JP2022147539A - Personnel rating system and personnel rating program - Google Patents

Abstract

To provide a personnel rating system and a personnel rating program allowing an evaluator to evaluate an evaluated person easily and appropriately, allowing the evaluated person to know his/her own daily evaluation contents, and further capable of enhancing evaluation ability when the evaluator evaluates the evaluated person.SOLUTION: A personnel rating system 1 presents lists 31 to 35 of evaluation reasons in which reasons for selecting evaluation marks are listed to an evaluator when selecting the one or plural evaluation marks from among options of evaluation marks 21 regarding evaluation of business reports. Points allocated to a selected evaluation mark are also totaled and displayed as points of evaluated persons. An evaluator does not have to document evaluation reasons for himself/herself, and simply chooses reasons from among the lists of evaluation reasons, thus facilitating evaluation work. Since the evaluator performs evaluation on the basis of business reports, an evaluated person can instantly know evaluation contents to his/her own daily action, which can be helpful for improvement.SELECTED DRAWING: Figure 1

Description

The present invention relates to a personnel evaluation system and a personnel evaluation program, in particular, an evaluator can easily and appropriately evaluate an evaluated person, the evaluated person can know the contents of his or her daily evaluation, and the evaluator can The present invention relates to a personnel evaluation system and a personnel evaluation program capable of enhancing evaluation ability when evaluating a person.

In general personnel evaluation systems, the main evaluation item is often whether or not the person being evaluated has reached a preset goal. A system has also been developed in which a person's work attitude is included in the evaluation items, and a single person is evaluated by multiple evaluators.
For example, Patent Document 1 discloses a personnel evaluation system in which everyone in a group evaluates each other using an ability evaluation chart and an emotional evaluation chart.

Japanese Patent Application Laid-Open No. 2006-195642

However, the conventional techniques including Patent Document 1 have the following problems.
The method in which everyone in the group evaluates each other has the problem that the tallying is complicated and time consuming.
There is also a problem that an appropriate evaluation result cannot be obtained when the evaluation ability of the evaluator is low.
In addition, in a general personnel evaluation system, evaluation is performed at the end of a predetermined period (for example, quarterly or half-yearly), so the person being evaluated can only know his or her evaluation at each predetermined period. Another problem is that it is difficult to use the content to improve one's daily behavior.

In view of such problems, the present invention enables an evaluator to easily and appropriately evaluate an evaluator, allows the evaluator to know the contents of his or her daily evaluation, and furthermore, enables the evaluator to evaluate the evaluator. It is an object of the present invention to provide a personnel evaluation system and a personnel evaluation program that can improve the ability to evaluate employees.

A personnel evaluation system of the present invention presents a business report storage unit that stores a business report created by an evaluated person, and presents an evaluation mark option related to the evaluation of the business report to an evaluator who browses the business report. an evaluation mark presentation unit, when the evaluator selects one or a plurality of the evaluation marks from among the options of the evaluation marks, a list of evaluation reasons in which the reasons for selecting the evaluation marks are described; and an evaluation reason presentation unit presented to an evaluator; points are assigned in advance to each of the evaluation marks; It is characterized by comprising a point totalizing unit that totalizes points as points of the person to be evaluated, and an evaluation presenting unit that presents the reason for evaluation and the points to the person to be evaluated.
Also, the list of reasons for evaluation is characterized in that a plurality of categories relating to abilities of the person to be evaluated and a plurality of categories relating to qualities are combined and expressed in a matrix.

In addition, the evaluation presenting unit presents evaluations of other evaluated persons to the evaluated person.
Further, the present invention is characterized by comprising an evaluation capability determination unit that determines the evaluation capability of the evaluator based on the content of the evaluator when the evaluator evaluates the business report.
A personnel evaluation program of the present invention is a personnel evaluation program that is executed in an information processing apparatus having a business report storage unit that stores a business report created by an evaluated person. presenting options of evaluation marks for evaluating the business report; a step of presenting to the evaluator a list of evaluation reasons in which the reasons are described; points are assigned to each of the evaluation marks in advance, and when the evaluator selects the evaluation mark, the selected evaluation mark is selected; causing the information processing device to perform a step of aggregating the points assigned to the evaluation marks as points of the person to be evaluated, and a step of presenting the reasons for evaluation and the points to the person to be evaluated. It is characterized by

The evaluator who browsed the business report first selects the evaluation mark, and then selects the reason for selecting the evaluation mark from the list of evaluation reasons. The evaluator does not need to write down the evaluation reason by himself, but only selects from the list of evaluation reasons, so the evaluation work can be easily performed.
In addition, since the evaluator evaluates based on the work report, the person to be evaluated can immediately know the contents of the evaluation of his or her daily behavior, which can be used for improvement.

