CN115063094A - Salary management cloud platform - Google Patents

Abstract

Modern salary management not only emphasizes on exciting workers from the outside by using material rewards such as wages, bonus, welfare and the like, but also emphasizes on exciting workers from the inside by using mental rewards such as achievement, approval, responsibility undertaking, new skill and career development opportunity and the like. Salary, the most important economic parameter in human resources, is used to guide the human resources to move in a reasonable direction, thereby realizing the maximization of the organizational targets. The invention is guided by a strategic target, adopts an advanced performance management tool, is focused on timely incentive of performance salaries, combines comprehensive incentive factors such as post virtual equity income, annual final bonus, various benefits and mental incentives and the like, promotes salary design schemes and technical solutions realized by the strategic target, and supports integrated salary management. The platform, the B/S framework, the database and the application management program can be installed on a public cloud server or a private cloud server, and a client accesses through a browser.

Description

Salary management cloud platform

Technical Field

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

Background

Compensation management is an important component of human resource management, and is continuously perfected along with the development of market economy. Salary is used as a basic means for realizing reasonable configuration of human resources, and plays an important role in human resource development and management. Compensation represents the quantity and quality of different labor capacities that workers can provide, reflecting the basic characteristics of labor supply, and represents the type, quantity and degree of manpower resource demand of human units, reflecting the characteristics of labor demand. Salary management is to apply salary, the most important economic parameter in human resources, to guide human resources to move in a reasonable direction, so as to maximize organizational targets.

In compensation management, there are two different management mechanisms. One is the dominant type of compensation management mechanism. Mainly directly determining salary levels and salary structures of various workers of different types and qualities through administrative, instruction and planning methods, thereby guiding the allocation of human resources. The other is a market-driven compensation management mechanism. Is essentially an efficiency mechanism that guides the allocation of human resources primarily through the flow of labor and market competition, the level of compensation and compensation differences in supply and demand balance. Obviously, the mechanism not only can timely and accurately reflect the scarcity degree of various labors, but also can find the best possible position when the workers realize salary maximization by moving and changing jobs or posts, thereby ensuring that the allocation and the use of human resources are more reasonable.

Traditional compensation management only has the property of distributing material remuneration, and rarely considers the behavior characteristics of a managed person. Modern compensation management changes the traditional incentive mechanism, and pays attention to the comprehensive application of the following three mechanisms: firstly, a material mechanism stimulates workers to have more and more precise labor skills by paying remuneration to improve labor efficiency and obtain more labor remuneration and better working posts; secondly, a mental mechanism confirms the self realization of the laborers in the labor through the personal contribution rewards, thereby embodying the concept of humanism and making the laborers clear, and the value of the laborers can be realized only through good career spirit; and thirdly, a team mechanism encourages the laborers to participate in profit sharing of the organization through the relationship between the personal performance of the laborers and the organization target, rewards the laborers for the efforts from the benefit of the organization, and enhances the team consciousness and the cooperation spirit of the laborers. Modern compensation management is a kind of power management, which directly determines the labor efficiency of workers. Practice proves that successful salary management can greatly mobilize the enthusiasm and creativity of workers; otherwise, it will hurt the enthusiasm and creativity of the workers.

The main problems in compensation management are: the design of salary lacks strategic thinking, the system of salary is not sound, the position value is not quantified and the performance management is lacked. Principles followed by compensation system design compensation follows six principles: fairness principles, competition principles, performance principles, incentive principles, legal principles, and moderation principles (see fig. 3). To achieve the above purpose, the planning and design of the payroll system should achieve three fairness as possible: personal fairness, internal fairness, and external fairness. 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 assessment of financial indexes, but the assessment of the financial indexes is difficult to land, and an effective competitive incentive mechanism is lacked. Domestic and foreign similar products lack integral planning, flexibility and expansibility, and cannot meet the requirement of integrated management of enterprises and institutions.

