Performance Evaluation System Based on Mathematical Statistics

Abstract

The invention provides a performance appraising system based on mathematical statistics. The performance appraising system is characterized by involving the following steps that firstly, enterprise basic management elements are determined, the quality characteristics of the basic management elements are recognized, and key control indexes are determined; secondly, simulation quantification is conducted on the key control indexes through an analytic hierarchy process, and weight coefficients, shown in the specification, of complexity and importance of the key control indexes are determined; thirdly, intensity coefficients of department work are calculated through medians; fourthly, the reach quality level of the key control indexes is calculated through an efficacy coefficient method, and an efficacy coefficient value is acquired; fifthly, the performance is calculated through the weight coefficients acquired in the second step, the strength coefficients acquired in the third step and the efficacy coefficient value acquired in the fourth step. The complexity and the importance of the indexes are scientifically calculated through the analytic hierarchy process, a median class and the efficacy coefficient method, simulation quantification of a qualitative problem is achieved, the work intensity is more objectively measured, and quality difference evaluation is more effective.

Description

Technical field: [0001] The invention relates to a data statistics system, in particular to a performance evaluation system based on mathematical statistics. Background technique: [0002] More and more studies have shown that a good system is an inexhaustible driving force to promote the continuous development of an enterprise, among which a scientific performance appraisal system is particularly important. When the enterprise scale and business scope expand to a certain extent, the disadvantages of traditional performance appraisal become more and more prominent, mainly in the following aspects: The evaluation indicators of each department may not be critical, and cannot well reflect the "center" and "center of gravity" of the department; Management efforts are not directly proportional to performance scores. The more you manage, the more deductions you get, and the lower your performance scores will be; The more work the post undertakes, the greater the probability o...

AI Technical Summary

Problems solved by technology

When the enterprise scale and business scope expand to a certain extent, the disadvantages of traditional performance appraisal become more and more prominent, mainly in the following aspects: The evaluation indicators of each department may not be critical, and cannot well reflect the "center" and "center of gravity" of the department; Management efforts are not directly proportional to performance scores. The more you manage, the more deductions you get, and the lower your performance scores will be; The more work the post undertakes, the greater the probability of error and the greater the probability of performance deductions; Affected by subjective factors, performance evaluation is highly arbitrary, and fairness and justice and more work are not fully reflected; The weight setting of indicators is mostly based on empirical judgment and lacks scientific basis; For the evaluation of quantitative indicators, there is a lack of effective mathematical statistical control methods, and performance scores cannot be used to reflect quality differences; Unbalanced work intensity and abnormal performance evaluation in the process cannot be effectively discovered and corrected in a timely manner

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