CN115630768A - Employee performance management method, system and storage medium based on informatization - Google Patents

Abstract

The invention discloses an employee performance management method, system and storage medium based on informatization, which comprises the following steps: acquiring assessment data of the staff based on a preset assessment data acquisition standard, and establishing a staff performance three-dimensional index system according to a longitudinal and transverse cross structure through basic indexes, post indexes, work results and service indexes of the staff; acquiring the addition weight of the longitudinal influence factor and the transverse influence factor, acquiring an index evaluation weight according to the addition weight, and performing information upgrading on the evaluation index; establishing a performance evaluation model through the evaluation indexes and the index evaluation weights, and acquiring the scores of all the evaluation indexes and the index evaluation weights to acquire evaluation results; and acquiring abnormal assessment data according to the employee evaluation result to generate a statistical analysis report, and optimizing the performance evaluation according to the feedback of the employee on the statistical analysis report. The invention carries out personnel performance management in an informatization mode, improves the efficiency and the precision and reduces the management cost.

Description

Employee performance management method, system and storage medium based on informatization

Technical Field

The invention relates to the technical field of performance management, in particular to an employee performance management method, system and storage medium based on informatization.

Background

The enterprise employee performance management has important significance for realizing enterprise strategic targets and improving the operation efficiency, the enterprise employee performance improvement is the ability of the employees to continuously improve the performance of the employees, the employee performance management is an important tool for improving the fine management level of the enterprise and is also an important component of the enterprise management, and an effective performance management system plays an important role in realizing the enterprise development targets.

At present, in the process of modernization of an enterprise, the current situation of the enterprise for developing performance management work and the actual situation of staff are combined, the traditional and backward performance management work method relying on manpower is corrected, but an excessively complex quantitative index system can bring great and extra appraisal work burden to a management department and a manager, so that how to optimize a set of performance evaluation management model which is appropriately quantized, learnable, upgradable and controllable in cost is particularly important.

Disclosure of Invention

In order to solve the technical problems, the invention provides an employee performance management method, an employee performance management system and a storage medium based on informatization.

The invention provides an employee performance management method based on informatization, which comprises the following steps:

acquiring assessment data of the staff based on a preset assessment data acquisition standard, and establishing a staff performance three-dimensional index system according to a longitudinal and transverse cross structure through basic indexes, post indexes, work results and service indexes of the staff;

acquiring the additive weight of a longitudinal influence factor and a transverse influence factor through the evaluation index of the staff performance three-dimensional index system, acquiring the index evaluation weight according to the additive weight, performing information upgrading on the evaluation index, and dividing the evaluation index into a qualitative mode and a quantitative mode;

establishing a performance evaluation model through the evaluation indexes and the index evaluation weights after informatization upgrading, and importing the assessment data into the performance evaluation model to obtain the scores of all the evaluation indexes and obtain the evaluation results by combining the index evaluation weights;

and acquiring abnormal assessment data according to the employee evaluation result to generate a statistical analysis report, and optimizing the performance evaluation according to the feedback of the employee on the statistical analysis report.

In the scheme, a staff performance three-dimensional index system is established according to a longitudinal and transverse cross structure through basic indexes, post indexes, work achievements and service indexes of staff, and the method specifically comprises the following steps:

the staff performance three-dimensional index system is divided into a vertical and horizontal cross structure, and the vertical hierarchy is divided from top to bottom: the first level is an index major class, the second level is a work result, and the third level is a service index;

grouping according to different work types of the employees, and setting the transverse hierarchy of the employee performance three-dimensional index system according to the grouping result;

acquiring longitudinal influence factors according to the basic indexes and post indexes of the longitudinal levels of the employee performance stereo index system, setting transverse influence factors according to division of office work and personnel proportion of employees, and performing transverse comparison between offices through transverse shadow response factors;

and acquiring index evaluation weight by combining the longitudinal influence factor and the transverse influence factor.

In the scheme, the evaluation indexes are updated in an information mode and divided into a qualitative mode and a quantitative mode, and the method specifically comprises the following steps:

dividing qualitative indexes and quantitative indexes of the evaluation indexes according to the informatization conditions, and presetting an informatization condition standard;

if the informatization condition of the evaluation index accords with the informatization condition standard, classifying the evaluation index into a quantitative index, otherwise classifying the evaluation index into a qualitative index, wherein the quantitative index can be used for collecting the calculation result in a linkage and automatic manner through an information system, and the qualitative index is used for constructing a qualitative index scoring model through a fuzzy neural network for evaluation;

acquiring influence factors in each qualitative index, setting sub-evaluation indexes of each qualitative index according to the influence factors in each qualitative index, performing hierarchical analysis on the sub-evaluation indexes, establishing a judgment matrix through expert scoring, and determining weight information of the sub-evaluation indexes;

selecting a membership function of the sub-evaluation index, generating fuzzy voices and evaluation grades corresponding to the sub-evaluation index, calculating the membership of each evaluation grade according to the membership function, and generating a corresponding fuzzy rule base;

building a fuzzy neural network, inputting parameters through an input layer, fuzzifying the input parameters by using a membership function, and expressing the product of all inputs by combining a fuzzy inference rule in a neuron and the weight of the fuzzy rule;

acquiring training data to the fuzzy neural network, correcting errors of the fuzzy neural network layer by layer, outputting a qualitative index scoring model when the output errors meet a preset standard, and scoring a target qualitative index by using the qualitative index scoring model;

and the employees in different departments select evaluation indexes according to the association degree of the longitudinal influence factors and the transverse influence factors with the performance appraisal, perform performance management according to the evaluation indexes, set default values for the evaluation indexes, and acquire the abnormal conditions of the evaluation indexes according to the deviation of the actual values and the default values.

In the scheme, a performance evaluation model is established through the evaluation indexes and the index evaluation weights after information upgrading, and the method specifically comprises the following steps:

constructing a performance evaluation model, establishing different roles according to post responsibilities, granting evaluation indexes to the roles, acquiring assessment data of quantitative indexes through automatic data acquisition, and acquiring scores of a qualitative index scoring model as assessment data of qualitative indexes;

inputting the assessment data of the quantitative indexes and the qualitative indexes into a performance evaluation model, acquiring the evaluation indexes of the staff, and acquiring the score information of each evaluation index;

and performing weighting calculation according to the score information of each evaluation index and the index evaluation weight to obtain a performance comprehensive evaluation score and obtain a performance evaluation result.

