CN116307845A - Engineering field personnel ability assessment method - Google Patents
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- CN116307845A CN116307845A CN202310128005.1A CN202310128005A CN116307845A CN 116307845 A CN116307845 A CN 116307845A CN 202310128005 A CN202310128005 A CN 202310128005A CN 116307845 A CN116307845 A CN 116307845A
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Abstract
The invention discloses a method for evaluating the capability of personnel in the engineering field, which is characterized in that on the basis of a model of a human nine-square grid, firstly, the evaluated elements are digitally quantized, then the dimension of a project is increased, and the score of the nine-square grid of the personnel is revised through evaluation data of the dimension of the project. And finally, outputting a result of the human nine-grid integrating the project dimension. Compared with the traditional manual nine-grid, the method is more subdivided and more suitable for the business requirements of the construction industry. The method solves the problems of insufficient relevance between human evaluation and projects and single human evaluation standard, meets the requirements of people selection and personnel selection in the engineering field, reduces the human cost, has good social and economic benefits, can be popularized and used in the national engineering field, and has good market prospect.
Description
Technical Field
The invention relates to the field of human resource management, in particular to a method for evaluating the capability of personnel in the field of engineering.
Background
In the process of digitized construction of enterprises, the ability assessment of personnel needs to be embodied in a digitized mode besides subjective assessment. In the engineering field, staff is involved in a plurality of posts, including project manager, design, production, safety, quality, business, civil engineering and the like, selecting a proper talent configuration team when a new project is started is an important factor for ensuring that project production is completed according to a plan, traditional evaluation of people is either personnel performance scoring (thicker time granularity) from manpower teams or post competence scoring (different requirements of each project) from construction teams, and the two evaluation modes are disjointed and can not be fused. When a new project is configured, the basic quality, the job competence and the project experience of people need to be considered, and the three are fused.
Thus, the prior art suffers from several drawbacks:
(1) The relevance between the human evaluation and the project is not enough, and the result output by the model based on the human evaluation cannot be well applied to the project management process;
(2) The evaluation factors are combined subjectively and objectively, the project evaluation needs to consider the factors of the project overall evaluation and the personal evaluation in the project, and the project overall evaluation and the personal evaluation need to be combined in an ingenious mode;
(3) The traditional method only stays in the point value, and needs to increase the dimension of some portrait labels to increase the keyword description.
Disclosure of Invention
In order to at least partially solve the problems in the prior art, the invention provides a method for evaluating the capability of engineering personnel through a digital information system in a building enterprise, which digitizes a human-powered Sudoku model, increases factors of project dimension and label portrait, and improves practicability in the engineering field.
In order to achieve the above purpose, the present invention provides the following technical solutions:
a method for assessing the ability of a person skilled in the art of engineering, comprising the steps of:
designing a digital form for collecting personnel information, an organization structure, personnel performance, project information, project evaluation information, project portraits and personnel portraits; each form is automatically allocated with a unique ID for fusion and tracking of data information;
storing the data collected by the forms into a main data center, and storing the data into different database tables according to different types of data sources, wherein the database tables comprise an employee information table, an organization structure table, an employee performance table, a project information table, a project evaluation table, a project portrait table and a personnel portrait table; associating the personnel and the items according to the unique ID preset in the form;
extracting an employee information table, an organization structure table and an employee performance table, automatically scoring the employee performance based on a preset scoring mechanism, and ranking according to the employee performance score, wherein the ranking is classified into three levels of high, medium and low;
extracting an employee performance table, a project information table and a project evaluation table, automatically grading the station competence based on a preset grading mechanism, and ranking according to the station competence grading, wherein the ranking is classified into three levels of high, medium and low;
automatically generating corresponding human nine squares for the staff based on the staff performance score and the post competency score;
extracting a project evaluation table, a project portrait table and a personnel portrait table, carrying out project value evaluation based on a preset evaluation mechanism, dividing the project into three levels of high, medium and low, generating corresponding human nine-square grids for staff after each project is completed, and carrying out optimization adjustment on the numerical value of the human nine-square grids from the project dimension based on a preset optimization mechanism through the project value level;
and adding and subtracting the values of the human nine-square based on project value evaluation and the human nine-square based on staff performance score and post competence score to obtain a final human nine-square model.
As a further scheme of the invention, the staff performance score content comprises staff personal performance score, team cooperation capability score, service capability score and low-priced self-rule score, a scoring mechanism is preset for each dimension to respectively score, and then the staff performance score is obtained through weighted combination.
As a further scheme of the invention, a scoring mechanism for the station competence score is jointly formulated by a manpower department and each business system, the station competence score consists of three parts of project score, business department score and station grading assessment score, the three parts are classified into three grades according to project manager, core management post and general post, each grade adopts different weight scores, and the total station competence score is obtained by weighting and combining.
