Manpower resource comprehensive information management system for oil and gas mines in Sichuan

Abstract

The invention discloses a Sichuan oil and gas mine human resource comprehensive information management system, which comprises a salary management module, a data report module, a bonus distribution module and a performance assessment module, and is characterized in that the data report module, the bonus distribution module and the performance assessment module are distributed around the salary management module and are connected with the salary management module. The beneficial effects of the invention are that the system breaks the barrier of examination information transmission among departments of a traditional system, carries out the analysis through employing the examination result, automatically calculates the bonus, reduces the workload of basic-level personnel, saves the time and human capital, and improves the timeliness and audience level of examination information release; storage of assessment information and assessment of personnel ability and quality are facilitated, and comprehensive analysis can be performed according to system assessment data when talents need to be lifted.

Description

technical field [0001] The invention relates to the field of employee performance assessment, in particular to a comprehensive information management system for human resources of Sichuan oil and gas mines. Background technique [0002] With the gradual integration of the total salary distribution of employees with the market and the rise of private enterprises, there is no reasonable way of quantifying salary distribution and performance appraisal, which will continue to dampen the enthusiasm of employees. How to respect the labor of employees, protect their enthusiasm, and make reasonable use With the limited total salary, it becomes more and more urgent to reflect the internal and external fairness of salary distribution. [0003] First, the quantitative indicators of the current performance-based salary distribution are simple. The unit bonus coefficient is roughly determined by artificial means, and it is not based on the specific output value, workload and other variab...

AI Technical Summary

Problems solved by technology

[0003] First, the current quantitative indicators for performance-based salary distribution are simple, and the unit bonus coefficient is roughly determined artificially, without the specific output value, workload and other variable parameters of each unit. The human factor is strong, the adaptability is not strong, and it lacks fairness sex;

[0004] The second is that the standards for individual performance appraisal of employees are large and general, which are mainly obtained by the superior managers through rough analysis, and the pertinence and operability are not strong, which eventually leads to the widespread phenomenon of performance salary, and even the distribution of appraisal and performance salary. The result of rewarding laziness and punishing diligence;

[0005] The third is that performance wages have not fully exerted their due incentive and restraint effects, so managers at all levels and ordinary employees do not accept high performance wage distribution. The needs of the company have also formed a relatively large resistance to the management of talents within the company and the reasonable flow of personnel

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