In the scheme, the staff in different departments select evaluation indexes according to the association degree of the longitudinal influence factors and the transverse influence factors and the performance appraisal, and the method specifically comprises the following steps:

acquiring the gray correlation degrees of the longitudinal influence factors and the transverse influence factors through gray correlation analysis, taking employee performance evaluation management as a gray system, and inputting the acquired longitudinal influence factors and transverse influence factors into the gray system;

summarizing all the influence factors to form a data sequence as a comparison sequence, and taking an evaluation index of performance evaluation management of the staff as a reference sequence, wherein the reference sequence can reflect the characteristics of a gray system;

carrying out dimensionless operation on the comparison sequence and the reference sequence, and calculating the absolute difference value of the reference sequence of the comparison sequence in the nth evaluation index;

calculating a gray correlation coefficient according to the absolute difference, calculating the gray correlation of each influence factor according to the gray correlation coefficient, sorting according to the gray correlation, and acquiring a preset number of influence factors according to a sorting result;

and acquiring corresponding evaluation indexes according to the preset number of influence factors to serve as the evaluation indexes of the staff.

According to the scheme, the abnormal assessment data are obtained according to the employee evaluation results to generate a statistical analysis report, and performance evaluation is optimized according to feedback of the employee on the statistical analysis report, and the method specifically comprises the following steps:

acquiring abnormal examination data according to the abnormal condition of the evaluation index, setting a reminding mechanism according to the abnormal examination data, and reminding employees of disposing the abnormal examination data;

generating a statistical analysis report according to the abnormal assessment data, establishing an automatic supplement algorithm library according to the feedback result of the employee on the abnormal assessment data, correcting the assessment data according to the automatic supplement algorithm library, and optimizing the automatic supplement algorithm library according to the feedback statistical result of the employee on the statistical analysis report in a preset time period;

performing assessment management on employee performance through the revised assessment data, establishing an assessment feedback mechanism, setting a specified time limit, acquiring the satisfaction degree of the employee to each evaluation index in the assessment within the specified time limit, and updating the statistical analysis report;

and adjusting the evaluation indexes and the index evaluation weights of the performance evaluation model according to the updated statistical analysis report.

The second aspect of the invention also provides an employee performance management system based on informatization, which comprises: the system comprises a memory and a processor, wherein the memory comprises an information-based staff performance management method program, and the information-based staff performance management method program realizes the following steps when being executed by the processor:

acquiring assessment data of the staff based on a preset assessment data acquisition standard, and establishing a staff performance three-dimensional index system according to a longitudinal and transverse cross structure through basic indexes, post indexes, work results and service indexes of the staff;

acquiring the additive weight of a longitudinal influence factor and a transverse influence factor through the evaluation index of an employee performance three-dimensional index system, acquiring an index evaluation weight according to the additive weight, performing information upgrading on the evaluation index, and dividing the evaluation index into a qualitative mode and a quantitative mode;

establishing a performance evaluation model through the evaluation indexes and the index evaluation weights after informatization upgrading, and importing the assessment data into the performance evaluation model to obtain the scores of all the evaluation indexes and obtain the evaluation results by combining the index evaluation weights;

and acquiring abnormal assessment data according to the employee evaluation result to generate a statistical analysis report, and optimizing the performance evaluation according to the feedback of the employee on the statistical analysis report.

The third aspect of the present invention also provides a computer readable storage medium, which includes a program of an information-based staff performance management method, and when the program of the information-based staff performance management method is executed by a processor, the steps of the information-based staff performance management method described in any one of the above items are implemented.

The invention solves the defects in the background technology and has the following beneficial effects:

1. the personnel performance management is carried out in an informatization mode, the efficiency and the precision are improved, the management cost is reduced, a performance assessment model is established according to an internal management method, the situation of loose management is changed, the working autonomy of the personnel is effectively stimulated, and the visual realization of the improvement of the self value of the personnel is guided;

2. the evaluation information system is established to realize the quasi-automatic and intelligent evaluation of the performance of the personnel, reduce the intensity and threshold of personnel management work and avoid the interference of part of subjective factors;

3. the evaluation system automatically realizes information correction through a fault-tolerant mechanism, and is assisted by a batch processing mode, so that the evaluation workload is reduced, the evaluation process and the result are public and transparent, and the intervention of external factors is reduced as much as possible;

4. and through the periodic statistical analysis, the index parameters can be relearned and adjusted, and an evaluation model is optimized.

Drawings

FIG. 1 illustrates a flow chart of an informatization-based employee performance management method of the present invention;

FIG. 2 is a flow chart of the method for information-based upgrading of evaluation indexes according to the present invention;

FIG. 3 illustrates a flowchart of a method for optimizing performance ratings based on employee feedback on a report of statistical analysis in accordance with the present invention;

fig. 4 shows a block diagram of an informatization-based employee performance management system of the present invention.

Detailed Description

In order that the above objects, features and advantages of the present invention can be more clearly understood, a more particular description of the invention will be rendered by reference to the appended drawings. It should be noted that the embodiments and features of the embodiments of the present application may be combined with each other without conflict.

In the following description, numerous specific details are set forth in order to provide a thorough understanding of the present invention, however, the present invention may be practiced in other ways than those specifically described herein, and therefore the scope of the present invention is not limited by the specific embodiments disclosed below.

Fig. 1 shows a flow chart of an employee performance management method based on informatization according to the invention.

As shown in fig. 1, a first aspect of the present invention provides an employee performance management method based on informatization, which includes:

s102, acquiring assessment data of the staff based on a preset assessment data acquisition standard, and establishing a staff performance three-dimensional index system according to a vertical and horizontal cross structure through basic indexes, post indexes, work results and service indexes of the staff;

s104, acquiring the additive weight of a longitudinal influence factor and a transverse influence factor through the evaluation index of the staff performance three-dimensional index system, acquiring an index evaluation weight according to the additive weight, performing information upgrading on the evaluation index, and dividing the evaluation index into a qualitative mode and a quantitative mode;

s106, establishing a performance evaluation model through the evaluation indexes and the index evaluation weights after information upgrading, and importing the assessment data into the performance evaluation model to obtain the scores of the evaluation indexes and obtain the evaluation results by combining the index evaluation weights;

and S108, acquiring abnormal assessment data according to the employee evaluation result to generate a statistical analysis report, and optimizing the performance evaluation according to the feedback of the employee on the statistical analysis report.

