JPWO2013108451A1 - Production performance evaluation processing system, production performance evaluation processing method - Google Patents

Abstract

Based on a request for a production performance evaluation result of an employee ID that is an evaluation target person from a mobile terminal, a production performance collection unit that collects the production performance, a performance evaluation value based on the production performance is obtained, and the performance evaluation value and The evaluation consideration based on the evaluation consideration calculation processing unit for obtaining an evaluation consideration determined according to the job level of the employee having the employee ID, and the job evaluation level of the employee having the employee ID A production performance evaluation processing device comprising: an evaluation consideration management processing unit for adjusting This makes it possible for employees to be aware of productivity improvements and quality improvements, and to have a sense of solidarity among employees and a desire to improve their skills.

Description

  The present invention relates to a production performance evaluation processing technique, and more particularly to a production performance evaluation processing technique for improving production efficiency and quality of a production site worker, and a point grant / cash system associated therewith. In addition, it relates to subsidies for non-work wages in accordance with the predetermined conditions for payment determined by the company.

  The production site worker evaluation system and salary system based on it can be broadly divided into a “working hour salary system” proportional to working hours and a “volume pay system” proportional to manufacturing quantity.

  Since the salary (wage) is determined depending on how much can be manufactured in a certain time, the volume pay system tends to cause a problem that the defect rate becomes high due to the quality perspective.

  In the case of the former working hour wage system, wages are earned by working for a long time, causing a problem that the productivity and quality are inadvertent.

  The labor evaluation system described in Patent Literature 1 below includes an employee card including a wireless tag circuit unit that stores a tag ID and a card communication terminal having a communication antenna, and the card communication terminal is executed by the employee. By calculating the amount of work for a given labor service and comparing the calculated standard work time with the calculated work volume for the given labor work, the work efficiency of the employee for the given labor work can be improved. The point corresponding to the evaluation is associated with the tag ID, and then a predetermined control signal corresponding to the point is generated and output. Thereby, it is possible to motivate workers to improve work efficiency, and to promote reduction of working hours and improvement of productivity.

JP 2011-059811 A

  At the production sites in recent manufacturing industries that employ a volume pay system, there are problems with the above-mentioned salary system and problems that it is difficult to establish technology and awareness for improving productivity and improving quality due to employee turnover. In addition, as a recent employee trend, many people try to move to other companies with high wages even if they acquire skills related to production technology, leading to the outflow of their technology and the commoditization of products. Many cases lead to losses.

  In addition, with the technology described in Patent Document 1, work efficiency is improved for workers by giving a reward or visualizing work efficiency according to the work efficiency of each worker. Motivate people to reduce working hours and improve productivity.

  However, Patent Document 1 focuses only on the improvement of work efficiency, but only points are given as rewards, and it is intended to share employees' sense of solidarity and awareness of problems, leaving skilled workers to leave their jobs. It does not present a solution from the viewpoint of suppressing the problem.

  In addition, from the management's point of view, the criteria for evaluating and selecting the managers who will be responsible for the next generation are listed as management issues.

  An object of the present invention is to give employees an awareness of productivity improvement and quality improvement, a sense of solidarity among employees, and an awareness of improving their skills. In addition, the company's turnover rate is kept to a minimum.

  In addition, regarding the evaluation and selection of next-generation managers, which is one of the management issues, the management ability of each workplace manager shall be provided based on the production performance information of the employees under his / her management, providing fair and accurate judgment criteria. With the goal.

  In response to issues such as the above that raise employee's productivity improvement, quality improvement awareness, sense of responsibility, and solidarity responsibility, the amount of work per unit time and the unit quantity in production activities that employees are responsible for We have invented a system that allows you to exchange points by adding and subtracting points for each employee according to individual point conditions when the percentage of defectives exceeds the company standard.

  In addition, we have invented a system that can provide various subsidies (partial subsidies for housing rents, eating expenses, self-development education expenses, etc.) in accordance with the predetermined payment conditions established by the company. As a result, it is possible to evaluate and correct (improve) production activities for each employee based on the number of points given to each employee, as well as grasp problems in the management organization unit and evaluate and correct (improve) the control ability of the manager. )it can.

  In addition, regarding the selection of next-generation managers, which is one of the management issues, whether the management ability is statistically evaluated by statistically evaluating the points given from the production results and quality information of the employees under each workplace manager We have invented a technology that provides the judgment materials.

  According to one aspect of the present invention, a performance evaluation based on the production performance based on a production performance collection unit that collects the production performance and a request for a production performance evaluation result of an employee ID who is an evaluation target person from a mobile terminal. An evaluation value calculation processing unit for obtaining an evaluation value determined according to the actual evaluation value and the job level of the employee having the employee ID, and an employee having the actual evaluation value and the employee ID A production performance evaluation processing device is provided that includes an evaluation consideration management processing unit that adjusts the evaluation consideration based on the job class level.

  The evaluation consideration management processing unit can change a ratio of the evaluation consideration according to a job class (level). By changing the ratio of the evaluation consideration and setting the exchange rate in units of levels, the system method can be made more flexible. In addition, each employee compares the results of production activities with the standards such as productivity and quality that the company wants to aim at, and if it exceeds the standards, points are actually given and the direction that the company should aim for It is possible to encourage the action along. In addition, by changing the number of points added according to job class (level), and by adopting a system system that allows the cash rate to be set in units of levels, employees are encouraged to improve their skills and have more points and higher cash rates. The system function can give a consciousness of becoming a higher level, and the turnover rate can be reduced through the system function.