Disclosure of Invention

The invention designs an integrated and intelligent salary management scheme and a salary management cloud platform technical scheme, solves the existing problems, supports cross-industry application, supports comprehensive assessment and potential mining, supports integrated management (such as figure 1 and figure 2), and supports sustainable high-quality development of enterprises and public institutions. The salary management cloud platform provided by the invention is used for setting post performance salaries aiming at different industries, different departments and different posts. And dividing different performance compensation levels according to post responsibilities, and designing a corresponding performance assessment scheme. According to the specific situation of a unit, a department responsible person or a team thereof can be set with post virtual equity salary or annual final bonus salary, and the department operation result is hooked with the benefits of the department responsible person or the team thereof so as to stimulate the working enthusiasm and creativity of the department responsible person or the team. The invention organically integrates substance incentive and mental incentive (as shown in figures 3 and 4) aiming at enterprises and public institutions, and solves the problems of inaccurate distribution and evaluation of performance wages, annual final prizes and post virtual equity benefits, difficult landing and poor guiding function in the existing salary management.

The invention discloses a salary management cloud platform, which is characterized in that: supporting medical institution, enterprise and utility task management (e.g., fig. 5), supporting group compensation management (e.g., fig. 2), supporting performance payroll and payroll accounting management (e.g., fig. 6 and 7), and supporting employee 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 invention discloses a salary management cloud platform, which comprises: system management, external interfaces, organizational structures, personnel management, talent management, training management, post responsibilities, task management (e.g., figure 5), assessment plan, assessment management, compensation management (e.g., figure 4, figure 6, figure 7, and figure 8), 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 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 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.

The organizational module, company information sub-module, is used to maintain basic information (e.g., FIG. 1) for the company and sub-company, such as company name, type, registered funds, date of establishment, and company profile; 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 participatable scoring positions of a certain position and scoring weight (as shown in figure 2).

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 the staff and the description of the post responsibility; 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 task and assessment module comprises: and the assessment scheme and task management submodule. First, assessment items and index data thereof are established (as shown in FIG. 6). 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. And then designing an assessment scheme according to the post responsibility. 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 (as shown in fig. 5) mainly solves the problem of lacking information management of the department of the unit, and issues the work task 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, and the department responsible person reviews the work log and the work performance, and the system automatically scores.

The evaluation management module (as shown in fig. 6 and 7) is used for enabling or disabling a scoring button by a person with a 'scoring and auditing' authority, auditing 'self-filling performance' of the person to be scored and automatically scoring by the system; the 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 compensation management module submodule (as shown in fig. 8) includes: virtual share rights (post virtual share rights, optional setting items), annual final bonus (optional setting items), unit benefit score, department benefit score, payroll accounting, payroll welfare, special deduction and basic information maintenance of tax payment standard, and supporting basic data increase, modification and deletion operations related to share rights income, annual final bonus and payroll; the payroll checking operator module is used for checking payroll and inquiring a payroll issuing list according to conditions such as year, season, month, department or name; the 'wage distribution' submodule is used for each department staff to log in own account number, check the wage detail of the user and support wage confirmation and wage drawing operation.

The potential mining module comprises: and the comprehensive score ranking, the single item score ranking, the score difference ranking, the comprehensive score rating and the item score rating submodule.

The people advisor module comprises: the system comprises a personal data advisor team, a personal data advisor team, a business performance advisor, a business performance of a business system, a system.

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 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 salary management method and a technical design scheme thereof, and the specific content is as follows:

the salary management cloud platform supports integrated and grouped salary management (as shown in fig. 2).

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: production 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 are introduced (see 0029 for details), and the problem that team benefits are closely related to personal benefits is solved.

The salary management cloud platform is used for designing an assessment scheme according to post responsibilities 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 salary 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 calculating 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) a unit benefit score (DX) being a unit prize (DJ) ÷unitperformance score (D);

the concept of the department benefit score is introduced, so that the personnel benefit is benefited by the good department benefit score of the department, and the personnel benefit is taken as a competitor and a partner. 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 logistics department (non-revenue-generating department) is mobilized, and the benefit of the logistics service personnel is benefited by the unit benefit score.

