CN114330964A

CN114330964A - Human resource management cloud platform

Info

Publication number: CN114330964A
Application number: CN202111198981.1A
Authority: CN
Inventors: 吴金龙; 吴晓安
Original assignee: Xi'an Chaoyang Medical Information Industry Co ltd
Current assignee: Xi'an Chaoyang Medical Information Industry Co ltd
Priority date: 2021-10-14
Filing date: 2021-10-14
Publication date: 2022-04-12

Abstract

Human Resources (HR) are the most critical resources among various social resources, and are resources that have a significant impact on enterprises, and have been taken the attention of many experts, successful people and famous enterprises at home and abroad. Six modules of human resource management, include: the system comprises the following steps of human resource planning, recruitment and yang configuration, training and development, performance management, compensation welfare management and labor relationship management, wherein the performance management is a core module of human resource management. The inventor power resource management cloud platform is characterized in that: the system supports the management of medical institutions, enterprises and government institutions, supports group management, supports personnel management, supports talent management, supports performance management, supports wage management, and supports employee training and potential mining. The platform, the B/S framework therapy, the database and the application management program can be installed on a public cloud server or a private cloud server for medical service, and a client side can access the platform through a browser.

Description

Human resource management cloud platform

Technical Field

The invention is applied to the field of human resource management of enterprises, public institutions and medical institutions, and relates to a novel human resource management method and a human resource management cloud platform based on the same.

Background

Human Resources (HR) are the most critical resources among various social resources, and are resources that have a significant impact on enterprises, and have been taken the attention of many experts, successful people and famous enterprises at home and abroad. Human resource management refers to scientific and reasonable management of human resources of an organization or an enterprise in order to improve work efficiency and optimize human resources in the specific organization or enterprise. Six modules of human resource management, include: human resource planning, recruitment and configuration, training and development, performance management, compensation welfare management and labor relationship management. HR work is an organic whole, and the key points of work are continuously adjusted according to different conditions, so that the good operation of human resource management can be ensured, and the realization of enterprise strategic targets is supported.

The human resource management breaks through the traditional mode, the configuration and the management are carried out from the perspective of raising people to resources, the effective management and the configuration of human resources are realized, and an effective human resource management platform and an effective human resource management system are established to become the key point of the HR work of enterprises. In modern society, the improvement of human quality plays a much greater role in the growth of socioeconomic performance than does the increase in capital. In the knowledge economy era, the focus of enterprise competition is not only on traditional resources such as capital and technology, but also on innovation capability based on human capital. The staff education and training is strengthened, the quality is improved, the achievement is improved, and the realization of enterprise strategic targets is promoted.

The human resource management needs to be performed as best as possible, and the human resource management is suitable for human and plays the role of human resources to the maximum extent, and needs to be supported by an integrated and intelligent human resource management cloud platform. The core of the six modules of human resource management is performance management. In the traditional assessment mode, because of the lack of computer assistance, the assessment cost is huge, a manager has to select a simple assessment mode, but the simple assessment mode is difficult to realize quantitative and multi-angle assessment, too low assessment frequency inevitably brings a myopia effect and a halo effect, and the fairness and justice of assessment work are difficult to guarantee due to the interference of human factors such as 'old and good people'. By using an informationized and intelligent human resource management cloud platform, the problem that the enterprise is very headache can be solved easily.

At present, the problems of human resource management are as follows: the integrated and intelligent human resource management platform which is adaptive to the development of enterprises and public institutions is lacked, the cost control is lacked, and the overall utilization efficiency of human resources is reduced. Through analyzing various defects and symptoms in the human resource management, the corresponding countermeasures are provided: in the aspect of human resource development, professional skill training is carried out; on the evaluation of personnel, a more perfect qualitative and quantitative evaluation system of financial indexes and non-financial indexes is established. The traditional performance assessment at home and abroad focuses on the financial index assessment, but the non-financial index assessment is difficult to land, lacks an effective competitive incentive mechanism and is not beneficial to the sustainable development of enterprises and public institutions. Domestic and foreign similar products lack integral planning, flexibility and expansibility, and cannot meet the requirement of integrated management of enterprises and institutions. The invention designs an integrated and intelligent human resource management scheme and a human resource management cloud platform technical scheme, solves the problems, supports cross-industry application, comprehensive assessment and potential mining, centralized management and sustainable high-quality development of enterprises and public institutions!

Disclosure of Invention

The inventor power resource management cloud platform has corresponding management schemes for different industries, different departments and different posts. For enterprises and public institutions, the method solves the problems of difficult landing of performance assessment, inaccurate performance evaluation and poor enterprise development direction guiding function in the prior art. Meanwhile, the performance assessment scheme of the medical institution better meets the national policy requirements for the performance assessment of the hospital, so that the hospital can better implement the national policy and efficiently manage the hospital.

The inventor power resource management cloud platform is characterized in that: the system supports the management of human resources of medical institutions, enterprises and government institutions, supports centralized management, supports post assessment management, supports performance wage accounting and wage management, and supports employee training and potential mining. According to the invention, the B/S architecture, the database and the application management program can be installed on a public cloud server or a private cloud server, and the client side can access through a browser.

The inventor power resource management cloud platform comprises: system management, external interfaces, organizations, personnel management, talent management, training management, post responsibilities, task management, assessment schemes, assessment management, payroll management, potential mining, human advisors, customer management, DRGS management, and RBRVS management modules (remarks: DRGS management and RBRVS management modules — modules specific to medical institutions).