  The evaluation consideration calculation processing unit uses an employee ID of a corresponding employee number based on an evaluation code for calculating the evaluation consideration using a department code to which an employee having the corresponding employee ID belongs as a key. It is preferable to read the business results of the employees who have and to calculate the number of points to be added / subtracted based on the evaluation consideration rate that can be given for each current level (job class). By subtracting the points of all related employees due to quality defects that occur in the manufacturing process, etc., it is possible to give employees a sense of solidarity and responsibility.

  The evaluation consideration calculation processing unit obtains the evaluation consideration based on a public (open) correspondence relationship between the actual evaluation value and the job level of the employee having the employee ID for each employee ID. It is characterized by that. That is, by improving the transparency of the evaluation, it is possible to eliminate employee dissatisfaction and the like as compared with the case where the evaluation is opaque. In addition, the system function that can compare the number of accumulated points with the points of other employees can give employees a sense of competition.

  Furthermore, it is preferable to have an evaluation price adjustment processing unit that performs a cash process based on the evaluation price.

  It is preferable that the evaluation consideration settlement processing unit can change a ratio in the evaluation compensation settlement processing according to a job class (level).

  By changing the number of points added according to the job class (level) and adopting a system system that allows the cash rate to be set on a level basis, employees can improve their skills, and have higher points and higher cash rates. It is also possible to give awareness of wanting to become a system function.

  Furthermore, the evaluation consideration may be reflected in the level change.

  Further, the present invention is characterized in that an evaluation value settlement processing unit for performing an welfare assistance grant process based on the evaluation value is provided.

  It is characterized by having set data of the evaluation consideration and the auxiliary type that can change the grant rate for each type of assistance of the benefit program. The subsidy payment amount as an integral part of the welfare benefits can be changed depending on the job class (level) and each subsidy type (housing rent subsidy, food subsidy, etc.) apart from the regular evaluation compensation. .

  It has an administrator evaluation processing unit for performing a performance evaluation in a management organization unit including employees based on the evaluation consideration. Business problems and improvements can be identified based on numerical values as an organization (management organization unit) rather than as an employee unit.

  The manager evaluation processing unit performs a performance evaluation in the management organization unit based on at least one of an evaluation value given to an employee to be managed or the number of times the evaluation value is given. Target management for each manager can be performed based on the number of points given to employees to be managed and the number of points given.

  The manager evaluation processing unit is based on a transition of at least one statistical value of a value of evaluation consideration or the number of times of evaluation consideration given to a management target employee included in the management organization unit. It is characterized by performing performance evaluation at Based on the number of points given to workers (employees) managed by each administrator over a certain period and the statistical value of the number of points given, for example, the statistical average value, grasp the management ability of the organization administrator as a numerical value. It is possible to select human resources who will be responsible for the next generation, which is a management issue.

  The manager evaluation processing unit is configured to perform a performance evaluation in the management organization unit based on a comparison between the target value and the actual value of at least one of the evaluation value given to the management target employee or the number of times the evaluation value is given. It is characterized by performing. Each manager can be evaluated numerically from the target value and the actual value.

  The present invention may be a production performance evaluation processing device that performs control to display the transition of the statistical average value described above or the comparison result between the target value and the performance value on a display unit.

  According to another aspect of the present invention, based on a production result collection step for collecting production results and a request for a production result evaluation result of an employee ID as an evaluation target person from a mobile terminal, the results based on the production results An evaluation value calculation processing step for obtaining an evaluation value, obtaining an evaluation value determined according to the actual evaluation value and a job level of an employee having the employee ID, and an employee having the actual evaluation value and the employee ID There is provided a production performance evaluation processing method characterized by having an evaluation consideration management processing step for adjusting the evaluation consideration based on the employee's job level.

  It has a manager evaluation step for performing a performance evaluation in a management organization unit including employees based on the evaluation consideration.

  The present invention may be a program for causing a computer to execute the production performance evaluation processing method described above, or a computer-readable storage medium for recording the program.

  This specification includes the contents described in the specification and / or drawings of Japanese Patent Application No. 2012-009190, which is the basis of the priority of the present application.

  According to the present invention, production performance can be evaluated fairly. In addition, it is possible to directly communicate the policies and viewpoints that the company should aim to on-site employees, and as a manager, it is possible to raise the awareness of all employees.

  In addition, when selecting the next generation of managers, it will be possible to make fair and accurate judgments based on the grounds.

It is a functional block diagram which shows the example of 1 structure of the production performance evaluation processing system by one embodiment of this invention. It is a functional block diagram which shows one structural example of the server system (a) used for a production performance evaluation system, and a portable terminal (b). It is a figure which shows one structural example of an employee number table. It is a figure which shows the example of 1 structure of a point condition table. It is a figure which shows the example of 1 structure of an evaluation code table. It is a figure which shows the example of 1 structure of a point table. It is a figure which shows the example of 1 structure of a personal point table. It is a figure which shows the example of 1 structure of a level-point rate table. It is a figure which shows the example of 1 structure of a unit price table. It is a figure which shows one structural example of a production performance table. It is a figure which shows the example of 1 structure of the liquidation result table which stores the result of having actually redeemed the point or subsidy payment. The breakdown information of the number of points given to each employee is a diagram showing a configuration example of a personal point detail table. It is a figure which shows the example of 1 structure of the management organization table which shows the relationship between each employee and a manager for manager evaluation. In relation to the subsidy classification in the level-point rate table, it is subsidized that the number of points multiplied by the subsidy ratio per level is further converted into points according to the subsidy type, such as housing rent and eating. It is a figure which shows one structural example of a gold conversion table. It is a figure which shows the example of 1 structure of the administrator target table which sets the target value of the average point grant frequency | count of the management object person who an administrator takes over, and an average grant point number. It is a figure which shows the example of 1 structure of the manager evaluation table in which evaluation of an actual manager is calculated. It is a flowchart figure which shows the flow of a point charge process. It is a flowchart figure which shows the flow of a point adjustment process. It is a flowchart (manager evaluation process) which shows the flow of a process about a point liquidation process. It is a sequence diagram which shows the flow of the whole process. It is a sequence diagram which shows the flow of administrator evaluation. It is a figure which shows the example of a process which calculates | requires a statistic average value from each frequency distribution of the number of grant points (a) and the number of grant times (b) in the period of all the employees which 1 manager manages. It is a figure which shows an example of the result display on a display part.

