CN115392675A - Enterprise employee performance score management system and method - Google Patents
Enterprise employee performance score management system and method Download PDFInfo
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Abstract
The system comprises an enterprise creation module, a performance score management module and a performance score management module, wherein the enterprise creation module is configured to create an enterprise after receiving an enterprise creation request and configure the enterprise, and the configuration comprises adding employees of the enterprise; the role setting module is configured to set different roles for the added employees of each enterprise and configure basic score assignment rules for the different roles; the assessment item management module is configured to configure assessment items for the employees with different roles, and responds to the change request of the assessment values of the assessment items corresponding to the employees, which is sent by the user side; and the score determining module is configured to determine the performance score of each employee based on the basic score and the assessment score corresponding to the changed assessment item. By setting different roles for different employees of the enterprise on line and configuring different assignment rules and assessment items, the flexibility, pertinence and accuracy of assessment are improved.
Description
Technical Field
The disclosure relates to the technical field of management, in particular to a system and a method for managing performance scores of enterprise employees.
Background
The performance assessment and assessment of the enterprise employees are usually carried out in a manual assessment mode, all the employees are generally assessed through fixed assessment standards, the assessment mode is low in assessment efficiency, and assessment results are not targeted and low in accuracy.
Disclosure of Invention
The embodiment of the disclosure aims to provide an enterprise point system management system and method.
In order to achieve the above object, an embodiment of the present disclosure provides an enterprise point management system, including an enterprise creation module configured to create an enterprise after receiving an enterprise creation request, and configure the enterprise, where the configuring includes adding employees of the enterprise; the role setting module is configured to set different roles for the added employees of each enterprise and configure basic score assignment rules for the different roles so that the basic scores of the employees with the different roles are changed according to the assignment rules; the examination item management module is configured to configure examination items for the employees with different roles and respond to a change request of examination values of the corresponding examination items of the employees, which is sent by the user side; and the score determining module is configured to determine the performance score of each employee based on the basic score and the assessment score corresponding to the changed assessment item.
Further, configuring assessment items for employees with different roles comprises: the method comprises the following steps of setting bonus assessment items for employees with different roles in a user-defined manner; and/or setting a deduction assessment item for the self-definition of the employees with different roles.
Further, the system further comprises: and the report generating unit is configured to generate a report corresponding to the preset employee based on the preset assessment items and the real-time scores corresponding to the assessment items after receiving the content which is sent by the user side and is related to the score adding assessment items of the preset employee.
Further, the system further comprises: and after receiving a request for carrying out preset operation on the employee performance score sent by the user side, processing the current employee performance score according to the content indicated by the request.
Further, when the enterprise is configured, the configuring further includes: and configuring preset information of the enterprise to obtain the architecture information of the enterprise.
The embodiment of the present disclosure further provides an enterprise point management method, including: creating an enterprise after receiving an enterprise creation request, and configuring the enterprise, wherein the configuration comprises adding employees of the enterprise; setting different roles for each added employee of the enterprise, and configuring basic score assignment rules for the different roles so as to change the basic scores of the employees with the different roles according to the assignment rules; configuring assessment items for the employees with different roles, and responding to a change request of assessment values of the assessment items corresponding to the employees, which is sent by a user side; and determining the performance score of each employee based on the basic score and the assessment score corresponding to the altered assessment item for each employee.
Further, configuring assessment items for employees with different roles comprises the following steps: the method comprises the following steps of setting bonus assessment items for employees with different roles in a user-defined manner; and/or setting a deduction assessment item for the self-definition of the employees with different roles.
Further, the method further comprises: and after the content related to the score adding assessment item of the preset employee is generated and sent by the user side is received, generating a report corresponding to the preset employee based on the preset assessment item and the real-time score corresponding to the assessment item.
An electronic device comprising a memory and a processor, the memory storing a computer program which executes in the processor a method which may implement any of the above methods.
A storage medium storing a computer program, the computer program being executable in the storage medium to implement any of the methods described above.