In a further aspect of the present invention, in the step of evaluating the value of the project, when the same employee participates in a plurality of projects, the values of a plurality of human nine-square grids obtained by the plurality of projects are weighted and averaged, and the human nine-square grids after weighted and averaged are obtained.
The invention adopts the technical proposal, which has the following beneficial effects:
on the basis of a model of the human nine-grid, the method firstly carries out digital quantization on the evaluated elements, then increases the dimension of the project, and revises the personnel nine-grid score through the evaluation data of the dimension of the project. And finally, outputting a result of the human nine-grid integrating the project dimension. Compared with the traditional manual nine-grid, the method is more subdivided and more suitable for the business requirements of the construction industry. The method solves the problems of insufficient relevance between human evaluation and projects and single human evaluation standard, meets the requirements of people selection and personnel selection in the engineering field, reduces the human cost, has good social and economic benefits, can be popularized and used in the national engineering field, and has good market prospect.
Drawings
In order to more clearly illustrate the technical solutions of the embodiments of the present invention, the drawings required for the description of the embodiments will be briefly described below, and it is apparent that the drawings in the following description are only some embodiments of the present invention, and other drawings may be obtained according to these drawings without inventive effort for a person skilled in the art.
FIG. 1 is a general flow chart of a method for assessing the ability of a person skilled in the art of engineering according to an embodiment of the present invention.
Fig. 2 is an enlarged schematic view of a portion (a) of fig. 1.
Fig. 3 is an enlarged schematic view of a portion (b) of fig. 1.
Fig. 4 is an enlarged schematic view of a portion (b) of fig. 1.
Fig. 5 is a diagram of a human nine-grid model according to an embodiment of the present invention.
Detailed Description
The technical solutions in the embodiments of the present invention will be clearly and completely described below with reference to the accompanying drawings in the embodiments of the present invention. The embodiments described below by referring to the drawings are illustrative only and are not to be construed as limiting the invention.
The invention distributes a form for filling through a digital information system, gathers the data of each system through a main data center, fuses the data of each system in a background data table, calculates the scores of staff based on personal performance and post competence dimension, and transposes the scores into a matrix of a nine square lattice. And adding a data matrix of the project dimension on the basis to form a human nine-grid three-dimensional matrix model fusing the project dimension.
Referring to fig. 1-4, as a basic embodiment of the method for assessing the ability of a person skilled in the art of engineering of the present invention, the method comprises the steps of:
s1, designing a digital form, wherein the digital form is used for collecting personnel information, organization structures, personnel performance, project information, project evaluation information, project portraits and personnel portraits; each form is automatically allocated with a unique ID for fusion and tracking of data information;
as shown in fig. 2, in systems of manpower, projects, and other related units, forms for filling are released, the contents of which include, but are not limited to: personnel information, organization structure, staff performance, project information, project evaluation information, project portraits, personnel portraits. Each employee corresponds to a form, and each form is automatically assigned with a unique ID for fusion and tracking of data information.
The personnel information refers to basic personnel information such as names and ages. The organization structure refers to how work tasks are divided, grouped, and coordinated. Employee performance refers to the benefits that employees within an organization make for the efforts and contributions of the organization. Project information refers to various information related to project implementation, such as reports, data, plans, schedules, technical files, meetings, and the like. The project evaluation information refers to evaluation after project implementation, and is divided into intermediate evaluation and final evaluation. The item portrait is to label the item. The personnel portrait (also called as "talent portrait") is to define and describe talent archetypes which can be qualified for a certain post based on post requirements, and comprises several aspects of skills, knowledge, value view, self-image, personal characteristics, motivation and the like.
S2, storing the data collected by the forms into a main data center, and storing the data into different database tables according to different types of data sources, wherein the database tables comprise an employee information table, an organization structure table, an employee performance table, a project information table, a project evaluation table, a project portrait table and a personnel portrait table; associating the personnel and the items according to the unique ID preset in the form;
as shown in fig. 2, data is stored by a master data management program (which may be implemented by autonomous programming) to a master data center, corresponding to the form content, where a corresponding database table is deployed, including but not limited to: the staff information table, the organization structure table, the staff performance table, the project information table, the project evaluation table, the project portrait table and the personnel portrait table are used for storing corresponding data in the form, the data can be picked up from the form into a corresponding database table through a keyword picking mode or a mode of an associated dialog box, and the personnel information and the project information of the same personnel are associated according to a preset unique ID in the form, so that the data information can be fused and tracked conveniently.
