CN104156813A - Performance appraisal system based on performance standard mapping method - Google Patents
Performance appraisal system based on performance standard mapping method Download PDFInfo
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- CN104156813A CN104156813A CN201410380663.0A CN201410380663A CN104156813A CN 104156813 A CN104156813 A CN 104156813A CN 201410380663 A CN201410380663 A CN 201410380663A CN 104156813 A CN104156813 A CN 104156813A
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- 238000013507 mapping Methods 0.000 title claims abstract description 14
- 238000000034 method Methods 0.000 title abstract description 8
- 238000001028 reflection method Methods 0.000 claims description 16
- 238000011156 evaluation Methods 0.000 claims description 4
- 102100025568 Voltage-dependent L-type calcium channel subunit beta-1 Human genes 0.000 description 5
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Abstract
The invention discloses a performance appraisal system based on a performance standard mapping method. The performance appraisal system comprises a grade input module used for inputting the actual assessment score of staff, a grade management module used for establishing a grade line function graph according to the input actual assessment score and managing the actual assessment score by utilizing the grade line function graph, and a grade assessment module used for assessing the actual assessment score by utilizing the performance standard mapping method. According to the invention, the fairness and the applicability of the final performance appraisal score can be ensured.
Description
Technical field
The present invention relates to performance check management technical field, relate in particular to a kind of performance appraisal system based on performance benchmark reflection method.
Background technology
The development need employee's of enterprise support, its initiative, enthusiasm and creativeness will produce huge effect to enterprise's existence and development.And obtain employee's support, just must to employee set up a set of rationally effectively performance appraisal system manage.Performance appraisal is an important content of human resource management, utilizes exactly various effective wire examination methods to go to transfer employee's enthusiasm and the creative employee's of raising satisfaction and following sense of accomplishment, finally reaches " doulbe-sides' victory " of enterprises and individuals's development.
Along with the day by day attention of enterprise to human resource management, how in the management of human resources, to set up a set of effective, fair performance appraisal system, become the important topic of enterprise human resource management.In existing enterprise human resource management performance appraisal scoring, there is serious defect in examination scoring technology, some scoring persons are comparatively loose in the time examining scoring, some scoring persons yardstick of marking is too strict, under different scoring yardsticks, relatively the performance appraisal mark between all departments is nonsensical, the result that different scoring persons' mark finally obtains can not really reflect evaluated person's actual performance, and this problem has had a strong impact on fairness and the availability of final performance appraisal mark.
Summary of the invention
The invention provides a kind of performance appraisal system based on performance benchmark reflection method, ensured fairness and the availability of performance appraisal mark.
The object of the invention is to be achieved through the following technical solutions:
Based on a performance appraisal system for performance benchmark reflection method, it is characterized in that, this system comprises:
Scoring load module: input for the actual examination mark to employee;
Scoring administration module: set up scoring line function figure according to the actual examination mark of described input, utilize described scoring line function figure to manage described actual examination mark;
Scoring evaluation module: utilize performance benchmark reflection method to examine described actual examination mark.
Compared with prior art, the embodiment of the present invention at least has the following advantages:
In the embodiment of the present invention, carry out systematized management and calculating by the evaluation of employee mark that statistics is obtained, obtain the examination mark after mapping, utilize performance benchmark reflection method to eliminate the impact of scoring person's yardstick, difference scoring person is organized to score data more and be fused among a unified scoring person yardstick, thereby ensured fairness and the availability of final performance appraisal mark.
Brief description of the drawings
Fig. 1 is the structured flowchart of a kind of performance appraisal system based on performance benchmark reflection method of proposing of the present invention;
A kind of schematic diagram of setting up scoring line function figure that Fig. 2 provides for the embodiment of the present invention;
The schematic diagram of a kind of performance benchmark reflection method that Fig. 3 provides for the embodiment of the present invention.
Embodiment
As shown in Figure 1, be a kind of structured flowchart of the performance appraisal system based on performance benchmark reflection method that the embodiment of the present invention proposes, comprising:
Scoring load module: input for the actual examination mark to employee;
Scoring administration module: set up scoring line function figure according to the actual examination mark of described input, utilize described scoring line function figure to manage described actual examination mark;
Scoring evaluation module: utilize performance benchmark reflection method to examine described actual examination mark.