It should be noted that the staff performance stereo index system is divided into a vertical and horizontal cross structure, the index system does not need to be too complex, the virtual high of the management cost is avoided, and the vertical hierarchy is divided from top to bottom: the first level is an index large class (including basic indexes such as working hours, overtime, leave requests and the like and position indexes), the second level is a work result (quality, efficiency and the like), and the third level is a service index (for example, the number of users in a window service department room, the rate of finished products, the complaint rate and the like, the number of processing funds/scientific research tasks/the number of cultured talents and the like, and the index can be set by the user according to different position responsibilities); grouping according to different work types of employees, particularly under the condition of hooking with compensation, calculating the addition weight of a transverse factor by using the index evaluation weight, and setting the transverse level of an employee performance three-dimensional index system according to the grouping result; acquiring a longitudinal influence factor according to a basic index and a post index of a longitudinal level of an employee performance three-dimensional index system, such as: seasonal mission influence, holiday influence (school chills and hots, weddings and funeral holidays), official policy activity item influence, staff duty skill influence and the like, transverse influence factors are set according to division of office work and staff proportion of staff, and transverse comparison among the offices is carried out through transverse influence response factors, such as statutory holiday setting (chills and hots holidays and the like), registration of the weddings and funeral holidays, personnel cross-department borrowing and directional assessment of key personnel (a special stage and a special period designate an evaluation group for a specific person); firstly, the competition vigor among departments is improved through the transverse influence factors, and secondly, the professional skill is increased to play an effective thrust in the departments; and acquiring index evaluation weight by combining the longitudinal influence factor and the transverse influence factor.

Taking the financial department of colleges and universities as an example, a three-level performance index system is set: first-level indexes: basic indexes and post indexes, such as: the basic indexes mainly aim at the index contents which are needed to be used by all personnel, such as working hours, diseases and incidents, complaints, outings and the like, and the post indexes aim at different post responsibilities in a unit, such as budget posts, fund management posts, information management posts and the like; secondary indexes are as follows: the working indexes are as follows: the basic indexes comprise working hours and the like, and the post indexes comprise working quality, working efficiency, working defects, working innovation and the like; and (3) three-level indexes: the working indexes comprise three-level achievement indexes which are all final-level indexes, the final-level indexes can be marked as qualitative indexes or quantitative indexes, the quantitative indexes can be set under the condition that information integration and data dimensionality are both achieved, an algorithm formula is compiled and is obtained by automatic acquisition and calculation of an information system, the quantitative indexes can also be set as qualitative indexes under the condition that the information integration condition is not mature for a while, and the qualitative indexes are graded in the system by a qualitative index grading model. The subjective and objective evaluation value can be set for any final-stage index, such as the first-stage index, the second-stage index or the third-stage index, and according to the requirements of unit management, the subjective index can be started from a simple subjective index, and after the index is used for a period of time, configuration can be added according to feedback opinions.

Fig. 2 shows a flow chart of the method for information-based upgrading of the evaluation index according to the present invention.

According to the embodiment of the invention, the evaluation index is updated in an informationized manner, and the evaluation index is divided into a qualitative mode and a quantitative mode, and the method specifically comprises the following steps:

s202, dividing qualitative indexes and quantitative indexes of the evaluation indexes according to the informatization conditions, and presetting an informatization condition standard;

s204, if the informatization condition of the evaluation index accords with the informatization condition standard, classifying the evaluation index into a quantitative index, otherwise classifying the evaluation index into a qualitative index, wherein the quantitative index can be linked through an information system and automatically acquire a calculation result, and the qualitative index is evaluated by constructing a qualitative index scoring model through a fuzzy neural network;

s206, acquiring influence factors in each qualitative index, setting sub-evaluation indexes of each qualitative index according to the influence factors in each qualitative index, performing hierarchical analysis on the sub-evaluation indexes, constructing a judgment matrix through expert scoring, and determining weight information of the sub-evaluation indexes;

s208, selecting a membership function of the sub-evaluation indexes, generating fuzzy voices and evaluation grades corresponding to the sub-evaluation indexes, calculating the membership of each evaluation grade according to the membership function, and generating a corresponding fuzzy rule base;

s210, building a fuzzy neural network, inputting parameters through an input layer, fuzzifying the input parameters by utilizing a membership function, and expressing the product of all inputs by combining a fuzzy inference rule in a neuron and the weight of the fuzzy rule;

s212, acquiring training data to the fuzzy neural network, correcting errors of the fuzzy neural network layer by layer, outputting a qualitative index scoring model when the output errors meet a preset standard, and scoring a target qualitative index by using the qualitative index scoring model;

and S214, selecting an evaluation index by the staff in different departments according to the correlation degree between the longitudinal influence factor and the performance appraisal and the correlation degree between the transverse influence factor and the performance appraisal, performing performance management according to the evaluation index, setting a default value for the evaluation index, and acquiring the abnormal condition of the evaluation index according to the deviation between the actual value and the default value.

It should be noted that, the first layer of the fuzzy neural network is an input layer, and is used for inputting parameters; the second layer is a fuzzy layer, and input parameters are fuzzified by using membership functions of all inputs; the third layer and the fourth layer are fuzzy inference layers, and T-S type fuzzy inference rules are used. Model initialization, randomly initializing model coefficients, inputting training data to obtain a network predicted value, and continuously adjusting the model coefficients by comparing the actual output value and the expected output value of the model, so that the model output continuously approaches to the real output until the requirements are met.