Performance payroll calculation method (fig. 6 and 7):

(1) the individual performance wages (GJG) of the revenue-creating department are the department benefit score (BX) x individual performance score (G); (2) the non-revenue-generating department's personal performance wage (FGJG) is the unit benefit score (DX) x personal performance score (G).

Assessment items are divided into three categories, namely quantitative, semi-quantitative and qualitative (as shown in figure 6):

(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: a is less than or equal to x 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 (such as figure 6). 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, part of the work tasks lack informatization support, a task management platform (as shown in figure 5) is developed, part of the work tasks are distributed on the task management platform, the task post employees and the configuration task assessment scheme are received, the department responsible personnel review the 'work performance', and the system automatically scores.

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.

Salary management: supporting the batch maintenance of items such as basic wages, post wages, age wages, social security benefits and the like; the system supports automatic accounting of employee wages, various benefits, annual final bonus, post virtual equity income distribution and the like; the personal income tax and special deduction are supported to be automatically deducted by the system; and the system supports staff income inquiry, income list confirmation and automatic transfer to a personal account. See fig. 8: a schematic view of compensation management.

Drawings

FIG. 1 is a diagram of a salary management cloud platform group organization architecture provided in the present invention

FIG. 2 is a diagram of a compensation management cloud platform architecture according to the present invention.

FIG. 3 shows six principles of compensation design of compensation management cloud platform according to the present invention.

FIG. 4 is a diagram of compensation management architecture of a compensation management cloud platform according to the present invention.

FIG. 5 is a schematic diagram of task management of a compensation management cloud platform according to the present invention.

Fig. 6 is a flow chart of performance management of a compensation management cloud platform according to the present invention.

Fig. 7 is a flowchart of salary management cloud platform performance payroll accounting according to the present invention.

FIG. 8 is a schematic view of compensation management of a compensation management cloud platform according to the present invention.

Detailed Description

And (3) system management: and inputting an operation user account, a password and an authentication code on a 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.

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.

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 the job or is disabled, 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 (posts), assessing scheme names and selecting assessment items to form an assessing 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 project 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 someone 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.

Filling in task progress, planning task, self-filling achievement, and clicking 'submit task' button to complete 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 performed 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 periodically in a certain time period, the evaluation is supported 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' items are self-filled with the performance by the auditor with the 'rating auditing' authority, and the system automatically calculates the score according to the auditing performance. 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, clicking a 'viewing score' button to enter a monthly 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.

Salary 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:

the integral of a department is equal to the sum of the integrals of all stations of the department, namely, the integral of 1 station, multiplied by the coefficient of 1 station, the integral of 2 station, multiplied by the coefficient of …, the integral of n station and multiplied by the coefficient of n station;

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

third, the total bonus of the department is (income-cost-shared) multiplied by the proportion;

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

and fifthly, dividing the department profit 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.

(7) Virtual equity

Maintenance department position virtual equity profit allocation data (selectable items).

(8) Annual final bonus

The annual final prize distribution data (selectable items) is maintained.

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: basic wage welfare, attendance detail, business trip expense, performance wage and the like.

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 his account number, can check his payroll details in payroll management, payroll issuance, my payroll, and click 'confirm pick up'.

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 ranking statistics 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 scoring and ranking sub-module

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 fraction rating

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 number of the rated people of each project can be counted by selecting the evaluation year, month, department and evaluation scheme, and the method 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 number, 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 responsible person, 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 (10)

1. A salary management cloud platform, comprising: the system comprises a system management module, an organization mechanism module, a personnel management module, a post responsibility module, a task management module, an assessment scheme module, an evaluation management module, a compensation management module, a potential mining module, a DRGS management module and a RBRVS management module, wherein each module submodule comprises the following 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: a sub-module for company information and sub-company information, department information, post/authority, authority setting and scoring weight;

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

(4) 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;

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

(6) the compensation management module comprises: : virtual share right (post virtual share right, selectable item), annual final bonus (selectable item), personal tax deduction, special deduction, payroll welfare, department benefit score, unit benefit score, accounting payroll, payroll inquiry and payroll issue submodule;