S3, extracting an employee information table, an organization structure table and an employee performance table, automatically grading the employee performance based on a preset grading mechanism, and ranking according to the employee performance scores, wherein the employee performance is classified into three levels of high, medium and low;
as shown in fig. 3, the content of the staff performance score includes four dimensions of staff personal performance score, team cooperation capability score, service capability score and low-priced self-rule score, a scoring mechanism is preset for each dimension to respectively score, and then the total staff performance score is obtained by weighted combination. Ranking according to employee performance scores, classifying into SABCD gears, wherein SA is high (for example, 80-100 points), BC is medium (for example, 60-80 points), and D is low (for example, 0-60 points). The employee performance score may also be annual performance score and quaternary performance score, the scoring modes are the same, a program is programmed on a digitizing system (such as a computer) according to experience, project standard and the like, for example, the employee performance score, team cooperation capability score, service capability score and low-priced self-rule score respectively occupy the total score of 100 scores and weight is 25 scores, namely, each unidirectional highest score is 25 scores, a standard value (score 25 x 60% = 15) of the personal performance is set, when the employee personal performance score exceeds the standard value, the excess part increases the score on the basis of the standard value proportionally, otherwise, when the employee personal performance score is lower than the standard value, the non-standard part decreases the score on the basis of the standard value proportionally. And by analogy, obtaining the scores of all scoring items, wherein the score calculation rules can be preset in the system in a programming mode, and after the upper data are obtained, the system automatically calculates to obtain a final score, and the sum of the scores of all scoring items is the final employee performance score.
S4, extracting an employee performance table, a project information table and a project evaluation table, automatically grading the station competence based on a preset grading mechanism, ranking according to the station competence grading, and classifying the stations into three levels of high, medium and low;
as shown in fig. 3, a scoring mechanism for scoring the station competence is jointly formulated by a manpower department and each business system, the station competence score consists of three parts of project score, business department score and station grading assessment score, the three parts are classified into three grades according to project manager, core management post and general station, each grade adopts different weight scores, and the total station competence score is obtained by re-weighting combination. Ranking according to the scores of the post competence evaluation, classifying the ranks into SABCD gears, wherein SA is high-grade, BC is medium-grade and D is low-grade. The specific scoring mode is similar to the staff performance scoring mode, but the data types and scoring standards are different, the scoring mode can be simply achieved through system programming, and the specific programming method is a conventional means and is not a protection focus of the invention and is not repeated here.
S5, automatically generating corresponding human nine-square grids for the staff based on the staff performance scores and the post competency scores.
Human nine-grid refers to distributing talents into nine areas with talent potential and performance as coordinates, so as to find high-quality talents. Many businesses use a nine-grid or similar model for talent inventory. Talent nine-grid divides talents into nine categories according to performance and potential, and places the nine categories into corresponding grids. The management and use of talents in different lattices should take different ways.
As shown in fig. 4, the human nine-square grid in this embodiment is a 9-grid coordinate system with the station competence as the abscissa and the personal performance as the ordinate, three areas are divided by the high, middle and low three-level scores of the station competence obtained in the step S4 on the abscissa, three areas are divided by the high, middle and low three-level scores of the employee performance obtained in the step S3 on the ordinate, the whole area is divided into 9 areas by the dividing lines extending along the horizontal axis and the vertical axis, the station competence score and the personal performance score of the grid closest to the origin of the coordinate system are the lowest (0-60 minutes), the station competence score and the personal performance score of the grid furthest from the origin are the highest (80-100 minutes), and the middle grid represents different station competence scores and personal performance scores according to rules. Thus, the potential and performance of each employee can be easily mastered.
S6, extracting a project evaluation table, a project portrait table and a personnel portrait table, performing project value evaluation based on a preset evaluation mechanism, dividing the project into three levels of high, medium and low, generating corresponding human nine-square grids for staff after each project is completed, and performing optimization adjustment on the numerical value of the human nine-square grids from the project dimension based on a preset optimization mechanism through the project value level;
as shown in fig. 3, the items are classified into A, B, C three stages according to the type, scale, region, etc. of the items. After each project is completed, the staff generates the corresponding human nine-square grid, and then optimizes the human nine-square grid from the project dimension through the project value level. The same human force, the nine palettes, the higher the item level value the more excellent the employee, and vice versa. And reflecting the evaluation of the item group according to the label condition of the item owner. In specific implementation, the scores of different item grades can be preset in the system in a programming mode, for example, the grade A item is added with 1 score, the grade B item is added with 0 score, and the grade C item is subtracted with 1 score, so that after the manpower nine-square lattice of the staff is obtained, the numerical value in the nine-square lattice is subjected to addition and subtraction operation according to the item grade, and the final manpower nine-square lattice is obtained.
