JP2002133049A - System for calculating salary amount - Google Patents

Abstract

PROBLEM TO BE SOLVED: To provide a salary amount calculation system fitting to an industrial structure of recent years. SOLUTION: This salary amount calculating system consists of an individual achievement calculating means 2 and a salary allocation calculating means 4, the means 2 decides the accomplishment contribution ratio of specific business from the business contents of the specific business engaged in by a specific employee and calculates the individual accomplishment of the specific employee in each specific business from (value of specific business ×accomplishment contribution ratio), and the means 4 divides the accomplishment total being the total of the entire individual accomplishments calculated about the specific employee into amount sections, calculates an individual salary amount in each amount section from ((upper limit amount of sufficient amount section or fractional amount of applied highest amount section) × salary allocation ratio), and calculates the payment salary amount of the specific employee by totaling the obtained entire individual salary amounts.

Description

DETAILED DESCRIPTION OF THE INVENTION

[0001]

BACKGROUND OF THE INVENTION 1. Field of the Invention The present invention relates to a system for calculating the salary of each individual based on the value based on the performance.

[0002]

2. Description of the Related Art The current salary calculation system calculates the salary of each employee according to a predetermined distribution ratio within a range not exceeding salary resources in a company. The specific amount of salary is calculated by adding the overtime pay or the holiday attendance pay for the specific business in which the specific employee was engaged to the basic salary and the professional salary according to the seniority rank. In other words, the current salary calculation system is not determined individually, but paid according to seniority within salary resources derived from sales as a result of overall performance.
The actual amount of salary is calculated in a table for each specific employee or automatically calculated by a database on a computer.

[0003] As a background to accepting such a salary calculation system, the existence of a lifetime employment system in Japan is large. Since performance evaluation is expressed as retirement allowance, ordinary salary is not largely reflected in performance evaluation, and the cumulative number of working days since joining the company is just proportionate to the size of salary. In addition, it is undeniable that the decision of the bonus reflecting the performance supports the salary calculation system according to such seniority.

[0004]

[0005] In recent years, the life employment system has been destroyed due to the fluidization of society and major changes in the industrial structure. For younger people, job changes are taken for granted, salaries are higher, and many people change jobs in search of challenging jobs. These employees cannot be fully evaluated by the current salary calculation system based on seniority, and it is difficult to calculate an appropriate salary.

[0005] In addition, as the number of job changers increases, it is difficult to evaluate performance with the final retirement allowance, and it is becoming difficult for the company to responsibly accumulate retirement allowance. Increasingly, some companies reflect a considerable amount on their salaries in advance and avoid paying special retirement benefits. Such a change in the salary payment system means that it is difficult to use the conventional salary calculation system. Therefore, we studied to develop a salary calculation system suitable for the recent industrial structure.

[0006]

[Means for Solving the Problems] Individual performance calculation is based on the performance contribution ratio determined for each of a plurality of business divisions in which a specific business is divided at the stage of progress. Means and salary distribution calculating means for calculating an individual salary amount and a paid salary amount based on the total performance based on a salary distribution rate determined for each of a plurality of amount divisions obtained by dividing the total performance, which is the sum of individual performances, in stages. In the salary calculation system, the individual performance calculation means determines the performance contribution rate of this specific work from the work content of the specific work in which the specific employee was engaged, and calculates Calculate the individual performance of this specific employee at
The salary distribution calculating means divides the total performance, which is the sum of all individual performances calculated for the specific employee, into amount categories.
Calculate the individual salary in each amount category from ((the upper limit of the fulfillment amount category or the fraction of the applicable maximum amount category) x salary distribution rate), add up all the individual salaries obtained, and pay for this specific employee This is a salary amount calculation system for calculating a salary amount.

The individual performance calculating means obtains a performance contribution ratio by applying each business content of a specific employee to a matrix table (basic table) composed of a specific business and a business division, and calculates (consideration of specific business × performance contribution ratio) Calculate individual performance from The matrix table (basic table) can be configured as a two-dimensional array database on paper or a computer, and the performance contribution rate is determined in each column of the matrix where the specific tasks and the practical tasks intersect. The sum of the performance contribution rates specified for each specific business is 100
It is based on%, but does not have to be 100%.
Further, the performance contribution rate may be fixed throughout a certain period, or the performance contribution rate may be changed regularly or irregularly. Here, the `` specific work '' refers to individual work according to the customer (customer A, etc.), sales unit (○ month x day sales, etc.) or business unit (△ product delivery, etc.) or predetermined type of work (product delivery, etc.). , Product support, etc.). "Practical business category" is a specific work content according to the progress stage required to achieve each specific work,
If the specific task is product delivery, sales, contract, delivery, installation, inspection, etc. can be exemplified. Auxiliary work not directly involved,
The company's internal operations (general affairs, etc.) should be considered by assigning them to any of the operations, taking into account the degree of contribution.