The system comprises an enterprise creation module, a performance score management module and a performance score management module, wherein the enterprise creation module is configured to create an enterprise after receiving an enterprise creation request and configure the enterprise, and the configuration comprises adding employees of the enterprise; the role setting module is configured to set different roles for the added employees of each enterprise and configure basic score assignment rules for the different roles so that the basic scores of the employees with the different roles are changed according to the assignment rules; the assessment item management module is configured to configure assessment items for the employees with different roles, and responds to the change request of the assessment values of the assessment items corresponding to the employees, which is sent by the user side; and the score determining module is configured to determine the performance score of each employee based on the basic score and the assessment score corresponding to the changed assessment item. By setting different roles for different employees of the enterprise on line and configuring different assignment rules and assessment items, the flexibility, pertinence and accuracy of assessment are improved. Further, the problems of poor staff assessment flexibility and low pertinence in the related technology are solved.
Drawings
In order to more clearly illustrate the embodiments of the present disclosure or the technical solutions in the prior art, the drawings used in the description of the embodiments or the prior art will be briefly described below. It should be apparent that the drawings in the following description are merely exemplary and that other implementation drawings may be derived from the provided drawings by those of ordinary skill in the art without inventive effort.
FIG. 1 is a block diagram of a system for performance score management of enterprise employees provided by an embodiment of the present disclosure;
fig. 2 is a flowchart of a method for managing performance scores of employees of an enterprise according to an embodiment of the present disclosure;
fig. 3 is a schematic view of an electronic device provided in an embodiment of the present disclosure.
Detailed Description
The embodiments of the present disclosure are described in terms of specific embodiments, and other advantages and benefits of the present disclosure will become apparent to those skilled in the art from the description herein, wherein the described embodiments are intended to be part of the disclosure, rather than the full scope thereof. All other embodiments, which can be derived by a person skilled in the art from the embodiments disclosed herein without making any creative effort, shall fall within the protection scope of the present disclosure.
In the embodiment of the present disclosure, a performance score management system for employees of an enterprise as shown in fig. 1 includes: and the enterprise creation module is configured to create an enterprise after receiving an enterprise creation request and configure the enterprise, wherein the configuration comprises adding employees of the enterprise.
In this embodiment, the user may trigger a request of a newly added enterprise through the interactive interface, and trigger a request of information configuration for the newly added enterprise. The system performs enterprise creation and information configuration based on the request. The configuration information comprises the allocation of accounts for the employees in the enterprise to obtain all the employees belonging to the newly added enterprise.
As an optional implementation manner of this embodiment, the configuration further includes: and configuring preset information of the enterprise to obtain the architecture information of the enterprise.
In the optional implementation manner, the method includes configuring enterprise basic information such as the name of an enterprise, the industry to which the enterprise belongs, the region to which the enterprise belongs, a responsible person of the configured enterprise, an enterprise account and the like; and the department, department role and other contents of the enterprise can be created under the newly added enterprise (the configuration contents can be configured by triggering components in the interactive interface).
When a department of an enterprise is created, four default departments, namely a department to which a responsible person of the enterprise belongs, an execution department, a department to which a management layer belongs and a department to which a management layer is put, can be created for the enterprise by default, wherein the department to which the responsible person of the enterprise belongs is a role department with the highest authority of the enterprise, and employees in the department can not participate in the assessment of performance scores; a plurality of responsible persons can be requested to be added under the department of the enterprise responsible person; the execution part is that the account number in the department can be set with a virtual account number (the virtual account number can be withdrawn at any time) and does not participate in the credit ranking competition. Illustratively, the responsible person can designate the cadre or staff part-time meeting the requirements, and an executive account number (which can be withdrawn at any time) is set for the cadre or staff part-time meeting the requirements; the management layer can be a department participating in performance assessment, and can comprise core management team members of enterprises, institutions or units, such as core high management, department responsible persons or important post personnel; the practice management layer refers to a reserve management department participating in performance assessment, and employee accounts under the reserve management department can assess performance scores.
