JP6854130B2 - Personnel management system - Google Patents

Description

The present invention relates to a personnel management system used when evaluating an employee and a department to which the employee belongs in a company or the like.

In organizations such as companies, it is important to utilize the abilities of employees, etc. to increase productivity and maximize profits, and in order to achieve this purpose, the abilities of employees, etc. and contribution to the company are justified. Need to be evaluated. In order to achieve this, it is common for the superior who manages the employee to carry out the personnel evaluation of his subordinates (see, for example, Patent Document 1).

On the other hand, there are also positions and departments that are difficult to produce results directly, such as middle managers and management departments, and the evaluation of such positions and departments is based on the positions (executives) that manage the positions and departments. Although it is carried out by the manager, etc., it is often evaluated based on the subjectivity of the evaluator, and the problem is that the gap between the evaluator and the evaluated person (department) becomes large.

In addition, when the boss directs work one by one or manages overtime in a situation where the employee is not evaluated properly, if the boss manages too much, the employee's development ability, processing ability, self-management ability , It may lead to a decrease in motivation and hinder the development of the company.

In order to solve these problems, the applicant sets points (virtual currency) according to the work requested or undertaken by the employee in the company, and the employee who becomes the orderer and the contractor. By exchanging points between accounts, it is proposed to quantify the amount of work and value, and to use the increased amount of the account that manages the points for personnel evaluation in a predetermined period (for example, patent). See Reference 2).

Japanese Unexamined Patent Publication No. 2006-185080 Japanese Unexamined Patent Publication No. 2016-126586

According to the proposal described in Patent Document 2 above, although it is possible to quantify the work performance of employees to some extent, in order to evaluate the department to which the employee belongs or the evaluation including work with an external organization. Further improvement was required for the personnel management system, which leads to improvement of each employee's development ability, processing ability, self-management ability, motivation, etc., such as insufficient personnel evaluation and unfairness of personnel evaluation.

The present invention has been made in view of the above facts, and its main technical problem is to quantify the work performance of the employee and the work performance of the department to which the employee belongs, and to evaluate the employee and the department to which the employee belongs. , It can be implemented with highly objective parameters including work performance with external organizations, and further, it is realized that bonuses are appropriately set based on highly objective parameters and paid to each employee. The purpose is to provide a personnel management system that improves employee motivation.

In order to solve the above-mentioned main technical problem, according to the present invention, it is a personnel management system composed of a computer, and a department account of a department and an individual account of an employee belonging to the department linked to the department. The account storage means for storing the data, the control means for managing the balance of each account stored in the account storage means, the business connected to the control means, the requested business, or the contracted business, and the business set accordingly. The control means includes at least a terminal means for inputting point information, and the control means has a point setting unit that sets and stores points set according to the work, a department account of the department that requested the work, or a request for the work. For evaluation based on the point balance and the point exchange department that transfers points set according to the business from the personal account of the employee who performed the work to the department account of the department that contracted the business or the personal account of the employee who contracted the business. It is provided with at least a bonus management department that sets bonuses given to individual employees according to the situation, and the bonus management department executes a calculation flow until the bonus amount of each employee is determined by a computer program. the operational flow executes the bonus funds storage step of executing a process of setting and storing the bonus funds to be dispensed, the processing to be distributed to each department of that prize given funds based on the balance of points that are savings department account The bonus resource distribution step and the points saved in the personal accounts of the employees belonging to the department are added up as the denominator, and the points saved in each employee's personal account are used as the numerator for the bonus resources distributed to each department. A personnel management system consisting of at least a personal bonus setting step that executes a process of setting the points obtained by multiplying as a bonus for each employee is provided.

When points are transferred from the department account or the personal account of an employee belonging to the department to the personal account of an employee belonging to another department by the control means, the point is transferred to the employee's personal account. The points are also added to the department account of the department to which the personal account is linked, and if the points are transferred from the personal account of the employee belonging to the department to the personal account of the employee belonging to another department, the points are transferred. However, the points are also deducted from the department account of the department to which the personal account is linked, and between the personal accounts of the employees belonging to the department or between the personal accounts of the employees belonging to the department and the department account. When points are exchanged, it is preferable that the balance of the department account of the relevant department is set so as not to fluctuate.

More preferably, the bonus resource distribution step divides the bonus resource stored in the bonus resource storage step into a first bonus resource and a second bonus resource and distributes them to each department. The first bonus resource is distributed to each department according to the number of employees who make up the department and the grade of each employee, and the second bonus resource is the points saved in the department account of each department. The total is used as the denominator, and the points saved in the department account of each department are multiplied by the second bonus resource and distributed to each department.