If you create a list of reasons for evaluation from the standpoint of the abilities and qualities of the person being evaluated, the evaluation will focus on the inside of the person being evaluated. A more appropriate evaluation is possible compared to the conventional personnel evaluation system that uses items.
In addition, if one evaluator can view the evaluations of other evaluators, it will be possible to view one's own evaluation objectively among a plurality of evaluators, increasing the motivation of the evaluators to work. can be made
Also, if the evaluator's evaluation ability can be determined, the evaluator's evaluation ability can be improved.

Block diagram showing the configuration of the personnel evaluation system A diagram showing a list of the evaluator's name, affiliation, status, etc. displayed on the evaluator's terminal. Diagram showing four types of evaluation marks displayed on the terminal of the evaluator List of evaluation reasons presented when the rater selects the "Like" rating mark A list of reasons for evaluation presented when the evaluator selects the evaluation mark of "Do your best" A list of reasons for evaluation presented when the evaluator selects an evaluation mark of "bad" Diagrams (a) and (b) showing three categories of aptitudes and six categories of abilities displayed by buttons on the evaluator terminal. A diagram showing the state where the content of the evaluation and points are displayed on the terminal of the person being evaluated. Figures (a) and (b) showing the state where the evaluation reason is displayed on the terminal of the person being evaluated Diagram showing accumulated points displayed on the terminal of the person being evaluated Figures (a) to (c) showing other display examples of accumulated points Figures (a) to (c) showing other display examples of accumulated points Diagram showing the case where accumulated points are displayed for each position Diagram showing the case where accumulated points are displayed for each position A diagram showing a state in which the evaluator's evaluation ability is displayed Example of sequence executed by control unit

An embodiment of the personnel evaluation system of the present invention will be described.
A personnel evaluation system is a system for an evaluator to view a business report prepared by an evaluator and to evaluate the evaluator based on the content of the report. Companies are examples of facilities that introduce personnel evaluation systems, but they are not limited to these, and can be introduced in public institutions such as schools and city halls. In the present embodiment, description will be given assuming that this system is introduced into a company. An example of an evaluator is an employee working for a company, and an example of an evaluator is the superior of the employee, but the evaluator is not limited to this.

As shown in FIG. 1, the personnel evaluation system 1 is roughly composed of a business report storage unit 10, an evaluation mark presenting unit 20, an evaluation reason presenting unit 30, a point totalizing unit 40, an evaluation presenting unit 50, and the like. stored within.
The server 100 includes a communication unit 101 that transmits and receives various information to and from the terminal 200 of the evaluator and the terminal 201 of the evaluator, a storage unit 102 that stores various information, and responds to instructions from the terminal 200 of the evaluator and the terminal 201 of the evaluator. It is schematically configured from a control unit 103 that performs various processes. The storage unit 102 has a business report storage unit 10, and the control unit 103 has an evaluation mark presenting unit 20, an evaluation reason presenting unit 30, a point counting unit 40, and an evaluation presenting unit .
The server 100 is wired or wirelessly connected to the terminal 200 of the evaluator and the terminal 201 of the evaluator via the network 104, enabling transmission and reception of various information. The place where the server 100 is installed may be on the Internet, but is not particularly limited.
The terminal 200 of the person to be evaluated refers to an information processing device such as a smart phone, a tablet, a personal computer, etc. of the person to be evaluated. The evaluator terminal 201 refers to the evaluator's own smart phone, tablet, personal computer, or other information processing device.

Although not shown, the control unit 103 includes a CPU, a RAM, and a ROM. to control the
The business report storage unit 10 stores the business report created by the person being evaluated. Specifically, the evaluated person uses the evaluated person's terminal 200 to prepare a business report according to the format. It is preferable to prepare the business report every working day, but it may be prepared once in a fixed period (for example, one week). The evaluated person transmits the created work report to the server 100 via the network 104 . The business report transmitted to the server 100 is stored in the business report storage unit 10 included in the storage unit 102 .

