CN115953063B - Method and device for tracking performance management - Google Patents
Method and device for tracking performance management Download PDFInfo
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Abstract
The embodiment of the invention relates to the technical field of performance management, and discloses a method for tracking performance management, which comprises the following steps: receiving task completion information submitted by each employee; retrieving a department month plan associated with the corresponding department based on the department information and retrieving an employee personal plan associated with the position based on the position information; determining a month completion status of the corresponding department based on all the received task completion information; determining comprehensive performance scores of corresponding departments or staff according to the monthly completion condition and the work completion information; and the final comprehensive performance score is associated and stored with corresponding departments or corresponding employee information. The method for tracking performance management in the embodiment of the invention can effectively carry out comprehensive analysis on the progress of the whole project and personnel conditions, further improve the overall performance evaluation efficiency of the company and finally assist in improving the working efficiency of the company.
Description
Technical Field
The invention relates to the technical field of performance management, in particular to a method and a device for tracking performance management.
Background
At present, a common company adopts a manual mode to complete performance statistics; and not to mention that this approach is prone to large omission and is also a great inconvenience for information query efficiency. And such statistics generally only allow one result to be seen if the upper manager needs to know the details under performance and also needs to ask the corresponding authorities. Therefore, designing a solution that can realize omnibearing performance assessment and facilitate performance tracking is a technical problem to be solved by those skilled in the art.
Disclosure of Invention
Aiming at the defects, the embodiment of the invention discloses a method for tracking performance management, which can comprehensively and automatically finish performance assessment of staff, and can effectively carry out comprehensive analysis on the progress of the whole project and the condition of the staff, thereby improving the overall efficiency of a company.
The first aspect of the embodiment of the invention discloses a method for tracking performance management, which comprises the following steps:
receiving task completion information submitted by each employee, acquiring employee information corresponding to each employee, and determining department information associated with each employee and position information of the corresponding employee according to the employee information and the human resource information; the task completion information comprises the number of projects, the work completion time associated with the project task and the project completion amount;
invoking a department month plan associated with a corresponding department based on the department information and an employee personal plan associated with the job based on the job information; the department month plan comprises department work tasks and employee task weights; the employee task weight is used for characterizing the work difficulty of the assigned task of the corresponding employee;
respectively carrying out matching calculation with corresponding employee personal plans based on all the received task completion information to obtain work completion information of each employee, obtaining the work completion information of all the employees of the department based on the department information and calculating employee task weights to obtain corresponding department completion information, and carrying out matching with a department month plan according to the department completion information to determine month completion conditions of corresponding departments;
Determining comprehensive performance scores of corresponding departments or staff according to the monthly completion conditions and the work completion information; and the final comprehensive performance score is associated and stored with corresponding departments or corresponding employee information.
In an optional implementation manner, in the first aspect of the embodiment of the present invention, the employee task weight is obtained through the following steps:
acquiring task information to be allocated and department information, dismantling the task information to be allocated by a work task, and sending the dismantled dismantling task to a corresponding department director;
at the department manager, configuring corresponding employee task weights based on the decomposition tasks, and distributing the decomposition tasks with the weight configuration to corresponding employees; and during the execution of the task to be allocated, the employee task weight may be modified, and a modification record is made once for each modification.
As an optional implementation manner, in the first aspect of the embodiment of the present invention, the performance management method further includes:
receiving work evaluation information submitted by each employee;
and retrieving work evaluation information associated with the staff information to be evaluated based on the staff information to be evaluated to perform performance evaluation so as to obtain corresponding performance scores.
In a first aspect of the embodiment of the present invention, the retrieving, based on the employee information to be evaluated, the work evaluation information associated with the employee information to be evaluated to perform performance evaluation to obtain a corresponding performance score includes:
when the staff to be evaluated is an intra-group member, acquiring first evaluation contents of other staff members associated with the intra-group member, acquiring second evaluation contents of an intra-group supervisor about the staff to be evaluated and acquiring third evaluation contents of other departments associated with the task;
determining a first performance score of the staff to be evaluated based on the first evaluation content, wherein the first performance score is used for determining the intra-group coordination degree of the staff to be evaluated; determining a second performance score to be evaluated based on the second evaluation content, wherein the second performance score is used for determining task completion capacity of staff to be evaluated; determining a third performance score of the staff to be evaluated based on the third evaluation content, wherein the third performance score is used for determining the actual work performance situation of the staff to be evaluated;
when the staff to be evaluated is an intra-group supervisor, fourth evaluation contents of other staff members associated with the intra-group supervisor are obtained, fifth evaluation contents of other supervisors about the staff to be evaluated are obtained, and sixth evaluation contents of other departments associated with the task are obtained;
Determining a fourth performance score of the staff to be evaluated based on the fourth evaluation content, wherein the fourth performance score is used for determining the intra-group coordination degree of the staff to be evaluated; determining a fifth performance score to be evaluated based on the fifth evaluation content, wherein the fifth performance score is used for determining task completion capacity of staff to be evaluated; determining a sixth performance score of the staff to be evaluated based on the third evaluation content, wherein the sixth performance score is used for determining the actual work performance situation of the staff to be evaluated;
inputting the performance score into a performance evaluation formula to calculate and obtain an evaluation performance score of the staff to be evaluated, and associating the evaluation performance score with corresponding staff information; and carrying out data uplink on the comprehensive performance evaluation, the work evaluation content and the employee information to store data.
As an optional implementation manner, in the first aspect of the embodiment of the present invention, the employee task weight is associated with an employee level, and the monthly completion condition and the work completion information are used to determine an integrated performance score of a corresponding department or employee;
and determining the comprehensive performance score of the corresponding department or employee according to the evaluation performance score, the monthly completion condition and the work completion information.