The organization module and the company information sub-module are used for maintaining basic information of companies and subsidiaries, such as company name, type, registered fund, establishment date and company brief introduction; the department information submodule is used for maintaining department information, such as: department name, whether to account independently, department coefficient, company, phone, Email, address, and department profile; the post/authority setting submodule is used for setting a post name, a post authority, a post coefficient, a company and a department to which the company belongs; the scoring weight setting submodule is used for setting other participated scoring positions of a certain position and scoring weight.

The system management module and the system dictionary submodule are used for maintaining the management function, and maintainable classifications are as follows: assessment classification, assessment item classification and the like; the parameter maintenance submodule is used for realizing a unified parameter management function, and the system judges the opening and closing of the function according to certain parameters; the system initialization submodule is used for initializing the system module; the grade setting submodule is used for the segmentation setting of the excellent, good, medium, passing and poor grade grades, and the potential mining is shown in figure 12-1, figure 12-2, figure 13-1, figure 13-2 and figure 13-3; the notice/announcement sub-module issues notices/announcements to staff members, and can perform inquiry, addition, modification and deletion operations.

The personnel management module and the personnel management submodule are used for the functions of adding, modifying, deleting, inquiring and modifying the password of the personnel information; the post setting submodule is used for setting the post of an employee; the clearing codon module is used for clearing the employee password; and the login prohibition submodule is used for setting the employment state of the personnel, and forbidding the personnel to log in the system when the personnel leave the employment or stop the employment.

The talent management module comprises: the management of talent planning, recruitment, prediction, election, configuration and employment is also a reserve bank for unit strategic objective planning and talent configuration.

The training management module includes: the system and the method are used for various network video training management such as talent system training, post training and management training and the like, and are used for improving the comprehensive capability of staff and improving the performance of the staff.

The people advisor module comprises: the system comprises a database, a database server and a database server.

The customer management module comprises: the client's name of the organization, the organization profile, contacts, contact details, client ratings and management advisors are primarily used for client ratings management and their satisfaction survey records with the management advisor.

The task and assessment module comprises: and the assessment scheme and task management submodule. Firstly, establishing assessment items and index data thereof. The item/index setting submodule is used for adding assessment items, setting the names, default values, qualitative/semi-quantitative/quantitative types, item classifications and the like of the assessment items. Then, designing an assessment scheme according to the post responsibility, and referring to the attached figure 4: and designing an assessment scheme schematic diagram. The examination scheme setting submodule is used for designing an examination scheme and modifying the examination scheme, and setting the examination scheme to be started or stopped. A plurality of alternative assessment schemes can be designed on the same post, a proper assessment scheme can be selected according to the unit development stage, but only one assessment scheme can be started. The task management platform mainly solves the problem of department lack of unit information management and issues work tasks to the task management platform. The task management submodule is used for publishing tasks and subtasks, and the My task submodule is used for displaying all information assigned to My tasks. And when the post tasks are distributed, a task assessment scheme is configured. The appraised person fills in the task plan, progress and work log, self-fills in the performance, submits the performance, the department responsible person reviews the work log and the work performance, the system automatically scores, see the attached figure 6: and (5) a task management schematic diagram.

The evaluation management module and the scoring submodule: when the system is examined for a certain month, the system can automatically close the scoring function at a certain day in the next month, and the platform carries out evaluation score statistical processing; the personnel with the authority of 'grading audit' starts or closes a grading button, audits the 'self-filling performance' of the personnel to be graded, and the system automatically grades (see figure 5: a staff assessment and grading flow chart of a certain post); the my score submodule is used for checking the monthly assessment score details of the individual; the scoring statistic submodule is used for carrying out final scoring statistics on all the staff every month, and scoring information can be inquired according to the assessment year and month, departments and staff names.

The payroll management module submodule comprises: unit benefit value, department benefit value, payroll accounting, payroll welfare, special deduction and tax payment standard basic information maintenance, and supports basic data adding, modifying and deleting operations related to payroll; the payroll checking operator module is used for checking payroll and inquiring a payroll issuing list according to the conditions of year, month, department or name; the 'pay-my-pay' submodule is used for various department employees to log in own account numbers, check the personal pay details, and support the operations of confirming pay and receiving pay, and is shown in the attached figure 7: schematic diagram of payroll management.

The potential mining module and the comprehensive scoring and ranking submodule are used for statistics of monthly scoring and ranking conditions of departments or individuals and have two display modes of icons and lists (see the attached figure 9-1, the attached figure 9-2, the attached figure 9-3 and the attached figure 9-4); the single-item scoring and ranking submodule is used for inquiring the ranking of the scores of the single assessment items and has two display modes of graphs and lists (see the attached figure 10-1 and the attached figure 10-2); the score difference ranking submodule is used for inquiring the ranking of the personal assessment score which is increased or decreased in the current month and the previous month (see the attached figure 11-1 and the attached figure 11-2); the comprehensive score evaluation sub-module is used for counting the staff member score grade ratio of the whole house/a certain department according to the year/quarter/month, and has three display modes of a pie chart, a bar chart and a list (see an attached figure 12-1 and an attached figure 12-2); the project score evaluation submodule is used for counting the number of people with each evaluation grade of each project in the evaluation year, month, department and evaluation scheme, and has two types of graphs and lists (see attached figures 13-1, 13-2 and 13-3).

The DRGS management module comprises: MDC maintenance, DRGS maintenance, clinical diagnosis, operation and DRGS standard expense maintenance sub-modules, which mainly comprise DRGS project expense standard, budget cost and profit control coefficient basic data maintenance, are used for checking and controlling the medical cost of each disease and are only used for checking of medical institutions, and special modules for the medical institutions.

