Data processing: financial – business practice – management – or co – Automated electrical financial or business practice or... – Discount or incentive
Reexamination Certificate
1998-12-08
2001-08-14
Trammell, James P. (Department: 2161)
Data processing: financial, business practice, management, or co
Automated electrical financial or business practice or...
Discount or incentive
C705S007380, C705S002000, C705S002000
Reexamination Certificate
active
06275812
ABSTRACT:
FIELD OF THE INVENTION
The invention pertains to the field of methods of managing human resources. More particularly, the invention pertains to methods of optimizing the assignment of employees to positions based upon a multi-factored analysis and database.
BACKGROUND OF THE INVENTION
Every company aims at achieving functional excellence in a competitive market environment. Functional excellence includes exact specifications of roles and responsibilities for various job functions, employee skills management, training and career development, and maximization of capacity utilization. The problem at hand is to develop an integrated, easy to use system for improvement and maintenance of functional excellence in a company.
Maintaining a highly skilled work force and to increase its utilization for productivity are complex problems faced by competitive companies. The work force not only should be trained, it must possess the exact skills required for performing specific job functions for the success of business projects. This requires some advanced planning and management. Furthermore, when a project is at hand, it is imperative that personnel with the right skills are assigned to various tasks. Matching up employee skill set with the job functions is also a difficult problem, specially when the pool of employees is large, as is the case in big corporations. Career guidance for employees is another issue faced by supervisors and mentors. Every employee needs to know as to how he/she can plan his/her career to achieve a certain level of proficiency, skill set, and responsibility, etc. A well organized system is therefore required to achieve these goals.
SUMMARY OF THE INVENTION
The Intelligent System for Dynamic Resource Management (ISDRM) of the invention is an innovative new system that significantly improves upon the existing systems for human resource skill management, training, career development, and deployment. Some of the salient differences/improvements from the prior art are as follows:
1. This is the first time that an organized method has been used to link specialties, job functions, skill sets, and experience/training profiles.
2. The concept of skill templates is an innovation that allows for systematic evaluation of employee skills.
3. Previous skills assessment systems only used skill indices. This is the first time that a weighting system has been used to establish the relative significance of various skills. The disadvantage of not using a weighting system is that the skills that may be less important for a job also get equal importance which would be an inaccurate assessment.
4. The system allows for skills to be sub-classified as per technology.
5. Various new skills assessment metrics have been introduced.
6. Assessment of employee suitability for a project is based on quantitative evaluation and not on a subjective consideration.
7. The system allows for evaluation of resource utilization, staffing efficiency, forecast assessment, geographical suitability etc. and many other metrics.
8. A systematic career guidance system has been developed which makes it easy for managers to set career goals and monitor performance of employees.
The ISDRM offers the following unique benefits:
1 . Relates skill development of employees to job functions, roles and responsibilities, and project forecasts etc.
2. Adopts a sophisticated method of skills assessment that includes weighting of skills as per their importance for a job assignment.
3. Advanced metrics are used for assessing employee suitability for job assignments.
4. Various metrics are introduced for resource utilization, staffing efficiency, employee job satisfaction etc.
5. Allows design flexibility to allow for new features and metrics.
6. Introduces a new concept in career management by using skill templates and skills assessment indices.
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Barnhorst Bradley S.
Betro Salvatore A.
Haq Tanveer UI
Brown & Michaels PC
Lucent Technologies - Inc.
Trammell James P.
Tran Tongoc
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