As an optional implementation manner, in the first aspect of the embodiment of the present invention, the performance management method further includes:
receiving customer feedback evaluation information collected by a customer service end, and extracting corresponding evaluation content and evaluation objects from the customer feedback information;
determining whether the evaluation content is a department-specific evaluation or an employee-specific evaluation based on the evaluation content and the evaluation object, determining the final evaluation weight of the evaluation performance score of the corresponding employee in the comprehensive performance score based on the evaluation content and the evaluation object, increasing the final evaluation weight if the evaluation content is positive content, and decreasing the final evaluation weight if the evaluation content is negative content.
A second aspect of an embodiment of the present invention discloses a system for tracking performance management, including:
and a receiving module: the system comprises a system and a method, wherein the system is used for receiving task completion information submitted by each employee and acquiring employee information corresponding to each employee, and determining department information associated with each employee and position information of the corresponding employee according to the employee information and human resource information; the task completion information comprises the number of projects, the work completion time associated with the project task and the project completion amount;
And a calling module: for retrieving a department month plan associated with a corresponding department based on the department information and retrieving an employee personal plan associated with the job based on the job information; the department month plan comprises department work tasks and employee task weights; the employee task weight is used for characterizing the work difficulty of the assigned task of the corresponding employee;
and (3) calculating a matching module: the system comprises a task completion information acquisition module, a task completion information acquisition module and a task weight calculation module, wherein the task completion information acquisition module is used for acquiring task completion information of each employee according to the task completion information;
and a storage module: the comprehensive performance score of the corresponding department or staff is determined according to the monthly completion condition and the work completion information; and the final comprehensive performance score is associated and stored with corresponding departments or corresponding employee information.
As an optional implementation manner, in the second aspect of the embodiment of the present invention, the system for performance management further includes:
An evaluation receiving module: the work evaluation information is used for receiving the work evaluation information submitted by each employee;
and a calling module: and the performance evaluation device is used for retrieving the work evaluation information associated with the staff information to be evaluated based on the staff information to be evaluated to perform performance evaluation so as to obtain corresponding performance scores.
A third aspect of an embodiment of the present invention discloses an electronic device, including: a memory storing executable program code; a processor coupled to the memory; the processor invokes the executable program code stored in the memory for performing the method of tracking performance management disclosed in the first aspect of the embodiment of the present invention.
A fourth aspect of the embodiments of the present invention discloses a computer-readable storage medium storing a computer program, where the computer program causes a computer to execute the method for tracking performance management disclosed in the first aspect of the embodiments of the present invention.
Compared with the prior art, the embodiment of the invention has the following beneficial effects:
according to the performance management tracking method, the current task progress and performance completion situation are determined by comparing the task completion situation of each employee with the employee personal plan, performance assessment of each employee can be rapidly and effectively completed through the method, comprehensive analysis can be effectively carried out on the progress of the whole project and the personnel situation, overall performance assessment efficiency of a company is improved, and finally work efficiency of the company is assisted.
Drawings
In order to more clearly illustrate the technical solutions of the embodiments of the present invention, the drawings that are needed in the embodiments will be briefly described below, and it is obvious that the drawings in the following description are only some embodiments of the present invention, and other drawings may be obtained according to these drawings without inventive effort for a person skilled in the art.
Fig. 1 is a flow chart of a method of tracking performance management disclosed in an embodiment of the present invention;
FIG. 2 is a schematic diagram of an employee task weight acquisition process according to an embodiment of the present invention;
FIG. 3 is a schematic flow chart of the work evaluation information acquisition disclosed in the embodiment of the invention;
fig. 4 is a schematic diagram of a specific flow of performance scoring disclosed in an embodiment of the present invention;
FIG. 5 is a flow chart of a method of work collaborative management disclosed in an embodiment of the present invention;
FIG. 6 is a flow chart diagram of a determination of a collaboration capability value as disclosed in an embodiment of the invention;
FIG. 7 is a flow chart illustrating the determination of a task orchestration efficiency value according to an embodiment of the present invention;
FIG. 8 is a flow chart diagram of a determination of a work capacity value disclosed in an embodiment of the present invention;
fig. 9 is a schematic structural diagram of a system for tracking performance management according to an embodiment of the present invention;
Fig. 10 is a schematic structural diagram of an electronic device according to an embodiment of the present invention.
Detailed Description
The following description of the embodiments of the present invention will be made clearly and completely with reference to the accompanying drawings, in which it is apparent that the embodiments described are only some embodiments of the present invention, but not all embodiments. All other embodiments, which can be made by those skilled in the art based on the embodiments of the invention without making any inventive effort, are intended to be within the scope of the invention.
It should be noted that the terms "first," "second," "third," "fourth," and the like in the description and in the claims of the present invention are used for distinguishing between different objects and not necessarily for describing a particular sequential or chronological order. The terms "comprises," "comprising," and "having," and any variations thereof, are intended to cover a non-exclusive inclusion, such that a process, method, system, article, or apparatus that comprises a list of steps or elements is not necessarily limited to those steps or elements expressly listed or inherent to such process, method, article, or apparatus.
At present, a common company adopts a manual mode to complete performance statistics; and not to mention that this approach is prone to large omission and is also a great inconvenience for information query efficiency. And such statistics generally only allow one result to be seen if the upper manager needs to know the details under performance and also needs to ask the corresponding authorities. The embodiment of the invention discloses a method, a device, electronic equipment and a storage medium for tracking performance management, which are used for determining the current task progress and performance completion situation by comparing the task completion situation of each employee with the employee personal plan.
