CN114862371A - Delphi-based human resource information planning and management system - Google Patents

Abstract

The invention discloses a human resource information planning management system based on Delphi, which comprises: a department manager end, a human resource end and a common staff end; the department manager is used for summarizing information in the aspects of recruitment, training, assessment and compensation of personnel required by the human resources of the department and providing support for personnel decision making of the human resources department; the human resource end is used for recruiting excellent and proper persons into the enterprise according to requirements, placing the proper persons on proper positions, guiding new employees to adapt to the new work positions, coaching and assisting the employees to improve the work performance of the employees, realizing team cooperation and establishing a harmonious work relationship; and (5) carrying out common employee terminal. From the perspective of realizing personal career development of the staff, the staff can obtain competent professional ability by combining the requirements of enterprises on core expertise and skills according to the self-quality characteristics, and really realize the combination of enterprise targets and personal targets.

Description

Delphi-based human resource information planning and management system

Technical Field

The invention relates to the technical field of human resource planning management, in particular to a human resource information planning management system based on Delphi.

Background

With the development of computer and communication technology, corresponding database technology, local area network networking technology, various system development tools and system development theory are becoming mature day by day, the application of internet and computer is deeply concentrated, modern enterprises can surf the internet due to the development of business, and computer equipment and office environment are greatly improved. Many build internal local area networks. However, most enterprises do not make good use of the existing computer hardware and software devices, leaving many devices idle and wasteful. And the utilization rate of the equipment is further improved by enterprises under the existing equipment environment. Therefore, the improvement of office automation level and the improvement of personnel microcomputer operation level are driven, and the current enterprise management aspect is paperless.

Delphi is a rapid application program development tool under a Windows platform, is an integrated development environment, uses an Object Pascal developed from the traditional Pascal Language, takes a graphical user interface as a development environment, and forms an application program development tool taking Object-Oriented program design as the center by matching with a compiler through IDE and VCL tools and a function of a connecting database.

In the current human resource information management, because each employee has a large amount of employee personal data, how to organize and effectively manage the large and complicated employee personal data for a large enterprise with thousands or even tens of thousands of employees, and how to arrange the contribution degrees of the employees in the prior art, the performance awards are distributed unevenly, and contradictions are generated between the employees and the parts.

An effective solution to the problems in the related art has not been proposed yet.

Disclosure of Invention

Aiming at the problems in the related art, the invention provides a human resource information planning and management system based on Delphi, which is used for overcoming the technical problems in the prior art.

Therefore, the invention adopts the following specific technical scheme:

a human resource information planning management system based on Delphi comprises a department manager end, a human resource end and a common staff end;

the department manager is used for summarizing information in the aspects of recruitment, training, assessment and compensation required by human resources of the department and providing support for human decision making of the human resources department;

the human resource end is used for recruiting excellent and proper persons into an enterprise according to requirements, placing the proper persons on proper positions, guiding new employees to adapt to new work positions, coaching and assisting the employees to improve the work performance of the employees, realizing team cooperation and establishing a harmonious work relationship;

the common staff end has high-quality and necessary amount of manpower to realize the management target of the department including personal interests and obtain the mutual matching between the staff demand and the staff ownership in the future development process of the department.

Furthermore, the department manager comprises a work task allocation module, a task progress evaluation module, a task allocation module and a performance evaluation module;

the work task allocation module is used for making a monthly work plan by the management layer and completing the allocation of tasks of all the employees;

the task progress evaluation module is used for carrying out the accounting of the task completion progress of each employee at present according to the task completion data uploaded by each employee and sending the accounting result to the task allocation module;

the task allocation module is used for allocating the total tasks according to the task completion progress of each employee;

and the performance evaluation module evaluates the performance of the employee in the month/year based on a preset evaluation algorithm according to the completion condition of the task of the employee in the month/year.

