System and method for strategic workforce management and content engineering

• US 20040030566A1
• Filed: 02/28/2003
• Published: 02/12/2004
• Est. Priority Date: 02/28/2002
• Status: Abandoned Application

• Current Assignee: Avure Technologies Incorporated (John Bean Technologies Corporation)
• Original Assignee: Avure Technologies Incorporated (John Bean Technologies Corporation)
• Inventors: Brooks Rix, Linda
• Application Number:
  US10/375,059
• Publication Number:
  US 20040030566A1
• Time in Patent Office: Days
• US Class Current: 705/1
• CPC Class Codes: G06Q 10/0637 Strategic management or analysis, e.g. setting a goal or target of an organisation; Planning actions based on goals; Analysis or evaluation of effectiveness of goals
• CPC Class Codes: G06Q 10/0639 Performance analysis of employees; Performance analysis of enterprise or organisation operations
• CPC Class Codes: G06Q 10/10 Office automation; Time management
• CPC Class Codes: G06Q 10/1053 Employment or hiring

Abstract

The invention provides a system that automates workforce management tasks through the integrated use of structured content accessible from a database, a set of business logic rules engines as well as input from users via user interfaces. The invention also provides a methodology for creating engineered content which is accessible to a strategic workforce management system which manages human resources tasks.

Claims

1. A method for providing engineered content, comprising the steps of:

examining a plurality of content sources and current operating business processes;

arranging information gathered from the examining step into a plurality of clusters; and

performing a multi-purpose job analysis.

2. The method according to claim 1, further comprising the steps of:

conducting a data entry task; and

merging data entered by the conducting step into a database.

3. The method according to claim 1, wherein the step of examining includes conducting at least one of on-site monitoring, examination of content sources, desk audits with employees in an operating environment, examination of current operating business processes, interviews with subject matter experts, focus groups with subject matter experts and electronic vetting of content with subject matter experts.

4. The method according to claim 1, wherein the step of arranging information into cluster includes the step of examining the operating environment of various organizations in which a body of content is used to determine how content can be organized for viewing by a user.

5. The method according to claim 1, wherein the step of performing multipurpose job analysis includes the steps of

determining relationships between all data;

defining markers and pointers between data; and

documenting the data and corresponding relationships.

6. The method according to claim 2, wherein the data entry step further comprises the steps of:

entering relationships between data;

entering markers and pointers between the data; and

converting the content to an interim database format.

7. The method according to claim 1, further comprising the steps of conducting continuous validation of data relationships and automatically re-calibrating data upon adjustment of any process.

8. The method according to claim 1, wherein the engineered content is accessed by a strategic workforce management system

9. A strategic workforce management system, comprising:

a position management, recruitment and staffing (PMRS) module;

a performance optimization module; and

an enterprise learning management module.

10. The strategic workforce management module according to claim 9, further comprising:

an employee and labor relations'"'"' module;

an EEO module; and

an injury compensation module.

11. The strategic workforce management module according to claim 9, further comprising:

a salary and position management module;

a succession planning module; and

a forecasting module.

12. The strategic workforce management system according to claim 9, wherein the decisioning is conducted by at least one of a job evaluation and position classification rules engine, a candidate evaluation questionnaire generation rules engine, a candidate evaluation and referral list generation rules engine and a strategic plan integration into performance assessment rules engine.

13. The strategic workforce management system according to claim 9, wherein the PMRS module supports at least one of position management, recruitment and staffing functionality.

14. A method for managing employment recruitment on a computer system, comprising the steps of:

building at least one position classification;

creating at least one applicant profile;

evaluating the at least one applicant profile based upon the at least one job position classification; and

outputting at least one qualified job candidate based upon the result of the evaluating step.

15. The method according to claim 14, wherein the step of building the at least one position classification includes the step of determining a relationship between at least one of duties, job classifications, compensation levels, performance issues, employee development activities, training and recruitment and staffing criteria.