The evaluation mark presenting unit 20 presents options of the evaluation mark 21 (FIG. 3) relating to the evaluation of the business report to the evaluator who browsed the business report. Specifically, as shown in FIG. 2, the evaluator's terminal 201 displays the names, affiliations, positions, etc. of the multiple evaluators for whom the evaluator is in charge of evaluation, along with the completion of the evaluation of the work report in the "Status" column. Lists the status of whether or not If the evaluation of the business report has not been completed, "not completed" is displayed, and if it has been completed, "completed" is displayed.
When the evaluator selects and clicks any one of the items displayed as “not yet”, the control unit 103 reads out the corresponding business report from the business report storage unit 10 and transmits it to the evaluator terminal 201. . The evaluator receives and views the work report on his own evaluator terminal 201 .
When the browsing is completed, the evaluation mark presenting unit 20 presents options of the evaluation mark 21 to the evaluator terminal 201 as shown in FIG. In this embodiment, it is assumed that four types of evaluation marks 21 are displayed: "good", "wait and see", "do your best", and "not good", but the content and number of evaluation marks 21 can be changed arbitrarily.
The evaluator selects and clicks one evaluation mark 21 from among four types of evaluation mark 21 options based on the content of the business report that has been viewed.

When the evaluator selects one evaluation mark 21 from among the options of the evaluation mark 21, the evaluation reason presentation unit 30 provides the evaluator with a list of evaluation reasons 31 to 33 describing the reasons for selecting the evaluation mark 21. presented to
FIG. 4 is a list 31 of evaluation reasons presented when the evaluator selects the evaluation mark 21 of "like" from the list of evaluation reasons 31-33. In this list of reasons for evaluation 31, six categories of ability ("completeness", "speed/speed", "interpersonal relations", "discipline", "crisis management ability", and "creativity") are listed on the vertical axis. , three categories of qualities ("Mind", "Knowledge", and "Body") are listed on the horizontal axis. One or more details 31a of the reason for evaluation are described in the column where the vertical axis and the horizontal axis intersect. Points are assigned in advance to each evaluation mark 21 .
Note that the contents of the six categories regarding ability are not limited to those shown in FIG. 4, and may be determined arbitrarily. For example, "quality (quality of work)", "speed (speed)", "teamwork (coordination, dialogue, manners)", "self-control (emotional adjustment)", "risk management ( Crisis management ability)", "compliance (discipline and legal compliance)", etc. may be included in the category of ability.

The evaluator who selects the "good" evaluation mark 21 selects one or a plurality of detailed evaluation reasons 31a suitable for the person to be evaluated from the evaluation reason list 31 in FIG. For example, the evaluator selects the detailed reason for the evaluation, "Has the ability to make a detailed plan", from the vertical axis "speed" and the horizontal axis "knowledge". Then, the points (for example, 1 point) assigned to the evaluation mark 21 of "Like" are allotted to the person being evaluated. Furthermore, the evaluator may select the detailed reason for the evaluation, "I try to avoid risks in advance" from the vertical axis "crisis management ability" and the horizontal axis "mind". In that case, 1 more point is allocated to the person being evaluated.

FIG. 5 shows a list 32 of evaluation reasons presented when the evaluator selects the evaluation mark 21 of "do your best" from among the lists 31 to 33 of evaluation reasons.
The evaluator who selects the evaluation mark 21 of "do your best" selects one or a plurality of detailed evaluation reasons 32a suitable for the person to be evaluated from the list 32 of evaluation reasons shown in FIG. For example, the evaluator selects the evaluation reason "pretending not to see the person in need" from the vertical axis "interpersonal relationship" and the horizontal axis "mind". Then, the points assigned to the evaluation mark 21 of "do your best" (for example, -1 point) are allocated to the person being evaluated.
FIG. 6 shows a list 33 of evaluation reasons presented when the evaluator selects the evaluation mark 21 of "not good" from among the lists 31 to 33 of evaluation reasons.
The evaluator who selects the evaluation mark 21 of "bad" selects one or a plurality of detailed evaluation reasons 33a suitable for the person to be evaluated from the list 33 of evaluation reasons shown in FIG. For example, the evaluator selects the evaluation reason of "deliberately messy" from the vertical axis "completeness" and the horizontal axis "mind". Then, the points assigned to the "bad" evaluation mark (for example, -3 points) are allocated to the person being evaluated.