The personnel management system configured based on the present invention is stored in the department account of the department, the account storage means for storing the personal account of the employee belonging to the department linked to the department, and the account storage means. The control is provided with at least a control means for managing the balance of each account, a business requested or undertaken by being connected to the control means, and a terminal means for inputting point information set accordingly. The means is the point setting unit that sets and stores the points set according to the work, the department account of the department that requested the work, or the department of the department that undertook the work from the personal account of the employee who requested the work. A point exchange department that transfers points set according to the business to an account or an employee's personal account that undertakes the business, and a bonus management department that sets bonuses given to individual employees according to the evaluation based on the point balance. The bonus management department executes a calculation flow until the bonus amount of each employee is determined by a computer program, and the calculation flow sets and stores the bonus resources to be distributed. The bonus resource storage step to execute the process, the bonus resource distribution step to execute the process to distribute the bonus resource to each department based on the balance of the points saved in the department account, and the personal account of the employee belonging to the department. The points saved in are added up as the denominator, and the points saved in each employee's personal account are used as the numerator, and the points obtained by multiplying the bonus resources distributed to each department are set as the bonus for each employee. Since it is composed of at least the individual bonus setting step to execute the process, not only the normal work but also various work by supporting the work of other departments, giving advice, giving lectures, etc. Evaluation is made based on the points set according to the load and difficulty level, and bonuses are set and paid based on the balance of the accumulated points. As a result, the activities of individual employees are evaluated without being influenced by the subjectivity of the boss, the individual development ability, business processing ability, and self-management ability are improved, the boss's excessive management becomes unnecessary, and the company develops. Can be connected to.

It is a drawing which shows the whole block diagram of the personnel management system constructed based on this invention. It is a drawing for demonstrating the detail of the management server of this invention. It is explanatory drawing for demonstrating the flow of work using the personnel management system of this invention. It is a drawing which shows an example of the balance of the account aggregated by the personnel management system of this invention. It is explanatory drawing for demonstrating the outline of the execution step of the bonus management part of this invention. It is explanatory drawing for demonstrating the specific example of the bonus resource distribution step executed by the bonus management department shown in FIG. It is a figure for demonstrating the result of having distributed the bonus resource to each department by the execution of the bonus resource distribution step of FIG.

Hereinafter, the personnel management system configured based on the present invention will be described in more detail with reference to the accompanying drawings.

FIG. 1 schematically shows an example of a personnel management system configured based on the present invention. The personnel management system 1 of the present embodiment includes terminal means Y1 to Y3 assigned to each department (department A to department C), a management server 10 to which the terminal means Y1 to Y3 are connected, and an evaluation department terminal 20. The terminal means Y1 to Y3, the evaluation department terminal 20, and the communication network 2 as a connection means for connecting the management server 10 are included. Although the figure shows only three departments to be evaluated for convenience of explanation, it is not limited to this, and the company is organized by two departments or more departments. Also includes. Further, in FIG. 1, with the alternate long and short dash line as a boundary, the inside of the company is shown on the left side, and the external organization whose accounting is different from that of the company is shown on the right side. The external organizations include private companies, public institutions, individuals, and the like.

The management server 10 is composed of a computer and includes a high-speed central processing unit (CPU) and a large-scale storage means (main storage device such as RAM and ROM, auxiliary storage device such as magnetic disk). It is preferable, but not limited to this. The management server 10 is provided with control means, account storage means, and the like, and the details will be described later.

In the present embodiment, an example in which the terminal means Y1 to Y3 are arranged for each department is shown for convenience of explanation, but it is not always necessary to have one for each department, and one for each employee may be assigned. .. The terminal means Y1 to Y3 can use a personal computer, but are not limited to this, and can input business information described later, such as using a portable tablet terminal, and transmit the information to the management server 10. Any terminal can be used as long as it is equipped with.

The communication network 2 can use a generally known Internet line. By configuring the communication network 2 on the assumption that the Internet line is used, it is possible to access the management server 10 and input necessary information even when the terminal means Y1 to Y3 are outside the company. The present invention is not limited to this, and the communication network 2 may be configured only by a LAN (Local Area Network) line limited to the company, or a combination of an Internet line and a LAN in the company may be configured. It is possible to adopt any network means that can connect the terminal means Y1 to Y3 and the management server 10, including wired and wireless.

As shown in the figure, employees belonging to each department A to C (assumed to be a1 to a12, b1 to b8, and c1 to c10) are associated with each department A to C. Each department A to C to be evaluated and employees are grouped. The "department" in the present invention may refer to an aggregate to which a plurality of employees belong, and is not limited by a form or a name, and is any aggregate such as a department, a department, a section, a person in charge, a group, or the like. Also includes.

As shown in the figure, the management server 10 is connected to an external organization G (supplier, government office, transportation company, user, licensor, licensee, etc.) where money is expected to be exchanged via the communication network 2. The management server 10 manages the business between the external organization G and the company, and the information on the payment amount for the business.