After an enterprise is created, after a department creation request sent by a user side is received, a default department can be created, employees can be newly added under each department, and the employees in different departments can have different assessment contents for determining performance scores.
It is understood that the present embodiment may also create departments included in an enterprise in a customized manner.
The embodiment may further include a role setting module configured to set different roles for the added employees of each enterprise, and configure basic score assignment rules for the different roles, so that the basic scores of the employees of the different roles are changed according to the assignment rules.
In this embodiment, the departments in which the employees are located are different, and thus, the employees can have different roles. For employees under a department needing to determine the performance score, basic score assignment rules can be preset. It can be understood that, in this embodiment, in addition to setting the assignment rule of the employee by using the role as a unit, the assignment rule may also be set for each employee.
The types of base scores may include a responsibility point type, and a fixed point type. The responsibility points refer to points which are fixedly given in each period after the employees meet preset conditions, for example, the employees are fixedly given in each month after the employees meet tasks within a responsibility range except for the employees working in the current time. The fixed points refer to points which are issued regularly in each period and meet the staff in the fixed standard, for example, all the staff meeting one or more fixed point standards in the fixed standard set by the enterprise (the staff can create the standard of interest or value for the company, such as the job, job level, skill, speciality, and the like), and the points are issued automatically by the system every month.
The assignment rules may include: and judging whether the employee accords with assignment conditions of responsibility integral and fixed integral every other period, and if so, changing the basic score of the employee. It can be understood that, in the embodiment, updated information of any employee uploaded by the user may be received, and the judgment of the assignment condition is realized based on the information.
The embodiment can set conditions required to be met by giving the responsibility points, the assignment sizes of the responsibility points and the assignment periods of the responsibility points for different employees. The parameters can be customized and changed in real time, and a user can change the parameters through an interactive interface.
The embodiment can also set the standard required to be met by the assignment of the fixed point for different employees, the assigned size of each standard and the assignment period of the fixed point.
Different roles are set for the employees, and different scores assignment rules can be set for different employees, so that the assessment of the employees has pertinence and flexibility. Meanwhile, the assessment accuracy is enhanced.
The embodiment also comprises an assessment item management module which is used for configuring assessment items for the employees with different roles and responding to the change request of the assessment values of the assessment items corresponding to the employees sent by the user side.
In the embodiment, performance assessment can be further performed on different employees in a targeted manner through the user-defined assessment items.
As an optional implementation manner of this embodiment, configuring assessment items for employees with different roles includes: the method comprises the following steps of setting bonus assessment items for employees with different roles in a user-defined manner; and/or setting deduction assessment items for the employees with different roles in a user-defined manner.
In this optional implementation manner, different bonus items and bonus items can be configured for different employees through the management interface. The assessment items can be in a self-defined mode or a default assessment item, and assessment scores corresponding to the assessment items can also be self-defined and set as required. After the assessment items are configured, the user can assign the assessment items through the request of the user side, and the assessment item assignment of any employee can be realized after the request of the user side is received. Illustratively, the checked staff can apply for project bonus points or deduction points through the user side, and the managers can assign values to the check items through the interface. Meanwhile, the administrator can also initiatively assign values to the assessment items of any employee, and the assignment is not limited herein.