It is also possible for the evaluator to select a plurality of evaluation marks 21 for the business report of one evaluated person. For example, if it is determined that the person being evaluated is well-dressed, select the evaluation mark 21 of "Good" and select the reason for the evaluation "appearance, posture" in the column of the vertical axis "discipline" and the horizontal axis "body". etc. is always a model", and if it is judged that there is a problem with the thinking ability of the person being evaluated, select the evaluation mark 21 of "Do your best", and the vertical axis "creativity", It is sufficient to select the evaluation reason "I can't think logically" in the column of the horizontal axis "intelligence". In this case, the evaluation mark 21 for "good" is 1 point, and the evaluation mark 21 for "do your best" is -1 point, so the points assigned to the person to be evaluated are zero.
Also, when the evaluator selects the evaluation mark 21 of "wait and see", there is no need to select the reason for evaluation, and no points are assigned to the person to be evaluated.
In this way, after the evaluator selects one evaluation mark 21 from among the four evaluation marks "good", "wait and see", "do your best", and "not good", the evaluation reason presentation unit 30 displays a list of the corresponding evaluation reasons. Present 31-33 to the evaluator. The evaluator completes the evaluation simply by selecting one or more of the detailed evaluation reasons 31a to 33a listed in the list of reasons for evaluation 31 to 33, thus reducing the time required for evaluation. be able to.

Since it may be complicated to display the list of reasons for evaluation 31 to 33, the list of reasons for evaluation may be displayed in a simpler manner as shown in FIG. In other words, after the evaluator selects and clicks one evaluation mark 21 (for example, "Like") from among the four types of evaluation mark 21 options, the evaluation reason list 34 is displayed as shown in Fig. 7(a). , there are multiple categories of qualities (for example, the three categories of "mind", "knowledge", and "body") and multiple categories of abilities (for example, "perfection", "speed/speed", "interpersonal relationships", and "self-management"). Six categories of "crisis management" and "compliance") may be displayed with buttons.
In this case, the evaluator selects one category from the qualities "mind,""knowledge," and "body," and the abilities "perfection,""speed/speed,""interpersonalrelationships,""self-management," and "crisis." By selecting one category from "Management" and "Compliance", it becomes the evaluation reason for the person being evaluated.
FIG. 7(b) shows a list 35 of evaluation reasons when the evaluator selects the evaluation mark 21 of "do your best".

When the evaluator selects the evaluation mark 21, the point totaling unit 40 totals the points assigned to the selected evaluation mark as the points of the evaluated person. For example, at the beginning of the term, points are not allocated to the person being evaluated, and points are added or subtracted each time the person being evaluated submits a business report, or basic points are given to the person being evaluated at the beginning of the term. points are allocated, and points may be added or subtracted each time the person being evaluated submits a work report.

As shown in FIG. 8, the terminal 200 of the person being evaluated displays the contents of the evaluation of the work report by the evaluator and the points. When the person to be evaluated clicks on the "Reason" column, the evaluation reasons 31a to 33a selected by the person to be evaluated are displayed as shown in FIG. 9(a). Alternatively, as shown in FIG. 9(b), a comment 36 input by the person to be evaluated may be displayed.
The method of displaying accumulated points is not particularly limited, but for example, as shown in Fig. 10, "qualities" and "abilities" are divided into "current score", "class (for example, department) ranking", and "previous score". , “previous rank within class”, “growth rate”, and “improvement of rank” may be displayed.
Also, as shown in FIGS. 11(a) to (c), the cumulative points divided into "qualities" and "abilities" may be displayed in a radar chart, or the transition of the cumulative points may be displayed in a line graph. .

In addition, as shown in Figure 12, the vertical axis lists the six categories of abilities, the horizontal axis lists the three categories of qualities, and the column where the vertical and horizontal axes intersect displays the accumulated points. may By doing so, the person being evaluated can objectively view their own strengths and weaknesses.
Also, as shown in FIG. 13, job titles are displayed, and if one of the job titles (for example, "section manager") is selected, the accumulated points and ranking of all the job titles are displayed as shown in FIG. Alternatively, only the ranking may be displayed. Furthermore, the positions that can be displayed may be restricted according to the position of the person being evaluated. For example, if the person being evaluated is a "section manager", only positions below the section manager may be viewable.

Furthermore, an evaluation ability determination unit 60 (FIG. 1) may be provided that determines the evaluation ability of the evaluator based on the contents of the evaluation of the work report by the evaluator. As shown in Fig. 15, the items to be evaluated are set in advance. The longer the time, the lower the evaluation ability. In the item of "appropriateness", the higher the percentage of the evaluators who selected the evaluation mark 21 of "wait and see", the lower the evaluation. By performing this for all evaluators, the evaluation ability of each evaluator can be determined.

Next, referring to FIG. 16, an example of a sequence executed by the control unit 103 in cooperation with each element stored in the server 100 based on the personnel evaluation program pre-stored in the storage unit 102 of the personnel evaluation system will be described. to explain.
The person to be evaluated transmits his/her work report to the server 100 via the terminal 200 of the person to be evaluated (step S101). The business report storage unit 10 stores the received business report (step S102).
When the evaluator accesses the server 100 via the evaluator terminal 201 (step S103), the control unit 103 retrieves the list of persons to be evaluated by the evaluator stored in the work report storage unit 10 at that time. It is read from the storage unit 102 and transmitted to the evaluator terminal 201 (step S104).