The management server 10 of the personnel management system 1 in the present embodiment will be described in more detail with reference to FIG. The management server 10 is provided with at least a control means 12 and an account storage means 14. The control means 12 is composed of a point setting unit 12a, a point exchange unit 12b, an external expenditure / receipt management unit 12c, a personnel evaluation unit 12d, and a bonus management unit 12e configured based on the present invention. The external expenditure management unit 12c is composed of an external expenditure management unit 121 and an external income management unit 122, and the personnel evaluation unit 12d is composed of a department evaluation unit 123 and an individual evaluation unit 124. The point setting unit 12a, the point exchange unit 12b, the external expenditure input management unit 12c, the personnel evaluation unit 12d, and the bonus management unit 12e constituting the control means 12 are composed of computer programs and are registered in the memory of the management server 10. Based on the information input from the terminal means Y1 to Y3, the assigned process is appropriately executed. Further, the account storage means 14 is configured by an auxiliary storage device such as a magnetic disk, and is managed by the point exchange unit 12b.

The personnel evaluation unit 12d executes department evaluation and individual evaluation while referring to the information of the point balance of the account stored in the account storage means 14, and the personnel evaluation information obtained by the personnel evaluation unit 12d. Is set so that it can be viewed only from the evaluation department terminal 20 identified to be accessed by the person in charge of personnel evaluation among the terminal means for accessing the management server 10.

The bonus management unit 12e calculates the bonus amount for the employee while referring to the point balances of the department account and the individual account stored in the account storage means 14. The details of the calculation method will be described later.

The personnel management system 1 of the present invention is generally configured as described above, and in order to explain how the points distributed in the personnel management system 1 are accumulated in each account, the business flow is described. The structure of the account shown in FIG. 3 will be specifically described with reference to FIG.

The department account handled in the present invention is configured as shown in FIG. 4A, for example. More specifically, the department A account is assigned to the department account XA that manages the points of the department A and the employees (12 people in total) associated with the department A, and the points generated by the individual business execution. It is composed of personal accounts a1 to a12 for management.

Similar to the above-mentioned department A, the department B account is assigned to the department account XB that manages the points of the department B and the employees (8 people in total) associated with the department B, and is generated by the individual business execution. It is composed of personal accounts b1 to b8 for managing points, and the account of department C is also the same as above, the department account XC that manages the points of department C and the employees associated with department C (10 in total). It is composed of personal accounts c1 to c10 for managing points assigned to (name) and generated by individual business execution. Here, the "department account" manages both the points transferred to the department and the employee to which it belongs from outside the department, and the points transferred to the department and the employee to which the department belongs to the external department or the personal account. An "individual account" is an account for managing points exchanged in connection with the work requested or undertaken by an individual employee.

When points are transferred from a department account or an employee's personal account to an employee's personal account belonging to another department, the points are added to the transferred employee's personal account and the points are transferred. The same amount of points will be added to the department account of the department to which the personal account of the employee is linked. In addition, when points are transferred from the personal account of an employee belonging to a department to the personal account of an employee belonging to another department, the points are deducted from the personal account of the transferred employee and the transferred individual. The points are also deducted from the department account of the department to which the account is linked. If points are exchanged between the personal accounts of employees belonging to a department, or between the personal accounts of employees belonging to a department and the department accounts, the department accounts of the department will not change. The point exchange unit 12b manages such point exchange.

The above-mentioned information on the balance of each account is stored in the account storage means 14 provided in the management server 10, and is the department of each department at the beginning of a predetermined period to be evaluated by personnel, for example, at the beginning of the year. The points of the accounts XA, XB, XC, and each of the personal accounts a1 to a12, b1 to b8, and c1 to c10 are all set to 0. Then, the work performed by each department and each employee by the terminal means Y1 to Y3 assigned to each department A to C, the points set according to the work, the information that each work is completed, etc. By inputting, the point balance of each account changes. The process of increasing or decreasing the point balance of each account after the actual work occurs will be explained more concretely.

First, it is assumed that the user U classified as the external organization G places an order with the department C in charge of sales in order to purchase the product P (10 million yen) of the company concerned ((A) in FIG. 3). Since this work is a work that receives income from the external organization G, the employee c1 belonging to the department C to which the work is assigned is the control means 12 configured in the management server 10 from the terminal means Y3. Accessing the external income management department 122 of the external expenditure management department 12c, department C received an order for product P for 10 million yen, and employee c1 was assigned the work with 1,000,000 points. Enter.

Since the above product P needs to be customized according to the required specifications of the user U for the base product, the employee c1 customizes the base product based on the required specifications of the user U by the employee of the department B in charge of designing. Ask b1 ((a) in FIG. 3). At this time, a point is set between the employee c1 and the employee b1 according to the work related to the design in consideration of the load and time required for the work. In the present embodiment, the points corresponding to the design work are set to 1,000,000 points, and the contracted employee b1 accesses the control means 12 of the management server 10 from the terminal means Y2 of the department to which he / she belongs. In the point setting unit 12a, the department information of the requesting source, the business content, and the corresponding points are input.