Furthermore, the human resource end comprises a system management module, a mobilization management module, a training management module, a post management module, an attendance management module, a recruitment management module, a performance assessment module, a personnel archive module, a salary welfare module and a staff relationship processing module;

the system management module is used for providing a main interface for interaction with the staff and is a master control module of other modules;

the mobilization management module is used for the human resource department to know the mobilization condition of the personnel at any time so as to provide decision support;

the training management module improves the working capacity, knowledge level and potential performance of the staff by organizing and conducting means, matches the personal quality of the staff with the working requirement to the maximum extent, and promotes the improvement of the working performance of the staff in the present and future;

the post management module is used for reflecting the basic functions, the competencies and the departments of all posts of the company;

the attendance management module is used for recording the contribution degree of the staff working every day;

the recruitment management module is used for sending an interview request card to the recruiter;

the performance assessment module is used for completing the statistic work of performance assessment;

the personnel file module is used for registering and storing the identity information of the department owner;

the salary welfare module is used for managing the salary condition of all employees of the company;

the staff relationship processing module is used for daily holiday congratulation of staff and holiday congratulation of staff relatives.

Further, the system management module comprises staff login, password modification, staff management, data backup and data recovery.

Further, the main control module for providing the main interface for interaction with the staff, which is other modules, further comprises the following steps:

the method comprises the steps that a main window body is created by a Delphi platform of the internet and used by a human resource department, and an splash window is created;

displaying the splash window and detecting a connection database;

if the window is successful, other windows are created;

otherwise, prompting the database to fail in connection and quitting the system;

closing and releasing the splash window, and displaying a logic window;

verifying whether the input password is correct or not according to the selected staff;

if not, re-inputting the password, and exiting the system after three times of error transmission;

and if the input is correct, closing the logic window, transmitting the employee number user, and starting the application program to run.

Further, according to the selected staff, whether the input password is correct or not is verified, if not, the password is input again, and the method also comprises the following steps before exiting the system after three times of error input:

the employee needs to create a table first, obtain the employee number, initialize the window according to the employee right, and display the menu item;

when the staff creates the staff number, judging whether a window opened by the staff exists;

if yes, directly displaying;

if not, creating a display;

opening a window after the employee number is established, and selecting a backup path;

checking whether the path exists or not, if not, establishing, and then checking the validity;

controlling the acquisition of the current table and the display of the backup progress, and backing up to a SaveDataBase function;

opening a window to select a backup path;

and checking whether the path exists or not, if not, establishing, checking the validity, and completing the backup of the employee number identity.

Further, the method for recording the contribution degree of the employee working every day further comprises the following steps:

determining contribution degree of job value by using an AHP method;

defining problems and targets, establishing an index system, and constructing an index weight judgment matrix;

calculating the weight coefficient of each index, and judging the consistency test of the matrix;

and calculating coefficients of the seeds in combination, and determining the number of the persons increasing or decreasing in each seed according to the contribution coefficients.

Further, the step of determining the number of people increasing or decreasing for each job according to the contribution coefficient further comprises the following steps:

the category numbers of the designed seeds are 1, 2, … and S, i;

the number of people of the job is correspondingly set as X ₁ 、X ₂ 、…、X _S ，X _i ；

The variation correspondence is set to dX ₁ 、dX ₂ 、…、dX _S 、dX _i ；

The variation amplitude is correspondingly set to dX ₁ /X ₁ 、dX ₂ /X ₂ 、…、dX _s /X _s 、dX _i /X _i ；

The contribution coefficient is correspondingly set to K ₁ 、K ₂ 、…、K _S ，K _i ；

Setting:

then:

is provided with

Then:

wherein C is a constant;

dH is the total variation of the enterprise staff;

i is the serial number of the job;

X _i the number of the seeds;

dX _i is the variation;

dX _i /X _i is the amplitude of variation;

K _i are the contribution factors.

Further, the statistical work for completing performance assessment further comprises the following steps:

by a coefficient of contribution K _i Judging the contribution degree of each employee in each job;

counting the contribution degrees of different employees, the performance assessment scores of all assessment time periods and assessment properties;

and distributing monthly performance awards of the employees according to the contribution degrees and the assessment scores of different employees, selecting the employee with the highest contribution degree from the job categories, and commenting as the best employee and additionally awarding the performance.