  In this specification, a point is an example of an evaluation value (evaluation consideration) that can be used as a reference for cash benefits, salary, and personnel evaluation, for example. All values are included.

  Hereinafter, a production performance evaluation processing system according to an embodiment of the present invention will be described in detail with reference to the drawings.

  The production performance evaluation processing system according to the present embodiment is a production performance evaluation processing system for the purpose of improving responsibility and solidarity in addition to improving productivity and quality of production site workers using a computer system. . As a characteristic structure, evaluation is performed according to the salary of the worker and the base level of promotion (level) and the actual value of the production activity performed by the worker every day, the production volume per unit and the production volume The process of adding / subtracting predetermined points based on the winning defect rate is reflected in the evaluation.

  Also, when a defect occurs on a line involving a plurality of workers, a certain number of points of all employees involved in the work are subtracted to give a sense of solidarity.

  Furthermore, the points held by each employee are converted into cash and added to the salary. However, when actually converting, the exchange rate is changed (for example, increased) according to the employee's level. It is possible to improve a worker's own skill improvement awareness, and to reduce the employee turnover rate by encouraging the accumulation of points.

  In addition, it is possible to improve the competition awareness among workers by providing a function that can inquire the accumulated points of the workers themselves and other employees from the mobile terminal device.

  Accumulated points for each employee can be used as information for personnel evaluation, salary increase, and promotion.

  FIG. 1 is a functional block diagram showing a configuration example of a production performance evaluation processing system according to this embodiment. The production performance evaluation processing system A according to the present embodiment is linked with a well-known production management system or MES (Manufacturing Execution System) B, a personnel system or personnel evaluation system C, and related systems such as a salary system D. This is a system for evaluating production performance. In addition, an evaluation function is provided for welfare subsidies.

  The production performance evaluation processing system A includes a server system A1 provided in a company or factory, a network NT such as the Internet or a wireless LAN, and a mobile terminal 11 such as a smartphone possessed by an employee.

  The manufacturing execution system B sends production result data to the production result DB (database). The personnel system or personnel evaluation system C performs personnel evaluation of employees in association with the production performance evaluation processing system A. The salary system D calculates the salary of the employee in association with the production performance evaluation processing system A.

  The server system A1 includes a server 2, various DB groups 2a, and an operation result DB10. The server 2 includes various DB groups provided in the storage device 2a described later, a data transmission / reception unit 2b, a data processing unit 2c, a display unit 2d, and an input unit 2e.

  The mobile terminal 11 includes an employee code storage unit 11a for storing employee codes of employees possessed, a communication unit 11b, a point calculation instruction unit 111 for instructing point calculation, and a point search display for displaying point search results. And a point calculation instruction unit 113 for instructing point calculation.

  In the data processing unit 2 c, the production results are read from the production result DB 1 storing the results of the daily production activities of the workers, and the production result collection unit 21 of the server 2 automatically collects and tabulates them. When point calculation is instructed from the point calculation instruction unit 111 of each employee's mobile terminal 11, the point charge processing unit (evaluation consideration calculation processing unit) 22 of the server 2 performs point calculation processing.

  The point billing processing unit 22 calculates the number of points to be assigned from the employee number DB3, the point condition DB4, the point DB5, and the evaluation DB6, and stores the calculated number of points in the personal point DB7 and the personal point detail DB16.

  In addition, the point management processing unit 24 of the server 2 is activated by an instruction using, for example, a touch panel from the point search / display unit 112 of the employee's mobile terminal device 11, and the employee and other employees to be compared from the personal point DB 7. The employee's possession points are searched and transferred to the mobile terminal device 11. Thereby, the number of points is displayed on the point search display unit 112 of the mobile terminal device 11.

  Further, when it is instructed from the point clearing instruction unit 113 of the mobile terminal device 11 that points that are desired to be liquidated (cash etc.) from the possessed points, the subsidy belonging to the welfare program designated by the company is given. 2 point clearing processing unit (evaluation price settlement processing unit) 23 is activated, cash or subsidy calculation is performed from personal point DB 7, level-point rate DB 8, and unit price DB 9, and the calculation result is used as liquidation result DB 10. Output to.

  Further, in order to create information for administrator evaluation, the administrator evaluation processing unit 25 of the server system A1 is automatically started at a predetermined cycle and time and is registered for each administrator registered in the management organization DB 13. For all employees who are management targets, the number of points given and the number of points given are extracted from the personal point DB 7 and the personal point detail DB 16, accumulated for each evaluation target period, and output to the manager evaluation DB 15. In addition, the number of points granted during the evaluation period and the number of points granted for each managed employee are accumulated by the number of points given or by the number of points given, and the statistical average Is calculated (calculation method, formula is Equation 1 described later), and the actual average number of granted points and the actual average number of points given are output to the administrator evaluation DB 15. Further, the evaluation target for the corresponding manager is read from the administrator target DB 14, and the target point grant number achievement rate and the target grant point achievement rate are calculated from the target average grant point number and the target average point grant number of the administrator evaluation DB 15, Output to the administrator evaluation DB 15.