The quantitative indexes can calculate results through linkage of an information system and automatic collection, the qualitative indexes need to obtain results through grading of a qualitative index grading model, for example, attendance time indexes can obtain personnel entrance and exit identification information through a security system, can also be recorded through logging in of an examination system or mobile phone check-in, can also be recorded through an offline check-in record table and the like, and it needs to be noted that all indexes are set with default values as far as possible, so that manual intervention is reduced under the abnormal condition, and the workload of management and the informatization threshold requirement on managers are reduced. The information system provides a customized function of indexes, and can automatically acquire data of quantitative indexes, such as document processing capacity in a financial system, patent achievement number in an asset system, job level change records in a personnel system, fund use progress in a budget system, contract number and money amount in a contract management system, department receptionist in a visitor management system, user evaluation and opinions in a customer service system, and the like, and after the data are acquired, corresponding personnel evaluation results can be acquired according to weight proportions through an algorithm.

It should be noted that, the performance evaluation model is established through the evaluation indexes and the index evaluation weights after the informatization upgrade, which specifically includes: constructing a performance evaluation model, establishing different roles according to post responsibilities, granting evaluation indexes to the roles, acquiring assessment data of quantitative indexes through automatic data acquisition, and acquiring scores of a qualitative index scoring model as assessment data of qualitative indexes; inputting assessment data of quantitative indexes and qualitative indexes into a performance evaluation model, acquiring evaluation indexes of staff, and acquiring score information of each evaluation index; and performing weighting calculation according to the score information of each evaluation index and the index evaluation weight to obtain a performance comprehensive evaluation score and obtain a performance evaluation result. The roles are not overlapped as much as possible when the roles are given to the personnel, namely, the roles can be refined but do not have the function of one person as many as one person, the overlapping of the number of the evaluation indexes due to the role is avoided, one role can be set with a plurality of indexes including basic indexes such as working hours, leave requests, outing and the like, the position indexes corresponding to the roles include different working quality indexes, efficiency indexes and the like, each index of one role needs to be set with a weight ratio, and finally the weight of the evaluation index of the role is 100 percent.

It should be noted that, the staff in different departments select evaluation indexes according to the correlation degree between the longitudinal influence factor and the performance evaluation, specifically: acquiring the gray correlation degree of a longitudinal influence factor and a transverse influence factor through gray correlation analysis, taking employee performance evaluation management as a gray system, and acquiring the longitudinal influence factor and the transverse influence factor to input into the gray system;

summarizing all the influence factors to form a data sequence as a comparison sequence

The evaluation index of the performance evaluation management of the staff is used as a reference sequence

The reference sequence can reflect gray system features;

carrying out non-dimensionalization on the comparison sequence and the reference sequence, and calculating the absolute difference value of the reference sequence of the comparison sequence at the nth evaluation index

Wherein, in the step (A),

data values representing the nth evaluation index of the reference sequence and the comparison sequence respectively;

calculating a gray correlation coefficient according to the absolute difference, calculating the gray correlation of each influence factor according to the gray correlation coefficient, sorting according to the gray correlation, and acquiring a preset number of influence factors according to a sorting result, wherein the gray correlation coefficient has a calculation formula as follows:

wherein the content of the first and second substances,

a grey correlation coefficient representing the nth evaluation index of the reference sequence and the comparison sequence,

the minimum difference of the second order is represented,

the second-order maximum difference is represented,

representing a resolution coefficient, the larger the resolution; degree of gray correlation

The calculation formula is as follows:

，

the total number of the evaluation indexes is;

and acquiring corresponding evaluation indexes according to the preset number of influence factors to serve as the evaluation indexes of the staff.

Fig. 3 shows a flow chart of the method for optimizing the performance evaluation according to the feedback of the employee on the report form of statistical analysis in the present invention.

According to the embodiment of the invention, the abnormal assessment data is obtained according to the employee evaluation result to generate a statistical analysis report, and the performance evaluation is optimized according to the feedback of the employee on the statistical analysis report, which specifically comprises the following steps:

s302, acquiring abnormal examination data according to abnormal conditions of the evaluation indexes, setting a reminding mechanism according to the abnormal examination data, and reminding employees of disposing the abnormal examination data;

s304, generating a statistical analysis report according to the abnormal assessment data, establishing an automatic supplement algorithm library according to the feedback result of the employee on the abnormal assessment data, correcting the assessment data according to the automatic supplement algorithm library, and optimizing the automatic supplement algorithm library according to the feedback statistical result of the employee on the statistical analysis report in a preset time period;

s306, carrying out assessment management on employee performance through the revised assessment data, establishing an assessment feedback mechanism, setting a specified time limit, acquiring the satisfaction degree of the employee on each assessment index in the assessment within the specified time limit, and updating the statistical analysis report;

and S308, adjusting the evaluation indexes and the index evaluation weights of the performance appraisal model according to the updated statistical analysis report.

It should be noted that, the process of performance assessment is established according to the internal management requirements of departments, and the function is realized in the personnel performance assessment system, the process is simplified, the threshold of informatization use is reduced, the assessment process needs higher fault-tolerant rate, for the conditions of overtime assessment, data acquisition information loss, error and leakage, and the like, the system can preset default values or reminding mechanisms, and establish an automatic supplement algorithm library, and after a period of operation and use, reports can be analyzed and fed back and the algorithm library can be optimized according to the statistics of the system, for example: under the condition that a certain person cannot acquire attendance card-punching records when the daily work amount reaches the average standard, the system can set an automatic filling mechanism for twice-monthly attendance record deletion, the general principle is guided by service tasks and targets, and the cost of excessive fine management is reduced, for example: on the premise of support of an informatization means, the system can automatically calculate overtime time according to attendance records, the overtime time is uniformly confirmed by a person in charge of a department, if the overtime time is up, the system is defaulted to pass the audit, an attendance feedback mechanism is established, the system develops performance public information at the appointed time before the appraisal in each month or season, the appraised person provides opinions, if the overtime time is up, the system defaults to be free of objection, a statistical analysis report is formed afterwards, information such as the scoring success rate or the satisfaction degree of a qualitative index scoring model can be analyzed, important indexes concerned by the appraised person can be counted, and the appraisal model is optimized by adjusting the weight.