Illustratively, the optional implementation manner may include, in practical application:
1. 1, real-time synchronization of the data of the 'total reward deduction standard' for the whole member, which can be inquired at any time;
2. clicking a certain standard can directly check the details of the score award standard;
3. in order to optimize a digital management system, the matching meets the actual current management needs of an enterprise, a certain reward discount standard can be edited and deleted at any time, and the whole data are synchronized in real time;
4. the account with authority can be added with a point reward deduction standard at any time according to the needs of an enterprise, and an enterprise digital management system is perfected;
5. the employees can be clearer about the problems of the enterprise, all employees can submit ' score reward deduction standard proposal ' according to the clear management guidance of the enterprise to participate in the digital management of the enterprise, and the standard proposal can become the formal reward deduction execution standard ' of the enterprise after being approved;
6. the system defaults a score reward rule of standard proposals, an account with authority can be adjusted according to management wishes, and after the system is set, employees submit score reward standard proposals to be checked and passed, the system can automatically award scores, encourages employees to participate in company management, and reduces the workload of manual award scoring;
2. the bonus award deduction hall clicks 'bonus award deduction hall + number', a management part (an account number with bonus award deduction authority) carries out bonus award deduction or deduction on for employees 'bonus award deduction reach', or can be used for applying bonus award per se; the employees can apply for awards for themselves, and if the employees are authorized by enterprises, the employees are the same event of the award deduction object and can apply for awards for multiple persons including the employees;
1. click the "" award deduction hall "" shows the bonus award deduction event list arranged according to the state and time in reverse order. The event which is not subjected to auditing is reminded obviously, centralized auditing is facilitated, different scores of the same event are supported for awarding and deducting points, the auditing process is simplified, and the working efficiency is improved;
2. click a certain's award knot incident's can directly look over this award knot incident details, support take a picture in real time, the album uploads the evidence photo, and every award knot incident all can be traced to the source and checked, and the data is disclosed transparently, avoids the fraud. The management responsibilities of an operator and an auditor can be traced back to the award deduction events which do not accord with the management guidance;
3. the administrator or other authorized account numbers click the + number, can set the whole member award deduction application authority, and can also directly carry out award points or deduction on account numbers participating in the score ranking by the award deduction control;
4. clicking 'award deduction's can select award deduction object to carry on the bonus deduction, support including choosing many people the same event award deduction, many people different score award deduction, detail remark explanation, photo album or take a picture submit the many functions including proving the picture;
5. the administrator or other authorized accounts can manage the upper limit score of the points and the number of times that can be applied in a single bonus point or deduction event of all the participating ranking accounts, so that the phenomenon of unfair points caused by frequent application of the points due to over-emphasis is avoided;
6. the system has the advantages that multiple persons can be selected to submit the credit deduction application permission in the same credit deduction event, an administrator or other authorized account numbers can be refined to the individuals for management, the system supports the multi-person difference score deduction, and the problem that repeated submission of credit deduction applications and the increase of checking workload due to the fact that multiple credit deduction objects exist in the same credit deduction event is avoided. Meanwhile, the problem of unfair integration caused by omission of the reward deduction object is also avoided.
The pertinence and the accuracy of the assessment of the staff can be further enhanced through the method. Meanwhile, employees can be motivated by setting the score-adding assessment items and the score-subtracting assessment items, and the management guidance of enterprises is more definite.
The embodiment also comprises a score determining module which is configured to determine the performance score of each employee based on the basic score and the assessment score corresponding to the changed assessment item.
In the embodiment, the performance score of any employee is obtained by calculation based on the basic score and the score of the assessment item.
According to the embodiment, different employees are configured in a targeted manner, so that the accuracy of performance assessment of the employees and the assessment pertinence can be improved. The assessment efficiency and the staff assessment management efficiency are improved.
As an optional implementation manner of this embodiment, the system further includes: and the report generating unit is configured to generate a report corresponding to the preset employee based on the preset assessment items and the real-time scores corresponding to the assessment items after receiving the content which is sent by the user side and is related to the score adding assessment items of the preset employee.
In this optional implementation manner, an acquisition request sent by a user side may be received to acquire content related to the bonus item of any employee, and a report with a unified template may be generated. The contents related to the bonus items of the staff can comprise the contents of the person to be awarded, the time to be awarded, the event to be awarded, the point to be awarded and the like.
As an optional implementation manner of this embodiment, after a request for performing a preset operation on the employee performance score sent by the user side is received, the current employee performance score is processed according to content indicated by the request.