Furthermore, the post management module comprises a post change recording module, a leaving and quitting situation recording module and a post design module;

the post change recording module is used for checking the post change conditions of all the employees, inquiring the post change of the employees according to the names of the employees and reflecting the information of original departments, current departments and change time of the employees;

the leave-back situation recording module is used for checking the basic situation of leave-back employees during leave, such as the past employee number, the original department, the reason and the time of leave, and tracking the leave-back employees;

and the post design module is used for reflecting the basic functions, the competency and the departments of all the posts of the company and resetting the posts according to the business requirements of the company.

The invention has the beneficial effects that:

in the invention, based on data input and output of various services of Delphi, when data can be shared between a human resource part and other ends through a local area network, a department manager and company staff can share the data of the human resource part in a mode of connecting a background database server, namely, the data refreshing between the human resource part and the other ends is synchronous, and the system has the functions of data backup and data recovery as the additional functions of the system, and the data backup and recovery functions of the system are not used frequently in the local area network and are only used as the system functions set for preventing accidents.

From the perspective of realizing individual career development by the staff, the iceberg model actually establishes a base point and an effective path for the staff to plan the individual career development, so that the staff can obtain pleasurable professional ability by combining the requirements of enterprises on core expertise and skills according to the self-quality characteristics, and really realizes the combination of enterprise targets and individual targets.

The invention integrates the multidirectional management of human resource recruitment, position distribution, position management, position planning and the like, and carries out diversified comprehensive evaluation in the later period, so that the integrated design is convenient for helping the human resource management to be more systematic and more definite, thereby optimizing the internal management of enterprises, further improving the market competitiveness of the enterprises and realizing the efficient management of the human resources of the enterprises.

Drawings

In order to more clearly illustrate the embodiments of the present invention or the technical solutions in the prior art, the drawings needed in the embodiments will be briefly described below, and it is obvious that the drawings in the following description are only some embodiments of the present invention, and it is obvious for those skilled in the art to obtain other drawings without creative efforts.

FIG. 1 is a schematic block diagram of a human resources information planning and management system based on Delphi according to an embodiment of the present invention.

Fig. 2 is an architecture diagram of an iceberg model in a Delphi-based human resources information planning and management system according to another embodiment of the present invention.

In the figure:

1. a department manager end; 11. a work task allocation module; 12. a task progress evaluation module; 13. a task allocation module; 14. a performance evaluation module; 2. a human resource terminal; 21. a system management module; 22. a deployment management module; 23. a training management module; 24. a post management module; 25. an attendance management module; 26. a recruitment management module; 27. a performance assessment module; 28. a personnel file module; 29. a salary welfare module; 210. an employee relationship processing module; 3. and (5) carrying out common employee terminal.

Detailed Description

For further explanation of the various embodiments, the drawings which form a part of the disclosure and which are incorporated in and constitute a part of this specification, illustrate embodiments and, together with the description, serve to explain the principles of operation of the embodiments, and to enable others of ordinary skill in the art to understand the various embodiments and advantages of the invention, and, by reference to these figures, reference is made to the accompanying drawings, which are not to scale and wherein like reference numerals generally refer to like elements.

According to the embodiment of the invention, a human resource information planning and management system based on Delphi is provided.

Referring to the drawings and the detailed description, the present invention is further described, as shown in fig. 1, a human resource information planning and management system based on Delphi according to an embodiment of the present invention includes a department manager end 1, a human resource end 2, and a general staff end 3;

the department manager 1 is used for summarizing information in the aspects of recruitment, training, assessment and compensation of human resources of the department and providing support for human decision making of the human resource department;

in one embodiment, the department manager comprises a work task allocation module 11, a task progress evaluation module 12, a task deployment module 13 and a performance evaluation module 14;

the work task allocation module 11 is used for the management layer to make a monthly work plan and complete the allocation of tasks of all the employees;

the task progress evaluation module 12 is configured to perform accounting on the task completion progress of each current employee according to the task completion data uploaded by each employee, and send an accounting result to the task allocation module;

the task allocation module 13 is used for allocating the total tasks according to the task completion progress of each employee;

and the performance evaluation module 14 evaluates the performance of the employee in the month/year according to the completion condition of the task of the employee in the month/year based on a preset evaluation algorithm.