Employee b1 performs a customized design according to the required specifications and completes the above-mentioned design work ordered. Report the completion of the design drawing of the product P to the employee c1 ((c) in FIG. 3), and if it is officially received, the information that the work performed by the employee b1 is completed is sent to the terminal means Y2. Access the control means 12 from and input. Since this work is a work undertaken by department C, the point exchange department 12b of the control means 12 transfers 1,000,000 points from the department account XC of department C to the personal account b1 of employee b1. Carry out the exchange. In this embodiment, points are transferred directly from the department account XC to the personal account b1, but the points are not limited to this, and 1 is formally transferred from the department account C to the personal account c1 which is the employee in charge. You may transfer million points to the personal account b1 of department B via the personal account c1. At this point, the department accounts XB, XC of the department B and the department C, and the personal accounts b1 of the employee b1 change as follows.

Department B:
Department account XB = 1,000,000 points Personal account b1 = 1,000,000 points Department C:
Department account XC = -1,000,000 points

Supplementally, when points are transferred from a department account or an employee's personal account to an employee's personal account belonging to another department by the action of the "point exchange unit" of the present invention, the transferred employee Since points are added to the personal account of the employee and the same points are also added to the department account of the department to which the employee belongs, the employee of another department B from the department account XC of the department C 1,000,000 points are transferred to the personal account b1 of b1, and the same points are also added to the department account XB.

Based on the completed design drawing, employee c1 requests the manufacturing department A to manufacture the product P. The design drawing created by the employee b1 is sent to the department A in charge of manufacturing, and the manufacturing work load of the product P undertaken by the department A and the manufacturing cost such as the parts cost required for manufacturing are taken into consideration. Million points are set and ordered ((d) in FIG. 3). The production of the product P is performed by a plurality of employees belonging to the department A, and the order is placed to the department A instead of the individual employees. In department A, four employees a1 to a4 are assigned as persons in charge of manufacturing the product P, and 500,000 points are set for each person according to the manufacturing work. Then, the person in charge said that the department A received an order for the production of the product P from the department C at 8,000,000 points, and assigned the manufacturing work to the employees a1 to a4 in the department A, and the employees a1 to a4. Accesses the management server 10 from the terminal means Y1 of the department A and inputs the fact that the company has undertaken the manufacturing work with 500,000 points to the point setting unit 12a. In this embodiment, the department C requests the department A to manufacture the product P. For example, the department B in charge of the design is requested to perform the work including the manufacturing, and the department B to the department A. On the other hand, the production of the product P may be requested.

Since it is necessary for department A to purchase parts p1 and p2 from an external supplier in order to manufacture product P, the necessary parts p1 and p2 are ordered from supplier S of external organization G for 6 million yen (in FIG. 3). (E)). Since this work involves spending on the external organization G, the work content and the actual amount of the planned expenditure are registered in the external expenditure management unit 121 of the external expenditure management unit 12c of the control means 12. For convenience of explanation, the parts to be ordered are described only in p1 and p2, but it is assumed that a larger number of parts are actually ordered from a plurality of suppliers.

When the parts p1 and p2 ordered from the supplier S are delivered to the department A ((f) in FIG. 3), the department A pays the supplier S an amount of 6 million yen according to the parts p1 and p2. .. When the information that the parts p1 and p2 are delivered and the price of the parts p1 and p2 is paid is input from the terminal means Y1 to the control means 12, the external expenditure management unit 121 is executed to execute the account storage means. The information is transmitted to the point exchange unit 12b that manages 14 points, and points corresponding to the price = 6,000,000 points are deducted from the department account XA of department A. At this point, the balances of the department accounts XA, XB, XC of departments A to C, and the employee's personal account b1 are as follows.

Department A:
Department account XA = -6,000,000 points Department B:
Department account XB = 1,000,000 points Personal account b1 = 1,000,000 points Department C:
Department account XC = -1,000,000 points

Employees a1 to a4 in charge of manufacturing product P in department A perform the assigned work, assemble and complete product P, and deliver it to department C, which is the contact point with user U (in FIG. 3). (G)). Since department A and department C are departments within the same company, the "delivery" does not necessarily mean that the product P is physically moved to department C, and the product P is moved into department A. Alternatively, it may be stored in a predetermined finished product storage place in the company and a report to the department C that the product P has been completed may be made. Then, after the product P is delivered to the department C, the terminal means Y1 of the department A in charge of manufacturing inputs to the control means 12 that the manufacturing operation of the product P has been completed. As a result, 8,000,000 points are transferred from the department account XC of the department C to the department account XA of the department A based on the points set in the point setting unit 12a, and at the same time, 8,000,000 points are transferred from the department account XA to the department A. 500,000 points will be transferred to each of the personal accounts a1 to a4 of the employees a1 to a4 who are in charge of manufacturing to which they belong. Here, in the control means 12 configured based on the present invention, when points are transferred from the department account to the employee belonging to the department, the account of the department account XA is not changed. As a result, the balance of each account becomes as follows.