Example 1
Referring to fig. 1, fig. 1 is a flowchart illustrating a method for tracking performance management according to an embodiment of the present invention. The execution main body of the method described in the embodiment of the invention is an execution main body composed of software or/and hardware, and the execution main body can receive related information in a wired or/and wireless mode and can send a certain instruction. Of course, it may also have certain processing and storage functions. The execution body may control a plurality of devices, such as a remote physical server or cloud server and related software, or may be a local host or server and related software that performs related operations on a device that is located somewhere, etc. In some scenarios, multiple storage devices may also be controlled, which may be located in the same location or in different locations than the devices.
As shown in fig. 1, the tracking performance management-based method includes the following steps:
s101: receiving task completion information submitted by each employee, acquiring employee information corresponding to each employee, and determining department information associated with each employee and position information of the corresponding employee according to the employee information and the human resource information; the task completion information comprises the number of projects, the work completion time associated with the project task and the project completion amount;
the step is mainly to acquire task completion information submitted by each employee, such as how many lines of codes of the projects are completed in the month for programmers, and how many product suggestions are completed in cooperation with a product department; how much sales performance is completed for the sales department; what the composition of performance is, how many new customers are and how many old customers are; for the product sector, how many products are developed and how much sales the products correspond to, which are data support that can be used as performance assessment. The task completion conditions of all people are required to be collected, and after the task completion is carried out, other people in each department can also send to a department manager for comprehensive auditing, and the subsequent performance calculation is carried out after the auditing passes.
S102: invoking a department month plan associated with a corresponding department based on the department information and an employee personal plan associated with the job based on the job information; the department month plan comprises department work tasks and employee task weights; the employee task weight is used for characterizing the work difficulty of the assigned task of the corresponding employee;
because the performance assessment modes adopted by different departments are also different, the mode for assessing different positions is also different; even if specific examination contents of different staff in the same department are different, when specific implementation is carried out, corresponding work plans can be matched with personal information of the staff through department information, and the work plans can set different plan contents even for different staff; this enables more personalized performance calculations.
S103: respectively carrying out matching calculation with corresponding employee personal plans based on all the received task completion information to obtain work completion information of each employee, obtaining the work completion information of all the employees of the department based on the department information and calculating employee task weights to obtain corresponding department completion information, and carrying out matching with a department month plan according to the department completion information to determine month completion conditions of corresponding departments;
Because the personal task completion situation and the personal planning situation are possessed, the personal performance completion situation can be obtained by rapid calculation; particularly, even if the staff with better performance completion condition is informed of the information; through the mode, the corresponding task completion rate can be calculated.
S104: determining comprehensive performance scores of corresponding departments or staff according to the monthly completion conditions and the work completion information; and the final comprehensive performance score is associated and stored with corresponding departments or corresponding employee information.
And completing the corresponding comprehensive performance score according to the work completion conditions of departments and staff. And at the beginning, the department plan and the personal plan can be put down to staff individuals for assignment, and a plan making mode from top to bottom can also be adopted. After the comprehensive performance of each employee is finally calculated, the performance conditions of different departments can be judged through the comprehensive performance, the conditions of different employees can be judged through the comprehensive performance, the final performance can be used as a data basis for semi-annual assessment of departments or semi-annual assessment of individuals, and then the final performance is used as a job level assessment basis of individuals.
More preferably, fig. 2 is a schematic diagram of an employee task weight obtaining flow disclosed in the embodiment of the present invention, and as shown in fig. 2, the employee task weight is obtained by:
s1021: acquiring task information to be allocated and department information, dismantling the task information to be allocated by a work task, and sending the dismantled dismantling task to a corresponding department director;
s1022: at the department manager, configuring corresponding employee task weights based on the decomposition tasks, and distributing the decomposition tasks with the weight configuration to corresponding employees; and during the execution of the task to be allocated, the employee task weight may be modified, and a modification record is made once for each modification.
By decomposing the work task at the beginning of the month and then determining the work content of each person, the corresponding task weight is configured based on the fact that the work content of each person needs to be managed, for example, the work is relatively difficult, the staff task weight is relatively large, the work is relatively simple, the staff task weight is relatively small, and therefore the difficulty level between different works can be measured more fairly.
The staff task weight can be modified, and the performance evaluation can be more practically carried out on a certain task through the setting because the possibility of estimating deviation of the task is possible, and each modification is recorded once, and when the staff task weight is embodied, the data before and after the whole modification process can be recorded through the operation of the blockchain data uplink, so that the disclosure fairness of the performance evaluation can be effectively ensured, and the tracing is also convenient.
More preferably, fig. 3 is a schematic flow chart of acquiring the work evaluation information according to the embodiment of the present invention; as shown in fig. 3, the performance management method further includes:
s105: receiving work evaluation information submitted by each employee;
s106: and retrieving work evaluation information associated with the staff information to be evaluated based on the staff information to be evaluated to perform performance evaluation so as to obtain corresponding performance scores.
Besides the evaluation of work contents, the cooperation among teams is also very important when the implementation is carried out, so that the evaluation among teams is also very important, and therefore, the work evaluation of each staff on the rest is required to be obtained, for example, the staff in the same group need to evaluate on other colleagues in the same group, the staff in different groups can evaluate on colleagues in other departments of related projects, and the like, and the evaluation of each user is collected comprehensively to achieve the purpose of comprehensively evaluating the performance of a specific user without other mistakes.