The RBRVS management module comprises: the RBRVS maintenance submodule is used for maintaining basic data of a project charge standard, a budget cost, a profit control coefficient, points, clinical and executive department distribution proportion, is used for performance evaluation of medical technical projects, is only used for evaluation of medical institutions, and is a special module for the medical institutions.

The invention relates to a human resource management method and a technical design scheme thereof, and the specific content is as follows:

the system comprises a human resource management cloud platform, a company information and subsidiary company information custom maintenance system, a company department and subsidiary company department custom maintenance system, a department post and post responsibility custom maintenance system and integrated human resource management.

According to whether departments directly create economic benefits, the method is divided into two types: revenue-generating and non-revenue-generating departments. The revenue-creating department can directly create economic benefits and can independently perform economic accounting, for example: generation department, sales department, etc. Non-revenue-generating departments do not directly create economic benefits, and can independently account for costs, such as: finance department, office, etc. The concept of 'department benefit score' and 'unit benefit score' and a calculation method thereof (see 0031 for details) are introduced, and the problem that team benefits are closely related to personal benefits is solved.

The human resource management cloud platform is used for designing an assessment scheme according to post responsibility and supporting monthly, quarterly and annual assessment. According to the industrial characteristics, an assessment scheme model is established, and the assessment scheme is optimized through big data analysis and machine learning, so that the potential mining of human resources is supported.

And the scoring weight setting submodule is used for setting other posts which can participate in scoring and scoring weights of a certain post, and the problem of fair and fair evaluation of qualitative assessment projects is solved.

The human resource management cloud platform is used for setting a department value coefficient [ hereinafter referred to as: department coefficient (b) ] and post value coefficient [ hereinafter abbreviated as: the post coefficient (g) introduces the concept of 'a certain unit department coefficient (b) and a post coefficient (g)', and solves the problem of work function difference:

(1) setting a department coefficient (b) to solve the difference of work functions among different departments;

(2) setting post coefficients (g) to solve the difference of work functions among different posts in the same department;

(3) the department coefficient and post coefficient calculation method comprises the following steps: the method comprises the following steps of evaluating department value and post value by adopting a post reference method, an arrangement method, a classification method, a factor comparison method, a grading method, a Hai's (Hay Group) three-element evaluation method or an American (Mercer) international post evaluation method (IPE) and other classical methods, selecting and determining standard department value and standard post value, dividing the value of each department and the value of each post by the value of the standard department and the value of the standard post, and calculating coefficients (b) of each department and coefficients (g) of each post respectively.

Defining: the personal performance coefficient (j) is the coefficient of the department (b) multiplied by the coefficient of the post (g); defining: individual performance scores (G), department performance scores (B), and unit performance scores (D):

(1) the personal performance score (G) is the personal performance coefficient (j) multiplied by the personal assessment score (GF);

(2) the department performance score (B) is the sum of the individual performance scores (G) of all the employees in the department;

(3) and the unit performance score (D) is the sum of the unit personnel performance scores (G).

Introducing the concept of 'benefit score', wherein the benefit score is divided into: department benefit score (BX) and unit benefit score (DX):

(1) department benefit score (BX) is department Bonus (BJ) ÷ department performance score (B);

(2) unit profit score (DX) unit prize (DJ) ÷unitperformance score (D);

the concept of the department benefit score is introduced, the problem that the personnel of the department is not only a competitor but also a partner is solved, and the personal benefit benefits are benefited by the good department benefit score of the department. For example: if the benefit score of a department is 0, the individual performance wages are 0 even though the individual assessment score of the department employee is full. The concept of unit benefit score is introduced, the working enthusiasm of the service personnel of the back office (non-revenue-generating department) is mobilized, and the benefit of the back office service personnel is benefited by the unit benefit score.

The performance wage calculation method comprises the following steps:

(1) the individual performance wages (GJG) of the revenue-creating department are the department benefit score (BX) x individual performance score (G); and (2) the individual performance wages (GJG) of the non-revenue-generating department are unit benefit score (DX) multiplied by individual performance score (G).

The assessment items are divided into three categories, namely quantitative, semi-quantitative and qualitative:

(1) quantitative assessment items: the quantitative assessment item score is in linear relation with assessment indexes, and the mathematical expression is as follows: y is ax;

(2) semi-quantitative assessment items: the assessment index is in a certain range (for example, a is less than or equal to x and less than b), a certain fixed assessment item score (m) is obtained, and the mathematical expression is as follows: y ═ f (x), such as: x is more than or equal to a and less than b, and y is m;

(3) and (4) qualitative assessment items: the attribute refers to the attribute that the indexes of the assessment items cannot be directly quantified. And giving corresponding assessment item scores according to different levels of the item index attributes. For example: service attitude items, total item scores of 5, and assessment indexes of: very satisfactory (5 points), relatively satisfactory (4 points), general (3 points), less satisfactory (2 points), and unsatisfactory (0 points);

qualitative assessment item scoring rules: because the qualitative assessment items are evaluated by individuals subjectively, the invention adopts the post groups related to the qualitative assessment items to carry out the grading in groups, different post groups are provided with corresponding grading weights, the assessed person carries out the qualitative assessment item scoring, the arithmetic mean value of each post group is taken and multiplied by the sum of the weights, but the assessed person can not carry out the grading for the assessed person. The qualitative assessment items are scored by related personnel comprehensively, and assessment results are more scientific, objective, fair and fair.