  FIG. 2 is a functional block diagram showing a configuration example of the server 2 and the mobile terminal device 11 according to the present embodiment, and is shown in correspondence with FIG.

  In the data transmission / reception unit 2b of the server 2, an instruction desired by a terminal user such as an employee is received from the data transmission / reception unit 9a of the portable terminal device 11, and the result is transmitted to the data transmission / reception unit 9a of the portable terminal 11. .

  The data processing unit 2c of the server 2 receives data from various DBs in the external storage device 2a, and performs processing such as point billing and point redemption.

  The external storage device 2a stores all data for point billing, all data for point exchange, a basic operating system program constituting this system, a program for realizing this system, and other data. For example, a hard disk or a non-volatile memory.

  The display unit 2d of the server 20 can display the program of the basic operating system and the operating status of the system program. The input unit 2e of the server 2 is a mouse, a keyboard, etc. Provides system program status display and operation instructions.

  The setting / registration of the target average number of points granted and the number of target average points given in the administrator target DB 14 is performed from the input unit 2e and the display unit 2d. In addition, for each administrator in the administrator evaluation DB 15, the actual average number of granted points for each evaluation period, the actual average number of points granted, the target point given number achievement rate, and the target given point number achievement rate are input to the input unit 2e and the display unit 2d Use to search and reference.

  An example of a data structure constituting the system according to the present embodiment will be described with reference to FIGS. 3A to 3N.

  FIG. 3A is a diagram illustrating a configuration example of an employee number table 10a for confirming that a user is an employee and specifying an employee to be extracted from the production result DB1. As shown in FIG. 3A, the employee number table 10a uses the employee number 101 of the user as a key, and as its attribute information, for example, name 102, department code 103, current job class (level) 104, year of employment Month 105, unit price class 106 indicating the local currency unit of the employee, update date 107, update time 108, and updater 109 of the corresponding data. The current job class (level) 104 is higher when the value is smaller. The updater 109 is, for example, a director or a boss and is an evaluator.

  FIG. 3B is a diagram illustrating a configuration example of the point condition table 10b. The point condition table 10b has a condition code 110 indicating the type of point addition / subtraction as a key, a condition name 111 indicating the type of work such as work results and parts delivery results as attribute information, and employees whose point conditions are valid 3 is the department code 112 to which the department belongs and the value corresponding to the department code 103 in FIG. 3A, the application start date 113 and the application end date 114 at which the point condition is valid, and the employee's job class at which the point condition is valid A target level (beginning, that is, a higher job class) 115, a target level (end, ie, a lower job class) 116, and an evaluation code table 10c indicating an evaluation index for adding / subtracting points. An evaluation code 117 for linking, an evaluation value (1) 118, a value (2) 119, and the actual number of points to be added / subtracted are set. Has a point code 120 linking the Into table 10d, Date 121 of the relevant data, update time 122, the updater 123. Here, the evaluation value (1) 118 and the value (2) 119 are indicated by%.

  FIG. 3C is a diagram illustrating a configuration example of an evaluation code table 10c indicating evaluation indexes for adding / subtracting evaluation values such as points. In the evaluation code table 10c, values are read by associating the evaluation code 117 of the point condition table 10b of FIG. 3B with the evaluation code 124 of the evaluation code table 10c. As other items of the evaluation code table 10c, the evaluation name 125, the value (1) 118 or more of the point condition table 10b are evaluated (value “1”), the value (1) 118 or more and the value (2) 119 or less are evaluated. Value comparison target number 126 indicating whether or not to evaluate (value “2”) or greater than value (2) 119 (value “3”), update date 127 of corresponding data, update time 128, It consists of an updater 129.

  FIG. 3D is a diagram illustrating a configuration example of a point table 10d that sets the actual number of points to be added / subtracted. The point table 10d uses the point code 130 associated with the point code 120 of the point condition table 10b as a key, and its attribute information, the point grant unit price 131, which is the number of points to be actually added / subtracted, and the update date 132 of the corresponding data. , Update time 133 and updater 134.

  FIG. 3E is a diagram illustrating a configuration example of the personal point table 10e that holds the number of points for each employee. In the personal point table 10e, the key is the employee number 135, the accumulated point 136 to which the accumulated number of points is added as other attribute information, the point 137 before redeeming indicating the number of points that can be redeemed, and the points that have been redeemed It has a cashed point 138 indicating the number, a unit price category 139 indicating the currency when the corresponding employee's points are cashed, an update date 140 of the corresponding data, an update time 141, and an updater 142.

  FIG. 3J is a diagram illustrating a configuration example of the individual point detail table 10j indicating the breakdown information of the number of points given to each employee. The key is the employee number 169, the point granting date 170, which is the date when the point was given, the condition code 171 indicating under which evaluation condition the point was given, and the condition name 172, which is its name, It includes a grant point 173 that is the actual number of points, a count completion flag 174 that indicates whether or not the count has been totaled for administrator evaluation, an update date 175 of the corresponding data, an update time 176, and an updater 177. For each employee specified by the employee number 169, detailed information regarding the point grant is held.