More preferably, fig. 4 is a schematic flowchart of a specific performance score disclosed in the embodiment of the present invention, as shown in fig. 4, where the step of retrieving, based on the employee information to be evaluated, work evaluation information associated with the employee information to be evaluated to perform performance evaluation to obtain a corresponding performance score includes:
s1061: when the staff to be evaluated is an intra-group member, acquiring first evaluation contents of other staff members associated with the intra-group member, acquiring second evaluation contents of an intra-group supervisor about the staff to be evaluated and acquiring third evaluation contents of other departments associated with the task;
s1062: determining a first performance score of the staff to be evaluated based on the first evaluation content, wherein the first performance score is used for determining the intra-group coordination degree of the staff to be evaluated; determining a second performance score to be evaluated based on the second evaluation content, wherein the second performance score is used for determining task completion capacity of staff to be evaluated; determining a third performance score of the staff to be evaluated based on the third evaluation content, wherein the third performance score is used for determining the actual work performance situation of the staff to be evaluated;
s1063: when the staff to be evaluated is an intra-group supervisor, fourth evaluation contents of other staff members associated with the intra-group supervisor are obtained, fifth evaluation contents of other supervisors about the staff to be evaluated are obtained, and sixth evaluation contents of other departments associated with the task are obtained;
S1064: determining a fourth performance score of the staff to be evaluated based on the fourth evaluation content, wherein the fourth performance score is used for determining the intra-group coordination degree of the staff to be evaluated; determining a fifth performance score to be evaluated based on the fifth evaluation content, wherein the fifth performance score is used for determining task completion capacity of staff to be evaluated; determining a sixth performance score of the staff to be evaluated based on the third evaluation content, wherein the sixth performance score is used for determining the actual work performance situation of the staff to be evaluated;
s1065: inputting the performance score into a performance evaluation formula to calculate and obtain an evaluation performance score of the staff to be evaluated, and associating the evaluation performance score with corresponding staff information; and carrying out data uplink on the comprehensive performance evaluation, the work evaluation content and the employee information to store data.
By the steps, comprehensive performance calculation can be realized.
More preferably, the employee task weight is associated with an employee level, and the monthly completion and work completion information are used to determine an integrated performance score for the corresponding department or employee;
and determining the comprehensive performance score of the corresponding department or employee according to the evaluation performance score, the monthly completion condition and the work completion information.
The purpose of comprehensively evaluating staff in enterprises is obtained through comprehensive evaluation information, personal task completion information and department completion information.
More preferably, the performance management method further includes:
receiving customer feedback evaluation information collected by a customer service end, and extracting corresponding evaluation content and evaluation objects from the customer feedback information;
determining whether the evaluation content is a department-specific evaluation or an employee-specific evaluation based on the evaluation content and the evaluation object, determining the final evaluation weight of the evaluation performance score of the corresponding employee in the comprehensive performance score based on the evaluation content and the evaluation object, increasing the final evaluation weight if the evaluation content is positive content, and decreasing the final evaluation weight if the evaluation content is negative content.
Besides the evaluation information in the company staff, the feedback of the client can be collected, and if the evaluation of the client to a certain sales staff is positive, the weight of the final evaluation information in the overall performance evaluation is improved; by adopting the mode, the team using the client as the guiding concept can be truly realized, and finally the overall task completion degree is better. The method is not only suitable for evaluating staff in enterprises, but also can evaluate performance when the corresponding staff is the outsourcing staff, but also can acquire evaluation information of a client company when evaluation is acquired, and then determine performance conditions of the staff in the company based on the evaluation information of the client company.
According to the performance management tracking method, the current task progress and performance completion situation are determined by comparing the task completion situation of each employee with the employee personal plan, performance assessment of each employee can be rapidly and effectively completed through the method, comprehensive analysis can be effectively carried out on the progress of the whole project and the personnel situation, overall performance assessment efficiency of a company is improved, and finally work efficiency of the company is assisted.
Example two
Referring to fig. 5, fig. 5 is a flowchart illustrating a method for collaborative work management according to an embodiment of the present invention. The execution main body of the method described in the embodiment of the invention is an execution main body composed of software or/and hardware, and the execution main body can receive related information in a wired or/and wireless mode and can send a certain instruction. Of course, it may also have certain processing and storage functions. The execution body may control a plurality of devices, such as a remote physical server or cloud server and related software, or may be a local host or server and related software that performs related operations on a device that is located somewhere, etc. In some scenarios, multiple storage devices may also be controlled, which may be located in the same location or in different locations than the devices.
As shown in fig. 5, the method based on work collaborative management includes the following steps:
s201: acquiring task information of a project to be processed of a current enterprise, and performing task disassembly on the task information to determine all subtask information, wherein the subtask information comprises subtask time limit, subtask category and subtask responsible person;
the method mainly comprises the steps of obtaining project information to be processed, and then disassembling the project to split the project into a plurality of subtasks, for example, when obtaining corresponding product development tasks, the project information can be disassembled into a product group, a development group, a test group and an operation and maintenance group; and then setting own time limit requirements and corresponding responsible persons according to the requirements of each task. The quick assembly of the group can be realized by adopting a mode of setting by a responsible person.
For projects established by enterprises aiming at specific products or businesses, related staff needs to construct corresponding project flows aiming at actual working contents of the projects and disassemble tasks so as to control each link in the project after the project is developed, for example, the enterprises can formulate corresponding project flows aiming at an internet product, wherein the project flows comprise a plurality of stages of project starting, development testing, online and the like, and specific working contents are related to each stage. Each subtask can at least reflect each working stage in the project flow and the association relation among the working stages, so that a general responsible person can monitor and manage the project whole and the work of each stage through supervising each subtask.
S202: receiving selected personnel information input by each subtask responsible person, judging whether the number of people required for completing the task is reached based on the selected personnel information, and if so, completing the construction of the corresponding subtask group; if not, executing the next operation; wherein the number of people required for completing the task is calculated based on the subtask time limit;
the method mainly comprises the steps of providing an individual list for a responsible person of a subtask, wherein the responsible person can preferentially select relatively suitable persons to build a team; under the condition that the built team is imperfect, quick personnel building is completed through the enterprise system. The rapid fusion recommendation mode is more convenient for large company teams, and because large company staff are numerous, the range of staff known by each person is limited, the recommendation speed of the whole team staff can be greatly improved through the intelligent matching mode, and the team coordination work is facilitated.