16. The method according to claim 14, wherein the step of building the at least one position classification includes selecting at least one of duties/responsibilities, a job title, a pay plan, and a grade.

17. The method according to claim 16, wherein the job title, pay plan and grade each include at least one associated duty/responsibility.

18. The method according to claim 17, wherein the position classification and duties/responsibilities are based upon Federal government statutory guidelines.

19. The method according to claim 14, wherein the position classification is one of a professional, an administrative, a technical, and a clerical classification.

20. The method according to claim 14, wherein the step of creating an applicant profile includes receiving applicant information that includes at least one of a resume, a job application or a statement of qualifications.

21. The method according to claim 14, wherein the step of evaluating includes:

determining whether an applicant meets basic qualifications;

generating a questionnaire for submission to applicant;

scoring the applicant'"'"'s responses to the questionnaire; and

determining whether the applicant meets advanced qualification based upon the coring step.

22. The method according to claim 21, wherein the basic qualifications are based upon Federal OPM guidelines.

23. The method according to claim 21, wherein the questionnaire is based upon knowledge, skills and abilities that correlate to a specific employment position.

24. The method according to claim 23, wherein the knowledge, skills and abilities are based upon Federal government guidelines for an associated position classification.

25. The method according to claim 21, wherein the questionnaire includes a plurality of questions and each question has four possible responses.

26. The method according to claim 21, wherein the each possible response has a weighted score.

27. The method according to claim 26, wherein the scoring step includes adding the weighted scores for each of the questions.

28. The method according to claim 26, wherein the at least one qualified job candidate is selected based results of the scoring step.

29. The method according to claim 14, wherein the step of building the position classification comprises the steps of:

analyzing job positions to obtain key documentation for each job position;

determining at least one relationship between the key documentation; and

classifying the job positions based on the determined relationships.

30. The method according to claim 28, wherein the key documentations includes at least one of job duties, compensation levels, performance issues, employee development activities, and recruitment and staffing criteria.

32. The method according to claim 30, including the step of determining whether the at least one job applicant meets minimum qualifications.

33. The method according to claim 30, wherein the questionnaire is based upon at least one of knowledge, skills and abilities correlating to the position classification.

35. The human resource recruitment computer system in accordance with claim 33, wherein the job candidate module includes:

a job candidate interface for eliciting the candidate information; and

a candidate information database for storing the information of at least one candidate.

36. The human resource recruitment computer system according to claim 33, wherein the evaluation module includes an evaluation means for matching the candidate information with the job position information.

37. The human resource recruitment computer system as claimed in claim 33, wherein the evaluation module includes a relational database for storing the key factors which are accessible by each of the job candidate database and the job position database for sharing candidate information and position information.

38. The human resource recruitment computer system as claimed in claim 33, wherein the key factors includes at least one of knowledge statements, skills, abilities, work styles, education, academic performance, certification, personal information and languages.

39. The human resource recruitment computer system as claimed in claim 33, wherein the pre-defined categories includes at least one of knowledge statement, skills, abilities, work styles, education, academic performance, certifications, personal information and languages.

40. The human resources recruitment computer system according to claim 33, wherein the pre-defined criteria includes at least one of position statements, skill requirements, abilities, education, academic performance, certifications, language and Federal government hiring guidelines.

41. The human resources computer system according to claim 33, wherein the evaluation module includes a rules-based decision engine.

31. A method for generating a evaluation profile, comprising the steps of:

receiving at least one position classification;

generating at least one questionnaire based upon the at least one position profile, the questionnaire including at least one response from at least one job applicant; and

scoring the at least one response.

34. A human resource recruitment computer system for workforce management, comprising:

a job candidate module for storing at least one applicant profile for at least one job applicant;

a job position module for storing at least one position profile; and

an evaluation module for evaluating the at least one job applicant profile based upon the at least one job position profile.