Department A:
Department account XA = 2,000,000 points Personal account a1 = 500,000 points Personal account a2 = 500,000 points Personal account a3 = 500,000 points Personal account a4 = 500,000 points Department B:
Department account XB = 1,000,000 points Personal account b1 = 1,000,000 points Department C:
Department account XC = -9,000,000 points Personal account c1 = -9,000,000 points

To supplement the above change in the account balance, 8,000,000 points transferred from the department account XC of the department C to the department A are transferred to the department account XA of the department A, and the balance of the department account XA is -6. From, million points to 2,000,000 points. Then, 500,000 points are transferred from the department account XA to the individual accounts a1 to a4 of the employees a1 to a4 who are in charge of manufacturing the product P. Here, as described above, exchanging points within the same department does not change the points held by the department, so the department account is not changed. Therefore, the department account XA of department A remains unchanged at 2,000,000 points.

Upon receiving the completion of the product P, the department C delivers the product P to the user U (in FIG. 3 (c)). The user U who receives the product P pays 10 million yen to the department C as the price of the product P. The employee c1 inputs the delivery completion and payment completion information from the terminal means Y3. The price of 10 million yen paid by the user U is the actual money paid by the external organization G, and when the external income management unit 122 shown in FIG. 3 is executed, the price of 10 million yen is paid by the user U. Information to the effect that there was income is sent to the point exchange department 12b, and 10,000,000 points, which is equivalent to the price of 10 million yen, is transferred to the department account XC of department C. At the same time, when the work is completed, 1,000,000 points will be transferred from the department account XC to the personal account c1 of the employee c1 who was in charge of the work in the department C. As described above, the product P is ordered from the user U of the external organization G, each department cooperates in the company, and the business until the product P is finally delivered to the user U is executed. As a result, the balance of each account becomes as follows.

Department A:
Department account XA = 2,000,000 points Personal account a1 = 500,000 points Personal account a2 = 500,000 points Personal account a3 = 500,000 points Personal account a4 = 500,000 points Department B:
Department account XB = 1,000,000 points Personal account b1 = 1,000,000 points Department C:
Department account XC = 1,000,000 points Personal account c1 = 1,000,000 points

The above-mentioned point transfer, exchange, etc. are just an example, and the point exchange timing, such as the transfer destination and point amount when points are transferred along with the work, is adjusted between departments and employees as appropriate. .. For example, in the above-described embodiment, the customized design of the product P is directly requested to the employee b1 of the department B, but the work is requested to the department B instead of the individual employee b1 and the work is requested in the department B as appropriate. The necessary work may be assigned to a suitable person. In that case, the points to be considered for the customized design are transferred from the department account XC of the department C to the department account XB of the department B, and from the department account XB to the personal account b1. Points will be transferred according to the work to.

In the above-described embodiment, the balance of each account may become a negative value (minus) in the process of completing the business. Therefore, if the evaluation is performed in the middle of this stage, the evaluation result may be unfair if the evaluation is performed based on the balance of the account even though each employee is performing the work without any problem. is assumed. Therefore, in order to prevent this, the point exchange unit can be provided with a configuration that plays a role like a virtual "bank" in which points from the occurrence of business to the completion of business are temporarily repaid and transferred. In this embodiment, the transfer from the department account XC of the department C to the personal account b1 of the employee b1 of the department B, the point transfer to the department account XA of the department A that manufactured the product P, or the external from the department A. When the "bank" repays the points paid for the payment of money to the supplier S of the organization G and the points are transferred to each account upon completion of each business, the points were repaid. The points may be repaid to the "bank". By doing so, it is possible to prevent an unreasonably negative evaluation depending on the timing of the evaluation, even though the work is being carried out smoothly and without delay.

As described above, the balance of points in the department account and personal account increases or decreases as the work undertaken by each department or employee is carried out. FIG. 4A shows the point balance of the account accumulated by carrying out the business for a predetermined period, for example, 6 months. Note that FIG. 4A does not show the balances for all personal accounts and is partially omitted. Here, as shown in FIG. 4A, the balance of the department account XA of the department A is 11,400,000 points, and among the individual accounts, the individual account with the highest balance is the individual account a3, 1, It is understood that the personal account with the lowest balance of 250,000 points was 500,000 points of the personal account a4.

Similarly, the balance of the department account XB of department B is 13,680,000 points, the highest balance of the personal account is 1,600,000 points of the personal account b8, and the lowest is the personal account b2. Similarly, the balance of the department account XC of the department C is 11,400,000 points, which is the same as the department account XA of the department A, and the balance of the personal account is the highest in the personal account. It is understood that c2 had 2,500,000 points and the lowest was personal account c10 with 900,000 points. As described above, the balance of each account does not simply increase as the business is carried out, but increases or decreases by placing orders and orders for the business. In addition, the department account includes points directly transferred to the department account in addition to the points of the individual accounts of the employees belonging to each department, and it is not necessarily the sum of the points of the individual accounts from the above explanation. As you can see.

