公开(公告)号：US08620829B2

公开(公告)日：2013-12-31

申请号：US11689329

申请日：2007-03-21

申请人： Robert J. McGovern ,  Brian Farmer ,  Leslie Ferry ,  Erik Anderson ,  Pam Koczara ,  Brent Smith

发明人： Robert J. McGovern ,  Brian Farmer ,  Leslie Ferry ,  Erik Anderson ,  Pam Koczara ,  Brent Smith

IPC分类号： G06Q10/00

CPC分类号： G06Q10/1053 ,  G06Q10/06 ,  G06Q10/10 ,  G06Q10/105 ,  G06Q30/08 ,  G06Q50/01 ,  G06Q50/10

摘要： A method of operating an employment system is provided. The method includes generating a score for each of a plurality of possible results compared to information associated with a user, enabling the user to access a result of the plurality of possible results if the score generated for the result meets a threshold condition, enabling the user to adjust the threshold condition and preventing the user from adjusting the threshold condition beyond a minimum threshold condition. The score can be a bi-directional matching score. The minimum threshold condition can include a minimum score. The minimum score can be determined based on the percentage of the plurality of possible results that would be accessible to the user.

摘要翻译： 提供了一种操作就业系统的方法。 该方法包括为与用户相关联的信息相比较产生多个可能结果中的每一个的得分，使得用户能够访问多个可能结果的结果，如果为结果生成的得分满足阈值条件，使得用户 以调整阈值条件并防止用户将阈值条件调整到超过最小阈值条件。 得分可以是双向匹配得分。 最小阈值条件可以包括最小分数。 最小分数可以基于用户可访问的多个可能结果的百分比来确定。

公开(公告)号：US07945522B2

公开(公告)日：2011-05-17

申请号：US11331672

申请日：2006-01-13

申请人： Robert J. McGovern ,  Brian Farmer ,  Leslie Ferry ,  Erik Anderson ,  Pam Koczara ,  Brent Smith

发明人： Robert J. McGovern ,  Brian Farmer ,  Leslie Ferry ,  Erik Anderson ,  Pam Koczara ,  Brent Smith

IPC分类号： G06Q10/00

CPC分类号： G06Q10/1053 ,  G06Q10/06 ,  G06Q10/10 ,  G06Q10/105 ,  G06Q30/08 ,  G06Q50/01 ,  G06Q50/10

摘要： A method of operating an employment system is provided. The method includes generating a score for each of a plurality of possible results compared to information associated with a user, enabling the user to access a result of the plurality of possible results if the score generated for the result meets a threshold condition, enabling the user to adjust the threshold condition and preventing the user from adjusting the threshold condition beyond a minimum threshold condition. The score can be a bi-directional matching score. The minimum threshold condition can include a minimum score. The minimum score can be determined based on the percentage of the plurality of possible results that would be accessible to the user.

摘要翻译： 提供了一种操作就业系统的方法。 该方法包括为与用户相关联的信息相比较产生多个可能结果中的每一个的得分，使得用户能够访问多个可能结果的结果，如果为结果生成的得分满足阈值条件，使得用户 以调整阈值条件并防止用户将阈值条件调整到超过最小阈值条件。 得分可以是双向匹配得分。 最小阈值条件可以包括最小分数。 最小分数可以基于用户可访问的多个可能结果的百分比来确定。

公开(公告)号：US07805382B2

公开(公告)日：2010-09-28

申请号：US11104142

申请日：2005-04-11

申请人： Howard Rosen ,  Robert J. McGovern ,  Leslie Ferry ,  Erik Anderson ,  Pam Koczara ,  Brent Smith ,  Brian Farmer ,  Andrew Evans

发明人： Howard Rosen ,  Robert J. McGovern ,  Leslie Ferry ,  Erik Anderson ,  Pam Koczara ,  Brent Smith ,  Brian Farmer ,  Andrew Evans

IPC分类号： G06Q99/00

CPC分类号： G06Q10/10 ,  G06Q10/1053

摘要： In one embodiment of the present invention, a match-based employment system and method of operation are provided. The match-based employment system collects a plurality of employer seeker and employee seeker profiles, bi-directionally matches the employer seeker and said employee seeker profiles and displays at least a portion of the results to an employer seeker or an employee seeker. The match-based employment system can also order the bi-directional matching results based on a bi-directional match score and display the bi-directional matching results according to the ordering. The match-based employment system can also perform the matching such that approximately 70% of a matching score depends upon the quality of the match between employee seeker desires and employment seeker attributes and approximately 30% of the matching score depends upon the quality of the match between employment seeker desires and employee seeker attributes.