(7) the potential mining module comprises: the comprehensive score ranking, single item score ranking, score difference ranking, comprehensive score comparing and item score comparing sub-modules are arranged in the sequence;

(8) 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 only used for the examination of medical institutions, special modules of the medical institutions, and other units can not be used;

(9) the RBRVS management module comprises: the RBRVS maintenance submodule is used for maintaining RBRVS assessment items, wherein the RBRVS assessment items mainly comprise item charge standards, budget cost, profit control coefficients, points, clinical and executive department distribution proportion basic data maintenance, and are only used for assessment of medical institutions, special modules of the medical institutions and other units can not be used.

2. The payroll management cloud platform of claim 1, wherein: the system supports medical institutions, enterprises and institutions to group across industries and integrated salary management, and supports personnel management, task management, performance management, salary management and potential mining.

3. The payroll management cloud platform of claim 1, wherein said system management module, organization sub-module, comprises: the company information submodule is used for maintaining basic information of the company and the subsidiary company, such as: company name, type, registered funds, date of establishment, company profile, etc.; the department information submodule is used for maintaining department information, such as: department name, whether to independently account, department value coefficient (hereinafter referred to as department coefficient), company, telephone, Email, address, department brief introduction, etc.; the post/authority setting submodule is used for setting a post name, a post authority, a post value coefficient (hereinafter, referred to as a post coefficient), a company, a department and a post responsibility; and the scoring weight setting submodule is used for setting the scoring posts related to a certain post and the scoring weights of the posts.

4. The payroll cloud platform of claim 1, wherein the system management module and the system dictionary submodule are configured to maintain management functions, and the maintainable categories are: 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 grades in a segmented mode; the notice/announcement sub-module issues notices/announcements to staff members, and can perform inquiry, addition, modification and deletion operations.

5. The compensation management cloud platform of claim 1, wherein the qualifying schemes submodule comprises: setting items/indexes and setting assessment schemes; the project/index setting submodule is used for checking projects and index setting thereof, setting the names, default values, qualitative/semi-quantitative/quantitative types, project classifications and index setting thereof of the checking projects; the examination scheme setting submodule is used for setting an examination scheme and starting or stopping the examination scheme; the assessment scheme of the same position can only be started, but a plurality of alternative schemes can be provided, and the alternative schemes can be started according to actual conditions and development stages.

6. The payroll management cloud platform of claim 1, wherein a task management sub-module for issuing tasks and issuing sub-tasks; allocating post tasks and configuring an assessment scheme; the My task submodule is used for displaying all the information assigned to the My task, filling a solution, a task plan, a task progress and a work log, and auditing the log by a department responsible person; self-filling the achievement, submitting the achievement, auditing the achievement by a responsible person of a department, and automatically scoring by the system.

7. The compensation management cloud platform of claim 1, wherein the compensation management module sub-module comprises: virtual share right (post virtual share right, optional project), annual final bonus (optional project), unit benefit score, department benefit score, payroll welfare, special deduction and basic information maintenance of individual tax payment standard, and supports basic data addition, modification and deletion operations related to payroll; the payroll checking sub-module is used for checking payroll and supporting the inquiry of employee payroll and details thereof according to conditions of year, month, department or name; and the 'wage issuing' submodule is used for each department staff to log in the account number of the department staff, check the wage detail of the department staff, confirm wages and receive wages.

8. The payroll management cloud platform as claimed in claim 1, wherein the DRGS management module mainly comprises DRGS project cost standard, budget cost and profit control coefficient basic data maintenance, is mainly used for intelligent control of various disease cost and profit of the DRGS in the medical institution, belongs to a medical institution-specific module, and may not be used by other units.

9. The payroll management cloud platform of claim 1, wherein the RBRVS management module sub-module is mainly used for RBRVS assessment project charging standard, budget cost, profit control coefficient, points, clinical and executive department distribution proportion basic data maintenance, and for medical technical project performance assessment, and belongs to a medical institution specific module, and other units may not be used.