With a preferred embodiment, technical scheme of the present invention is described below:
In the present invention, by obtaining the actual examination mark of all departments in company, the examination mark of handling others' member of higher level in all departments is eliminated, utilized the examination score graph of all departments that obtain, set up scoring line function figure.Concrete, set up taking X-axis as transverse axis, scoring line function figure taking Y-axis as the longitudinal axis, wherein, described X-axis only represents starting point and the terminal of straight line, Y-axis represents to examine mark, get examination mark minimum in department in starting point, get examination mark maximum in department at terminal, starting point is connected with straight line with terminal, simultaneously by the examination mark of all employees in department from left to right successively mark to this straight line, because all the other employees' examination mark is to peak by mark of initial minimum point, so this straight line can be found out each employee's examination mark intuitively.
The function of described department scoring line is Y=KX+B, and the maximum examination mark that wherein K represents department is poor with minimum examination mark, and B represents the minimum examination mark of department.
Concrete, get the minimum mean value of examining mark of all departments in starting point, get the mean value of all departments maximum examination mark at terminal, starting point is connected with straight line with terminal, this straight line is exactly the benchmark scoring line of all departments examination mark.
Scoring line function after all departments mergers is Y=K
cx+B
c, wherein K
crepresent the poor of the mean value of all departments maximum examination mark and the mean value of minimum examination mark, B
crepresent the mean value of all departments minimum examination mark.
By the mark examination fractional point of all employees in line of department, intersect at benchmark scoring line to the upper (lower) parallel lines that do Y-axis, examine the benchmark mapping point of mark with the joining of benchmark scoring line.
As shown in Figure 2, in conjunction with specific embodiments described foundation scoring line function figure is made an explanation:
Certain actual examination mark of the A of department and the B of department is as follows:
Set up scoring line function figure according to the examination mark of the A of department and the B of department, wherein X-axis does not have implication, only has starting point and terminal, and Y-axis represents to examine mark.
The scoring line of the A of drafting department: get the minimum score 8.1 (A3) in the A of department in starting point, get the maximum examination mark 9.3 (A6) in the A of department at terminating point, then these 2 are drawn a straight line.To straight line, be from left to right A3, A7, A2, A4, A1, A5, A6 by all examination mark marks in the A of department successively.
The function of the A of department scoring line is Y=KX+B; Wherein, the minimum examination mark A3 of maximum examination mark A6-department of K=department, the minimum examination mark A3 of B=department; Be Y=(A6-A3) X+A3=(9.3-8.1) X+8.1=2.2X+8.1.
The method for drafting of the B of department scoring line is identical with said method, will repeat no more.
As shown in Figure 3, in conjunction with specific embodiments described performance benchmark reflection method is made an explanation:
The benchmark scoring line of the A of drafting department and the B of department, concrete: to get in the A of department the mean value CAB1 of minimum score in minimum score and the B of department, CAB1=(A3+B3)/2=(8.1+5.3)/2=6.7 in starting point.
Get in the A of department the mean value CAB2 of largest score in largest score and the B of department, CAB2=(A6+B7)/2=(9.3+8.2)/2=8.75 at terminating point.CAB1,2 of CAB2 are drawn a straight line, and this straight line is the benchmark scoring line of the A of department and the B of department, is called for short the C of merged departments benchmark scoring line.
Further, the function of the C of merged departments benchmark scoring line is Y=K
cx+B
c; Wherein, K
c=CAB2-CAB1, B
c=CAB1; Be Y=(CAB2-CAB1) X+CAB1=(8.75-6.7) X+6.7=2.05X+6.7.
All examination marks of the A of department, B are mapped to the C of merged departments and substantially mark on line, concrete:
Get any examination mark in the A of department scoring line, as A7, the parallel lines that do Y-axis taking A7 as starting point downwards intersect benchmark scoring line in CA7, and CA7 is the benchmark mapping point of examination mark A7.
In like manner, all the A of department examination marks are mapped on benchmark scoring line, the corresponding point after mapping are as follows:
| The A of department | A1 | A2 | A3 | A4 | A5 | A6 | A7 |
| The C of merged departments | CA1 | CA2 | CAB1 | CA4 | CA5 | CAB2 | CA7 |
Calculate mapping point mark on the C of merged departments benchmark scoring line:
A7=8.2; The A of department scoring line function Y=2.2X+8.1; The C of merged departments benchmark scoring line function Y=2.05X+6.7;
Bring the A of department scoring line function Y=2.2X+8.1 into Y=8.2 and obtain X=0.08;
Bring the C of merged departments benchmark scoring line function Y=2.05X+6.7 into X=0.08 and obtain Y=6.9, i.e. value=6.9 of mapping point CA7; Examination mark CA7=6.9 after examination mark A7 mapping.
In like manner, all the A of department examination marks are mapped on benchmark scoring line, calculate examination mark after all mappings as follows:
The examination mark mapping method of the B of department is identical with said method, will repeat no more.