S203: acquiring identity information of all staff at a current enterprise, and determining attribute information of corresponding staff based on the identity information, wherein the attribute information comprises job level information, working capacity information, collaboration capacity value and history item information; determining member information to be entered according to the subtask information, the selected personnel information and attribute information of corresponding personnel;
More preferably, fig. 6 is a schematic flow chart of determining a collaboration capability value according to an embodiment of the present invention, and as shown in fig. 6, the collaboration capability value is obtained by:
s2031: when detecting that staff performs intra-department collaboration, acquiring intra-department communication collaboration data, and determining corresponding first collaboration data according to the intra-department communication collaboration data; the first collaboration data are used for representing communication conditions among corresponding staff in the departments;
s2032: when detecting that staff performs inter-department collaboration, acquiring inter-department communication collaboration data, and determining corresponding second collaboration data according to the inter-department communication collaboration data; the second collaboration data are used for representing communication conditions of corresponding staff among departments;
s2033: when detecting that staff performs inter-company cooperation, acquiring inter-company communication cooperation data, and determining corresponding third cooperation data according to the inter-company communication cooperation data; the third collaboration data are used for representing communication conditions of corresponding staff among the companies;
s2034: and calculating corresponding collaboration capacity values according to a preset weight configuration mode and the first collaboration data, the second collaboration data and the third collaboration data.
The above steps are mainly used for obtaining the data of the collaboration between the staff and other staff, and the collaboration mode has various modes, such as message communication collaboration, research, development, writing and summary collaboration. The message communication collaboration can be the collaboration of staff to work tasks in the modes of instant messaging application, mail, meeting and the like, the research and development type collaboration can be the collaboration of staff to finish one task in a work project, taking a program development scene as an example, after staff a uploads codes to a code base of one work project, namely, the fact that staff a initiates one collaboration action to other staff in the work project is indicated. Work summary class collaboration may be the summarization or evaluation of work progress between employees; through the multiple modes, the collaboration mode between the staff and the staff at the same level, the collaboration mode between the staff and the superior level, the collaboration mode between the staff and the cross departments, the collaboration mode between the staff and the cross companies can be obtained, then corresponding data are obtained according to each different situation, under different situations, the collaboration situation of the staff is determined, and then the collaboration capacity value of the staff is calculated.
In the implementation, besides identifying and obtaining the respective collaboration degree of the staff, the collaboration degree between different staff and different staff is not completely fixed, for example, the collaboration degree of staff A is 30 for a first supervisor; for the second director, the degree of collaboration of staff A becomes 40; for a third supervisor, employee a may even become 50; even the combination between different employees is not fixed; the reference degree can be calculated, and then the overall collaboration degree calculation is performed on the overall group again, so that the overall collaboration data can be obtained, and more accurate collaboration data acquisition can be realized through the mode. And better chemical reaction among different staff can be excavated, and the improvement of the overall team capacity can be facilitated.
When the method is implemented, the collaboration capacity value is not defined completely according to the communication frequency, but a correlation is set between the collaboration and the completion degree of the project, and when the completion degree of the project is higher, the corresponding collaboration is considered to be more effective communication; therefore, reasonable communication frequency needs to be set through multiple projects, and the communication frequency is set in a reasonable interval, but not the higher the communication frequency is, the better the communication frequency is, but the communication processing needs to be performed based on actual requirements.
More preferably, fig. 8 is a schematic flow chart of determining a working capability value according to the embodiment of the present invention, and as shown in fig. 8, the working capability information is a working capability value, and the working capability value is obtained by:
s203a: acquiring working data of all staff in an enterprise;
s203b: preprocessing the working data to obtain preprocessed working index data, wherein the working index data comprises a professional knowledge index, an ability improvement index, a working attitude index and a working completion index;
s203c: inputting the working index data into a capacity evaluation model for calculation to obtain a corresponding working capacity value, wherein the capacity evaluation model is constructed by the following steps:
Acquiring historical work data of all staff in an enterprise;
preprocessing the historical working data to obtain preprocessed working index data;
determining the proportion of the corresponding index in the historical working data according to the entropy probability calculation formula;
determining a capacity utility value of the corresponding index according to the specific gravity; and determining a weight coefficient corresponding to each index based on the capability utility value and a weight calculation formula, and completing construction of a corresponding capability evaluation model according to the weight coefficient, wherein the weight calculation formula is as follows:
wherein W is j Representing the weight coefficient of each index in the working capacity model, e j Information entropy representing each index, m representing the number of samples.
More preferably, after obtaining the task information of the project to be processed by the current enterprise, the method further comprises:
evaluating and confirming the required personnel types and the quantity through actual project task information, wherein the personnel types comprise product personnel, development personnel and testers; and configuring different capability models and communication models for different personnel types to evaluate the working capability value and the cooperation capability value.
The working capacity is disassembled, then a plurality of working capacity indexes are obtained, the working capacity value of the staff is obtained through the acquisition and calculation of the initial indexes of the staff, and the working capacity value is used as an important index for evaluating the staff capacity, so that a user can know the user more intuitively.
S204: and calculating the task cooperative efficiency of the corresponding sub-task group according to the cooperative capacity value in the member information of each to-be-entered group, determining to complete the construction of the sub-task group when the numerical value of the task cooperative efficiency is the highest, and constructing a new work membership based on the sub-task group to perform cooperative management.
More preferably, after receiving the selected personnel information input by the responsible person of each subtask, the method further comprises:
and determining the number of tasks to be processed on the hands of the corresponding personnel according to the selected personnel information, removing the corresponding selected personnel information when the task to be processed is processed and the task processing period exceeds a set value, and sending corresponding reminding information to the subtask responsible person.