10. The payroll management cloud platform of claim 1, based on one of the following performance payroll methods:

(1) the system comprises a client, a system and a system, wherein the client is used for carrying out customized maintenance on company information and subsidiary company information, a company department and a subsidiary company department, a department post and post responsibility, and supporting integrated performance management and unit performance management;

(2) according to whether departments directly create economic benefits, the method is defined as two types: revenue-creating and non-revenue-creating departments; the income-creating department can independently carry out economic accounting, and the non-income-creating department can independently carry out cost accounting; designing an assessment scheme according to post responsibilities, and supporting monthly, quarterly and annual performance assessment;

(3) defining the concept of 'value coefficient (b) of a certain unit department and value coefficient (g) of a post' to solve the problem of difference of work functions:

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

setting a post value coefficient (g) to solve the difference of work functions among different posts in the same department;

thirdly, a department value coefficient (b) and a post value coefficient (g) are calculated, a post reference method, an arrangement method, a classification method, a factor comparison method, a grading method, a Hay Group three-element evaluation method or an American (Mercer) international post evaluation method (IPE) and other classical methods are adopted to evaluate the department value and the post value, a standard department value and a standard post value are selected and determined, the department value and the post value are divided by the standard department value and the standard post value respectively, and the department value coefficient (b) and the post value coefficient (g) are calculated respectively;

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

(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;

the unit performance integral (D) is the sum of the unit staff individual performance integral (G);

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

dividing a department benefit score (BX) into a department Bonus (BJ) and a department performance score (B);

unit benefit score (DX) unit total bonus (DJ)/unit performance score (D);

introducing the concept of 'department benefit score': to solve the problem that "department employees are both competitors and partners" personal interests benefit from the good department benefit score of the department, such as: if the benefit score of a department is 0, the personal performance wage is 0 even though the personal appraisal score of the employee of the department is full; introducing the concept of 'unit benefit score', mobilizing the working enthusiasm of personnel in the logistics service department (non-revenue-creating department), and benefiting the benefit of the logistics service personnel by the unit benefit score;

(7) the income creating department personal performance wages (GJG) are department benefit scores (BX) multiplied by personal performance scores (G), and the non-income creating department personal performance wages (GJG) are unit benefit scores (BX) multiplied by personal performance scores (G);

(8) the assessment items are divided into three categories, namely quantitative, semi-quantitative and qualitative:

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;

a semi-quantitative assessment item: 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;

qualitative assessment items: the assessment item indexes have the attribute that the assessment item indexes 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 (1 point), and unsatisfactory (0 point);

(9) 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;

(10) setting a corresponding assessment scheme according to the post responsibility; the assessment scheme is provided with a plurality of dimensions according to the post functions, and weight proportions of different dimensions are set; each dimension can consist 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, is self-defined according to the actual condition of a unit or a company, and allows assessment additional points to be included, wherein the assessment additional points are more than the percentage or the thousandth;

(11) different assessment schemes can be set at different development stages of a unit on 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;

(12) task management: because the informatization levels of all units are different, part of the work tasks lack informatization support, a development task management platform is designed, part of the work tasks are distributed on the task management platform, a task post configuration assessment scheme is received, the staff submits the work performance, the department responsible person reviews the work performance, and the system automatically scores;

(13) external interface management: the invention designs an external interface management scheme, and examination items related to the examination scheme are in butt joint with the unit information management platform, the platform automatically collects examination index data, and the system automatically scores;

(14) assessment score: the comprehensive score of the employee is quantitative score, semi-quantitative score and qualitative score;

(15) salary management module: supporting the batch maintenance of items such as basic wages, job wages, age wages, social security benefits and the like; virtual equity (post virtual equity, selectable item), annual final bonus (selectable item), performance wages are accounted by the system; personal income tax and special deduction are automatically deducted by the system; support personal password to confirm the issuance of wages, cash or automatic transfer to personal account;

(16) and the annual final bonus and the virtual equity income are distributed to each post annual final bonus and the virtual equity income according to the performance assessment scoring result on the basis of completing strategic objective assessment.

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