HR to select people with good job match according to the employee's academic performance in accordance with certain preset templates,and avoid the performance of HR employees after their employees enter the company.For the right job candidate.The original recommendation method is faced with insufficient observation time due to too short time for new employees entering the company.The use of the high-quality talent recommendation system avoids the existence of the above problems.Through a fair template setting,the employee's performance at school can be used to determine whether the employee meets the needs of the position to be employed.Moreover,through a variety of display pages designed by the system,HRs can quickly and easily check out personnel who meet the needs of the job at any time and place,providing a strong basis for the rapid decision-making of enterprise leaders.The talent management system uses content-based filtering technology,collaborative filtering technology,hybrid filtering technology,and TOP-K algorithm,so that the HR of the enterprise can intuitively find more suitable people,and can effectively avoid the screening of a large number of employees.The entire system is divided into three parts.The details are as follows:The recommendation for talents,the department management and the recruitment information.The high-quality talent recommendation section is the core module of the system,and the remaining two parts rely on this part to exert their respective effects.In order to be able to select from the relevant information the personnel with the best match with the position to be recruited according to the need,the talented person can be selected according to the staff structure model combined with the staffs academic performance to select the manpower required by the recruitment position and the competition of each candidate.The list of force rankings helps HR departments more effectively provide candidate lists for job needs in other departments.The department management department enables HR managers to manage the various branches of the branch company and the secondary branch companies,and can set precise job requirements screening conditions to provide quantitative basis for recruitment.Recruitment information can be issued according to the needs of the employing department to formulate a notice,including the required job title,job description,candidates'basic qualification requirements,job requirements,and other information and related approval processes.Through the application of the high-performance talent recommendation system,the company's HR can avoid the disadvantages of employees who cannot assess the degree of individual job match through their job performance due to the short time they have been in the company.I will do my best to perfect the merit talent recommendation system.I will add more inspection dimensions to the system and improve the weight assignment of each dimension through practical application.At the same time,in view of the large-scale application of electronic resumes,the introduction of employee's automatic score importing module is more accurate in the system information,and provides greater convenience for HR personnel who are looking for high job matching.