The Application of the Depth Model of Precise Matching between People and Posts Based on Ability Perception in Human Resource Management

Abstract

To revitalize talents and give full play to the maximum utility of HR (human resources), it is not enough to accumulate talents alone. HR must be effectively allocated to realize the matching of people and posts. Competency is a personal characteristic of an organization that distinguishes its performance level in a specific job and organizational environment. In order to solve the problem that job seekers’ job-seeking ability is difficult to match the job requirements, this paper combines neural network with traditional HRM (human resource management) algorithm based on ability perception and designs a depth model of accurate matching of people and posts in HR field, which can improve the quality of data training of traditional algorithm. The results show that compared with other algorithms, the F 1 value of the proposed algorithm is obviously improved, and the proposed algorithm performs best, with the F 1 value of 0.829. In this paper, the method of global network plus local network is used, which can effectively improve the hidden features of data and then improve the matching degree and recommendation accuracy of the algorithm.

Corporate Employee Sharing Performance Leads to Sustainable Development - A Case Study of Software and Information Technology Services Industry of Listed Companies in China

“…Human resources coordinate, integrate, judge, and imagine, but they must be developed and utilized through the implementation of effective incentives by enterprises and bring visible economic value to enterprises [4,5]. All relevant studies on human resources show that to revitalize talents and maximize the utility of human resources, it is not enough to rely on the accumulation of talents, but must effectively configure human resources and realize the matching of people and jobs [6]. Human resource management mainly includes human resource planning, employee recruitment and allocation, employee training, and employee skills development, employee performance appraisal, employee income distribution, welfare management, and employee labor relations management, and the employee protection mechanism in human resource management plays an important role in the establishment of a reasonable employment management system for the enterprise, which can effectively help the enterprise to solve many problems in the employee recruitment, employee salary allocation, employee many problems in performance appraisal, and replace decisions based on anecdotal experience, hierarchy, and risk aversion with higher-quality data-driven decisions based on data analysis, prediction, and experimental research [7,8,9,10,11] believes that China's human resource management system has more problems, and it needs to be constantly reformed and improved in terms of compensation, performance, and incentive policies to achieve the strategic development goals in the big data environment and to make the enterprise business system more mature.…”

Retracted: The Application of the Depth Model of Precise Matching between People and Posts Based on Ability Perception in Human Resource Management

“…This article has been retracted by Hindawi, as publisher, following an investigation undertaken by the publisher [1]. This investigation has uncovered evidence of systematic manipulation of the publication and peer-review process.…”