  FIG. 3F is a diagram illustrating a configuration example of a level-point rate table 10f for calculating a cash amount according to a job class (level) of an employee at the time of point cash. The level-point rate table 10f uses the level 143 indicating the employee's job class and the point conversion section 143-1 indicating whether to convert or subsidize as keys, and when the point conversion section is subsidy supply, Subsidy ratio 143-3 per level, subsidy section 143-3 which is a key to subsidy conversion table 10l (FIG. 3L) for conversion to subsidy payment amount, level when point conversion section is cash Cash exchange rate per level 144 indicating the amount of cash per unit (base currency basis), unit price category 145 indicating the currency unit of each country such as yen, yuan, and baht, update date 146 of the corresponding data, update time 147, updater 148 Have

  By providing a cash-per-unit 144 per level, for example, if the level is 15, one point is 100 yen, but if the level goes up to 14, the point will be 110 yen, etc. Setting a cash exchange rate has the advantage of encouraging efforts to improve the level and incentives to continue the job until the level improves.

  FIG. 3L relates to subsidy classification 143-3 in the level-point rate table 10f, according to the number of points multiplied by the subsidy ratio per level and the subsidy type such as housing rent and eating. It is a figure which shows the example of 1 structure of subsidy conversion table 10l which performs the point conversion. Keys are subsidy classification 185 related to subsidy type 185 and level-point rate table 10f, subsidy conversion rate 187 indicating the rate of conversion of points, and actual monetary units such as yen, yuan and baht Unit price category 188, update date 189 of the corresponding data, update time 190, and updater 191.

  An example in which the subsidy type is 100, the subsidy category is 1, and the subsidy conversion rate is 1.20, and an example in which the subsidy type is 200, the subsidy category is 2, and the subsidy conversion rate is 1.10. However, subsidy classification is 100, subsidy classification is 2, subsidy conversion rate is 1.30, subsidy classification is 200, subsidy classification is 1, subsidy conversion ratio is 1.40, It can be changed arbitrarily.

  FIG. 3G is a diagram showing a configuration example of a unit price table 10g that is converted into currency units in countries around the world in relation to the unit price category 145 and subsidy conversion table 10l of the level-point rate table 10f. The unit price table 10g uses the unit price classification 149 as a key, and has a currency code 150 conforming to ISO 4217, a rate 151 based on the base currency, an update date 152 of the corresponding data, an update time 153, and an updater 154.

  FIG. 3H is a diagram illustrating a configuration example of the production result table 10h. Here, an employee number 155, a name 156, a department code 157, a value 158 indicating work contents, a work date 159, a result category 160 indicating the meaning of a result numerical value, a result value 161, and the like are stored in the production result DB1. .

  The liquidation result table 10i of FIG. 3I stores the result of actual redemption of points or subsidy payment. The key is the employee number 162, the point liquidation date 163 that is the date when the points are actually liquidated, the number of liquidation points 164 that is the number of liquidated points, the item code 165 that indicates the accounting item of the liquidation, the liquidation amount 166, and the payment system The payment system capture flag 167 indicating whether or not the data has been captured, and a capture date 168 that is the actual date of capture.

  The management organization table 10k in FIG. 3K shows the relationship between each employee and the manager for manager evaluation. The key is the manager employee number 178 or the manager employee number 179.

  An application start date 180 and an application end date 181 indicate a period in which the relationship between the manager and the management target employee is valid. Other attributes include an update date 182 of the corresponding data, an update time 183, and an updater 184. In general, there are a plurality of managers for each manager.

  In the figure, the management target person is the same and the manager is changed. From such a table, it is possible to know the compatibility between the manager and the manager.

  In the administrator target table 10m of FIG. 3M, the average number of points given and the target value of the average number of assigned points for the management target person managed by the administrator are set. The key is the manager employee number 192 to be evaluated, the target setting period is represented by the target setting period start date 193 and the target setting period end date 194, and the target average point grant count 195 that is the target value of the average point grant count and the target average It consists of the number of granted points 196, the update date 197 of the corresponding data, the update time 198, and the updater 199.

  It is the administrator evaluation table 10n of FIG. 3N that calculates the actual administrator evaluation.

The key is the manager employee number 19a to be evaluated, the evaluation period is the setting start date 19b, the setting end date 19c, and the actual average value indicating the number of points given during the period of the employee actually managed by the manager Number of points given 19d, actual average number of given points 19e indicating the statistical average value of the number of points given during the period, and target indicating the ratio of the actual average number of points given to the average number of points given in the administrator target table 10m The point grant count achievement degree 19f includes a target grant point count achievement degree 19g indicating a ratio of an actual average grant point number to a target average grant point number in the administrator target table 10m.

  Next, the flow of production performance evaluation processing in the production performance evaluation processing system according to the present embodiment will be described with reference to the flowcharts of FIGS. FIG. 4 is a flowchart showing the flow of the point billing process by the point billing processor 22. Before that, the production result collection unit 21 creates and updates the production result table 10h.

  The process shown in FIG. 4 is automatically executed based on an instruction from the mobile terminal 11.

  In step 201 to step 202, the employee code stored in the employee code storage unit 11a transmitted from the portable terminal 11 is a process for determining whether or not the employee code matches the employee number in the server 2, The employee number table 10a is read (step 201), and it is checked whether or not it matches the employee number sent from the portable terminal 11 (step 202). If the employee number that has been sent does not exist in the employee number table 10a, the process ends.

  Next, the point condition table 10b is read using the department code 103 to which the employee belongs to as a key (step 203), and the evaluation code table 10c is read using the evaluation code 117 in the point condition table 10b as a key (step 204). ).

  Next, it is determined whether or not the point condition of the department to which the employee belongs belongs in the point condition table 10b (step 205), and if the target record exists in the point condition table 10b, the employee is selected. From the production result table 10h of the employee, the business results of the employee of the corresponding employee number are read (step 206), for example, the results within the specified period are totaled, and the evaluation value (actual result of the point condition table 10b) Then, it is determined whether or not the values 1 and 2) based on the defect rate are met (step 207). For example, if the defective rate is 0.8%, the value 1 and the value 2 are 1% or less as seen from the values 1 and 2, and therefore, Y is determined in step 207.

