Multi-level key performance statistical method and system for consultation industry management

Abstract

The invention discloses a multi-level key performance statistical method and system for consultation industry management. According to the method, after the assessment information of each assessment item of the target employee in the target period is acquired, the total performance score of the target employee can be calculated, and the work portrait of the target employee can be formed through a plurality of item charts. Personal work conditions can be reflected comprehensively and accurately through personal work items. Besides, the method not only can form the work portrait of the target employee in the target period through a plurality of project charts, but also can generate the department work portrait of the target department according to the assessment information of all the target employees in the target department, and basically realizes the same undifferentiated evaluation of different types of work and different levels. The multi-level key performance statistical method for consultation industry management has comparability, reliability and operability.

Description

technical field [0001] This application relates to the field of computer technology, in particular to a multi-level key performance statistics method and system for consulting industry management. Background technique [0002] Performance appraisal can reflect the working situation of employees to a certain extent. The role of employee performance appraisal in modern enterprise management is becoming more and more important. An effective performance appraisal method is especially important for group companies. An effective performance appraisal The plan not only values ​​its assessment function, but also its role in promoting employees' work enthusiasm. [0003] At present, the performance appraisal system used by most enterprises evaluates the performance of employees through performance scores, but leaders sometimes ignore the actual working conditions and work difficulties of employees through a single score, resulting in an overly one-sided impression of employees. Case...

AI Technical Summary

Problems solved by technology

[0003] At present, the performance appraisal system used by most enterprises evaluates the performance of employees through performance scores, but leaders sometimes ignore the actual working conditions and work difficulties of employees through a single score, resulting in an overly one-sided impression of employees. Case

Such a performance appraisal system is difficult to provide management with a comprehensive reference for personnel management

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