The operations of the department evaluation unit 123 and the individual evaluation unit 124 of the personnel evaluation unit 12d will be described. The department evaluation department 123 sets the balance of the department accounts XA to XC of each department A to C at the end of the predetermined period as the number of members of the department (department A: 12 people) in order to carry out the evaluation of the department in the predetermined period. , Department B: 8 people, Department C: 10 people). As a result, as shown in FIG. 4B, the points per person in each department are calculated. Evaluation of departments A to C is carried out based on this numerical value. In the example of FIG. 4B, the highest evaluation is given to department B, which has a point balance of 1,710,000 per person, and the lowest evaluation is given to the point balance of 950 per person. It becomes department A which is 000. In this way, it is not simply determined by the size of the balance of the department account of the department, but the department with high points per person is evaluated as having contributed to the business performance of the company efficiently.

On the other hand, the individual evaluation is carried out based on the balance of points in the individual account by executing the individual evaluation unit 124. As is clear from FIG. 4A, for example, the employee with the highest evaluation in department A is a3, and the employee with the lowest evaluation is a4. In this way, the evaluation of the department and the individual are carried out based on the evaluation of the department and the balance of the points of the individual account.

Here, in the personnel management system configured based on the present invention, the bonus management unit 12e executes by referring to the savings balance of the points of the department account and the personal account that are exchanged and changed according to the above-mentioned business performance. And the amount of bonus is calculated. The operation of the bonus management unit 12e will be described with reference to FIGS. 5 to 7.

FIG. 5 shows an outline of the calculation flow until the bonus management unit 12e determines the bonus amount of each employee. More specifically, the bonus management unit 12e has a bonus resource storage step and a bonus resource distribution. Steps and bonus setting steps are executed in sequence.

A company needs to prepare a source of bonuses to be paid to employees, and the amount of the source is determined based on the company's business performance for a predetermined period. In this embodiment, as an example, an average of 1.2 million yen / person is prepared, and since the total number of employees in departments A to C is 30, a total of 36 million yen is prepared. In reality, the basic bonus amount (hereinafter referred to as the "basic bonus amount") is determined based on the grade of each employee, so the basic bonus amount will be different depending on the grade of each employee.

In this embodiment, the total amount of bonuses given to individual employees is not determined by the above points, but 80% of the basic bonus amount is given in proportion to the grade, and is given to all employees. Will be paid. For example, for an average grade employee (basic bonus amount is 1.2 million yen), 80% of that, that is, a bonus of 1.2 million x 0.8 = 960,000 yen is guaranteed and paid regardless of the evaluation. .. Therefore, the bonus management unit 12e configured based on the present invention adjusts the remaining portion.

The bonus resource storage step that is first executed when the bonus is calculated by the bonus management unit 12e will be described more specifically. In the bonus resource memory step, an amount equivalent to 20% of the basic bonus amount set for each employee from the point balance of each employee's personal account in order to secure the source of the bonus for the above 20%. The points equivalent to the above are once contributed, aggregated, set as a bonus resource, and stored. As mentioned above, although the basic bonus amount of each person differs depending on the grade, the average basic bonus amount is set to 1.2 million yen and the total amount is 36 million yen, so all the employees who make up departments A to C The total points contributed from a1 to a12, b1 to b8, and c1 to c10 are 7.2 million points as shown in FIG.

If the bonus resource storage step described above is performed, the bonus resource distribution step is performed. In the bonus resource distribution step, the bonus resources contributed in the above bonus resource storage step are distributed to each department, but in the present embodiment, the bonus resources contributed by each employee are divided into two equal parts and the departments. 3.6 million points will be distributed to each department according to the number of people who make up the bonus, the grade of each employee, etc., and will be distributed to each department according to the balance of points saved in the department account. Divide into 3.6 million points as a departmental performance resource (second bonus resource).

A method of distributing the 3.6 million points allocated to the first bonus source to each department will be described. The first bonus source is distributed to each department in consideration of the number of employees in each department and the grade of each employee. Various notations are assumed for employee grades, but when determining the amount of the first bonus resource to be distributed to each department in this embodiment, the basic salary determined according to each employee grade is used. The value converted per hour is used as the value indicating the grade. Therefore, the higher the grade, the larger the value, and the lower the grade, the smaller the value. As shown in FIG. 6, the number of employees in department A is 12, department B is 8, and department C is 10. The average employee grade of department A is 1,800 / person, department B is 2,100 / person, and department C is 1,600 / person. The total grade of the employees of each of the above departments is 21,600 for department A, 16,800 for department B, and 16,000 for department C. Then, the first bonus resource (3.6 million points) is distributed to each department in proportion to the parameter considering the member composition (number of people and grade of each employee), that is, the total grade. More specifically, it is distributed based on the following calculation formula (see also FIG. 7). The fractions will be adjusted appropriately so that the total will be 3.6 million by rounding off.