The design of the assessment scheme is as follows: and setting corresponding assessment schemes according to different post responsibilities. The assessment scheme can set multiple dimensions according to the post functions, and set weight proportions of different dimensions. Each dimension may consist of quantitative, semi-quantitative, or qualitative assessment items, with each dimension score being the sum of its assessment item scores. The assessment scheme can be in a percentage system or a thousandth system and is self-defined according to the actual condition of a unit or a company; and the assessment items are allowed to have additional points which are more than percent or thousandth.

And a same-post multi-scheme is supported: different assessment schemes can be set at different development stages in the same post; in the same post, only one assessment scheme can be started in a certain time period, and other assessment schemes are in a non-stop state.

Task management: because the informatization levels of all units are different, partial work tasks lack informatization support, a task management platform is developed, partial work tasks are distributed on the task management platform, task post employees and configuration task assessment schemes are received, a department responsible person reviews 'work performance', and a system automatically scores, and is shown in the attached figure 6: and (5) a task management schematic diagram.

External interface: the invention designs an external interface management scheme, examination items related to the examination scheme are in butt joint with an information management platform of a certain unit, and the platform automatically acquires data and automatically scores.

Assessment score: the comprehensive score of the employee is quantitative score, semi-quantitative score and qualitative score.

And (3) payroll management: supporting the batch maintenance and accounting of projects such as basic wages, job wages, age wages, social security benefits and the like; the support performance wages are automatically calculated by the system; supporting personal income tax and special deduction to be automatically deducted by the system; support personal password confirmation, and automatic transfer of payroll to personal account, see figure 7: schematic diagram of payroll management.

Grading the employee achievement level: grading among the comprehensive scoring areas of the user-defined assessment staff, for example: excellence is more than or equal to 95, good is more than or equal to 80 and less than 95, common is more than or equal to 60 and less than 80, short is more than or equal to 0 and less than 60, the proportion of people with various achievement grades is shown in a round cake shape and a columnar shape, and the method is directly and clearly seen in attached figures 12-1 and 12-2.

Grading the performance of the project: grading the intervals of the user-defined assessment items, for example: excellence is more than or equal to 95, good is more than or equal to 80 and less than 95, good is more than or equal to 60 and less than 80, fail is more than or equal to 0 and less than 60, the proportion of the personnel in each assessment project grade is shown in a round cake shape and a column shape, and decision basis for solving problems is provided for the personnel department to know the problems existing in the work, and the decision basis is shown in an attached figure 13-1, an attached figure 13-2 and an attached figure 13-3.

Potential excavation: the invention introduces the concept of 'benefit score', supports potential mining, can effectively promote unit internal circulation and promote benign competition of employees. The same department and the staff of different posts are not only competitors but also partners. The performance bonus of each department and each individual is influenced by the overall benefit, and the staff teams of each department are promoted to coordinate and cooperate. Meanwhile, monthly departments and individual score evaluation stimulate the motivation of the increase of comprehensive capacity of teams and individuals.

Potential excavation:

comprehensively scoring and ranking;

secondly, ranking the single item scores;

thirdly, ranking the score difference values;

fourthly, comprehensive score evaluation;

and fifthly, scoring the item.

Drawings

FIG. 1 is a diagram of a cloud platform architecture for human resource management according to the present invention.

Fig. 2 is a diagram of the present inventor's power resource management cloud platform group organization architecture.

FIG. 3 is a schematic view of a performance management process of the human resource management cloud platform according to the present invention.

FIG. 4 is a schematic view of a performance assessment process of a human resource management cloud platform according to the present invention.

FIG. 5 is a schematic diagram of a human resource management cloud platform design post assessment scheme according to the present invention.

FIG. 6 is a schematic diagram illustrating assessment and scoring processes of employees at certain post of the cloud platform for power resource management of the present invention.

FIG. 7 is a schematic diagram of task management of a human resource management cloud platform according to the present invention.

FIG. 8 is a schematic diagram of payroll management of the human resource management cloud platform according to the present invention.

9-1, 9-2, 9-3, and 9-4 are schematic diagrams of comprehensive ranking scores according to the present invention, which can be used for monthly ranking according to department or by person, and has two display modes of icons and lists; selecting the assessment years and months according to the statistical timing of the departments, and performing statistical ranking from high to low according to the average value of the departments, as shown in figure 9-1 and figure 9-2; selecting the evaluation years and months according to the statistics of the personnel, and arranging the departments from high to low according to the personal scores, as shown in figure 9-3 and figure 9-4; all statistics can be represented without selecting any department, and a certain department can be selected for statistical ranking, as shown in fig. 9-3 and fig. 9-4.

FIGS. 10-1 and 10-2 are schematic diagrams illustrating the ranking of single item scores according to the present invention; the assessment years and months, assessment schemes and assessment items are selected, and the items are ranked from high scores to low scores and are displayed in a graph mode and a list mode.

11-1, 11-2 are schematic diagrams of score difference rankings provided by the present invention; and selecting evaluation year and month statistics, and ranking from high to low according to the difference value of the personal month score and the personal month score, wherein the evaluation year and month statistics have two display modes of graphs and lists.

FIGS. 12-1 and 12-2 are schematic diagrams of the comprehensive score scale proposed by the present invention; according to year/quarter/month, the percentage of the staff member grade of the whole hospital/certain department is counted, and three display modes of a pie chart, a bar chart and a list are provided.

13-1, 13-2, 13-3 are schematic diagrams of item score comparisons in accordance with the present invention; the evaluation degree number of each project can be counted by selecting the evaluation years, months, departments and evaluation schemes, and the evaluation degree number has two types of graphs and lists; clicking the headcount column in the list can inquire the detailed scoring condition of the item.