[0008] The salary distribution calculating means assigns the total performance to a list (distribution table) in which the salary distribution ratio is determined for each of a plurality of amount categories, obtains individual salaries from each amount category, sums up the total salaries, and calculates the total amount. Is calculated. As described above, the list (distribution table) can be configured as a one-dimensional array database on paper or a computer. Basically, the salary distribution ratio for each amount segment can be determined independently of each other. For example, if the salary distribution rate is 25% for a value category of less than 20 million and the salary distribution rate is 30% for a value category of 20 million or more, the total performance of a specific employee is 2500.
If it is 10,000, (20 million (upper limit of fulfillment amount category) x 25% (salary distribution rate)) + (5 million (fraction of applicable maximum amount category) x 30%
(Salary distribution rate)) = 6.5 million. The width of the amount of money, the number of money, and the salary distribution ratio of each money can be freely determined, and may be fixed throughout a certain period, or may be changed periodically or irregularly. The number of value segments leads to fine-grained salary allocation decisions, and the difference in the salary allocation ratios allows the degree of evaluation of the total performance to be evaluated or a progressive evaluation.

As described above, the salary amount calculating system of the present invention calculates the salary amount based on the performance of a specific employee, that is, the contribution to the sales, via the individual performance calculating means and the salary distribution calculating means. Even non-employed employees can calculate the appropriate salary for their work. However, while it is sufficient for the evaluation of general employees to focus on the performance of the specific work in which the employee was involved, the employee who is involved in management work = the manager wants to evaluate the management work. Therefore, the present invention has solved the problem by adding a salary amount correcting means to the above system.

In other words, the individual performance calculating means and the salary distribution calculating means provide the salary for correcting the paid salary based on the management work from the individual reduction ratio, the basic contribution amount of the unit employee, and the management distribution rate for each management work. A salary amount calculation system to which an amount correction means is added, wherein the total performance total of a department composed of a specific manager and employees managed by the specific manager is summed up as a department performance total, and the salary paid by the specific manager Subtract (total performance of this specific manager x individual equivalent reduction rate) from the amount and add (total department performance-(basic contribution amount of unit employee x number of employees to be managed)) x management allocation rate to determine this This is a salary amount calculation system for correcting a salary amount paid by an administrator.

The salary amount correcting means is a list (management table) in which a correction value is set which includes an individual equivalent reduction ratio, a basic contribution amount of a unit employee, and a management distribution ratio for each management job.
By using the adjustment formula consisting of the correction value of the above, the payroll amount in consideration of the management work is corrected. As described above, the list (management table) can be configured as a one-dimensional array database on paper or a computer. "Individual equivalent reduction ratio" is the salary ratio (reduction factor) calculated from the performance of general managers as a general employee in the total performance of managers. For example, similarly to the salary distribution ratio in the salary distribution calculating means, the amount of money may be determined and the individual equivalent reduction ratio may be changed stepwise. The “unit employee basic contribution amount” is a basic unit for reducing the contribution ratio of each employee in the total department performance as a general employee, and is assumed to be the average total performance of general employees. The “management allocation ratio” is the allocation ratio (increase factor) to the remaining management business results by subtracting the contribution ratio when the manager and managed employees are general employees from the total department performance, and is uniform regardless of the position Good, or a difference may be provided depending on the position.

Using the above-mentioned system, the salaries of ordinary employees and managers can be calculated according to the performance. The actual salary is not limited to the performance but also depends on the final calculated salary. (Working attitude, attendance / departure status, etc.) are added and further adjusted. According to the present invention, if an operation mode using a computer is adopted, a monthly salary amount can be sequentially calculated based on real-time business results (contract amount or order amount, sales amount, etc.). Reflect too much and cannot provide a stable payroll. Actually, the present invention is used as a system for deriving the total salary of the next year from the performance throughout the year, and the obtained salary is divided into months (equal to 12 months or more taking into account bonuses) This should stabilize your monthly salary. If the performance of the current year greatly exceeds, increase or decrease may be corrected by a bonus or the like.