The human resource terminal 2 is used for recruiting excellent and proper persons into an enterprise according to requirements, placing the proper persons on proper positions, guiding new employees to adapt to new work positions, coaching and assisting the employees to improve the work performance of the employees, realizing team cooperation and establishing a harmonious work relationship;

in one embodiment, the human resources end includes a system management module 21, a mobilization management module 22, a training management module 23, a position management module 24, an attendance management module 25, a recruitment management module 26, a performance assessment module 27, a personnel archive module 28, a salary welfare module 29, and a staff relationship processing module 210;

the system management module 21 is used for providing a main interface for interaction with employees and is a master control module of other modules;

the mobilization management module 22 is used for the human resource department to know the mobilization condition of the personnel at any time so as to provide decision support;

the training management module 23 improves the working ability, knowledge level and potential performance of the staff by organizing and conducting means through learning and training, matches the personal qualities of the staff with the working requirements to the maximum extent, and promotes the improvement of the working performance of the staff in the present and future;

the post management module 24 is used for reflecting the basic functions, the competency and the departments of all posts of the company;

the attendance management module 25 is used for recording the contribution degree of the staff working every day;

the recruitment management module 26 is used for sending an interview request card to the recruiter;

the performance assessment module 27 is used for completing the statistic work of performance assessment;

the personnel file module 28 is used for registering and storing the identity information of the owner of the department;

the salary welfare module 29 is used for managing the salary condition of all employees of the company;

the employee relationship processing module 210 is used for daily holiday congratulations of employees and holiday congratulations of relatives of the employees.

In one embodiment, the system management module comprises employee login, password modification, employee management, data backup and data recovery.

In one embodiment, the master control module for providing the main interface for interacting with the staff further includes the following steps:

the method comprises the steps that a Delphi platform of the Internet utilized by a human resource department creates a main form and a splash window (a borderless dialog box);

displaying the splash window and detecting a connection database;

if the window is successful, other windows are created;

otherwise, prompting the database to fail in connection and quitting the system;

closing and releasing the splash window, and displaying a login window;

verifying whether the input password is correct or not according to the selected staff;

if not, re-inputting the password, and exiting the system after three times of error transmission;

if the input is correct, the logic window is closed, and a job number user is transmitted to start the application program to run.

In one embodiment, the method comprises the following steps of verifying whether the input password is correct or not according to the selected staff, if not, re-inputting the password, and exiting the system after three times of error input, wherein the method further comprises the following steps:

the method comprises the steps that firstly, a table (the table is a control and is mainly used for creating a table on a web page) is created by an employee, the employee number is obtained, and a form is initialized according to the employee right, and menu items are displayed;

when the staff creates the staff number, judging whether a window opened by the staff exists;

if yes, directly displaying;

if not, creating a display;

opening a window after the employee number is established, and selecting a backup path;

checking whether the path exists or not, if not, establishing, and then checking the validity;

controlling the acquisition of the current table and the display of the backup progress, and backing up to a SaveDataBase (Save database) function;

opening a window to select a backup path;

and checking whether the path exists or not, if not, establishing, checking the validity, and completing the backup of the employee number identity.

In one embodiment, the method for recording the contribution degree of the employee working every day further comprises the following steps:

determining contribution degree of job seed value by using an AHP method;

defining problems and targets, establishing an index system, and constructing an index weight judgment matrix;

calculating the weight coefficient of each index, and judging the consistency test of the matrix;

and calculating coefficients of the seeds in combination, and determining the number of the persons increasing or decreasing in each seed according to the contribution coefficients.