Department A: 360 (10,000) x [21,600 / (21,600 + 16,800 + 16,000)
)] = 142.9 (10,000) ・ ・ ・ ・ (1)

Department B: 360 (10,000) x [16,800 / (21,600 + 16,800 + 16,000)
)] = 111.2 (10,000) ・ ・ ・ ・ (2)

Department C: 360 (10,000) x [16,000 / (21,600 + 16,800 + 16,000)
)] = 105.9 (10,000) ... (3)

By using the above formula, the first bonus source will be distributed to each department according to the number of employees who make up the department and the grade of each employee, and will be linked to the department. The higher the number of employees and the higher the grade, the higher the number, and the number and grade are properly considered.

Next, a method of distributing 3.6 million points allocated to the second bonus resource will be described. The distribution of points that will be the source of the second bonus shall be based on the performance of the department, that is, the balance of the department account. That is, the point balances of the department accounts XA, XB, and XC are added up (see the formula (4) below) as the denominator, and the points saved in the department account of the department that calculates the points to be distributed are used as the numerator. The value calculated by multiplying the bonus resources (3.6 million) of (see equations (5) to (7) below) is distributed to each department (see FIG. 7). More specifically, it is calculated by the following formula. As with the first bonus source, the fractions are appropriately adjusted by rounding or the like so that the total amount is 3.6 million.

Department account total value = 11,400,000 + 13,680,000 + 11,400,000
= 36,480,000 ... (4)

Department A: 360 (10,000) x (11,400,000 / 36,480,000)
= 112.5 (10,000) ... (5)

Department B: 360 (10,000) x (13,680,000 / 36,480,000)
= 135.0 (10,000) ・ ・ ・ ・ (6)

Department C: 360 (10,000) x (11,40,000 / 36,480,000)
= 112.5 (10,000) ... (7)

As described above, by executing the bonus resource distribution step, the first bonus resource and the second bonus resource are distributed to each department A to C, and as a result, 255.4 to department A. In the meantime, department B will be allocated 246,000, and department C will be allocated 21.84 million as a source of bonuses. If there is a department where the point balance of the department account in the specified period is 0 or negative, the balance of the department account of that department should not be included in the calculation, and the second bonus resource should be used. Will not be distributed.

When the above-mentioned bonus resource distribution step is executed, the individual bonus setting step is executed based on the point balance of each employee from the bonus resources distributed to each department. The specific calculation method will be described below.

In the individual bonus setting step, the points saved in the individual account belonging to the department are added up as the denominator, and the points saved in the individual account are used as the numerator, and the points obtained by multiplying the bonus resources distributed to each department. Set the amount as an individual bonus. FIG. 6 shows the total value obtained by adding up the points saved in the personal accounts belonging to the departments of each department. This is used to set the bonus amount for each employee. The specific calculation method is shown below. The point balance of the employee's personal account is obtained by referring to FIG. 4 (a), and the two decimal places and below are rounded down for convenience of explanation.

<Bonus resources>
Department A: 255.4 million Department B: 24.62 million Department C: 218.4 million

<Example of bonus calculation for each employee>
Employee a1: 255.4 (10,000) x (750,000 / 8,570,000)
= 22.3 (10,000) ... (8)

Employee b1: 246.2 (10,000) x (1,000,000 / 9,750,000)
= 25.2 (10,000) ... (9)

Employee c1: 218.4 (10,000) x (1,000,000 / 9,250,000)
= 23.6 (10,000) ... (10)

Based on the above-mentioned individual bonus amounts (8) to (10), the total amount of individual bonuses actually paid is calculated. In this embodiment, 80% of the basic bonus amount is paid regardless of the point balance of the employee's personal account. Therefore, if the above employees a1, b1 and c1 are average grade employees (basic bonus amount =). In the case of 1.2 million), the total bonus amount is the sum of the amount calculated from the above formulas (8) to (10) plus 960,000 yen. As can be understood from the above bonus calculation example, by reflecting the savings balance of the department account and individual account, the total bonus of employee a1 is 11.83 million, which is 17,000 less than the basic bonus amount. Become. In addition, the total bonus of employee b1 is 1.212 million, which is 12,000 more than the basic bonus.

The present invention is not limited to the above-described embodiment, and various modifications can be assumed without departing from the technical scope of the present invention. In the present embodiment, 80% of the basic bonus amount is paid regardless of the evaluation of the individual or department, and the remaining 20% is calculated based on the point balance of the department account or individual account. Is not limited to this, and in order to increase employee motivation, a larger proportion of the basic bonus amount may be calculated and paid based on the present invention.

Further, in the present embodiment, the bonus resources set and stored in the bonus resource storage step are equally divided into the first bonus resource and the second bonus resource and distributed to each department by different methods. However, the present invention is not limited to this, and the entire amount of the bonus resources collected, set and stored in the bonus resource storage step may be distributed to each department as the second bonus resources.