In this optional implementation manner, a request sent by the user side to query or sort the performance scores of the preset employees may be received, the preset employees may be sorted according to the scores according to the content indicated by the request during sorting, and the content is fed back. It will be appreciated that the user may select the preset employee via the interface.
Further, when the performance scores are sorted, different assessment conditions, such as conditions of responsibility points, conditions of fixed points and different assessment items, can be selected for score calculation and sorting. The assessment dimension can be deepened, and the assessment is more targeted.
The optional implementation manner may include, when applied: and (3) integral query:
1. an administrator or other authorized accounts can inquire the credit condition of the authorized range participating in the ranking accounts at any time, analyze the credit data of the employees behind or abnormal in credit and make management break-out in advance. The staff can check and verify the integral condition at any time and improve the insufficient points to be deducted in time;
2. the administrator or other authorized account default displays the last name in the management layer rank so as to give more attention to it. Clicking the query icon, namely selecting any employee to query the point condition within the authorization range;
3. personal clicks of my score can inquire the score condition of the current month or the historical month;
4. the administrator inquires about a certain employee, and the employee himself views the 'my score' to see the same page. Click 'award score event' to show all awarded events in the month, and click a certain event to see the details of the award score event; similarly, click the 'event of deduction', show and inquire all events deducted the mark in the month, click a certain event and can look over the particular details of the event of deduction of the award;
5. the system automatically classifies and collects all events awarded by the employee in the last 30 days according to 'integral award deduction major categories', calculates the percentage of each major category, clicks a certain major category percentage, displays all the events awarded by the major category, and clicks the details of the award events to be checked;
6. the system automatically classifies and summarizes all the deducted events of the employee in the last 30 days according to 'score award deduction major classes', calculates the percentage of each major class, clicks a percentage of a major class, displays all the deducted events of the major class, and clicks the deduction event details;
7. by inquiring personal point data of the staff, the personal point combination condition of the staff can be well analyzed, the staff condition with abnormal points can be known in advance, once the staff has the conditions of negative working attitude and underground working efficiency, a management superior can master the situation at the first time, and can make management measures in advance to timely deal with the management problems in the bud state;
score ranking may also be included:
the enterprise point management is that the personal ability, the comprehensive performance and the value achievement of the employees are visually evaluated by numbers according to a point-to-point incentive principle, and the employees at the same level can conveniently perform ranking competition under the same standard. The most direct presentation mode is the 'point ranking', the average meaning is broken through the 'point ranking', and the benefit including the public differentiated distribution benefit, reward, bonus, honor and talent special treatment is comprehensively realized through the point ranking with different conditions;
1. the system displays the score ranks of the current month, all departments and all awards in the large category by default, clicks a ranking icon, can select the conditions including 'time range, personnel range and single-selection and multiple-selection of the awards in the large category', can form score ranking results based on different conditions according to management wishes, is convenient for enterprises to carry out differential distribution according to management guidance of different periods, and directly takes out actual data when the differential distribution is needed;
2. the total score ranking is mainly used for long-term excitation including 'main stock distribution', 'income stock division red' admittance qualification, 'excellent talent contribution bonus', 'option excitation' and 'stock right excitation', which can effectively excite talents and reserve talents;
3. the phase ranking is generally used for monthly or annual phase highlighting of an enterprise, and generally presents phase point ranking results in the form of offline phase summary highlighting of a congress (called 'happy meeting' for short), and the enterprise highlights excellent cadre staff in a differentiated manner by virtue of board blocks according to management emphasis;
4. the outstanding enterprise culture is actually fallen to the ground by the outing conference in the point system management stage, and meanwhile, through the digital quantification of management key points (point reward deduction large types), the method makes clear which contributes most and has most problems in the management key points, so that the enterprise has clear data basis for selecting the side key points of the management strategy;
5. annual total score ranking is generally used for annual summary bring-up in the major congress, and the annual total score ranking is used for bringing up in advance and after flagging;
6. the annual bonus allocation amount of each person can be determined according to annual point ranking and other data under different conditions, the annual bonus allocation amount can be accurate to 1 minute, and the annual bonus allocation amount is issued in a public and differential mode, so that each annual bonus can really play an incentive role;
7. the annual score ranking data can also be used to determine the specific breaking proportion of ' major share breaking ' and ' in-lie share breaking ', determine the specific gear (amount) of the contribution bonus ' of the superior talent deposited in the year. The annual point ranking data determines the specific price of the option when the option incentive expires.