Further, in the step of evaluating the value of the project, when the same employee participates in a plurality of projects, the values of a plurality of human nine-squares obtained by the plurality of projects are weighted and averaged to obtain the weighted and averaged human nine-squares. As shown in the lower right corner of fig. 3, after the human nine-square grid of the project of a certain employee in three different levels of high, medium and low is obtained, the data in the grids in the same position are averaged to obtain the final human nine-square grid of the employee.
And S7, performing addition and subtraction operation on the values of the human nine-square grid based on project value evaluation and the human nine-square grid based on staff performance scores and post competence scores to obtain a final human nine-square grid model, as shown in fig. 5.
Through the above process, the project dimension and the human nine-square grid are combined to form the whole evaluation of staff.
The technical background of the invention is that a classical human nine-grid model is adopted, and personnel are divided into nine grids through personnel performance and post competence grading, and the nine-grid model is mainly used for evaluating the personnel. In addition, by referring to the project evaluation method, the project importance degree and the project post label are abstracted to form the label of the project. And then, through the digital weighting operation of the data model, the speaker and the project are fused, the result of the manpower Jiugong lattice is revised, and the label portrait is increased. The evaluation process uses a digital information system, and the digital result is output through information collection, processing and treatment. Compared with the traditional manual nine-grid, the method is digitalized, is more subdivided and is more suitable for future business digitalized demands of construction industry.
The method can intuitively trace the influence condition of the project on the person, so that the evaluation on the person is more real, and simultaneously, the links of the person selection are more visual by combining the capability requirement of the project on the person. Is applied to the construction of personnel portrait modules in our main database system at present
Although embodiments of the invention have been shown and described, the detailed description is to be construed as exemplary only and is not limiting of the invention as the particular features, structures, materials, or characteristics may be combined in any suitable manner in any one or more embodiments or examples, and modifications, substitutions, variations, etc. may be made in the embodiments as desired by those skilled in the art without departing from the principles and spirit of the invention, provided that such modifications are within the scope of the appended claims.
Claims (4)
1. A method for assessing the ability of a person skilled in the art of engineering, comprising the steps of:
designing a digital form for collecting personnel information, an organization structure, personnel performance, project information, project evaluation information, project portraits and personnel portraits; each form is automatically allocated with a unique ID for fusion and tracking of data information;
storing the data collected by the forms into a main data center, and storing the data into different database tables according to different types of data sources, wherein the database tables comprise an employee information table, an organization structure table, an employee performance table, a project information table, a project evaluation table, a project portrait table and a personnel portrait table; associating the personnel and the items according to the unique ID preset in the form;
extracting an employee information table, an organization structure table and an employee performance table, automatically scoring the employee performance based on a preset scoring mechanism, and ranking according to the employee performance score, wherein the ranking is classified into three levels of high, medium and low;
extracting an employee performance table, a project information table and a project evaluation table, automatically grading the station competence based on a preset grading mechanism, and ranking according to the station competence grading, wherein the ranking is classified into three levels of high, medium and low;
automatically generating corresponding human nine squares for the staff based on the staff performance score and the post competency score;
extracting a project evaluation table, a project portrait table and a personnel portrait table, carrying out project value evaluation based on a preset evaluation mechanism, dividing the project into three levels of high, medium and low, generating corresponding human nine-square grids for staff after each project is completed, and carrying out optimization adjustment on the numerical value of the human nine-square grids from the project dimension based on a preset optimization mechanism through the project value level;
and adding and subtracting the values of the human nine-square based on project value evaluation and the human nine-square based on staff performance score and post competence score to obtain a final human nine-square model.
2. The method for assessing the performance of staff in the engineering field as set forth in claim 1, wherein the content of the staff performance score includes four dimensions of staff personal performance score, team cooperation capability score, service capability score, low-priced self-rule score, a scoring mechanism is preset for each dimension to perform scoring, and then the scoring mechanism is weighted and combined to obtain the total staff performance score.
3. The method for evaluating the capability of engineering personnel in the field according to claim 1, wherein a scoring mechanism for the position competence score is jointly formulated by a manpower department and each business system, the position competence score consists of three parts of project score, business department score and position grading assessment score, three steps are classified according to project manager, core management post and general position, each step is scored by different weights, and the total position competence score is obtained by re-weighting and combining.
4. The method for evaluating the capability of a person skilled in the engineering field according to claim 1, wherein in the step of evaluating the value of the project, when the same employee participates in a plurality of projects, the values of a plurality of human nine-squares obtained from the plurality of projects are weighted and averaged to obtain the weighted and averaged human nine-squares.
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