In one embodiment, the determining the number of people for each position to increase or decrease according to the contribution factor further comprises:

the category numbers of the designed seeds are 1, 2, … and S, i;

the number of people of the job is correspondingly set as X ₁ 、X ₂ 、…、X _S ，X _i ；

The variation correspondence is set to dX ₁ 、dX ₂ 、…、dX _S 、dX _i ；

The variation amplitude is correspondingly set to dX ₁ /X ₁ 、dX ₂ /X ₂ 、…、dX _s /X _s 、dX _i /X _i ；

The contribution coefficient is correspondingly set to K ₁ 、K ₂ 、…、K _S ，K _i ；

Setting:

then:

is provided with

Then:

wherein C is a constant;

dH is the total variation of the enterprise staff;

i is the serial number of the job;

X _i the number of the seeds;

dX _i is the variation;

dX _i /X _i is the amplitude of variation;

K _i are the contribution factors.

In one embodiment, the statistical work for completing performance assessment further comprises the steps of:

by a coefficient of contribution K _i Judging the contribution degree of each employee in each job;

counting the contribution degrees of different employees, the performance assessment scores of all assessment time periods and assessment properties;

and distributing monthly performance awards of the employees according to the contribution degrees and the assessment scores of different employees, selecting the employee with the highest contribution degree from the job categories, and commenting as the best employee and additionally awarding the performance.

In one embodiment, the post management module comprises a post change recording module, a quit situation recording module and a post design module;

the post change recording module is used for checking the post change conditions of all the employees, inquiring the post change of the employees according to the names of the employees and reflecting the information of original departments, current departments and change time of the employees;

the leave-back situation recording module is used for checking the basic situation of leave-back employees during leave, such as the past employee number, the original department, the reason and the time of leave, and tracking the leave-back employees;

and the post design module is used for reflecting the basic functions, the competency and the departments of all the posts of the company and resetting the posts according to the business requirements of the company.

In a specific application, according to another embodiment of the present invention, as shown in fig. 2, in the employee evaluation of information planning management according to the present invention, the ability of the employee to work is further evaluated by using the iceberg model as follows;

skill: the ability to complete a specific job by using knowledge in a structured manner, namely the mastering condition of the technology and knowledge required by a specific field;

knowledge: the information refers to the fact type and experience type information owned by a person in a certain specific field;

social roles: the figure of a person is left to everybody;

self-visualization: is a method for a person to see the person, namely the person is a self-identified self;

quality: the method refers to the continuous and stable behavior characteristics of the personality and the physical characteristics expressed to the environment and various information. The quality and motivation can predict the working state of an individual under long-term unsupervised condition;

motive: refers to natural and continuous thoughts and preferences (e.g., achievement, affinity, influence) in a particular area that will drive, guide and determine a person's outward movement;

the performance level of an individual in work is determined by five levels of comprehensive factors of quality, so that the individual has knowledge, skills and behaviors which are easy to perceive, and has the potential which is difficult to excavate and perceive, and furthermore, the knowledge and the skills on the water surface are only a small angle of the iceberg, and the potential quality under the water surface is larger, so that the individual performance level plays a larger role in determining the performance.

The general staff end 3 has high quality and necessary amount of manpower to realize the management target of the department including personal interests and to obtain the mutual matching between the staff demand and the staff ownership in the future development process of the department.

In specific application, the common staff end 3 is provided with an operation monitoring module 31 and an abnormal behavior evaluation module 32;

the operation monitoring module is used for recording data of the whole operation process of the user in a script recording mode, monitoring the operation state of the current user in real time, and sending the recorded operation data to the abnormal behavior evaluation module to complete data monitoring;

and the abnormal behavior evaluation module is used for comparing the similarity of the received operation data sent by the system monitoring module with the behavior data in the abnormal behavior database, and when the comparison result falls into a preset threshold, the short message editing module is started to send the terminal number and the corresponding comparison result to the specified mobile terminal for early warning.