摘要翻译： 在本发明的一个实施例中，提供了基于匹配的就业系统和操作方法。 基于比赛的就业系统收集了多个雇主寻求者和雇主寻求者资料，与雇主寻求者和雇员寻求者简介进行双向匹配，并将至少一部分结果显示给雇主寻求者或雇主追求者。 基于匹配的就业系统还可以基于双向匹配分数来排列双向匹配结果，并根据排序显示双向匹配结果。 基于匹配的就业系统还可以执行匹配，使得大约70％的匹配分数取决于雇员寻求者欲望与求职者属性之间的匹配质量，并且约30％的匹配分数取决于匹配的质量 就业寻求者愿望和雇员追求者属性之间。

公开(公告)号：US20070244734A1

公开(公告)日：2007-10-18

申请号：US11689329

申请日：2007-03-21

申请人： Robert McGovern ,  Brian Farmer ,  Leslie Ferry ,  Erik Anderson ,  Pam Koczara ,  Brent Smith

发明人： Robert McGovern ,  Brian Farmer ,  Leslie Ferry ,  Erik Anderson ,  Pam Koczara ,  Brent Smith

IPC分类号： G06F9/44

CPC分类号： G06Q10/1053 ,  G06Q10/06 ,  G06Q10/10 ,  G06Q10/105 ,  G06Q30/08 ,  G06Q50/01 ,  G06Q50/10

摘要： A method of operating an employment system is provided. The method includes generating a score for each of a plurality of possible results compared to information associated with a user, enabling the user to access a result of the plurality of possible results if the score generated for the result meets a threshold condition, enabling the user to adjust the threshold condition and preventing the user from adjusting the threshold condition beyond a minimum threshold condition. The score can be a bi-directional matching score. The minimum threshold condition can include a minimum score. The minimum score can be determined based on the percentage of the plurality of possible results that would be accessible to the user.

摘要翻译： 提供了一种操作就业系统的方法。 该方法包括为与用户相关联的信息相比较产生多个可能结果中的每一个的分数，使得如果针对结果生成的得分满足阈值条件使得用户能够访问多个可能结果的结果，使得用户 以调整阈值条件并防止用户将阈值条件调整到超过最小阈值条件。 得分可以是双向匹配得分。 最小阈值条件可以包括最小分数。 最小分数可以基于用户可访问的多个可能结果的百分比来确定。

公开(公告)号：US20070162507A1

公开(公告)日：2007-07-12

申请号：US11689344

申请日：2007-03-21

申请人： Robert McGovern ,  Brian Farmer ,  Leslie Ferry ,  Erik Anderson ,  Pam Koczara ,  Brent Smith

发明人： Robert McGovern ,  Brian Farmer ,  Leslie Ferry ,  Erik Anderson ,  Pam Koczara ,  Brent Smith

IPC分类号： G06F7/00

CPC分类号： G06Q10/1053 ,  G06Q10/06 ,  G06Q10/10 ,  G06Q10/105 ,  G06Q30/08 ,  G06Q50/01 ,  G06Q50/10

摘要： A method of operating an employment system is provided. The method includes generating a score for each of a plurality of possible results compared to information associated with a user, enabling the user to access a result of the plurality of possible results if the score generated for the result meets a threshold condition, enabling the user to adjust the threshold condition and preventing the user from adjusting the threshold condition beyond a minimum threshold condition. The score can be a bi-directional matching score. The minimum threshold condition can include a minimum score. The minimum score can be determined based on the percentage of the plurality of possible results that would be accessible to the user.

摘要翻译： 提供了一种操作就业系统的方法。 该方法包括为与用户相关联的信息相比较产生多个可能结果中的每一个的得分，使得用户能够访问多个可能结果的结果，如果为结果生成的得分满足阈值条件，使得用户 以调整阈值条件并防止用户将阈值条件调整到超过最小阈值条件。 得分可以是双向匹配得分。 最小阈值条件可以包括最小分数。 最小分数可以基于用户可访问的多个可能结果的百分比来确定。

公开(公告)号：US20060229896A1

公开(公告)日：2006-10-12

申请号：US11104142

申请日：2005-04-11

申请人： Howard Rosen ,  Robert McGovern ,  Leslie Ferry ,  Erik Anderson ,  Pam Koczara ,  Brent Smith ,  Brian Farmer ,  Andrew Evans

发明人： Howard Rosen ,  Robert McGovern ,  Leslie Ferry ,  Erik Anderson ,  Pam Koczara ,  Brent Smith ,  Brian Farmer ,  Andrew Evans

IPC分类号： G06Q99/00

CPC分类号： G06Q10/10 ,  G06Q10/1053

摘要： In one embodiment of the present invention, a match-based employment system and method of operation are provided. The match-based employment system collects a plurality of employer seeker and employee seeker profiles, bi-directionally matches the employer seeker and said employee seeker profiles and displays at least a portion of the results to an employer seeker or an employee seeker. The match-based employment system can also order the bi-directional matching results based on a bi-directional match score and display the bi-directional matching results according to the ordering. The match-based employment system can also perform the matching such that approximately 70% of a matching score depends upon the quality of the match between employee seeker desires and employment seeker attributes and approximately 30% of the matching score depends upon the quality of the match between employment seeker desires and employee seeker attributes.