In the present embodiment, the points circulated on the above-mentioned personnel management system 1 are not limited to the same numerical values as the actually circulated money, but are separated from the actually circulated money and devised as virtual currency. It can be a unique point that has been made. It is preferable to circulate the same numerical value as the actual currency as points, because it is possible to obtain an effect that makes it clear at a glance how much each employee or department has contributed to the company. In addition, by distributing points equivalent to actual money, it is possible to efficiently determine the cost of requesting business to an outside or a department inside the company, which leads to reduction of unnecessary costs.

Further, in the point setting unit 12b of the control means 12 of the present embodiment, each time a business occurs, a point to be exchanged between the orderer and the contractor after considering the difficulty level, required manpower, period, etc. of the business. The amount was adjusted and decided. As a result, it becomes clear that the department that carries out the work efficiently, or the employee can undertake the work at a low point, and the department or employee with excellent cost performance related to the execution of the work to be requested. It becomes possible to easily select the member. On the other hand, if the requested work is a routine work or a combination of routine work, the point amount suitable for the work is set in advance in a point table or the like, and the points are automatically calculated simply by inputting the work type from the terminal means. It may be set to. In this way, it is possible to avoid problems such as mistakes in setting points and unfairness such as the required points differing depending on the requesting employee despite the routine work.

Further, in the description of the above-described embodiment, the exchange with the user U and the supplier S has been described as an example of the expenditure and income of money with the external organization G, but the exchange with the external organization G in the corporate activity has been described. Various other examples of expenditure and income are expected. For example, in a department that handles patent applications in a company, expenditures to an external organization G, for example, the Japan Patent Office, are frequently generated in the process of carrying out the application business. In addition, when the transportation related to the delivery of the product is outsourced to an external transportation company, the transportation cost is managed as an expenditure to the external organization G (transportation company). Further, if the department manages the real estate owned by the company, the tenant fee from the tenant who rents the real estate can be managed as income from the external organization G. Then, points according to each expenditure and income are deducted or transferred from the department account of the department in charge of the business.

In the above-described embodiment, an example in which the control means 12 and the account storage means 14 are arranged on the management server 10 in the company is shown, but the place where the control means 12 and the account storage means 14 are actually arranged is There is no particular limitation. In recent years, in order to avoid loss of information in the event of a disaster or the like, servers are distributed and placed outside the company, and the servers are placed outside the company via the communication network 2. The control means 12 and the account storage means 14 can be registered to configure the personnel management system.

1: Personnel management system 2: Communication network 10: Management server 12: Control means 12a: Point setting unit 12b: Point exchange unit 12c: External expenditure management unit 12d: Personnel evaluation unit 12e: Bonus management unit 14: Account balance storage unit 20: Evaluation department terminals Y1 to Y3: Terminal means

Claims (3)

It is a personnel management system composed of computers.
An account storage means for storing the department account of the department and the personal accounts of employees belonging to the department linked to the department, and a control means for managing the balance of each account stored in the account storage means. It is provided with at least a business requested or contracted by being connected to the control means, and a terminal means for inputting point information set accordingly.
The control means
A point setting unit that sets and stores points set according to work,
From the department account of the department that requested the business or the personal account of the employee who requested the business, the department account of the department that contracted the business or the personal account of the employee who contracted the business was set according to the business. The point exchange part to transfer points and
It has at least a bonus management department that sets bonuses given to individual employees according to the evaluation based on the point balance.
The bonus management unit executes a calculation flow until the bonus amount of each employee is determined by a computer program, and the calculation flow executes a process of setting and storing the bonus resources to be distributed. The memory step, the bonus resource distribution step that executes the process of distributing the bonus resources to each department based on the balance of the points saved in the department account, and the points saved in the personal account of the employee belonging to the department summed in the denominator, individual bonus point to a point which is savings in individual accounts obtained by multiplying the bonus funds distributed to departments as molecules of each employee to perform a process of setting a bonus for each employee Setting steps and
A personnel management system consisting of at least. By the control means
When points are transferred from the department account or the personal account of an employee belonging to the department to the personal account of an employee belonging to another department, the personal account of the employee to whom the points are transferred is linked. The points will also be added to the department account of the department
When points are transferred from the personal account of an employee belonging to a department to the personal account of an employee belonging to another department, the points are also deducted from the department account of the department to which the transferred personal account is linked. Being done
If points are exchanged between the personal accounts of employees belonging to a department, or between the personal accounts of employees belonging to a department and the department accounts, the balance of the department accounts of the department will not change. The personnel management system according to claim 1, which is set. The bonus resource distribution step divides the bonus resources stored in the bonus resource storage step into a first bonus resource and a second bonus resource and distributes them to each department.
The first bonus source is distributed to each department according to the number of employees constituting the department and the grade of each employee.
The second bonus resource is the sum of the points saved in the department account of each department as the denominator, and the points saved in the department account of each department are used as the numerator and multiplied by the second bonus resource to each department. The personnel management system according to claim 1 or 2 to be distributed.

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