  If there is no point condition for the department to which the employee belongs, the process is terminated (N in step 207).

  The process is also terminated when the result totaling result of the corresponding employee number does not match the evaluation value in the point condition table from the production result table 10h. For example, the defect rate is high and points cannot be given.

  If the total value of production results of the employee matches the point evaluation item (Y in Step 207), the point table 10d is read (Step 208), and the current employee's current point code 120 and 130 match. Get the number of points to be added / subtracted for each level (class). For example, if the current level is from 2 to 5, it is 3 points, and if it is from 6 to 15, it is 5 points. The evaluation value and evaluation range (the exchange rate and the addition / subtraction level range) of these points can be adjusted by changing the value of the point condition table 10b. Such adjustment can be performed by the point management processing unit (evaluation consideration management processing unit) 24 using, for example, a statistical algorithm of points and results. For example, when the turnover rate is high, the cashing rate can be adjusted higher, or the cashing rate can be lowered depending on the performance of the company.

  Thereafter, the personal point table 10e storing the current accumulated point number for each corresponding employee is read (step 209), and the point details for each employee are further read (step 209-1). The subtraction point number is added to or subtracted from each item value of the accumulated point number 136 and the pre-cash point number 137 in the personal point table 10e (step 210), and written to the personal point details table (step 210-1). The numerical values in the table 10e are updated (step 211). The points are managed by the point management processing unit 24.

  Next, point settlement processing by the point settlement processing unit 23 will be described. FIG. 5 is a flowchart showing the flow of point settlement processing.

  This point settlement process is automatically started based on an instruction from the point settlement instruction unit 113 of the portable terminal 11 described above.

  Steps 220 to 221 are processing for determining whether or not the employee code of the data transmitted from the portable terminal 11 matches the employee number in the server 2. First, the employee number table 10 a is read. (Step 220), it is checked whether or not it matches the employee number sent from the portable terminal 11 (Step 221).

  If the employee number sent from the portable terminal 11 does not exist in the employee number table, the process is terminated (N).

  Next, the personal point table 10e is read in order to obtain the current number of points before redemption of the employee having the corresponding employee number (step 222), and the number of points to be redeemed sent from the portable terminal 11 is determined. Subtract from the number of points before cashing (step 223). It is determined whether or not the calculation result is greater than or equal to 0 (step 224). If the calculation result is a negative number smaller than 0, the point clearing process is terminated. You may make it call attention.

  If the number of points to be redeemed is subtracted from the number of points before redemption, the result is 0 or more (Y in step 224), first, the level-point rate table 10f is read (step 225), and the unit price table 10g is also read (step) 226) If the user wants to redeem the possessed points from the portable terminal device or decides whether to give subsidies or not (step 226-1), and if he wants to pay subsidies, the subsidy conversion table (Step 226-2) From the employee's job class (level), through the calculation of the rate of points for each level, subsidy payment calculation processing (step 226-3) from the calculation of the currency rate corresponding to the unit price category Do. If you want to redeem money, it corresponds to the calculation of the cash amount corresponding to the cash amount unit 144 for each level from the job level (level; 104 in FIG. 3A and 143 in FIG. 3F) and the unit price category in the personal point table 10e. A currency rate is calculated (step 227). Also, the number of points to be redeemed or subsidized is subtracted from the number of points before cashing in the personal point table 10e (step 228), and the number of points to be cashed is added to the number of points after cashing (step 229).

  Finally, the record of the corresponding employee number in the personal point table 10e is updated (step 230), and the settlement amount is additionally written into the personal point table 10e together with the currency unit (step 231). With the above processing, the points can be settled. The processing steps of each flowchart can be arbitrarily selected according to the spirit of the present invention, and not all the steps are essential. In short, since all steps are not essential, the claimed invention need not include all these steps.

The same applies to the following.

  FIG. 6 is a diagram illustrating a flow of processing for the point clearing process in a flowchart (manager evaluation process) in FIG.

  This process is automatically started by the server unit at a predetermined time and cycle.

  The individual point detail table is sequentially read for each employee (step 232), and the number of newly assigned individual points is extracted until all records are read (step 233). Further, the management organization table is read from the employee number of the corresponding employee (step 234), and the administrator who manages the employee is checked (step 235). If the administrator is the same after the determination of whether or not the administrator has changed (step 236), records that have already been aggregated are excluded (step 239), the administrator evaluation table is read (step 240), and during the target period The number of points given to each employee and the number of points awarded are totalized (step 241) and stored in an internal table.

  When the manager changes, the statistical average value of the results is obtained from the number of points given and the number of points given to each employee stored in the internal table (refer to FIG. 9 for how to obtain) (step 237), and the above two The actual statistical average value is written in the manager evaluation table (step 238). When the point details of all employees have been read, the administrator target table is read (step 242), and the target average points given and the number of target average points given during the corresponding period and the above-mentioned result average grant (step 237) Each achievement rate is calculated from the number of points and the actual average number of points given (step 243) and written in the administrator evaluation table (step 244).

  FIG. 7 is a sequence diagram showing the relationship of processing between the respective subjects. Here, the relationship between workers, systems, and devices related to this system is shown. First, the unacquired production results up to the previous day registered in the production management system or MES (Manufacturing Execution System) B are automatically transferred to the server system A1 of this system (step 501).

  In the server system A1, the work results are automatically totaled for each worker, and the work result table is updated together with the fetched flag (step 502). Thereafter, the production management system or MES (B) is notified of the end of counting (step 503).

