JP2002236787A - Personnel rating program - Google Patents

Abstract

PROBLEM TO BE SOLVED: To provide a personnel rating program by which a proper rating result can be obtained by adjusting the deviation of the reference of rating of each rating person. SOLUTION: A rating person at a position where a proper rating is possible is set to be a reference value rating person. With the average value and the standard deviation of his/her rating data as a reference value, the primary rating data of respective rating persons except for the reference value rating person in the group of the rating persons is adjusted so that its average may coincide with the average of the rating data of the reference value rating person, and variance is adjusted so that the standard deviation may coincide with the standard deviation of the rating data of the reference value rating person.

Description

DETAILED DESCRIPTION OF THE INVENTION

[0001]

BACKGROUND OF THE INVENTION 1. Field of the Invention The present invention relates to a personnel evaluation program capable of obtaining a more appropriate evaluation result in a personnel evaluation in any workplace where payment for labor is paid.

[0002]

2. Description of the Related Art In an organization that pays for labor, it is required that the compensation is appropriate for the contents and results of labor. To do so, the personnel evaluation that determines the compensation must be more reasonable. As one of the methods for obtaining more appropriate data of personnel evaluation, a multi-sided evaluation, which is an evaluation by a plurality of evaluators, has been proposed.

[0003]

However, the conventional multi-sided appraisal has been used only as a check data for a superior appraiser who performs a biased appraisal, and as data for seeking remorse. No method has been proposed in which a large amount of data obtained by the multifaceted evaluation is utilized as decision value data of the evaluation to be processed and linked to treatment. In other words, except for special workplaces where the evaluation is divisible by numerical data such as sales, in the case of personnel evaluation, no matter how the evaluation system is implemented, it is necessary for the evaluator to make a difference in the evaluation result.
In view of the above, an object of the present invention is to provide a personnel evaluation program that can create more appropriate evaluation data by utilizing a large amount of data obtained by multiple evaluations by a plurality of evaluators.

[0004]

Means for Solving the Problems The difference in the evaluation data for each evaluator is a difference in sweetness (the amount by which the average value of the evaluation data of the evaluator is shifted in one direction from the average value of the entire evaluation data). And the standard deviation (the difference between the variance of the valuation data of the valuator and the variance of the total evaluation data). Regarding this difference, it is possible to calculate and adjust the difference by comparing with the average value / variation of the evaluation data of the entire evaluator. However, when a large amount of biased data is included, if the evaluation data of the entire appraiser is simply averaged and used as a reference value for adjustment, the reference value is greatly affected by the already biased data. is there.
Therefore, in order to reflect the influence of the evaluator who can output more appropriate evaluator data to the entire evaluator data, the evaluator weight is appropriately multiplied by an arbitrary multiple. An appraiser suitable for data can be arbitrarily set as a reference value appraiser. For this purpose, the personnel evaluation program of the present invention uses a computer in order to obtain more appropriate personnel evaluation data, a group of appraisers to be evaluated as personnel evaluation targets, and an evaluator who performs an evaluation corresponding to the group of evaluators. Means for setting a group and an evaluation item group which is an item to be evaluated, means for setting one or more reference value evaluators as criteria for evaluation in the group of evaluators, reference value evaluation for the group of evaluators Means to input the appraisal data of the appraiser by all appraisers including the appraiser as initial values,
Using the average value and the standard deviation of the evaluation data of the reference value appraiser as a reference value, the average value of the initial evaluation data of each appraiser other than the reference value appraiser of the appraiser group is evaluated by the reference value appraiser. Means for adjusting the average value of the data to be equal to the average value of the data, and adjusting the variation so that the standard deviation thereof is equal to the standard deviation of the evaluation data of the reference value evaluator; This is a personnel evaluation program for functioning as a means for summing up the evaluation data for each appraiser for the entire group of persons.

[0005] Further, the present invention is characterized in that the computer is provided with means for setting an appraiser weight, which is a weight for multiplying the appraisal data, in accordance with a position where a proper appraisal can be made among the appraisers of the appraiser group.

The reference value appraiser is a reference value appraiser selected to obtain appropriate personnel evaluation data.
In setting the reference value by the reference value appraiser, it is characterized in that the appraisal data is obtained by evaluating all the appraisal items for the entire appraisal group.

[0007]

DETAILED DESCRIPTION OF THE PREFERRED EMBODIMENTS FIG. 1 shows a data processing procedure for obtaining a more appropriate evaluation value from a large number of evaluation data obtained by multi-sided evaluation according to a personnel evaluation program of the present invention.
Initially, the initial data generation before adjustment is performed based on the assumption that a set of appraisers, a plurality of appraisers corresponding to the group, an appraisal item group and a weight group weighting the items are set in advance. The evaluation is performed by evaluating a person to be evaluated and inputting the evaluation data to a computer in which the personnel evaluation program of the present invention is installed using an input device such as a keyboard. The evaluation input processing, which is the processing A in FIG. 1, is the data generation processing. FIG. 2 shows a data structure generated by the evaluation by each of the evaluators.