More preferably, fig. 7 is a schematic flow chart of determining a task collaboration efficiency value according to an embodiment of the present invention, where the collaboration capability value includes a collaboration value with a different employee and a collaboration value with a different supervisor as shown in fig. 7;
the task cooperative efficiency of the corresponding subgroup is obtained by calculation according to the cooperative capacity value in the member information of each group to be entered, and the method comprises the following steps:
s2041: acquiring all members of a group to be entered, and determining internal association relations among the members of the group to be entered;
S2042: determining the collaboration value among different members according to the internal association relation value;
s2043: and calculating the collaboration value of all the members to be entered, calculating corresponding task collaboration efficiency according to the collaboration value, and carrying out data analysis on the members to be entered to determine the combination of the corresponding members to be entered.
The collaboration value of different member combinations can be obtained through the steps, then the overall task is calculated and converged, and the personnel combination with the highest overall task collaboration efficiency is obtained, so that the final project can be performed more stably.
More preferably, the method for collaborative management of work further includes:
when the task cooperative efficiency of the subtask responsible person in the waiting group member is detected to be smaller than the task cooperative efficiency of the subtask responsible person not included in the waiting group member, reminding information is sent to the product responsible person.
Because the setting responsible person has certain subjectivity, when setting, if the detection finds that the responsible person is lower than the task cooperative efficiency without the responsible person, the setting responsible person needs to remind the total responsible person of needing to replace the setting responsible person, and an employee can be selected from a newly built group to be used as a new responsible person of the task.
After the group construction is completed, the communication condition and the task completion condition among the groups and among the group staff in the process are required to be continuously acquired, the data of the staff in each project are updated by continuously acquiring various data, and the working capacity and the cooperation capacity are updated, so that the data of the staff can be continuously and effectively updated, the obtained data can be more fit with the actual condition, and the enterprises can more accurately select and cooperate the staff; achieving better balance between working capacity and communication capacity.
According to the method for collaborative work management in the embodiment of the invention, the project task is disassembled, so that the project is divided into a plurality of subtasks, then the corresponding construction of the work group is determined according to the subtasks, finally whether the corresponding construction of the group is completed or not is determined according to the overall work collaborative efficiency of the group, the omnibearing collaborative evaluation can be realized, the operation efficiency of the overall enterprise can be greatly improved by matching the staff with higher collaborative efficiency together, and the enterprise competitiveness is finally improved.
Example III
Referring to fig. 9, fig. 9 is a schematic structural diagram of an apparatus for tracking performance management according to an embodiment of the present invention. As shown in fig. 9, the apparatus for tracking performance management may include:
The receiving module 21: the system comprises a system and a method, wherein the system is used for receiving task completion information submitted by each employee and acquiring employee information corresponding to each employee, and determining department information associated with each employee and position information of the corresponding employee according to the employee information and human resource information; the task completion information comprises the number of projects, the work completion time associated with the project task and the project completion amount;
the calling module 22: for retrieving a department month plan associated with a corresponding department based on the department information and retrieving an employee personal plan associated with the job based on the job information; the department month plan comprises department work tasks and employee task weights; the employee task weight is used for characterizing the work difficulty of the assigned task of the corresponding employee;
calculation matching module 23: the system comprises a task completion information acquisition module, a task completion information acquisition module and a task weight calculation module, wherein the task completion information acquisition module is used for acquiring task completion information of each employee according to the task completion information;
The storage module 24: the comprehensive performance score of the corresponding department or staff is determined according to the monthly completion condition and the work completion information; and the final comprehensive performance score is associated and stored with corresponding departments or corresponding employee information.
More preferably, the employee task weight is obtained by the following steps:
the acquisition module is used for: the system comprises a task management system, a task management system and a task management system, wherein the task management system is used for acquiring task information to be distributed and department information, carrying out work task disassembly on the task information to be distributed, and sending disassembled disassembly tasks to corresponding department authorities;
and (3) a configuration module: the department manager is used for configuring corresponding employee task weights based on the decomposition tasks and distributing the decomposition tasks with the weight configuration to corresponding employees; and during the execution of the task to be allocated, the employee task weight may be modified, and a modification record is made once for each modification.
More preferably, the system for performance management further comprises:
an evaluation receiving module: the work evaluation information is used for receiving the work evaluation information submitted by each employee;
and a calling module: and the performance evaluation device is used for retrieving the work evaluation information associated with the staff information to be evaluated based on the staff information to be evaluated to perform performance evaluation so as to obtain corresponding performance scores.
According to the performance management tracking method, the current task progress and performance completion situation are determined by comparing the task completion situation of each employee with the employee personal plan, performance assessment of each employee can be rapidly and effectively completed through the method, comprehensive analysis can be effectively carried out on the progress of the whole project and the personnel situation, overall performance assessment efficiency of a company is improved, and finally work efficiency of the company is assisted.
Example IV
Referring to fig. 10, fig. 10 is a schematic structural diagram of an electronic device according to an embodiment of the invention. The electronic device may be a computer, a server, or the like, and of course, may also be an intelligent device such as a mobile phone, a tablet computer, a monitor terminal, or the like, and an image acquisition device having a processing function. As shown in fig. 10, the electronic device may include:
a memory 510 storing executable program code;
a processor 520 coupled to the memory 510;
wherein the processor 520 invokes executable program code stored in the memory 510 to perform some or all of the steps in the method of tracking performance management in accordance with the first embodiment.
An embodiment of the present invention discloses a computer-readable storage medium storing a computer program, wherein the computer program causes a computer to execute some or all of the steps in the method for tracking performance management in the first embodiment.