After processing by the performance benchmark reflection method in this programme performance appraisal system, the all examination marks of the A of department and the B of department are all mapped on the C of merged departments benchmark scoring line, the score data that can realize different evaluator compares under same scoring yardstick, thereby ensures fairness and the availability of performance appraisal mark.Result after the mapping of all examination marks is as figure below:
Compared with prior art, the embodiment of the present invention has the following advantages:
By the technical scheme of the application embodiment of the present invention, in the performance of human resources management examination of enterprise, utilize performance benchmark reflection method, eliminate the impact of scoring person's yardstick, difference scoring person is organized to score data more and be fused among a unified scoring person yardstick, thereby ensured fairness and the availability of final performance appraisal mark.
The above; only for preferably embodiment of the present invention, but protection scope of the present invention is not limited to this, is anyly familiar with in technical scope that those skilled in the art disclose in the present invention; the variation that can expect easily or replacement, within all should being encompassed in protection scope of the present invention.Therefore, protection scope of the present invention should be as the criterion with the protection domain of claims.
Claims (5)
1. the performance appraisal system based on performance benchmark reflection method, is characterized in that, this system comprises:
Scoring load module: input for the actual examination mark to employee;
Scoring administration module: set up scoring line function figure according to the actual examination mark of described input, utilize described scoring line function figure to manage described actual examination mark;
Scoring evaluation module: utilize performance benchmark reflection method to examine described actual examination mark.
2. the system as claimed in claim 1, is characterized in that, describedly sets up scoring line function figure according to reality examination mark and is:
Set up taking X-axis as transverse axis, scoring line function figure taking Y-axis as the longitudinal axis, wherein, described X-axis represents starting point and the terminal of straight line, Y-axis represents actual examination mark, gets the minimum examination mark in department in described starting point, gets the maximum examination mark in department at described terminal, described starting point is connected with straight line with terminal, by the actual examination mark of all employees in described department from left to right successively mark to this straight line.
3. the system as claimed in claim 1, is characterized in that, described performance benchmark reflection method is:
In described scoring line function figure, set up a benchmark scoring line, concrete: to get the minimum mean value of examining mark in all departments in described starting point, get the maximum mean value of examining mark in all departments at terminal, described starting point is connected with straight line with terminal; The examination mark of all departments is all mapped on described benchmark scoring line; According to the scoring line function of all departments and benchmark scoring line function, calculate the examination mark of all departments after mapping.
4. system as claimed in claim 2, is characterized in that, the scoring line function of described department is: Y=KX+B, and the maximum examination mark that wherein K represents described department is poor with minimum examination mark, and B represents the minimum examination mark of described department.
5. system as claimed in claim 3, is characterized in that, described benchmark scoring line function is: Y=K
cx+B
c, wherein K
crepresent the poor of the mean value of described all departments maximum examination mark and the mean value of minimum examination mark, B
crepresent the mean value of described all departments minimum examination mark.
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| CN102982416A (en) * | 2012-12-05 | 2013-03-20 | 山东浪潮齐鲁软件产业股份有限公司 | Universal implementation model for performance assessment |
| CN103325078A (en) * | 2013-05-15 | 2013-09-25 | 北京环宇锦盛科技有限公司 | On-site examination mobility and controllability marking method and system based on tablet computers |
| CN103927607A (en) * | 2013-01-15 | 2014-07-16 | 杭州新世纪电子科技有限公司 | Data processing method and device |
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2014
- 2014-08-05 CN CN201410380663.0A patent/CN104156813A/en active Pending
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| US20030216957A1 (en) * | 2002-03-28 | 2003-11-20 | Florence Systems, Inc. | Human resource management aid |
| US20040088177A1 (en) * | 2002-11-04 | 2004-05-06 | Electronic Data Systems Corporation | Employee performance management method and system |
| CN102129627A (en) * | 2011-03-24 | 2011-07-20 | 江苏电力信息技术有限公司 | Performance appraisal method based on weight adjustment |
| CN102855530A (en) * | 2011-06-28 | 2013-01-02 | 希姆通信息技术（上海）有限公司 | Automatic system and automatic method for performance assessment |
| CN102982416A (en) * | 2012-12-05 | 2013-03-20 | 山东浪潮齐鲁软件产业股份有限公司 | Universal implementation model for performance assessment |
| CN103927607A (en) * | 2013-01-15 | 2014-07-16 | 杭州新世纪电子科技有限公司 | Data processing method and device |
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Application publication date: 20141119 |