In summary, with the above technical solution of the present invention, when data is recorded and output based on the Delphi services in the present invention, and data can be shared between the human resource part and other terminals through the local area network, a department manager and a company employee can share the data of the human resource part by connecting to the background database server, that is, data refreshing between them is synchronous, and as a function attached to the system, the system must have data backup and data recovery functions, and inside the local area network, the frequency of use of the data backup and recovery functions of the system is not high, but only as a system function set for preventing unexpected events; from the perspective of realizing individual career development by the staff, the iceberg model actually establishes a base point and an effective path for the staff to plan the individual career development, so that the staff can obtain pleasurable professional ability by combining the requirements of enterprises on core expertise and skills according to the self-quality characteristics, and really realizes the combination of enterprise targets and individual targets; the invention integrates the multidirectional management of human resource recruitment, position distribution, position management, position planning and the like, and carries out diversified comprehensive evaluation in the later period, so that the integrated design is convenient for helping the human resource management to be more systematic and more definite, thereby optimizing the internal management of enterprises, further improving the market competitiveness of the enterprises and realizing the efficient management of the human resources of the enterprises.

The above description is only for the purpose of illustrating the preferred embodiments of the present invention and is not to be construed as limiting the invention, and any modifications, equivalents, improvements and the like that fall within the spirit and principle of the present invention are intended to be included therein.

Claims (10)

1. A human resource information planning management system based on Delphi is characterized by comprising: a department manager end, a human resource end and a common staff end;

the department manager is used for summarizing information in the aspects of recruitment, training, assessment and compensation required by human resources of the department and providing support for human decision making of the human resources department;

the human resource end is used for recruiting excellent and proper persons into an enterprise according to requirements, placing the proper persons on proper positions, guiding new employees to adapt to new work positions, coaching and assisting the employees to improve the work performance of the employees, realizing team cooperation and establishing a harmonious work relationship;

the common staff end has high-quality and necessary amount of manpower to realize the management target of the department including personal interests and obtain the mutual matching between the staff demand and the staff ownership in the future development process of the department.

2. The Delphi-based human resource information planning management system as claimed in claim 1, wherein the department manager comprises a work task allocation module, a task progress evaluation module, a task allocation module and a performance evaluation module;

the work task allocation module is used for making a monthly work plan by the management layer and completing the allocation of tasks of all the employees;

the task progress evaluation module is used for carrying out the accounting of the task completion progress of each employee at present according to the task completion data uploaded by each employee and sending the accounting result to the task allocation module;

the task allocation module is used for allocating the total tasks according to the task completion progress of each employee;

and the performance evaluation module evaluates the performance of the employee in the month/year based on a preset evaluation algorithm according to the completion condition of the task of the employee in the month/year.

3. The Delphi-based human resource information planning management system as recited in claim 1, wherein the human resource end comprises a system management module, a mobilization management module, a training management module, a post management module, an attendance management module, a recruitment management module, a performance assessment module, a personnel archive module, a salary welfare module and a staff relationship processing module;

the system management module is used for providing a main interface for interaction with the staff and is a master control module of other modules;

the mobilization management module is used for the human resource department to know the mobilization condition of the personnel at any time so as to provide decision support;

the training management module improves the working capacity, knowledge level and potential performance of the staff by organizing and conducting means, matches the personal quality of the staff with the working requirement to the maximum extent, and promotes the improvement of the working performance of the staff in the present and future;

the post management module is used for reflecting the basic functions, the competency and the departments of all posts of the company;

the attendance management module is used for recording the contribution degree of the staff working every day;

the recruitment management module is used for sending an interview invitation card to the recruiter;

the performance assessment module is used for completing the statistic work of performance assessment;

the personnel file module is used for registering and storing the identity information of the department owner;

the salary welfare module is used for managing the salary condition of all employees of the company;

the staff relationship processing module is used for daily holiday congratulation of staff and holiday congratulation of staff relatives.

4. The system for human resource information planning management based on Delphi of claim 1, wherein the system management module comprises employee login, password modification, employee management, data backup and data recovery.