The automatic supplement algorithm is formulated according to the personalized habits of employees in each department of the unit, can be abandoned along with the improvement of the information level of the score, and belongs to a transitional function. The library of auto-replenishment algorithms is a series of predefined scripts, for example: the working hour index of the current month partial date is not filled, if the index result of the working quality and efficiency is obtained (acquired by system acquisition), the default is the normal working hour, if the working quality and efficiency are not available, the default is 0 working hour, and the following steps are carried out: if the complaint rate of the user is not filled, no complaint is given by default, and the like.

According to the embodiment of the invention, an influence factor database is constructed, and the influence range, the action mode and the value of the influence factor are stored in the database, specifically:

establishing an influence factor database, classifying longitudinal influence factors and transverse influence factors of longitudinal and transverse levels of employees in different departments, acquiring influence factors of which the association degrees meet preset requirements, matching influence ranges, action modes and numerical values of the influence factors and storing the influence ranges, action modes and numerical values into the influence factor database;

if the new part room is added in the unit, acquiring the work service items responsible for the new part room, generating characteristic information according to the work service items, and performing data retrieval in an influence factor database through similarity calculation according to the characteristic information;

acquiring a department room with similarity meeting a preset requirement, extracting an influence factor corresponding to the staff in the department room meeting the preset requirement, and setting a longitudinal influence factor and a transverse influence factor of the staff in the newly added department room according to the acquired influence factor;

and screening and correcting the longitudinal influence factors and the transverse influence factors of the newly added chamber according to the distribution period of the work tasks, and setting evaluation indexes of the staff in the newly added chamber according to the screened and corrected influence factors.

FIG. 4 illustrates a block diagram of an information-based employee performance management system of the present invention.

The second aspect of the present invention also provides an employee performance management system 4 based on informatization, which comprises: a memory 41 and a processor 42, wherein the memory includes an information-based employee performance management method program, and when executed by the processor, the information-based employee performance management method program implements the following steps:

acquiring assessment data of the staff based on a preset assessment data acquisition standard, and establishing a staff performance three-dimensional index system according to a longitudinal and transverse cross structure through basic indexes, post indexes, work results and service indexes of the staff;

acquiring the additive weight of a longitudinal influence factor and a transverse influence factor through the evaluation index of an employee performance three-dimensional index system, acquiring an index evaluation weight according to the additive weight, performing information upgrading on the evaluation index, and dividing the evaluation index into a qualitative mode and a quantitative mode;

establishing a performance evaluation model through the evaluation indexes and the index evaluation weights after informatization upgrading, and importing the assessment data into the performance evaluation model to obtain the scores of all the evaluation indexes and obtain the evaluation results by combining the index evaluation weights;

and acquiring abnormal assessment data according to the employee evaluation result to generate a statistical analysis report, and optimizing the performance evaluation according to the feedback of the employee on the statistical analysis report.

It should be noted that, the staff performance stereo index system is divided into a vertical and horizontal cross structure, the index system does not need to be too complex, the virtual high of the management cost is avoided, and the vertical hierarchy is divided from top to bottom: the first level is an index large class (including basic indexes such as working hours, overtime, leave requests and the like and position indexes), the second level is a work result (quality, efficiency and the like), and the third level is a service index (for example, the number of users in a window service department room, the rate of finished products, the complaint rate and the like, the number of processing funds/scientific research tasks/the number of cultured talents and the like, and the index can be set by the user according to different position responsibilities); grouping according to different work types of employees, particularly under the condition of hooking with compensation, calculating the addition weight of a transverse factor by using the index evaluation weight, and setting the transverse level of an employee performance three-dimensional index system according to the grouping result; obtaining longitudinal influence factors according to the basic indexes of the longitudinal levels of the employee performance three-dimensional index system and the post indexes, such as: seasonal mission influence, holiday influence (school summer and chills, weddings and funeral holidays), official strategic activity item influence, personnel job skill influence and the like, transverse influence factors are set according to the division of the office work of the staff and the personnel proportion, and transverse comparison among the offices is carried out through transverse shadow response factors, such as setting of legal holidays (the chills and the sunstroke holidays and the like), registration of the weddings and funeral holidays, personnel cross-department borrowing and adjustment, and directional assessment of key personnel (a special stage and a special period designate an evaluation group for a specific personnel); the competition vitality among departments is improved through the transverse influence factors, and the professional skills are increased to play an effective thrust in the departments; and acquiring index evaluation weight by combining the longitudinal influence factor and the transverse influence factor.

According to the embodiment of the invention, the evaluation index is updated in an informationized manner, and the evaluation index is divided into a qualitative mode and a quantitative mode, and the method specifically comprises the following steps:

dividing qualitative indexes and quantitative indexes of the evaluation indexes according to the informatization conditions, and presetting an informatization condition standard;

if the informatization condition of the evaluation index accords with the informatization condition standard, classifying the evaluation index into a quantitative index, otherwise classifying the evaluation index into a qualitative index, wherein the quantitative index can be used for collecting the calculation result in a linkage and automatic manner through an information system, and the qualitative index is used for constructing a qualitative index scoring model through a fuzzy neural network for evaluation;

acquiring influence factors in each qualitative index, setting sub-evaluation indexes of each qualitative index according to the influence factors in each qualitative index, performing hierarchical analysis on the sub-evaluation indexes, constructing a judgment matrix through expert scoring, and determining weight information of the sub-evaluation indexes;

selecting a membership function of the sub-evaluation index, generating fuzzy voices and evaluation grades corresponding to the sub-evaluation index, calculating the membership of each evaluation grade according to the membership function, and generating a corresponding fuzzy rule base;

building a fuzzy neural network, inputting parameters through an input layer, fuzzifying the input parameters by using a membership function, and expressing the product of all inputs by combining a fuzzy inference rule in a neuron and the weight of the fuzzy rule;

acquiring training data to a fuzzy neural network, correcting errors of the fuzzy neural network layer by layer, outputting a qualitative index scoring model when the output errors meet a preset standard, and scoring a target qualitative index by using the qualitative index scoring model;

and the employees in different departments select evaluation indexes according to the association degree of the longitudinal influence factors and the transverse influence factors with the performance appraisal, perform performance management according to the evaluation indexes, set default values for the evaluation indexes, and acquire the abnormal conditions of the evaluation indexes according to the deviation of the actual values and the default values.