When the evaluator selects an evaluator whose work report has not yet been evaluated via the evaluator terminal 201 (step S105), the control unit 103 transmits the work report of the evaluator to the evaluator terminal 201 (step S105). S106). Note that the list of evaluated persons transmitted to the evaluator terminal 201 in step S104 may include the work report of each evaluated person in advance.
When the evaluator browses the work report and enters the evaluation mode by operating the evaluator terminal 201 to perform the evaluation (step S107), the evaluation mark presentation unit 20 displays "Like", "Keep calm", "Do your best", and "No good". The evaluator terminal 201 is made to present options for the four types of evaluation marks 21 of "Good" (step S108).
When the evaluator selects an arbitrary evaluation mark 21 (step S109), the evaluation reason presentation unit 30 presents the evaluator with a list of evaluation reasons 31 to 33 listing the reasons for selecting the evaluation mark 21 ( step S110).

When the evaluator selects one or a plurality of evaluation reasons 31a to 33a from the list of evaluation reasons 31 to 33 (step S111), the point totaling unit 40 assigns the points assigned to the selected evaluation reasons to the subject. It is tallied as the points of the person (step S112). Thus, the evaluation work of the business report by the evaluator is completed, and the accumulated points of the evaluated person are stored in the storage unit 102 (step S113).
When the evaluated person accesses the server 100 via his/her own evaluated person terminal 200 (step S114), the evaluation presentation unit 50 collects the evaluation reasons and points for the evaluated person and other evaluated persons and stores them in the storage unit 102. and transmits it to the terminal 200 of the person to be evaluated (step S115).
The evaluated person browses his own evaluation reasons and points (step S116).

The present invention enables an evaluator to easily and appropriately evaluate an evaluator, enables the evaluator to know the contents of his or her daily evaluation, and further enhances the evaluator's evaluation ability when evaluating the evaluator. It is a personnel evaluation system and a personnel evaluation program that can be used, and has industrial applicability.

1 Personnel evaluation system
10 Business report memory
20 Evaluation mark presentation part
21 rating marks
30 Evaluation reason presentation section
31～35 List of reasons for evaluation
31a,32a,33a Reason for evaluation
36 Comments
40 point tally
50 Evaluation presentation part
60 Evaluation Ability Judgment Department
100 servers
101 Communications
102 Memory
103 control unit
104 network
200 Evaluator terminal
201 Evaluator terminal

Claims (5)

a business report storage unit that stores the business report created by the person being evaluated;
an evaluation mark presenting unit that presents options of evaluation marks related to the evaluation of the business report to the evaluator who viewed the business report;
When the evaluator selects one or a plurality of the evaluation marks from among the options of the evaluation marks, the evaluator is presented with a list of evaluation reasons in which the reasons for selecting the evaluation marks are described. an evaluation reason presentation unit;
Points are assigned in advance to each of the evaluation marks, and when the evaluator selects the evaluation mark, the points assigned to the selected evaluation mark are counted as the points of the person being evaluated. a counting unit;
A personnel evaluation system, comprising: an evaluation presenting unit that presents the evaluation reason and the points to the evaluated person.
2. The personnel evaluation system according to claim 1, wherein the list of reasons for evaluation is a matrix representation of a combination of a plurality of categories relating to abilities and a plurality of categories relating to qualities of the person being evaluated.
3. The personnel evaluation system according to claim 1, wherein said evaluation presenting unit also presents evaluations of other said persons to be evaluated to said person to be evaluated.
4. The personnel affairs according to any one of claims 1 to 3, further comprising an evaluation ability determination unit that determines the evaluation ability of the evaluator based on the contents of the evaluation of the business report by the evaluator. appraisal system.
A personnel evaluation program executed in an information processing device having a business report storage unit for storing a business report prepared by an evaluated person,
a step of presenting options for evaluation marks relating to the evaluation of the business report to an evaluator who has browsed the business report;
When the evaluator selects one or a plurality of the evaluation marks from among the options of the evaluation marks, the evaluator is presented with a list of evaluation reasons in which the reasons for selecting the evaluation marks are described. a step;
Points are assigned in advance to each of the evaluation marks, and when the evaluator selects the evaluation mark, the points assigned to the selected evaluation mark are totaled as the points of the person being evaluated. a step;
A personnel evaluation program characterized by causing the information processing device to execute a step of presenting the evaluation reason and the points to the evaluated person.

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