Detailed Description

And (3) system management: and inputting an operation user account, a password and an authentication code through the login interface, clicking a login button, and entering the system. Selecting: remembering the password, the system supports automatic remembering of the password when logging in next time.

1. System dictionary

System classification maintenance management function

The categories currently maintained are: assessment classification and assessment item classification. The system dictionary content generally does not need to be modified.

2. Parameter maintenance

And the system judges the on and off of the function according to certain parameters.

The currently set parameters are: additional points are allowed, and whether the maximum default score of the assessment item is allowed to be exceeded during scoring is controlled.

3. System initialization

And selecting a module to be initialized and inputting a password.

4. Level setting

And setting grades according to excellent, good, medium, passing and difference sections.

5. Notification announcement

And issuing notice/announcement to all staff, inquiring, adding, modifying and deleting operations.

Organization mechanism

1. Company information

Maintaining basic information of the company and subsidiaries, such as: company name, type, registered funds, date of establishment, company profile, etc. The system supports multiple corporate and division applications. The platform supports the collective management of a plurality of companies, such as: the second subsidiary hospital of the Xian's business may have a plurality of depots or cooperation hospitals for integrated performance management. The following explains an operation manual by taking "second subsidiary hospital in west ampere" as an example and a human resource management cloud platform "as an example.

2. Department information

Maintenance department information, department name, whether to account independently, department coefficient, company to which it belongs, phone, Email, address, and department profile.

3. Post/permission settings

Setting a post name, a post coefficient, a company and a department to which the post belongs;

and setting post authority.

4. Scoring weight setting

And setting other participatable scoring positions of a certain position and scoring weights thereof, wherein the sum of the weights of all participatable scoring positions must be equal to 100%.

And when the qualitative evaluation is carried out, the system automatically judges whether the loggers have the evaluation authority, and after all the evaluations are finished, the system calculates the qualitative evaluation item score according to the sum of the arithmetic mean value of the scores of all the post groups multiplied by the weights of the post groups.

Personnel management

1. Personnel information

The personnel information has the functions of adding, modifying, deleting, inquiring and resetting the login password.

2. Setting company

3. Setting up departments

4. Setting post

5. Forbidding login

When the personnel status is set to leave or inactive, the personnel is prohibited from logging into the system.

6. Modifying passwords

The original password is input, and the new password is input for the second time.

7. Password reset

The password is initialized to a certain set password.

Job duty

Post responsibilities are described.

Task and assessment

1. The assessment scheme comprises the following steps:

(1) item/index setting

Setting assessment items: the assessment items are added and edited, and the names, default scores, qualitative/quantitative types, item classifications and the like of the assessment items are set. Wherein, the qualitative/quantitative type can be set to qualitative, quantitative and semi-quantitative. And in the scoring, the quantitative and semi-quantitative items are scored after the self-filling performance is checked by the auditor, and the qualitative items are scored by other evaluable persons except the auditor and then are counted according to the post weight to obtain the final weighted average value.

(2) Assessment scheme setup

Setting an assessment scheme (examination paper):

the assessment scheme can be understood as an examination paper and consists of assessment items (examination questions) and assessment indexes (examination question options and scores).

Filling in the assessment objects (stations), assessing scheme names and selecting assessment items to form an assessment scheme.

And thirdly, when the task is released, a preset assessment scheme can be bound to assess and grade the task receiver.

And fourthly, when the assessment scheme is set, the assessment objects in the assessment items can be selected as assessment matters or assessment persons. The assessment is the assessment of tasks, and the score proportion and the score are distributed according to the difficulty degree of the tasks during scoring; "examiners" are the overall evaluation of a person by month.

Note: the examination schemes can be set to be started or stopped, but the examination schemes of the same position can be started only one.

2. Task management

(1) Task publishing

The method has the functions of publishing tasks and sub-tasks. Fill in task title, task content, status, progress, start date, end date, check year and month, and then select the task recipient. When the task is released, the set assessment scheme can be selected to assess the task receiver, and the assessment can be omitted.

(2) My task

The my task list displays all the information assigned to my tasks. And clicking the task number to enter a task execution interface.

Secondly, filling in the task progress, planning the task, performing self-filling, and then clicking a 'submit task' button to finish task submission.

And thirdly, if the current date exceeds the task ending date, the submission button is unavailable, and the task ending is displayed. And the task tracking and task message leaving functions are arranged below the task execution interface, and message leaving, replying and auditing can be carried out on the task execution process.

(3) Work log

And the department responsible person checks the employee work logs every day.

Evaluation management

Qualitative scoring, department auditing, unit auditing, my score, scoring statistics and complaint processing submodules:

1. qualitative scoring

The system is started regularly for a certain period of time to support evaluation according to the month, and a person with the authority of 'rating audit' can start or close a rating button.

Clicking on the "score" button may enter a scoring interface.

When the scoring button is closed, all other people can not perform the scoring operation any more.

The 'quantitative' and 'semi-quantitative' projects are audited by a person with 'rating audit' authority to automatically calculate the scores according to the audit results. After the "qualitative" item is scored by all the people who can participate in the scoring station, the system calculates a weighted average score.

2. Department review

The department manager can check the check result of the department staff.

3. Unit audit

And the personnel department of the unit carries out secondary review on the evaluation results of the personnel of the department.

4. My score

The system was evaluated monthly. In the examination year and month list, click the 'view score' button to enter the month examination core score detail interface

5. Scoring statistics

The system counts the final scores of all people monthly, and the click list titles can be sorted by score value. And the scoring condition can be inquired according to the evaluation year and month, departments and personnel names.

6. Complaint handling

Managers with associated administrative privileges recheck the disputed assessment segments of staff performance assessment.