[0013] Compared to ordinary employees or managers, new recruits or mid-career recruits are not able to produce results immediately, and it is inappropriate to apply the system of the present invention in the same way to calculate the amount of salary paid. Therefore, the applicable condition is that the number of days from the joining date is less than the trial period or the total performance from the joining date is less than the minimum performance, and a certain amount of salary is guaranteed while the applicable conditions are not met, From the stage where either one is satisfied, use individual performance calculation means and salary distribution calculation means,
Alternatively, a salary amount calculating system is used in which a salary amount correcting unit is added to each of the calculating units to calculate a salary amount to be paid. Here, the applicable conditions are determined assuming new employees or mid-career employees.
As a result, the system of the present invention can be immediately applied to new or mid-career employees as long as the conditions for application are satisfied, while maintaining consistency in the handling of new or mid-career employees and regular employees based on performance evaluation. The fixed amount of paid salary to be guaranteed during the period in which the applicable conditions are not satisfied may be determined based on, for example, salary resources or fairness with other employees.

[0014]

Embodiments of the present invention will be described below with reference to the drawings. FIG. 1 shows a computer 1
FIG. 2 is a configuration diagram of a database showing a part of a basic table (basic TB) 2, and FIG. 3 is a part of a personal performance database (individual performance DB) 3. Database structure diagram shown, Fig. 4 is distribution table
(Distribution TB) 4 is a database configuration diagram showing a part of the management table (management TB) 5. FIG. 6 is a database configuration diagram showing a part of the management table (management TB) 5. FIG. 7 is a database configuration diagram showing another part of the department performance database (department performance DB) 6, and FIG. 8 is a flowchart showing a processing procedure of the salary calculation AP 10.

The salary calculation system according to the present embodiment has a configuration using a computer 1. The personal performance or department performance that is the basis of the calculation is transmitted from the computer 7 of the branch office, the computer 8 of the outside business or the mobile phone 9 that can use the Internet sequentially to the computer of the head office via the Internet, and the personal performance DB or Store in the department performance DB. Ex post facto checks are necessary to prevent false performance. The computer 1 at the head office has a salary calculation application (salary calculation AP) 10 for executing the calculation of the salary amount calculation system, and stores a basic TB2, a distribution TB3, and a management TB4 in which variables used for the calculation are summarized. The combination of the salary calculation AP10 and the basic TB2 is the individual performance calculation means, the combination of the salary calculation AP10 and the distribution TB4 is the salary distribution calculation means, and the combination of the salary calculation AP10 and the management TB5 is the salary amount correction means.

The application procedure (see FIG. 8) of the system of the present invention will be described with a specific example. First, as a preparation stage,
The classification of the specific business of the basic TB2, the business classification of each specific business and the amount classification of the allocated TB4 are determined. These situations are different from company to company or from time to time, so they are optional and can be changed during system operation. In the example, the basic TB2 is a specific business “product α” and “product β”, the business category is “sales”,
Compose the matrix table as "sales" and "import",
Percentage contribution to performance within each matrix
(FIG. 2). In the allocation TB4, the amount category is “less than 20 million” and “20
More than one million ”(all amounts are omitted unit yen, the same applies hereinafter), and the salary distribution rate is shown as a percentage for each (FIG. 4).
Similarly, the management TB5 defines the individual equivalent reduction rate as "5%", the basic contribution amount of unit employees as "12 million", and the manager distribution rate as "10%" for the section manager and "15%" for the manager. (FIG. 5).

In the personal performance DB3, the order value of the product α (performance)
Is stored as “1 million” and the order amount of product β is “2 million”, and employee A contributes to sales of product α and delivery of product β (FIG. 3). The data of the received order amount and the contributed business division can be transmitted to the personal performance DB3 and the department performance DB6 constructed on the computer of the head office via the Internet and accumulated. Now, when focusing on employee A, the contribution of the sales of the product α to business performance is “40%”, and the individual performance of the employee A related to the product α is (1 million × 40%) = 400,000. Employee A's individual performance on product β is (2 million x 40%) = 800,000.
The total performance at this stage will be 1.2 million. Similarly, if the calculation is made for employee B, (1 million × 20%) + (2 million × 30%) = 800,000. These calculations are stored in the payroll AP10 in Personal Performance DB3.
If it is linked to the basic TB2, it can be automatically executed simply by selecting an employee.