摘要翻译： 在本发明的一个实施例中，提供了基于匹配的就业系统和操作方法。 基于比赛的就业系统收集了多个雇主寻求者和雇主寻求者资料，与雇主寻求者和雇员寻求者简介进行双向匹配，并将至少一部分结果显示给雇主寻求者或雇主追求者。 基于匹配的就业系统还可以基于双向匹配分数来排列双向匹配结果，并根据排序显示双向匹配结果。 基于匹配的就业系统还可以执行匹配，使得大约70％的匹配分数取决于雇员寻求者欲望与求职者属性之间的匹配质量，并且约30％的匹配分数取决于匹配的质量 就业寻求者愿望和雇员追求者属性之间。

公开(公告)号：US20060229902A1

公开(公告)日：2006-10-12

申请号：US11331672

申请日：2006-01-13

申请人： Robert McGovern ,  Brian Farmer ,  Leslie Ferry ,  Erik Anderson ,  Pam Koczara ,  Brent Smith

发明人： Robert McGovern ,  Brian Farmer ,  Leslie Ferry ,  Erik Anderson ,  Pam Koczara ,  Brent Smith

IPC分类号： G06Q99/00

CPC分类号： G06Q10/1053 ,  G06Q10/06 ,  G06Q10/10 ,  G06Q10/105 ,  G06Q30/08 ,  G06Q50/01 ,  G06Q50/10

摘要： A method of operating an employment system is provided. The method includes generating a score for each of a plurality of possible results compared to information associated with a user, enabling the user to access a result of the plurality of possible results if the score generated for the result meets a threshold condition, enabling the user to adjust the threshold condition and preventing the user from adjusting the threshold condition beyond a minimum threshold condition. The score can be a bi-directional matching score. The minimum threshold condition can include a minimum score. The minimum score can be determined based on the percentage of the plurality of possible results that would be accessible to the user.

摘要翻译： 提供了一种操作就业系统的方法。 该方法包括为与用户相关联的信息相比较产生多个可能结果中的每一个的得分，使得用户能够访问多个可能结果的结果，如果为结果生成的得分满足阈值条件，使得用户 以调整阈值条件并防止用户将阈值条件调整到超过最小阈值条件。 得分可以是双向匹配得分。 最小阈值条件可以包括最小分数。 最小分数可以基于用户可访问的多个可能结果的百分比来确定。

公开(公告)号：US20070239468A1

公开(公告)日：2007-10-11

申请号：US11276913

申请日：2006-03-17

申请人： Yolanda O'Brien ,  Joonhyuk Lee ,  Pablo Luchsinger Newton ,  Marjorie Rew ,  Mikael Wegelius ,  Leslie Ferry ,  Mary Passenheim ,  Vidhya Vasudevan

发明人： Yolanda O'Brien ,  Joonhyuk Lee ,  Pablo Luchsinger Newton ,  Marjorie Rew ,  Mikael Wegelius ,  Leslie Ferry ,  Mary Passenheim ,  Vidhya Vasudevan

IPC分类号： G06Q10/00 ,  G06F15/02 ,  G06Q30/00

CPC分类号： G06Q10/105 ,  G06Q10/10 ,  G06Q10/1057 ,  G06Q30/0207 ,  G06Q40/12

摘要： A computerized system is described for automatically calculating compensation amounts for an employee of a corporation based on a set of compensation rules for the country of employment of the employee. A system administrator establishes sets of compensation rules for a plurality of countries by defining compensation types within each of the countries. The computerized system maintains the sets of compensation rules. Upon receiving a profile change request for the employee from a user, e.g., a manager, the computerized system retrieves the set of compensation rules associated with the country of employment of the employee and calculates compensation amounts for the employee. In this way, compensation amounts for the employee may be automatically calculated regardless of the country of employment of the employee. The compensation amounts may include compensation allocation amounts for each compensation type applied to the employee and a total cash compensation amount.

摘要翻译： 描述了一种计算机化系统，用于根据雇员雇用国的一套补偿规则自动计算公司雇员的补偿金额。 系统管理员通过在每个国家内定义赔偿类型来为多个国家建立赔偿规则。 计算机化系统维护了一套补偿规则。 计算机化系统从用户（例如经理）接收到雇员的简档变更请求后，检索与雇员的雇用国家相关联的一组补偿规则，并计算雇员的补偿金额。 以这种方式，雇员的补偿金额可以自动计算，而不管雇员的雇用国。 补偿金额可以包括对雇员应用的每种补偿类型的补偿分配金额和总现金补偿金额。