Payroll management

1. Base maintenance

(1) Personal tax maintenance

Tax deduction standards are maintained and the support system automatically deducts taxes when payroll is issued.

(2) Special item deduction

And setting a special deduction standard of the employee, and automatically executing special deduction by the support system when calculating personal taxes.

(3) Basic wage welfare

And (4) maintaining an interface, selecting the staff to be maintained, inputting information such as basic wages, social security benefits and the like, and clicking 'storage'. After the maintenance staff selects the maintenance staff, the maintenance information can be checked by clicking 'the salary welfare of the loading staff'. Basic data can be maintained in batches by staff with the same basic payroll and welfare treatment.

(4) Department benefit score

The income-creating department can calculate the benefit score of the department according to the income, cost and the proportion of the contribution, thereby calculating the performance wages of the department. Calculating the formula:

dividing the integral of the department into the sum of the integral of all the posts of the department into the posts₁Fraction x post₁Coefficient + position₂Fraction x post₂Coefficient of performance+ … + station_nFraction x post_nA coefficient;

the department performance integral is the department coefficient multiplied by the department integral;

third, the total bonus of the department is (income-cost-shared) x is increased to proportion;

fourthly, the department performance score is equal to the sum of the department performance scores;

and fifthly, dividing the department benefit score into the department total bonus and the department performance total score.

(5) Unit benefit score

The unit benefit score, the input income, the cost and the proportion can automatically calculate the unit performance integral and the unit benefit score. Calculating the formula:

the unit performance integral is the sum of the performance integrals of all departments;

and the unit benefit score is the unit total bonus divided by the unit total performance score.

(6) The performance wage calculation method comprises the following steps:

creating an income department: the personal performance wages are the benefit score of the department multiplied by the personal performance integral;

a non-income creating department: the personal performance wage is the unit benefit score multiplied by the personal performance score.

2. Accounting payroll

And (4) accounting wages: the inquiry can be carried out according to the conditions of year, month, department and name.

Click on 'accounting wages' behind the clerk to enter the accounting interface. The method comprises the following steps: 4 parts of basic wage welfare, attendance detail, business trip expense and performance wage.

Individual performance wages, department coefficients, individual scores, department benefit scores (or unit benefit scores); and (3) salary query: the condition of past payroll distribution can be inquired according to the month, department and name of payroll distribution;

clicking the 'inquiry details' can inquire the wage details of a certain staff member.

3. Payroll distribution-my payroll

Each department employee logs in the account number, can check the personal wage details in wage management, wage distribution and my wage, and click 'confirm to receive'.

Potential excavation

1. Composite score ranking

The ranking condition can be scored per month according to departments or according to personnel statistics, and the ranking condition has two display modes of icons and lists.

Selecting the evaluation years and months according to the statistical timing of the departments, and performing statistical ranking from high to low according to the average value of the departments;

selecting the evaluation years and months and departments according to the personnel statistics, and arranging from high to low according to the personal scores;

all statistics are not selected by a department, and a certain department can be selected for statistical ranking.

2. Single item score ranking

The assessment years and months, assessment schemes and assessment items are selected, and the items are ranked from high scores to low scores and are displayed in a graph mode and a list mode.

3. Score difference ranking

And selecting evaluation year and month statistics, and ranking from high to low according to the difference value of the personal month score and the personal month score, wherein the evaluation year and month statistics have two display modes of graphs and lists.

4. Comprehensive score scale

According to year/quarter/month, the percentage of the staff member grade of the whole hospital/certain department is counted, and three display modes of a pie chart, a bar chart and a list are provided.

5. Item score rating

The evaluation degree number of each project can be counted by selecting the evaluation year, month, department and evaluation scheme, and the evaluation degree number has two types of graphs and lists.

DRGS management

The DRGS management module mainly comprises basic data maintenance of DRGS project cost standard, budget cost and profit control coefficient, is mainly used for intelligently controlling DRGS project cost and profit of a medical institution, and belongs to a special module for the medical institution.

RBRVS management

The RBRVS management module is mainly used for maintaining charge standards, budget cost, profit control coefficients, points, clinical and executive department distribution proportion basic data of RBRVS assessment projects, is used for performance assessment of medical skill projects, and belongs to a special module for medical institutions.

Talent management

The system manages talents 'planning, recruitment, prediction, election, configuration and employment' and is a reserve bank for unit strategic objective planning and talent configuration.

Training management

The system and the method are used for various network video training management such as talent system training, post training and management training and the like, and are used for improving the comprehensive capability of staff and improving the performance of the staff.

Human resource counselor

The information of the personnel resource consultant registration, name, sex, identity card number, login password, address, contact way, professional speciality, technical title, personal introduction, work performance and the like is audited and managed by a unit human resource supervisor, and the personnel resource consultant management system is mainly used for managing outside engaging or inside engaging personnel resource consultant groups and work performance of the personnel resource consultant groups.

Customer management

The method comprises the following steps: the client's name of the organization, introduction of the organization, contacts, contact details and client ratings are used primarily for client ratings management and their satisfaction survey records with the managing consultants.

The above description is only an embodiment of the present invention, and not intended to limit the scope of the present invention, and all modifications of equivalent structures and equivalent processes performed by the present specification and drawings, or directly or indirectly applied to other related technical fields, are included in the scope of the present invention.