The embodiment of the invention also discloses a computer program product, wherein when the computer program product runs on a computer, the computer is caused to execute part or all of the steps in the method for tracking performance management in the first embodiment.
The embodiment of the invention also discloses an application release platform, wherein the application release platform is used for releasing the computer program product, and the computer is caused to execute part or all of the steps in the method for tracking performance management in the first embodiment when the computer program product runs on the computer.
In various embodiments of the present invention, it should be understood that the size of the sequence numbers of the processes does not mean that the execution sequence of the processes is necessarily sequential, and the execution sequence of the processes should be determined by the functions and internal logic thereof, and should not constitute any limitation on the implementation process of the embodiments of the present invention.
The units described as separate units may or may not be physically separate, and units shown as units may or may not be physical units, may be located in one place, or may be distributed on a plurality of network units. Some or all of the units may be selected according to actual needs to achieve the purpose of the embodiment.
In addition, each functional unit in the embodiments of the present invention may be integrated in one processing unit, or each unit may exist alone physically, or two or more units may be integrated in one unit. The integrated units may be implemented in hardware or in software functional units.
The integrated units, if implemented in the form of software functional units and sold or used as stand-alone products, may be stored in a computer-accessible memory. Based on this understanding, the technical solution of the present invention, or a part contributing to the prior art or all or part of the technical solution, may be embodied in the form of a software product stored in a memory, comprising several requests for a computer device (which may be a personal computer, a server or a network device, etc., in particular may be a processor in a computer device) to execute some or all of the steps of the method according to the embodiments of the present invention.
In the embodiments provided herein, it should be understood that "B corresponding to a" means that B is associated with a, from which B can be determined. It should also be understood that determining B from a does not mean determining B from a alone, but may also determine B from a and/or other information.
Those of ordinary skill in the art will appreciate that some or all of the steps of the various methods of the described embodiments may be implemented by hardware associated with a program that may be stored in a computer-readable storage medium, including Read-Only Memory (ROM), random-access Memory (Random Access Memory, RAM), programmable Read-Only Memory (Programmable Read-Only Memory, PROM), erasable programmable Read-Only Memory (Erasable Programmable Read-Only Memory, EPROM), one-time programmable Read-Only Memory (OTPROM), electrically erasable programmable Read-Only Memory (EEPROM), compact disc Read-Only Memory (Compact Disc Read-Only Memory, CD-ROM), or other optical disk Memory, magnetic disk Memory, tape Memory, or any other medium capable of being used to carry or store data that is readable by a computer.
The method, the device, the electronic equipment and the storage medium for tracking performance management disclosed by the embodiment of the invention are described in detail, and specific examples are applied to the description of the principle and the implementation mode of the invention, and the description of the above embodiments is only used for helping to understand the method and the core idea of the invention; meanwhile, as those skilled in the art will have variations in the specific embodiments and application scope in accordance with the ideas of the present invention, the present description should not be construed as limiting the present invention in view of the above.
Claims (7)
1. A method of tracking performance management, comprising:
task disassembly is carried out on the project task information to determine all subtask information, wherein the subtask information comprises subtask time limit, subtask category and subtask responsible person;
acquiring identity information of all staff at a current enterprise, and determining attribute information of corresponding staff based on the identity information, wherein the attribute information comprises job level information, working capacity information, collaboration capacity value and history item information; determining member information to be entered according to the subtask information, the selected personnel information and attribute information of corresponding personnel;
calculating task cooperative efficiency of a corresponding subgroup according to the cooperative capacity value in the member information of each to-be-entered group, determining to complete the construction of a subtask subgroup when the numerical value of the task cooperative efficiency is highest, and constructing a new work membership based on the subtask subgroup to perform cooperative management;
receiving task completion information submitted by each employee, acquiring employee information corresponding to each employee, and determining department information associated with each employee and position information of the corresponding employee according to the employee information and the human resource information; the task completion information comprises the number of projects, the work completion time associated with the project task and the project completion amount;
Invoking a department month plan associated with a corresponding department based on the department information and an employee personal plan associated with the job based on the job information; the department month plan comprises department work tasks and employee task weights; the employee task weight is used for characterizing the work difficulty of the assigned task of the corresponding employee;
respectively carrying out matching calculation with corresponding employee personal plans based on all the received task completion information to obtain work completion information of each employee, obtaining the work completion information of all the employees of the department based on the department information and calculating employee task weights to obtain corresponding department completion information, and carrying out matching with a department month plan according to the department completion information to determine month completion conditions of corresponding departments;
receiving work evaluation information submitted by each employee;
when the staff to be evaluated is an intra-group member, acquiring first evaluation contents of other staff members associated with the intra-group member, acquiring second evaluation contents of an intra-group supervisor about the staff to be evaluated and acquiring third evaluation contents of other departments associated with the task;
determining a first performance score of the staff to be evaluated based on the first evaluation content, wherein the first performance score is used for determining the intra-group coordination degree of the staff to be evaluated; determining a second performance score to be evaluated based on the second evaluation content, wherein the second performance score is used for determining task completion capacity of staff to be evaluated; determining a third performance score of the staff to be evaluated based on the third evaluation content, wherein the third performance score is used for determining the actual work performance situation of the staff to be evaluated;
When the staff to be evaluated is an intra-group supervisor, fourth evaluation contents of other staff members associated with the intra-group supervisor are obtained, fifth evaluation contents of other supervisors about the staff to be evaluated are obtained, and sixth evaluation contents of other departments associated with the task are obtained;
determining a fourth performance score of the staff to be evaluated based on the fourth evaluation content, wherein the fourth performance score is used for determining the intra-group coordination degree of the staff to be evaluated; determining a fifth performance score to be evaluated based on the fifth evaluation content, wherein the fifth performance score is used for determining task completion capacity of staff to be evaluated; determining a sixth performance score of the staff to be evaluated based on the third evaluation content, wherein the sixth performance score is used for determining the actual work performance situation of the staff to be evaluated;
inputting the performance score into a performance evaluation formula to calculate and obtain an evaluation performance score of the staff to be evaluated, and associating the evaluation performance score with corresponding staff information; and the evaluation performance score, the work evaluation content and the employee information are subjected to data uplink to store data;
determining comprehensive performance scores of corresponding departments or staff according to the monthly completion conditions and the work completion information; and the final comprehensive performance score is associated and stored with corresponding departments or corresponding employee information.