5. The system for human resource information planning and management based on Delphi according to claim 1, wherein the main control module for providing the main interface for interaction with the staff, which is the other modules, further comprises the following steps:

the method comprises the steps that a main window body is created by a Delphi platform of the internet and used by a human resource department, and an splash window is created;

displaying the splash window and detecting a connection database;

if the window is successful, other windows are created;

otherwise, prompting the database to fail in connection and quitting the system;

closing and releasing the splash window, and displaying a logic window;

verifying whether the input password is correct or not according to the selected staff;

if not, re-inputting the password, and exiting the system after three times of error transmission;

and if the input is correct, closing the logic window, transmitting the employee number user, and starting the application program to run.

6. The system for human resource information planning management based on Delphi of claim 1, wherein the system for human resource information planning management based on Delphi comprises the following steps, according to the selected staff, verifying whether the input password is correct, if not, re-inputting the password, and exiting the system after three times of error input:

the employee needs to create a table first, obtain the employee number, initialize the window according to the employee right, and display the menu item;

when the staff creates the staff number, judging whether a window opened by the staff exists;

if yes, directly displaying;

if not, creating a display;

opening a window after the employee number is established, and selecting a backup path;

checking whether the path exists or not, if not, establishing, and then checking the validity;

controlling the acquisition of the current table and the display of the backup progress, and backing up to a SaveDataBase function;

opening a window to select a backup path;

and checking whether the path exists or not, if not, establishing, checking the validity, and finishing the backup of the identity of the employee number.

7. The system for human resource information planning management based on Delphi according to claim 1, wherein the system for recording the contribution degree of the employee working each day further comprises the following steps:

determining contribution degree of job seed value by using an AHP method;

defining problems and targets, establishing an index system, and constructing an index weight judgment matrix;

calculating the weight coefficient of each index, and judging the consistency test of the matrix;

and calculating coefficients of the seeds in combination, and determining the number of the persons increasing or decreasing in each seed according to the contribution coefficients.

8. The system as claimed in claim 1, wherein the step of determining the number of people for each job to increase or decrease according to the contribution factor further comprises the steps of:

the category numbers of the designed seeds are 1, 2, … and S, i;

the number of people of the job is correspondingly set as X ₁ 、X ₂ 、…、X _S ，X _i ；

The variation correspondence is set to dX ₁ 、dX ₂ 、…、dX _S 、dX _i ；

The variation amplitude is correspondingly set to dX ₁ /X ₁ 、dX ₂ /X ₂ 、…、dX _s /X _s 、dX _i /X _i ；

The contribution coefficient is correspondingly set to K ₁ 、K ₂ 、…、K _S ，K _i ；

Setting:

then:

is provided with

Then:

wherein C is a constant;

dH is the total variation of the enterprise staff;

i is the serial number of the job;

X _i the number of the seeds;

dX _i is the variable quantity;

dX _i /X _i is the amplitude of variation;

K _i are the contribution factors.

9. The system for human resources information planning management based on Delphi according to claim 1, wherein said statistical work for completing performance assessment further comprises the following steps:

by a coefficient of contribution K _i Judging the contribution degree of each employee in each job;

counting the contribution degrees of different employees, the performance assessment scores of all assessment time periods and assessment properties;

and distributing monthly performance awards of the employees according to the contribution degrees and the assessment scores of different employees, selecting the employee with the highest contribution degree from the job categories, and commenting as the best employee and additionally awarding the performance.

10. The system of claim 1, wherein the post management module comprises a post change recording module, a quit job condition recording module and a post design module;

the post change recording module is used for checking the post change conditions of all the employees, inquiring the post change of the employees according to the names of the employees and reflecting the information of original departments, current departments and change time of the employees;

the leave-back situation recording module is used for checking the basic situation of leave-back employees during leave, such as the past employee number, the original department, the reason and the time of leave, and tracking the leave-back employees;

and the post design module is used for reflecting the basic functions, the competency and the departments of all the posts of the company and resetting the posts according to the business requirements of the company.

Images