Claims

1. Manpower resource management cloud platform, its characterized in that, manpower resource management cloud platform includes: the technical scheme of the system management module, the external interface module, the organization mechanism module, the personnel management module, the personnel consultant module, the client management module, the talent management module, the training management module, the post responsibility module, the task management module, the assessment scheme module, the assessment management module, the wage management module, the potential mining module, the DRGS management module and the RBRVS management module comprises the following sub-modules:

(1) the system management module comprises: a system dictionary, dictionary category, parameter maintenance, system initialization, level setting and notice sub-module;

(2) the organizational structure module comprises: the submodule of the company information and the information of the sub-companies, the department information, the post responsibility, the post/authority, the authority setting and the scoring weight;

(3) the personnel management module comprises: the sub-modules of personnel information, affiliated company setting, affiliated department setting, affiliated post setting, login prohibition, password modification and password clearing;

(4) the talent management module comprises: the management of talent 'planning, recruitment, prediction, election, configuration and employment' is also a talent reserve library for unit strategic objective planning and configuration;

(5) the training management module includes: the comprehensive ability of the staff is improved and the performance of the staff is improved for network video training management such as system training, post training and assessment training of talents;

(6) the people advisor module comprises: the system comprises a database, a database server and a database server, wherein the database server is used for storing information such as registration, name, gender, identity card number, login password, address, contact information, professional speciality, technical titles, personal profile and work performance;

(7) the customer management module comprises: the unit name, the unit brief introduction, the contact way and the client evaluation are mainly used for the client evaluation management and the management consultant thereof to survey the satisfaction degree;

(8) the task and assessment module comprises: the assessment scheme and task management submodule; the assessment scheme comprises the following steps: a project/index setting and assessment scheme setting submodule; the task management comprises the following steps: task issuing, My task, configuration assessment scheme and working log submodule;

(9) the evaluation management module comprises: qualitative scoring, department auditing, unit auditing, my score, scoring statistics and complaint processing submodules;

(10) the payroll management module comprises: the submodule of tax deduction, special deduction, payroll welfare, department benefit value, unit benefit value, accounting payroll, payroll inquiry and payroll distribution;

(11) the potential mining module comprises: a comprehensive score ranking, single item score ranking, score difference ranking, comprehensive score rating and item score rating submodule;

(12) the DRGS management module comprises: MDC maintenance, DRGS maintenance, clinical diagnosis, operation and DRGS standard expense maintenance submodule, which mainly comprises DRGS project expense standard, budget cost and profit control coefficient basic data maintenance, and is only used for the examination of a medical institution, and a special module of the medical institution;

(13) the RBRVS management module comprises: the RBRVS maintenance submodule is used for maintaining RBRVS assessment items, mainly comprises item charge standards, budget cost, profit control coefficients, points, clinical and executive department distribution proportion basic data maintenance, is only used for assessment of medical institutions, and is a special module for the medical institutions.

2. The cloud platform for human resource management as claimed in claim 1, wherein the system management module and the system dictionary submodule are configured to maintain management functions, and the maintainable categories include: assessment classification, assessment item classification, and the like; the parameter maintenance submodule is used for realizing a unified parameter management function, and the system judges the opening and closing of the function according to certain parameters; the system initialization submodule is used for initializing the system module; the grade setting submodule is used for setting grades of excellent, good, medium, good and poor scores in a segmented manner; the notice/announcement sub-module issues notices/announcements to staff members, and can perform inquiry, addition, modification and deletion operations.

3. The human resource management cloud platform of claim 1, wherein the organization sub-module supports custom maintenance of company information and sub-company information, custom maintenance of company departments and sub-company departments, custom maintenance of department posts and post responsibilities, and support integrated and clustered human resource management; and the scoring weight submodule supports the setting of a scoring post which can participate in the scoring and the scoring weight thereof in a certain post, and solves the problem of fair and fair scoring of qualitative assessment projects.

4. The human resource management cloud platform of claim 1, wherein a department value coefficient [ hereinafter abbreviated as: department coefficient (b) ] and post value coefficient [ hereinafter abbreviated as: the concept of 'a certain unit department coefficient (b), a post coefficient (G), a personal performance coefficient (j) and a personal performance score (G)' is introduced into the post coefficient (G) ], so that the problems of work function difference and a performance score calculation method are solved, and the method comprises the following steps:

(3) the department coefficient and post coefficient calculating method comprises the following steps:

evaluating department value and post value by adopting a post reference method, an arrangement method, a classification method, a factor comparison method, a grading method, a Hai's (Hay Group) three-element evaluation method or an American (Mercer) international post evaluation method (IPE) and other classical methods, selecting standard department value and standard post value, dividing the values of all departments and all posts by the values of the standard department and the standard post value respectively, and calculating coefficients (b) of all departments and coefficients (g) of all posts respectively;

(4) defining: the personal performance coefficient (j) is the coefficient of the department (b) multiplied by the coefficient of the post (g);

(5) defining: individual performance scores (G), department performance scores (B), and unit performance scores (D):

-personal performance score (G) personal performance coefficient (j) x personal assessment score (GF);

the department performance score (B) is the sum of the individual performance scores (G) of all the employees in the department;

and the unit performance score (D) is the sum of the unit staff individual performance scores (G).

5. The human resource management cloud platform of claim 1, wherein a concept of "benefit score" is introduced, and the benefit score is divided into: department benefit score (BX) and unit benefit score (DX):

(2) unit profit score (DX) unit prize (DJ) ÷unitperformance score (D);

(3) the performance wage calculation method comprises the following steps:

creation of income department

Individual performance wages (GJG) are department benefit scores (BX) x individual performance scores (G);

② non-income creating department

The individual performance wage (GJG) is a unit benefit score (DX) x individual performance score (G);

in a word, a department benefit score concept is introduced, and the problem that 'department employees are not only competitors but also partners' is solved; the concept of unit benefit score is introduced to mobilize the working enthusiasm of the logistics (non-revenue-creating department) personnel.