The multifaceted evaluation data shown in FIG. 1 is a set of evaluation data generated by each of the evaluaters. FIG. 3 shows the whole image of the evaluation data, and shows that the evaluated person itself also becomes the evaluator and includes data that is mutually evaluated. The process B of FIG. 1 performs a tally calculation on what kind of evaluation is being performed by each of a plurality of appraisers on each of the appraisal items of each appraiser in the multifaceted appraisal data processing. It also indicates that the following multiple selective settings are enabled for subsequent calculation processing. FIG. 4 shows an example of a setting screen on a display of a computer for performing the plurality of selective settings.

That is, the appraisal setting performed for the processing B in FIG. 1 is an option in a case where an arbitrary group is selected and the result is obtained for the multifaceted appraisal data without selecting all appraisers. .

[0010] Similarly, the appraiser setting is such that a specific appraiser group is
It is possible to create reference data such as what kind of appraisal tendency, or to select and set appraisers from the numerical value of the appraisal tendency index derived from the aggregation result.

The evaluator weight setting is to set a weight (weighting) by which data of a specific evaluator among a plurality of evaluators is multiplied, and to make a difference in the influence on the tally result depending on the magnitude of the weight. enable. The numerical values 1, 2, 3, and 4 set in FIG. 4 are the appraiser weights. For example, the section manager sets the section manager to 4, the section manager to 3, and the section manager to 2.
Enter a value in the field and set.

The reference value appraiser setting determines the reference value by a method of selecting an appraiser when the data serving as the reference value is calculated in the process B in the calculation of the appraisal tendency index in the next process C. Yes, the appraiser weight of the selected appraiser also plays an effect. When this setting is not provided, the total calculation result of the selected whole by the appraiser setting, the appraiser setting, and the appraiser weight setting becomes the reference data. FIG.
Indicates that three persons for whom the appraiser weight 4 is set are set as the reference value appraisers, and are set by clicking the “No / reference value” item on the setting screen. This reference value appraiser may be one or more,
A reference value appraiser selected to obtain appropriate personnel appraisal data, and is arbitrarily selected, for example, from those close to the final decision-maker of personnel or other persons.

Adjustment exclusion items are set for items whose evaluation rank is determined on an objective basis irrespective of evaluation by a person, such as sales amount, sales quantity, gross profit amount, production quantity, production amount, qualification, etc. It is set to be excluded from the sweet and spice adjustment total calculation of the process D.

The above-described reference value appraiser setting, appraiser setting, and appraiser setting can be selected and clicked by clicking the corresponding column of the appraiser, appraiser, and reference value appraiser in the setting screen of FIG. Set non-selection.

When all the processes are executed after the above selection settings have been made, each appraiser,
Data of the appraisers are tabulated. In the process C, the original data of each appraiser and the calculation result of the process B are compared using the following formula.

Equation 1 indicates that, with respect to the same target group, the average value of the results of the appraiser H appraising the specific appraisal group is
The difference from the average value of the reference data group (the evaluation data of the reference value appraiser group) is calculated. This value is compared by the appraiser H,
It is a value that indicates whether it is sweet or spicy. <Formula 1> AM (H) = AV (H) -AV (T) AM (H): Sweetness value (difference between the reference data group and the average score of the appraiser H) H: Appraiser number V: Appraisal number User number T: Reference value appraiser group (or the entire selection appraiser) AV (H): Average point (Appraisal average point of the appraiser H) AV (T): Average point (Appraisal average point of the reference data group)

Equation 2 compares the standard deviation SV (H) of the result of the evaluation with respect to the group of appraisers evaluated by the appraiser H and the standard deviation SV (T) of the evaluation data of the reference value appraiser group. Then, the ratio is calculated as a distribution degree Bu (H). <Equation 2> Bu (H) = SV (H) / SV (T) Bu (H): degree of distribution (ratio of standard deviation) SV (H): standard deviation (appraiser H) SV (T): standard Deviation (reference data group)

Equation 3 shows the bias KA (V, H) indicating how the appraiser H has made a difference with respect to the appraiser V based on the average score of the appraiser H. calculate. <Formula 3> KA (V, H) = TP (V, H) -AP (H) KA (V, H): Bias (vs. subject appraisal V) TP (V, H): Total score of V by H AP (H): Average total score of H

Equation 4 calculates a sweetness adjustment rank value CH (V, H), which is a value for adjusting the evaluation rank value of the evaluater H to the examinee V from the above numerical values. <Formula 4> CH (V, H) = AM (H) + KA (V, H) -KA
(V, H) / Bu (H) CH (V, H): Sweetness adjustment rank value (V, H) In the processing C executed in these equations 1 to 4, each appraiser evaluates the appraiser. If the answer is no answer for all items, the subject is excluded. For appraisers who have not responded, the respondent weight is converted from the ratio of the response item weights, and the response item value is converted into the response value of all items.