It is assumed that the individual performance as described above is calculated, and as a result of the total of the individual performances throughout the year, employee A has a total of 25 million business results. The figure of the total performance also has the meaning of an index that numerically represents the degree of contribution of the employee A to the company. Therefore, calculating the salary of the employee A based on the total performance leads to correctly evaluating the employee A based on the performance. Allocate 25 million TB4
In this case, the amount of salary paid for employee A is (20 million x 25% + 5 million x
30%) = 6.5 million. Such calculation can be automatically executed only by selecting an employee, if the individual performances calculated sequentially are automatically integrated and the payroll AP 10 applies the distribution TB4 to the total performance.

Here, since the total performance based on the total is a total throughout the year, the calculated result of 6.5 million is the total salary for one year. In reality, since it is necessary to pay salary to employee A at least once a month (Article 24, Paragraph 2 of the Labor Standards Act), this salary is divided into months and the monthly salary is determined. For example, if the annual bonus payment is four months' salary, 6.5 million / (12 months + 4
Months) = 406,250. Furthermore, the actual salary actually paid is increased or decreased by taking into account different factors (work attitude, attendance / departure status, etc.). For the examination of these other factors, the individual performance DB 3 and the department performance DB 6 can be used.

Next, consider the case where employee A is section manager A. In the system of the present invention, the administrator is separately set to "management work" as an evaluation target, so that a distinction is made in the handling with general employees. Now, the total performance of section manager A is 25
It is assumed that the total sales of the department of the sales department I, which is the section manager A, is 85 million, and the number of employees of the sales department I is four. The total department performance can be easily calculated by extracting the performance of each department from the department performance DB 6 and summing the results (FIG. 7). The number of persons in each section can be calculated from the basic information of each section (in charge of work, constituent employees, etc.) constructed in the section performance DB 6. The salary calculation AP 10 calculates the amount of salary paid by the section manager A by applying each variable of the management TB 5 to these numerical values.

First, numerical values required for calculation will be described. Manager A's basic salary is clear from the above explanation to be 6.5 million. The individual equivalent, a negative evaluation factor, is (250
0,000 (total of section manager A's performance) x 5%) = 1,250,000. Also,
The manager-equivalent part, which is an active evaluation factor, is (85 million (total department performance)-(12 million (basic contributions of unit employees) x 4 (number of sales department I))) x 10% (management of section managers) Rate) = 3.7 million. From these, the salary paid to section manager A is (6.5 million-1.25 million + 370
10,000) = 8.95 million. In this case as well, the point of calculating the monthly salary (559,375) on a monthly basis taking into account the bonus month, and the specific paid salary actually paid are different factors.
(Working attitude, attendance and departure status, etc.) are added and corrected in the same way as ordinary employees.

When the employee A as a general employee is compared with the manager A as a manager, in this example, the manager A is paid higher. However, when the system of the present invention is used, the manager is not necessarily higher than the general employee. Is not always high. This is because ordinary employees calculate the amount of salary paid based on the performance of each person, whereas the manager calculates the amount of salary paid based on performance including management work. Specifically, if the individual equivalent as the passive evaluation element exceeds the manager equivalent as the positive evaluation element, the amount of salary paid as section manager A decreases. In the above example, if the total of the department performances does not exceed 4.925 million (= current individual equivalent + basic contribution rate x the number of employees in the business I section), the salary paid by section manager A decreases. Included in the present invention is that by increasing the weight of management work for such calculation of the payroll, each individual is made aware of the organizational role and the efficient operation of the organization as a whole is promoted. .

Although illustration is omitted in this example, the application of the above system is limited to general employees and managers only, and is not applied to new employees or mid-career employees because they have no past performance (performance). It is hard. New employees and mid-career employees who do not meet the conditions of (1) the number of days since joining the company for the trial period or less, or (2) the total performance from the date of joining the company is below the minimum performance, are paid a certain amount of salary. It is advisable to apply this system after satisfying the application conditions while ensuring the following. Specifically, when the employee A in the above example is a new employee, for example, a trial period of 6 months or a total of 12 million (= 187,500 × 16 months)
Until one of them is satisfied, the monthly salary will be 187,500 (a fixed amount). If this application condition is incorporated into the salary calculation AP10 in advance, as shown in Fig. 8, in the operation of the system, general employees or managers can be handled without distinction between new employees or mid-career employees, and individual employees can be practically used as appropriate. Since the performance and the total performance can be calculated, there is an advantage that the system can be smoothly applied after the application conditions are satisfied.

