Browse Prior Art Database

System and Method for Resource Acquisition and Management Using Group Social Dynamics

IP.com Disclosure Number: IPCOM000235070D
Publication Date: 2014-Feb-26
Document File: 3 page(s) / 38K

Publishing Venue

The IP.com Prior Art Database

Abstract

Current methods to allocate resources to tasks are transactional in nature and focus on the fitment of an opening with a resource. However, they ignore factors that get into play when a group of people applies for the same job or a person is relevant for a set of open jobs. We provide methods for critical resource identification and management using data and analysis from groups of job openings and group of resources.

This text was extracted from a PDF file.
This is the abbreviated version, containing approximately 53% of the total text.

Page 01 of 3

System and Method for Resource Acquisition and Management Using Group Social Dynamics

For a business, filling openings efficiently with the right resource effectively is important. For resources, picking the openings that meet their individual and social preferences is important. For filling jobs, it is important to get the best resources at the least cost at the earliest possible time.

Current solutions are transactional focusing on the fitment of an opening with a resource. They:


Ignore group dynamics to fill openings faster or at lower cost, and


Do not offer better opportunities that a resource may have applied and succeeded at due to lesser competition

We provide methods for resource mobility management using opportunities from group of open jobs and group of resources aspiring for the openings.

Prior Art

Current techniques, examples [1, 2], involve matching each job with a resource. Specifically,


 Each opening as modeled as set of technical and soft-skill requirements


 Each resource is modeled with a set of technical and soft-skill capabilities, and personal information


 Allocation of resource to task / opening is done based on compatibility.

There is no method we are aware of which takes groups of jobs and groups of resources into account for resource allocation.

Solution Details

Our solution can be summarized in the following steps.

Step 1 Embodiments from resource view
For each target resource c1


[Prior art] Show a (rank ordered) list of job openings organized by decreasing scores


[New] For each such job, also display the degree of potential competition for that job*


Examples of potential competition from other resources (embodiments):


Total resources who have applied for that position (manually inferable today)


Who may apply


Applied and matching that job description above a threshold


Applied and who may get selected


[New] For each such job, suggest actions based on competition and career aspiration


Apply or not to apply? If yes, when?


What training to take to increase chance of success?


Which experts to turn to for learning more about the role?


Notes


Used by resources internal to a company on a mobility site or external job site


Embodiments are illustrative but not limiting


* competition is subjectively evaluated today, if at all

Step 2 An algorithm from resource view for one embodiment


Inputs


J = Set of jobs; C = set of resources


One time processing

1


Page 02 of 3


M = Match J with C


For each resource C_a


For each matched job J_b in M

Calculate competition K_c (to C_a on J_b)


On-demand processing


Show options for a resource with job matches and their competition...