In the process D of FIG. 1, the calculation using the following equation 5 is performed, and the rank value R (I) of the original data of the item I is obtained.
Is the sweet and spicy adjustment rank value CH (V,
After adjusting in H), a total calculation is performed. <Equation 5> Rc (I) = R (I) -CH (V, H) R (I): Evaluation rank value of item I Rc (I): Sweetness adjustment rank value of item I

FIG. 5 shows the original appraisal data of a specific appraiser,
This is an example in which sweet and spicy and standard deviation are compared with reference value appraiser data, and adjusted data is displayed on a screen. This appraiser,
20 out of 28 appraisers are evaluated. In the comparison between the sweet and spicy and the standard deviation, the standard deviation of the original data is slightly larger than that of the reference value data of only 20 persons, and the data is hard as a whole.

FIG. 6 shows an example in which the data of a plurality of appraisers are adjusted in a spicy manner, and the result of total calculation is displayed on a screen. FIG.
Is an example of the data of the calculation results for the individual appraisers.

As described above, according to the personnel evaluation program of the present invention, the conventional means for adjusting the initial evaluation data using the average value requires a large amount of data that is biased in the initial evaluation data. If the evaluation data is simply averaged and used as a reference value for adjustment, the problem that the average value itself is greatly affected by the biased data can be solved, and more appropriate evaluation data can be obtained.

[0024]

As described in detail above, according to the personnel appraisal program of the present invention, a large amount of data obtained by multiple appraisals by a plurality of appraisers is utilized, and the initial appraisal data having a biased tendency such as too sweet or too hot is obtained. By adjusting to appropriate evaluation data using the reference value, more appropriate evaluation data can be created.

Also, by providing a computer with means for setting an appraiser weight, which is a weight for multiplying the appraisal data, according to the appraisers in the appraiser group who can make a proper appraisal, the computer can provide a proper appraisal. Since the appraisal data of the appraiser is greatly reflected in the totalization of the appraisal data, more appropriate appraisal data can be obtained.

The reference value appraiser is a reference value appraiser selected in order to obtain appropriate personnel evaluation data.
When setting the reference value by the appraiser, the appraisal data of all appraisal items for the entire appraisal group is targeted, so that the appraisal data by those who grasp and evaluate the entire appraisal group more appropriately. Can be an appropriate reference value.

[Brief description of the drawings]

FIG. 1 is a block diagram showing an outline of the present invention.

FIG. 2 is an explanatory diagram showing a data structure of multi-sided evaluation data in the present invention.

FIG. 3 is an explanatory diagram showing an overall image of evaluation data according to the present invention.

FIG. 4 is an explanatory diagram showing an example of a setting screen for setting a reference value appraiser, a subject appraisal, and a appraiser in the present invention.

FIG. 5 is an explanatory diagram showing an example in which initial evaluation data relating to a specific evaluator according to the present invention and evaluation data adjusted by comparing with data of a reference value evaluator are displayed on a screen.

FIG. 6 is an explanatory diagram showing an example in which data of a plurality of appraisers is adjusted and tabulated and calculated in the present invention, and the result is displayed on a screen.

FIG. 7 is an explanatory diagram showing an example of data of a calculation result for an individual subject in the present invention.

Claims (3)

[Claims] Claims: 1. A computer to obtain more appropriate personnel evaluation data, a computer to be evaluated as a target of personnel evaluation, a group of evaluaters corresponding to the group of evaluaters, and a group of the evaluaters. Means for setting an evaluation item group that is an item to be evaluated, means for setting one or a plurality of reference value appraisers to be criteria for evaluation in the appraiser group, all appraisals including reference value appraisers of the appraiser group Means for inputting the appraisal data of the appraiser by the appraiser as an initial value, and using the average value and standard deviation of the appraisal data of the reference value appraiser as a reference value, for each appraiser other than the reference value appraiser of the appraiser group. The initial appraisal data is adjusted so that its average value matches the average value of the appraisal data of the reference value appraiser, and the standard deviation varies so that the standard deviation matches the standard deviation of the appraisal data of the reference value appraiser. Means to adjust this adjustment HR appraisal program for functioning as a means to aggregate appraisal data by appraiser for the entire appraisal group based on the provided appraisal data 2. The computer according to claim 1, further comprising: means for setting an appraiser weight, which is a weight for multiplying the appraisal data, in accordance with a position where the appraiser of the appraiser group can perform a proper appraisal. HR appraisal program. 3. The reference value appraiser is a reference value appraiser selected in order to obtain appropriate personnel evaluation data, and when setting the reference value by the reference value appraiser, all evaluation items for the entire group of appraisers are set. 2. The personnel evaluation program according to claim 1, wherein the evaluation data is obtained by evaluating the evaluation data.