It should be noted that the quantitative index may calculate the result through information system linkage and automatic acquisition, the qualitative index may obtain the result through the scoring of the qualitative index scoring model, for example, the attendance time index may obtain the identification information of the person entering or exiting through the security system, may also be recorded through the logging of the evaluation system or the mobile phone check-in, may also use the offline check-in record table, etc., it should be noted that all the indexes set the default values as much as possible, reduce manual intervention in the absence of abnormal conditions, reduce the workload of management and the requirement for the informatization threshold of the manager. The information system provides a customized function of indexes, and can automatically acquire quantitative indexes such as document processing amount in a financial system, patent achievement amount in an asset system, job level change records in a personnel system, fund use progress in a budget system, signed contract amount and money amount in a contract management system, department receptionist number in a visitor management system, user evaluation and opinions in a customer service system and the like, and the data can acquire corresponding personnel evaluation results according to weight proportion through an algorithm after being acquired.

It should be noted that, the performance evaluation model is established through the evaluation indexes and the index evaluation weights after the informatization upgrade, which specifically includes: constructing a performance evaluation model, establishing different roles according to post responsibilities, granting evaluation indexes to the roles, acquiring assessment data of quantitative indexes through automatic data acquisition, and acquiring scores of a qualitative index scoring model as assessment data of qualitative indexes; inputting assessment data of quantitative indexes and qualitative indexes into a performance evaluation model, acquiring evaluation indexes of staff, and acquiring score information of each evaluation index; and performing weighting calculation according to the score information of each evaluation index and the index evaluation weight to obtain a performance comprehensive evaluation score and obtain a performance evaluation result.

It should be noted that, the staff in different departments select evaluation indexes according to the correlation degree between the longitudinal influence factor and the performance evaluation, specifically: acquiring the gray correlation degrees of the longitudinal influence factors and the transverse influence factors through gray correlation analysis, taking employee performance evaluation management as a gray system, and inputting the acquired longitudinal influence factors and transverse influence factors into the gray system;

summarizing all the influence factors to form a data sequence as a comparison sequence

The evaluation index of the performance evaluation management of the staff is used as a reference sequence

The reference sequence can reflect gray system features;

carrying out dimensionless operation on the comparison sequence and the reference sequence, and calculating the absolute difference value of the reference sequence of the comparison sequence at the nth evaluation index

Wherein, in the step (A),

data values representing the nth evaluation index of the reference sequence and the comparison sequence respectively;

calculating a gray correlation coefficient according to the absolute difference, calculating the gray correlation of each influence factor according to the gray correlation coefficient, sorting according to the gray correlation, and acquiring a preset number of influence factors according to a sorting result, wherein the calculation formula of the gray correlation coefficient is as follows:

wherein the content of the first and second substances,

a grey correlation coefficient representing the nth evaluation index of the reference sequence and the comparison sequence,

the minimum difference of the second order is represented,

the second-order maximum difference is represented,

representing a resolution coefficient, the larger the resolution; degree of gray correlation

The calculation formula is as follows:

，

the total number of the evaluation indexes;

and acquiring corresponding evaluation indexes according to the preset number of influence factors to serve as the evaluation indexes of the staff.

According to the embodiment of the invention, the abnormal assessment data is obtained according to the employee evaluation result to generate the statistical analysis report, and the performance evaluation is optimized according to the feedback of the employee to the statistical analysis report, which specifically comprises the following steps:

acquiring abnormal assessment data according to the abnormal condition of the evaluation index, setting a reminding mechanism according to the abnormal assessment data, and reminding employees of processing the abnormal assessment data;

generating a statistical analysis report according to the abnormal examination data, establishing an automatic supplement algorithm library according to the feedback result of the employee on the abnormal examination data, correcting the examination data according to the automatic supplement algorithm library, and optimizing the automatic supplement algorithm library according to the feedback statistical result of the employee on the statistical analysis report in a preset time period;

performing assessment management on employee performance through the revised assessment data, establishing an assessment feedback mechanism, setting a specified time limit, acquiring the satisfaction degree of the employee to each evaluation index in the assessment within the specified time limit, and updating the statistical analysis report;

and adjusting the evaluation indexes and the index evaluation weights of the performance evaluation model according to the updated statistical analysis report.

It should be noted that, the process of performance assessment is established according to the internal management requirements of departments, and the function is realized in the personnel performance assessment system, the process is simplified, the threshold of informatization use is reduced, the assessment process needs higher fault-tolerant rate, for the conditions of overtime assessment, data acquisition information loss, error and leakage, and the like, the system can preset default values or reminding mechanisms, and establish an automatic supplement algorithm library, and after a period of operation and use, reports can be analyzed and fed back and the algorithm library can be optimized according to the statistics of the system, for example: under the condition that a certain person cannot acquire attendance card-punching records when the daily work amount reaches the average standard, the system can set an automatic filling mechanism for twice-monthly attendance record deletion, the general principle is guided by service tasks and targets, and the cost of excessive fine management is reduced, for example: on the premise of support of an informatization means, the system can automatically calculate overtime time according to attendance records, the overtime time is uniformly confirmed by a person in charge of a department, if the overtime time is up, the system is defaulted to pass the audit, an attendance feedback mechanism is established, the system develops performance public information at the appointed time before the appraisal in each month or season, the appraised person provides opinions, if the overtime time is up, the system defaults to be free of objection, a statistical analysis report is formed afterwards, information such as the scoring success rate or the satisfaction degree of a qualitative index scoring model can be analyzed, important indexes concerned by the appraised person can be counted, and the appraisal model is optimized by adjusting the weight.

The automatic supplement algorithm is formulated according to the personalized habits of employees in each department of the unit, can be abandoned along with the improvement of the information level of the score, and belongs to a transitional function. The library of auto-replenishment algorithms is a series of predefined scripts, for example: the working hour index of the current month partial date is not filled, if the index result of the working quality and efficiency is obtained (acquired by system acquisition), the default is the normal working hour, if the working quality and efficiency are not available, the default is 0 working hour, and the following steps are carried out: if the user complaint rate is not filled, the user can default to no complaint, and the like.