[0024]

The payroll calculation system according to the present invention provides a means for calculating a payroll suitable for recent changes in the industrial structure. The present invention uses the matrix table (basic T
B, the distribution TB or the management TB), and the paid salary amount can be calculated by calculating on paper. However, unlike conventional seniority-based seniority, it is desirable to construct a system using a computer, since the salary to be paid can be calculated by numerical calculation based on the performance that can be evaluated numerically.
In this case, in addition to automatically accumulating the underlying performance and applying numerical values to the calculation formula, there is an advantage that the payroll can be dynamically changed by changing the variables on each TB as appropriate .

Also, in the present invention, since achievements are based,
Exercise the diagnostic function of the company that can extract the employees who do not or hardly contribute to the improvement of the business performance from the level of the salary paid. Of course, the reason why the amount of paid salary does not improve is largely influenced by the personal factors of each person, but there are many cases where the arrangement of each person is not appropriate. We can infer these trends in the right job in the right place from the performance contribution rate by the business category in which each person was involved,
It has the effect of providing material for planning company-wide strategies.

[Brief description of the drawings]

FIG. 1 is a configuration diagram of a salary calculation system of the present invention using a computer.

FIG. 2 is a database configuration diagram showing a part of a basic table.

FIG. 3 is a database configuration diagram showing a part of an individual performance database.

FIG. 4 is a database configuration diagram showing a part of a distribution table.

FIG. 5 is a database configuration diagram showing a part of a management table.

FIG. 6 is a database configuration diagram showing a part of a section performance database.

FIG. 7 is a database configuration diagram showing another part of the section performance database.

FIG. 8 is a flowchart illustrating a processing procedure of a salary calculation AP.

[Explanation of symbols]

 1 Computer at head office 2 Basic table (Basic TB) 3 Personal performance database (Personal performance DB) 4 Distribution table (Distribution TB) 5 Management table (Management TB) 6 Department performance database (Department performance DB) 7 Branch computer 8 Outside Sales computer 9 Internet-enabled mobile phone 10 Payroll application (Payroll AP)

Claims (3)

[Claims] Claims: 1. An individual performance calculating means for calculating an individual performance based on a performance contribution ratio determined for each of a plurality of business divisions obtained by dividing a specific business at an advanced stage, and a total performance which is a sum of the individual performances. A salary calculation system for calculating an individual salary and a paid salary based on the total performance based on a salary distribution rate determined for each of a plurality of step-by-step amount divisions. By means, determine the performance contribution rate of the specific work from the work contents of the specific work that the specific employee was engaged in (consideration of the specific work × performance contribution rate)
, Calculate the individual performance of the specific employee for each specific job, and divide the total performance, which is the sum of all the individual performances calculated for the specific employee, into monetary categories by the salary distribution calculation means (((upper limit Or, calculate the individual salary in each amount category from (the fractional amount of the applicable maximum amount category) x salary distribution rate), and add up all the obtained individual salaries to calculate the salary amount for the specific employee. system. 2. An individual performance calculating means and a salary distribution calculating means, wherein the salary for correcting the amount of paid salary based on the management work from the individual equivalent reduction ratio, the basic contribution amount of the unit employee, and the management distribution rate for each management work. A salary amount calculation system to which an amount correction means is added, wherein a total of all performances of a department composed of a specific manager and employees managed by the specific manager is totaled as a department performance total, and the payroll of the specific manager is calculated. Subtract (total performance of the specified manager x individual equivalent reduction rate) from the amount, and add (total department performance-(basic contribution amount of unit employee x number of managed employees)) x management distribution rate to specify 2. The salary calculation system according to claim 1, wherein the salary paid by the administrator is corrected. Claim 3: The applicable condition is that the number of days from the date of entry is less than the trial period or the total performance since the date of entry is less than or equal to the minimum result,
As long as the applicable conditions are not satisfied, a certain amount of paid salary is guaranteed, and from the stage when either of the applicable conditions is satisfied, individual performance calculating means and salary distribution calculating means are used, or the salary amount is given to each of the calculating means. 3. The salary amount calculation system according to claim 1, wherein the salary amount is calculated by adding a correction means.