2. The method of tracking performance management as defined in claim 1, wherein the employee task weights are obtained by:
acquiring task information to be allocated and department information, dismantling the task information to be allocated by a work task, and sending the dismantled dismantling task to a corresponding department director;
at the department manager, configuring corresponding employee task weights based on the decomposition tasks, and distributing the decomposition tasks with the weight configuration to corresponding employees; and during the execution of the task to be allocated, the employee task weight may be modified, and a modification record is made once for each modification.
3. The method of tracking performance management as defined in claim 1, wherein the employee task weights are associated with employee levels, the monthly completion and work completion information being used to determine an integrated performance score for a respective department or employee;
and determining the comprehensive performance score of the corresponding department or employee according to the evaluation performance score, the monthly completion condition and the work completion information.
4. The method of tracking performance management as defined in claim 1, wherein the method of performance management further comprises:
Receiving customer feedback evaluation information collected by a customer service end, and extracting corresponding evaluation content and evaluation objects from the customer feedback information;
determining whether the evaluation content is a department-specific evaluation or an employee-specific evaluation based on the evaluation content and the evaluation object, determining the final evaluation weight of the evaluation performance score of the corresponding employee in the comprehensive performance score based on the evaluation content and the evaluation object, increasing the final evaluation weight if the evaluation content is positive content, and decreasing the final evaluation weight if the evaluation content is negative content.
5. A system for tracking performance management, comprising:
task disassembly is carried out on the project task information to determine all subtask information, wherein the subtask information comprises subtask time limit, subtask category and subtask responsible person;
acquiring identity information of all staff at a current enterprise, and determining attribute information of corresponding staff based on the identity information, wherein the attribute information comprises job level information, working capacity information, collaboration capacity value and history item information; determining member information to be entered according to the subtask information, the selected personnel information and attribute information of corresponding personnel;
Calculating task cooperative efficiency of a corresponding subgroup according to the cooperative capacity value in the member information of each to-be-entered group, determining to complete the construction of a subtask subgroup when the numerical value of the task cooperative efficiency is highest, and constructing a new work membership based on the subtask subgroup to perform cooperative management;
and a receiving module: the system comprises a system and a method, wherein the system is used for receiving task completion information submitted by each employee and acquiring employee information corresponding to each employee, and determining department information associated with each employee and position information of the corresponding employee according to the employee information and human resource information; the task completion information comprises the number of projects, the work completion time associated with the project task and the project completion amount;
and a calling module: for retrieving a department month plan associated with a corresponding department based on the department information and retrieving an employee personal plan associated with the job based on the job information; the department month plan comprises department work tasks and employee task weights; the employee task weight is used for characterizing the work difficulty of the assigned task of the corresponding employee;
and (3) calculating a matching module: the system comprises a task completion information acquisition module, a task completion information acquisition module and a task weight calculation module, wherein the task completion information acquisition module is used for acquiring task completion information of each employee according to the task completion information;
Receiving work evaluation information submitted by each employee;
when the staff to be evaluated is an intra-group member, acquiring first evaluation contents of other staff members associated with the intra-group member, acquiring second evaluation contents of an intra-group supervisor about the staff to be evaluated and acquiring third evaluation contents of other departments associated with the task;
determining a first performance score of the staff to be evaluated based on the first evaluation content, wherein the first performance score is used for determining the intra-group coordination degree of the staff to be evaluated; determining a second performance score to be evaluated based on the second evaluation content, wherein the second performance score is used for determining task completion capacity of staff to be evaluated; determining a third performance score of the staff to be evaluated based on the third evaluation content, wherein the third performance score is used for determining the actual work performance situation of the staff to be evaluated;
when the staff to be evaluated is an intra-group supervisor, fourth evaluation contents of other staff members associated with the intra-group supervisor are obtained, fifth evaluation contents of other supervisors about the staff to be evaluated are obtained, and sixth evaluation contents of other departments associated with the task are obtained;
determining a fourth performance score of the staff to be evaluated based on the fourth evaluation content, wherein the fourth performance score is used for determining the intra-group coordination degree of the staff to be evaluated; determining a fifth performance score to be evaluated based on the fifth evaluation content, wherein the fifth performance score is used for determining task completion capacity of staff to be evaluated; determining a sixth performance score of the staff to be evaluated based on the third evaluation content, wherein the sixth performance score is used for determining the actual work performance situation of the staff to be evaluated;
Inputting the performance score into a performance evaluation formula to calculate and obtain an evaluation performance score of the staff to be evaluated, and associating the evaluation performance score with corresponding staff information; and the evaluation performance score, the work evaluation content and the employee information are subjected to data uplink to store data;
and a storage module: the comprehensive performance score of the corresponding department or staff is determined according to the monthly completion condition and the work completion information; and the final comprehensive performance score is associated and stored with corresponding departments or corresponding employee information.
6. An electronic device, comprising: a memory storing executable program code; a processor coupled to the memory; the processor invokes the executable program code stored in the memory for performing the method of tracking performance management of any one of claims 1 to 4.
7. A computer readable storage medium storing a computer program, wherein the computer program causes a computer to perform the method of tracking performance management of any one of claims 1 to 4.
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