The third aspect of the present invention also provides a computer readable storage medium, which includes a program of an information-based staff performance management method, and when the program of the information-based staff performance management method is executed by a processor, the steps of the information-based staff performance management method described in any one of the above items are implemented.

In the several embodiments provided in the present application, it should be understood that the disclosed apparatus and method may be implemented in other ways. The above-described device embodiments are merely illustrative, for example, the division of the unit is only one logical function division, and there may be other division ways in actual implementation, such as: multiple units or components may be combined, or may be integrated into another system, or some features may be omitted, or not implemented. In addition, the coupling, direct coupling or communication connection between the components shown or discussed may be through some interfaces, and the indirect coupling or communication connection between the devices or units may be electrical, mechanical or other forms.

The units described as separate parts may or may not be physically separate, and parts displayed as units may or may not be physical units; can be located in one place or distributed on a plurality of network units; some or all of the units can be selected according to actual needs to achieve the purpose of the solution of the embodiment.

In addition, all functional units in the embodiments of the present invention may be integrated into one processing unit, or each unit may be separately used as one unit, or two or more units may be integrated into one unit; the integrated unit may be implemented in the form of hardware, or in the form of hardware plus a software functional unit.

Those of ordinary skill in the art will understand that: all or part of the steps for realizing the method embodiments can be completed by hardware related to program instructions, the program can be stored in a computer readable storage medium, and the program executes the steps comprising the method embodiments when executed; and the aforementioned storage medium includes: a mobile storage device, a Read-Only Memory (ROM), a Random Access Memory (RAM), a magnetic disk or an optical disk, and other various media capable of storing program codes.

Alternatively, the integrated unit of the present invention may be stored in a computer-readable storage medium if it is implemented in the form of a software functional module and sold or used as a separate product. Based on such understanding, the technical solutions of the embodiments of the present invention or portions thereof contributing to the prior art may be embodied in the form of a software product, which is stored in a storage medium and includes several instructions for enabling a computer device (which may be a personal computer, a server, or a network device) to execute all or part of the methods described in the embodiments of the present invention. And the aforementioned storage medium includes: a removable storage device, a ROM, a RAM, a magnetic or optical disk, or various other media that can store program code.

The above description is only for the specific embodiments of the present invention, but the scope of the present invention is not limited thereto, and any person skilled in the art can easily think of the changes or substitutions within the technical scope of the present invention, and shall cover the scope of the present invention. Therefore, the protection scope of the present invention shall be subject to the protection scope of the claims.

Claims (10)

1. An employee performance management method based on informatization is characterized by comprising the following steps:

acquiring assessment data of the staff based on a preset assessment data acquisition standard, and establishing a staff performance three-dimensional index system according to a longitudinal and transverse cross structure through basic indexes, post indexes, work results and service indexes of the staff;

acquiring the additive weight of a longitudinal influence factor and a transverse influence factor through the evaluation index of the staff performance three-dimensional index system, acquiring the index evaluation weight according to the additive weight, performing information upgrading on the evaluation index, and dividing the evaluation index into a quantitative mode and a qualitative mode;

establishing a performance evaluation model through the evaluation indexes and the index evaluation weights after informatization upgrading, and importing the assessment data into the performance evaluation model to obtain the scores of all the evaluation indexes and obtain the evaluation results by combining the index evaluation weights;

and acquiring abnormal assessment data according to the employee evaluation result to generate a statistical analysis report, and optimizing the performance evaluation according to the feedback of the employee on the statistical analysis report.

2. The employee performance management method based on informatization according to claim 1 is characterized in that an employee performance three-dimensional index system is established according to a criss-cross structure through basic indexes, post indexes, work results and service indexes of employees, and specifically includes:

the staff performance three-dimensional index system is divided into a vertical and horizontal cross structure, and the vertical hierarchy is divided from top to bottom: the first level is an index major class, the second level is a work result, and the third level is a service index;

grouping according to different work types of the employees, and setting the transverse hierarchy of the employee performance three-dimensional index system according to the grouping result;

acquiring longitudinal influence factors according to the basic indexes and post indexes of the longitudinal levels of the employee performance stereo index system, setting transverse influence factors according to division of office work and personnel proportion of employees, and performing transverse comparison between offices through transverse shadow response factors;

and acquiring index evaluation weight by combining the longitudinal influence factor and the transverse influence factor.

3. The informatization-based employee performance management method according to claim 1, characterized in that the evaluation indexes are updated informatively and divided into quantitative and qualitative modes, specifically:

dividing qualitative indexes and quantitative indexes of the evaluation indexes according to informatization conditions, and presetting an informatization condition standard;

if the informatization condition of the evaluation index accords with the informatization condition standard, classifying the evaluation index into a quantitative index, otherwise classifying the evaluation index into a qualitative index, wherein the quantitative index can be used for collecting the calculation result in a linkage and automatic manner through an information system, and the qualitative index is used for constructing a qualitative index scoring model through a fuzzy neural network for evaluation;

acquiring influence factors in each qualitative index, setting sub-evaluation indexes of each qualitative index according to the influence factors in each qualitative index, performing hierarchical analysis on the sub-evaluation indexes, establishing a judgment matrix through expert scoring, and determining weight information of the sub-evaluation indexes;

selecting a membership function of the sub-evaluation indexes, generating fuzzy voices and evaluation grades corresponding to the sub-evaluation indexes, calculating the membership of each evaluation grade according to the membership function, and generating a corresponding fuzzy rule base;

building a fuzzy neural network, inputting parameters through an input layer, fuzzifying the input parameters by using a membership function, and expressing the product of all inputs by combining a fuzzy inference rule in a neuron and the weight of the fuzzy rule;

acquiring training data to the fuzzy neural network, correcting errors of the fuzzy neural network layer by layer, outputting a qualitative index scoring model when the output errors meet a preset standard, and scoring a target qualitative index by using the qualitative index scoring model;

and the employees in different departments select evaluation indexes according to the association degree of the longitudinal influence factors and the transverse influence factors with the performance appraisal, perform performance management according to the evaluation indexes, set default values for the evaluation indexes, and acquire the abnormal conditions of the evaluation indexes according to the deviation of actual values and the default values.