  Next, a flow in which an operator charges his / her points will be described. The worker requests his / her point billing at the portable terminal 11 (step 504). In response to this request, a point billing instruction for the server system A1 is issued from the portable terminal 11 (step 505). The server system A1 automatically calculates the point charge for the worker (step 506). In addition, after the above processing, the personal point database 7 is automatically updated (step 507), and the server system A1 notifies the mobile terminal 11 of the completion of the billing of the points (step 508). The end of point billing is displayed on the part 9d1. Thereby, the worker can confirm the end of the point billing process (step 509).

  Next, a flow of processing for inquiring about the possession points of the user and the comparison target person (other employees) will be described. When the worker requests the mobile terminal 11 to make a point inquiry of himself / herself and the comparison target (step 510), the mobile terminal 11 automatically issues a point charge inquiry instruction to the server system (step 511).

  In the server system A1, the number of points of the worker and the comparison target person is acquired from the personal point database 7 (step 512).

  The server system A1 notifies the mobile terminal 11 of the charging inquiry result of the acquired point (step 513), and the number of points is displayed on the display unit 9d1 of the mobile terminal 11, and the points of the self and the comparison target person are displayed. Can be browsed (step 514).

  Next, the flow of cashing or subsidizing your points will be explained.

  The worker inputs the number of points he / she wants to redeem or receive subsidies to the mobile terminal 11 and requests to settle the points (step 515), so that the mobile terminal 11 sends the server system A1 to the server system A1. On the other hand, a point settlement instruction is automatically issued (step 516). In the server system A1, the number of clearing points is subtracted from the personal point database 7 (step 517), and the clearing points are converted into cash or calculated based on the table value of the level-point rate database 8 and the subsidy conversion table. Perform (step 518). Thereafter, the cash amount is converted into the local currency to which the worker belongs (step 519), and the final cash amount is written in the point settlement result database 10 (step 520).

  Thereafter, the server system A1 notifies the mobile terminal 11 of the completion of the point settlement (step 521), thereby displaying the end of the point redemption on the display unit 9d1 of the mobile terminal 11 and the operator confirming the end of the point cashing process. (Step 522). The points may be given to the salary system D and paid in addition to the salary.

  Next, the flow of administrator evaluation will be described with reference to FIG.

  The administrator evaluation process is automatically started from the server system at a predetermined time and timing (step 523). After that, the number of unaggregated points and the number of times given for each worker (user) are extracted from the personal point details table (step 524). The administrator evaluation table is read using the administrator of the corresponding worker as a key, and the number of points given and the number of points given are calculated (step 525). A statistical average value is calculated from the number of granted points and the number of granted points for each management target (step 526). The target value of the corresponding manager is read from the manager target sheet and compared with the statistical average value of the manager evaluation table to calculate the achievement rate (statistical average value / target value) (step 527). The achievement rate is written in the manager evaluation table (step 528).

FIG. 9 is a diagram illustrating a processing example in which a statistical average value is obtained from the respective frequency distributions of the number of granted points (a) and the number of grants (b) during the period of all employees to be managed by one administrator.

  As shown in the above equation, the statistical average value (x) is as follows: n is the number of persons to be managed, f is the number of persons (frequency) when the number of points and the number of grants are divided by class, and x is the number in each class It can be determined as the center value.

  In the above example, in FIG. 3M and FIG. 3N, the comparison between the target average point grant count and the actual average point grant count, or the target average grant point count and the actual average grant point count, or both, Although the example of performing the evaluation of the target and the result has been shown, the evaluation can be performed from the value of FIG. 3N even when the target value of FIG. 3M is not defined. That is, a transition of the statistical average value depending on time is obtained, and if the statistical average value moves in a higher direction at the first timing and the second timing after that, at the second timing, If it is judged that the management result has changed in a good direction, and the statistical average value moves in the lower direction at the first timing and the second timing after that, at the second timing, It can be judged that the management results have changed in a bad direction.

  FIG. 10 is a diagram illustrating an example of a result display on the display unit. FIG. 10A shows the number of granted points, and FIG. 10B shows the change in the number of grants between the Y1 period and the Y2 period. In the example of FIG. 10A, since the statistical average value X2 in the Y2 period changes to a lower number of points as indicated by the arrow AR1 than the statistical average value X1 in the Y1 period, the management result decreases. You can read from the display. In the example of FIG. 10B, since the statistical average value X2 in the Y2 period has changed to a higher number of points as indicated by the arrow AR2 than the statistical average value X1 in the Y1 period, the management result is improved. You can read from the display.

  In the above example, an example of evaluating production performance by assigning points and cashing processing was explained, but the number of points required to improve the level is shown to employees, and the degree of evaluation with colleagues is compared. By doing so, production results can be compared accurately and fairly.

  As described above, according to the production performance evaluation processing technique according to the present embodiment, it is possible to give employees an awareness of productivity improvement and quality improvement by giving points.

  In addition, when a manufacturing defect is discovered, a system is adopted in which all employees involved in the work are deducted a certain point, a sense of solidarity is born, and the problem awareness is shared among employees and improved. Can lead to.

  Furthermore, the number of points awarded per time can be adjusted (increased, etc.) according to the job class (level) of each employee, and the cash amount can also be adjusted (increased, etc.) according to the level. Employees can be conscious that they want to be promoted to the next level, and they can suppress job separation.

  In addition, the current number of possessed points can be disclosed to all employees, for example, and can be compared with other employees so that each employee can have a sense of competition.

  The accumulated points for each employee can be used as information for personnel assessments, promotions and salary increases.