6. The cloud platform for human resource management as claimed in claim 1, wherein the assessment items are classified into three categories of quantitative, semi-quantitative and qualitative, and the scoring rules are designed as follows:

(1) quantitative assessment items: the quantitative assessment item score is in linear relation with assessment indexes, and the mathematical expression is as follows:

y＝ax；

(3) and (4) qualitative assessment items: the attribute refers to the attribute that the indexes of the assessment items cannot be directly quantified. According to different levels of the index attributes of the items, corresponding assessment items are given scores, such as: service attitude items, total item scores of 5, and assessment indexes of: very satisfactory (5 points), relatively satisfactory (4 points), general (3 points), less satisfactory (2 points), and unsatisfactory (0 points);

(4) and (3) grading rules: because the qualitative assessment items are evaluated subjectively by individuals, the invention adopts the post groups related to the qualitative assessment items to carry out the grading in groups, different post groups are provided with corresponding grading weights, the assessed person carries out the qualitative assessment item scoring, the arithmetic mean value of each post group is taken and multiplied by the sum of the weights, but the assessed person can not carry out the grading for the assessed person; the qualitative assessment items are scored by related personnel comprehensively, so that the assessment results are more scientific, objective, fair and fair;

(5) the employee assessment score is quantitative score + semi-quantitative score + qualitative score.

7. The human resource management cloud platform of claim 1, wherein the scoring submodule: when the system is examined for a certain month, the system can automatically close the scoring function at a certain day in the next month, and the platform carries out evaluation score statistical processing; a person with the authority of 'rating audit' turns on or off a rating button; the department responsible person reviews the self-filling performance of the person to be scored, and the system is supported to automatically score (see figure 5); the my score submodule is used for checking the monthly assessment score details of the individual; and the scoring statistic submodule inquires scoring information according to the name conditions of the appraised years and months, departments and personnel.

8. The human resource management cloud platform of claim 1, wherein the payroll management module submodule comprises: unit benefit value, department benefit value, payroll welfare, special deduction and tax payment standard basic information maintenance, and supporting basic data batch maintenance related to payroll; the salary checking sub-module supports the salary checking and re-checking, and can inquire the salary and the details of the staff according to the conditions of year, month, department or name; the 'pay-my-pay' submodule is used for each department of staff to log in, only check the personal pay details, input the password and receive the pay.

9. The human resource management cloud platform of claim 1, wherein the DRGS management module mainly comprises DRGS project cost criteria, budget cost and profit control coefficient basic data maintenance, is mainly used for intelligent control of various disease cost and profit of the DRGS of the medical institution, and belongs to a medical institution-specific module; the RBRVS management module submodule is mainly used for maintaining charge standards, budget cost, profit control coefficients, points, clinical and executive department distribution proportion basic data of RBRVS assessment projects, is used for performance assessment of medical technical projects, and belongs to a special module for medical institutions.

10. The human resource management cloud platform of claim 1, wherein the following novel performance management methods are invented:

(1) designing an assessment scheme according to the post responsibility; setting the dimension and the weight proportion of the assessment scheme according to the post function; each dimension can be composed of quantitative, semi-quantitative or qualitative assessment items, and each dimension score is the sum of budget scores of the assessment items; the assessment scheme can be in a percentage system or a thousandth system and is self-defined according to the specific conditions of units or company posts; the assessment additional score is allowed to be more than one percent or one thousandth;

(2) different assessment schemes can be set at different development stages of a unit; in the same post, only one assessment scheme can be started in a certain time period, and other assessment schemes are in a non-stop state;

(3) task management: because the informatization levels of all units are different, partial work tasks lack informatization support, and the partial work tasks can be distributed on a task management platform; receiving task posts, configuring an assessment scheme, submitting 'achievement' by staff, auditing 'achievement' by a department responsible person, and automatically scoring by a system;

(4) external interface: the invention designs an external interface, supports the butt joint with a unit information management platform, and the platform automatically acquires assessment indexes and supports automatic scoring;

(5) a payroll management module: supporting the batch maintenance of basic wages, job wages, age wages, social security benefits, personal income taxes and special deduction projects; support accounting benefit scores and performance wages; supporting accounting and real wage sending; supporting personal income tax and special deduction to be automatically deducted by the system; pay, password confirmation, cash payment support or automatic transfer to personal account;

(6) grading the assessment scores of the employees: grading among the comprehensive scoring areas of the user-defined assessment staff, for example: excellence is more than or equal to 95, good is more than or equal to 80 and less than 95, common is more than or equal to 60 and less than 80, short is more than or equal to 0 and less than 60, the proportion of each grade of personnel is shown in a round cake shape and a columnar shape, and the method is intuitive and clear;

(7) grading assessment item scores: grading the intervals of the user-defined assessment items, for example: excellence is more than or equal to 95, good is more than or equal to 80 and less than 95, common is more than or equal to 60 and less than 80, and the failing grid is more than or equal to 0 and less than 60, and the proportion of personnel in each assessment project grade is shown in a round cake shape and a columnar shape, so that a decision basis is provided for solving problems existing in work by personnel departments;

(8) potential excavation: the invention introduces the concept of 'benefit score', and can effectively promote the internal circulation of the benign competition of the staff. According to data analysis, the personnel department is supported to find the problems and solve the problems. Data analysis method, as follows:

comprehensively scoring and ranking;

secondly, ranking the single item scores;

thirdly, ranking the score difference values;

fourthly, comprehensive score evaluation;

and fifthly, scoring the item.