4. The informatization-based employee performance management method according to claim 1, wherein a performance evaluation model is established through evaluation indexes and index evaluation weights after informatization upgrade, and specifically comprises:

constructing a performance evaluation model, establishing different roles according to post responsibilities, granting evaluation indexes to the roles, acquiring assessment data of quantitative indexes through automatic data acquisition, and acquiring scores of a qualitative index scoring model as assessment data of qualitative indexes;

inputting the assessment data of the quantitative indexes and the qualitative indexes into a performance evaluation model, acquiring the evaluation indexes of the staff, and acquiring the score information of each evaluation index;

and performing weighting calculation according to the score information of each evaluation index and the index evaluation weight to obtain a performance comprehensive evaluation score and obtain a performance evaluation result.

5. The employee performance management method based on informatization according to claim 3, characterized in that employees in different departments select evaluation indexes according to the degree of association between the longitudinal and transverse influence factors and the performance appraisal, specifically:

acquiring the gray correlation degrees of the longitudinal influence factors and the transverse influence factors through gray correlation analysis, taking employee performance evaluation management as a gray system, and inputting the acquired longitudinal influence factors and transverse influence factors into the gray system;

summarizing all the influence factors to form a data sequence as a comparison sequence, and taking an evaluation index of performance evaluation management of the staff as a reference sequence, wherein the reference sequence can reflect the characteristics of a gray system;

carrying out dimensionless operation on the comparison sequence and the reference sequence, and calculating the absolute difference value of the reference sequence of the comparison sequence in the nth evaluation index;

calculating a gray correlation coefficient according to the absolute difference, calculating the gray correlation of each influence factor according to the gray correlation coefficient, sorting according to the gray correlation, and acquiring a preset number of influence factors according to a sorting result;

and acquiring corresponding evaluation indexes according to the preset number of influence factors to serve as the evaluation indexes of the staff.

6. The employee performance management method based on informatization as claimed in claim 1, wherein the statistical analysis report is generated by obtaining abnormal qualification data according to employee evaluation results, and the performance evaluation is optimized according to feedback of the employee to the statistical analysis report, specifically:

acquiring abnormal assessment data according to the abnormal condition of the evaluation index, setting a reminding mechanism according to the abnormal assessment data, and reminding employees of processing the abnormal assessment data;

generating a statistical analysis report according to the abnormal assessment data, establishing an automatic supplement algorithm library according to the feedback result of the employee on the abnormal assessment data, correcting the assessment data according to the automatic supplement algorithm library, and optimizing the automatic supplement algorithm library according to the feedback statistical result of the employee on the statistical analysis report in a preset time period;

performing assessment management on employee performance through the revised assessment data, establishing an assessment feedback mechanism, setting a specified time limit, acquiring the satisfaction degree of the employee to each evaluation index in the assessment within the specified time limit, and updating the statistical analysis report;

and adjusting the evaluation indexes and the index evaluation weights of the performance evaluation model according to the updated statistical analysis report.

7. An informatization-based employee performance management system, comprising: the system comprises a memory and a processor, wherein the memory comprises an information-based employee performance management method program, and the information-based employee performance management method program realizes the following steps when executed by the processor:

acquiring assessment data of the staff based on a preset assessment data acquisition standard, and establishing a staff performance three-dimensional index system according to a longitudinal and transverse cross structure through basic indexes, post indexes, work results and service indexes of the staff;

acquiring the addition weight of a longitudinal influence factor and a transverse influence factor through an index of an employee performance three-dimensional index system, acquiring an index evaluation weight according to the addition weight, and performing information upgrading on the evaluation index, wherein the index is divided into a qualitative mode and a quantitative mode;

establishing a performance evaluation model through the indexes and the index evaluation weights after informatization upgrading, and importing the assessment data into the performance evaluation model to obtain the scores of all the evaluation indexes and obtain the evaluation results by combining the index evaluation weights;

and acquiring abnormal assessment data according to the employee evaluation result to generate a statistical analysis report, and optimizing the performance evaluation according to the feedback of the employee on the statistical analysis report.

8. The system of claim 7, wherein a staff performance stereo index system is established according to a criss-cross structure by the staff's basic index, post index, work result and service index, and specifically comprises:

the staff performance three-dimensional index system is divided into a vertical and horizontal cross structure, and the vertical hierarchy is divided from top to bottom: the first level is an index major class, the second level is a work result, and the third level is a service index;

grouping according to different work types of the employees, and setting the transverse hierarchy of the employee performance three-dimensional index system according to the grouping result;

acquiring longitudinal influence factors according to the basic indexes and post indexes of the longitudinal levels of the employee performance stereo index system, setting transverse influence factors according to division of office work and personnel proportion of employees, and performing transverse comparison between offices through transverse shadow response factors;

and acquiring index evaluation weight by combining the longitudinal influence factor and the transverse influence factor.

9. The system for managing the performance of the employees based on the informatization as claimed in claim 7 is characterized in that the system for managing the performance of the employees based on the informatization is characterized in that the system for managing the performance of the employees based on the feedback of the employees on the statistical analysis report forms is used for optimizing the performance evaluation, and specifically comprises the following steps:

acquiring abnormal examination data according to the abnormal condition of the evaluation index, setting a reminding mechanism according to the abnormal examination data, and reminding employees of disposing the abnormal examination data;

generating a statistical analysis report according to the abnormal assessment data, establishing an automatic supplement algorithm library according to the feedback result of the employee on the abnormal assessment data, correcting the assessment data according to the automatic supplement algorithm library, and optimizing the automatic supplement algorithm library according to the feedback statistical result of the employee on the statistical analysis report in a preset time period;

performing assessment management on employee performance through the revised assessment data, establishing an assessment feedback mechanism, setting a specified time limit, acquiring the satisfaction degree of the employee to each evaluation index in the assessment within the specified time limit, and updating the statistical analysis report;

and adjusting the evaluation indexes and the index evaluation weights of the performance evaluation model according to the updated statistical analysis report.

10. A computer-readable storage medium, characterized in that: the computer readable storage medium comprises an informatization based employee performance management method program which when executed by a processor implements the steps of an informatization based employee performance management method according to any one of claims 1 to 6.

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