Employee incentive management method and system, equipment and storage medium

Abstract

The invention provides an employee incentive management method and system, equipment and a storage medium, and the method comprises the steps: carrying out the assessment according to the historical business data information and potential assessment result information of an employee, and generating assessment result information; generating and pushing a first training task according to the business data information, and generating training result information according to the completion condition; allocating and pushing the first operation promotion task according to the evaluation result information, and generating operation promotion result information according to the completion condition; generating and pushing a first interaction sharing task according to the evaluation result information, and generating community result information according to the completion condition; and respectively generating potential evaluation result information and incentive evaluation result informationof a gamification mechanism according to the evaluation result information, the training result information, the operation promotion result information and the community result information. Accordingto the method, multi-dimensional evaluation is performed on the employees, forward incentives are given, meanwhile, growth of the employees is assisted in a targeted mode, and the execution efficiencyof the popularization task is improved.

Description

technical field [0001] The present application relates to the technical field of enterprise systematic management, in particular to a staff incentive management method, system, equipment and storage medium. Background technique [0002] At present, the grassroots human resources of logistics express enterprises have the characteristics of a large number of employees, varying levels of employee quality, scattered geographical distribution, and single business forms. Existing human resource management systems usually only focus on the level of personnel management, mainly focusing on factors such as employment costs from the perspective of enterprise employment, while ignoring the enthusiasm of employees, failing to motivate employees and tap their own potential. For example, the existing management system only evaluates the ability of employees, but does not evaluate and provide positive incentives for the contributions made by employees to participate in company affairs outs...

AI Technical Summary

Problems solved by technology

Existing human resource management systems usually only focus on the level of personnel management, and mainly focus on factors such as the cost of employment from the perspective of enterprise employment, while ignoring the enthusiasm of employees, unable to motivate employees, and tap the potential of employees themselves

For example, the existing management system only evaluates the ability of employees, but does not evaluate and give positive incentives to the contributions made by employees to participate in company affairs outside of business

[0003] In addition, due to cost constraints, the existing management system usually adopts centralized management and training, but the length of time required for centralized training does not match the characteristics of employees' work (long time, fragmented time), resulting in slow knowledge update speed and poor overall quality. The training process is slow; moreover, centralized training cannot meet the training needs of individuals with weak business capabilities, resulting in twice the result with half the effort

[0004] At the same time, the existing management system often only assigns tasks to employees based on ability assessment, without taking into account factors such as employees' enthusiasm. Poor but highly motivated employees are assigned a small number of tasks, resulting in inefficient task execution

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