The implementation also provides a performance score management method for the enterprise employees, which comprises the following steps: creating an enterprise after receiving an enterprise creation request, and configuring the enterprise, wherein the configuration comprises adding employees of the enterprise; setting different roles for each added employee of the enterprise, and configuring basic score assignment rules for the different roles so as to change the basic scores of the employees with the different roles according to the assignment rules; configuring assessment items for the employees with different roles, and responding to a change request of assessment values of the assessment items corresponding to the employees, which is sent by a user side; and determining the performance score of each employee based on the basic score and the assessment score corresponding to the altered assessment item for each employee.
As an optional option in this embodiment, configuring assessment items for employees with different roles includes: the method comprises the following steps of setting bonus assessment items for employees with different roles in a user-defined manner; and/or setting a deduction assessment item for the self-definition of the employees with different roles.
As an optional implementation manner of this embodiment, the method further includes: and after the content related to the score adding assessment item of the preset employee is generated and sent by the user side is received, generating a report corresponding to the preset employee based on the preset assessment item and the real-time score corresponding to the assessment item.
As an optional implementation manner of this embodiment, the method further includes: and after receiving a request for carrying out preset operation on the employee performance score sent by the user side, processing the current employee performance score according to the content indicated by the request.
As an optional implementation manner of this embodiment, when configuring an enterprise, the configuring further includes: and configuring preset information of the enterprise to obtain architecture information of the enterprise.
The embodiment of the present disclosure provides an electronic device, as shown in fig. 3, the electronic device includes one or more processors 31 and a memory 33, where one processor 31 is taken as an example in fig. 3.
The controller may further include: an input device 33 and an output device 34.
The processor 31, the memory 32, the input device 33 and the output device 34 may be connected by a bus or other means, and fig. 3 illustrates the connection by a bus as an example.
The processor 31 may be a Central Processing Unit (CPU). The processor 31 may also be other general purpose processors, digital Signal Processors (DSPs), application Specific Integrated Circuits (ASICs), field Programmable Gate Arrays (FPGAs) or other programmable logic devices, discrete gate or transistor logic devices, discrete hardware components, or combinations thereof. A general purpose processor may be a microprocessor or the processor may be any conventional processor or the like.
The memory 32, which is a non-transitory computer readable storage medium, may be used to store non-transitory software programs, non-transitory computer executable programs, and modules, such as program instructions/modules corresponding to the control methods in the embodiments of the present disclosure. The processor 31 executes various functional applications of the server and data processing, i.e. implements the method of the above-described method embodiments, by running non-transitory software programs, instructions and modules stored in the memory 32.
The memory 32 may include a storage program area and a storage data area, wherein the storage program area may store an operating system, an application program required for at least one function; the storage data area may store data created according to use of a processing device operated by the server, and the like. Further, the memory 32 may include high speed random access memory, and may also include non-transitory memory, such as at least one magnetic disk storage device, flash memory device, or other non-transitory solid state storage device. In some embodiments, the memory 32 may optionally include memory located remotely from the processor 31, which may be connected to a network connection device via a network. Examples of such networks include, but are not limited to, the internet, intranets, local area networks, mobile communication networks, and combinations thereof.
The input device 33 may receive input numeric or character information and generate key signal inputs related to user settings and function control of the processing device of the server. The output device 34 may include a display device such as a display screen.
One or more modules are stored in the memory 32, which when executed by the one or more processors 31 perform the method as shown in FIG. 3.