  Through the above solutions, it is possible to directly communicate the policy and viewpoint that the company should aim for to the on-site employees, and it is possible to facilitate the governance and control of all employees as a manager.

  In addition, when selecting the next generation of managers, it will be possible to make fair and accurate judgments based on the grounds.

  As mentioned above, although embodiment of this invention was described, the said embodiment showed one of the application examples of this invention, and in the meaning which limits the technical scope of this invention to the specific structure of the said embodiment. Absent. Various modifications can be made without departing from the scope of the present invention.

  The present invention can be used as a production performance evaluation processing system.

A ... Production performance evaluation system, B ... Production management system or MES, C ... Personnel evaluation system, D ... Salary system, A1 ... Server system, 1 ... Production performance DB, 2 ... Server, 2d ... Display, 3 ... Employee Number DB, 4 ... Point condition DB, 5 ... Point DB, 6 ... Evaluation DB, 7 ... Personal point DB, 8 ... Level-point rate DB, 9 ... Unit price DB, 10 ... Point production result DB, 11 ... Mobile terminal, 11a ... Employee code storage unit, 11b ... Communication unit, 12 ... Subsidy conversion DB, 13 ... Management organization DB, 14 ... Administrator target DB, 15 ... Administrator evaluation DB, 16 ... Personal point details DB, 111 ... Point Calculation instruction unit, 112 ... Point search display unit, 113 ... Point settlement instruction unit, 21 ... Production performance collection unit, 22 ... Point charge processing unit, 23 ... Point settlement processing unit, 4 ... point management processing unit, 25 ... management's evaluation processing unit.

  All publications, patents and patent applications cited herein are incorporated herein by reference in their entirety.

Claims (17)

A production performance collection unit that collects production results;
Based on the request for the production performance evaluation result of the employee ID as an evaluation target person from the portable terminal, the performance evaluation value based on the production performance is obtained, and the job level of the employee having the performance evaluation value and the employee ID An evaluation consideration calculation processing unit for obtaining an evaluation consideration determined according to
A production performance evaluation processing apparatus comprising: an evaluation value management processing unit that adjusts the evaluation value based on the performance evaluation value and a job level of an employee having the employee ID. The evaluation consideration management processing unit
The production performance evaluation processing apparatus according to claim 1, wherein the ratio of the evaluation consideration can be changed according to a job class. The evaluation consideration calculation processing unit
Based on the evaluation code for calculating the evaluation consideration by using the department code to which the employee having the corresponding employee ID belongs as a key, the business performance of the employee having the employee ID of the corresponding employee number is obtained. 3. The production performance evaluation processing apparatus according to claim 1, wherein the number of points to be added / subtracted is calculated based on an evaluation consideration rate that can be read and assigned for each current job class. The evaluation consideration calculation processing unit
4. The evaluation consideration is calculated based on a published correspondence relationship between the performance evaluation value and a job level of an employee having the employee ID for each employee ID. The production performance evaluation processing apparatus according to any one of the preceding claims.   5. The production performance evaluation processing apparatus according to claim 1, further comprising an evaluation price adjustment processing unit that performs a cash process based on the evaluation price. 6. The evaluation consideration settlement processing unit
The production performance evaluation processing apparatus according to any one of claims 1 to 5, wherein a ratio in the settlement processing of the evaluation consideration can be changed according to a job class.   Furthermore, the said evaluation consideration is reflected in the change of the said level, The production performance evaluation processing apparatus of any one of Claim 1-6 characterized by the above-mentioned.   5. The production performance evaluation processing apparatus according to claim 1, further comprising an evaluation price settlement processing unit that performs a benefit grant process based on the evaluation price. 6.   9. The production performance evaluation processing apparatus according to claim 8, further comprising a set data of the evaluation consideration and the auxiliary type that enables the grant magnification to be changed for each type of assistance of the benefit program.   5. The production performance evaluation process according to claim 1, further comprising a manager evaluation processing unit that performs performance evaluation in a management organization unit including an employee based on the evaluation consideration. apparatus. The manager evaluation processing unit
The production performance evaluation according to claim 10, wherein the performance evaluation in the management organization unit is performed based on at least one of an evaluation value given to an employee to be managed or a number of times the evaluation value is given. Processing equipment. The manager evaluation processing unit
Performing performance evaluation in the management organizational unit based on the transition of at least one of the value of the evaluation consideration given to the managed employees included in the management organizational unit or the number of evaluation considerations given The production performance evaluation processing apparatus according to claim 10, wherein The manager evaluation processing unit
The performance evaluation in the management organization unit is performed based on the comparison between the target value and the actual value of at least one of the evaluation value given to the management target employee or the number of times the evaluation value is given. Item 10. The production performance evaluation processing device according to Item 10.   A production performance evaluation processing apparatus that performs control to display a transition of the statistical value according to claim 12 or a comparison result between the target value and the actual value according to claim 13 on a display unit. Production results collection step for collecting production results;
Based on a request for a production performance evaluation result of an employee ID that is an evaluation target person from a portable terminal, a performance evaluation value based on the production performance is obtained, and the job grade of the employee having the performance evaluation value and the employee ID An evaluation consideration processing step for obtaining an evaluation consideration determined according to
A production performance evaluation processing method comprising: an evaluation price management processing step of adjusting the evaluation price based on the performance evaluation value and a job level of an employee having the employee ID.   The production performance evaluation processing method according to claim 15, further comprising a manager evaluation step for performing performance evaluation in a management organization unit including employees based on the evaluation consideration.   A program for causing a computer to execute the production performance evaluation processing method according to claim 15 or 16.

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