It will be understood by those skilled in the art that all or part of the processes in the methods according to the embodiments described above may be implemented by instructing relevant hardware through a computer program, and the program may be stored in a computer-readable storage medium, and when executed, may include the processes of the embodiments of the motor control methods described above. The storage medium may be a magnetic disk, an optical disk, a Read-only memory (ROM), a Random Access Memory (RAM), a flash memory (FlashMemory), a hard disk (hard disk drive, abbreviated as HDD) or a Solid State Drive (SSD), etc.; the storage medium may also comprise a combination of memories of the kind described above.
Although the embodiments of the present disclosure have been described in conjunction with the accompanying drawings, those skilled in the art may make various modifications and variations without departing from the spirit and scope of the present disclosure, and such modifications and variations fall within the scope defined by the appended claims.
Claims (10)
1. A system for managing performance scores of employees of a business, comprising:
the enterprise creation module is configured to create an enterprise after receiving an enterprise creation request and configure the enterprise, wherein the configuration comprises adding employees of the enterprise;
the role setting module is configured to set different roles for the added employees of each enterprise and configure basic score assignment rules for the different roles so that the basic scores of the employees with the different roles are changed according to the assignment rules;
the assessment item management module is configured to configure assessment items for the employees with different roles, and responds to the change request of the assessment values of the assessment items corresponding to the employees, which is sent by the user side;
and the score determining module is configured to determine the performance score of each employee based on the basic score and the assessment score corresponding to the changed assessment item.
2. The system of claim 1, wherein the configuration of assessment items for employees of different roles includes:
the method comprises the steps of setting score adding assessment items for employees with different roles in a user-defined manner;
and/or setting a deduction assessment item for the self-definition of the employees with different roles.
3. The system for performance score management of employees of a business as recited in claim 1, further comprising:
the report generating unit is configured to generate a report corresponding to the preset employee based on the preset assessment items and the real-time scores corresponding to the assessment items after receiving the content which is sent by the user side and related to the scoring assessment items of the preset employee.
4. The system for managing performance scores of employees of a business as defined in claim 1, further comprising: and after receiving a request for carrying out preset operation on the employee performance score sent by the user side, processing the current employee performance score according to the content indicated by the request.
5. The system for enterprise accountability management according to claim 1 wherein, when configuring an enterprise, said configuring further comprises:
and configuring preset information of the enterprise to obtain architecture information of the enterprise.
6. A method for managing performance scores of employees of an enterprise, comprising:
creating an enterprise after receiving an enterprise creation request, and configuring the enterprise, wherein the configuration comprises adding employees of the enterprise;
setting different roles for each added employee of the enterprise, and configuring basic score assignment rules for the different roles so as to change the basic scores of the employees with the different roles according to the assignment rules;
configuring assessment items for the employees with different roles, and responding to a change request of assessment values of the assessment items corresponding to the employees, which is sent by a user side;
and determining the performance score of each employee based on the basic score and the assessment score corresponding to the altered assessment item for each employee.
7. The method of enterprise employee performance score management according to claim 6, wherein configuring assessment items for employees of different roles comprises:
the method comprises the steps of setting score adding assessment items for employees with different roles in a user-defined manner;
and/or setting deduction assessment items for the employees with different roles in a user-defined manner.
8. The method of managing a performance score of an employee of an enterprise of claim 6, further comprising:
and after the content related to the score adding assessment item of the preset employee is generated and sent by the user side is received, generating a report corresponding to the preset employee based on the preset assessment item and the real-time score corresponding to the assessment item.
9. A computer-readable storage medium having stored thereon computer instructions for causing a computer to perform the method for performance score management of a corporate employee of any one of claims 6 to 8.
10. An electronic device, comprising: at least one processor; and a memory communicatively coupled to the at least one processor; wherein the memory stores a computer program executable by the at least one processor, the computer program being executable by the at least one processor to cause the at least one processor to perform the method of enterprise employee performance score management of any one of claims 6-8.
Priority Applications (1)
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