Salary assessment management method and system

Abstract

The invention discloses a salary assessment management method. The method comprises the following steps: S1, setting a salary calculation standard and a work behavior specification; s2, comparing the operation behavior and the working area of the employee with a working behavior standard by using a YOLO model, recording an illegal behavior and generating a two-dimensional code; s3, sending the daily salary display table and the two-dimensional code to a personal background; and S4, the employee uses the two-dimensional code to check the violation behavior and check the daily salary display table, and withdraws the calculated salary at the personal background when the verification is correct. The invention further discloses a salary assessment management system, and salary management is performed by adopting the salary assessment management method. According to the invention, salaries of employees are judged by using salary calculation standards including various types, and multiple subsidy mechanisms are set, so that salaries are formed comprehensively and are humanized; employee behaviors are identified by using a YOLO model and daily salaries are automatically calculated, so that employees are effectively supervised and simplicity and convenience are improved; and the employees can check and extract salaries at any time, and the timeliness and the degree of freedom are high.

Description

Technical Field

[0001] The present invention relates to the technical field of wage assessment management, and in particular to a wage assessment management method and system. Background Art

[0002] The implementation of a flexible work system is an important measure to innovate personnel management models. This flexible work arrangement system allows employees to freely choose their working hours, locations and methods within a certain range, giving employees more autonomy and flexibility to better balance work and life, and improve job satisfaction and efficiency. The significance of a flexible work system is that it can help companies attract and retain outstanding talents and enhance employee loyalty and sense of belonging.

[0003] When implementing a flexible working system, there are often many differences in the working hours of a large number of employees. In addition, their respective salary evaluation standards and work projects are different. Enterprises often face a very heavy burden in assessing and managing the salaries of a large number of employees.

[0004] In companies that do not use flexible working hours, a large number of employees are often in a variety of different positions, and there may be special work mechanisms such as handovers between night shifts and day shifts. When calculating the corresponding wages, relevant personnel are also required to spend a lot of time and energy to collect, check, and calculate data and then inform them at a unified specified time.

[0005] At present, there are some solutions for the salary assessment management of a large number of employees. Take the salary settlement method and system based on the attendance rate of the target population with application number CN117993762A as an example. The patent calls the monthly work plan of the target person through the target person information. The minimum attendance unit of the salary settlement method based on the monthly work plan is a natural day, so as to realize the performance assessment of teachers and other industries; at the same time, the assessment information of the target person is also set. When the course is over, the final attendance rate of the associated person is determined based on the assessment information received from each associated person, and then it is determined whether the teaching task of the target person is completed with high quality, and finally the corresponding business salary is calculated. In addition, taking an online assessment and wage settlement system and method for domestic service personnel with application number CN110472873A as an example, the patent includes an employer information registration module, an aunt information registration module, an online communication module, an order module, a contract information input module, a wage prepayment module, an order generation module, an order status judgment module, a deposit payment module, a primary contract generation module, a job application module, an aunt arrival judgment module, an arrival information sending module, an arrival information confirmation module, a contract confirmation module, a vacation application module, an attendance statistics module and a wage settlement module. By setting up a large number of modules, online automatic assessment of domestic services is realized, which solves the problems of difficult assessment for employers and intermediary companies and untimely wage payment, and extends new functions to solve the problem that employers cannot get due compensation after an accident occurs during the employment period.

[0006] However, the measures taken in the above two ways contain at least the following three problems: 1) The calculation speed of wages is slow, and often manual backend comparison and accounting is still required at a fixed period. This is inefficient, cumbersome, and lacks high-degree-of-freedom real-time feedback, making it inconvenient for employees to view in real time; 2) The evaluation criteria for wage calculation are not sound enough, especially the lack of a humane subsidy mechanism; 3) The applicable scenarios are highly limited, and the calculation methods are relatively simple, making it difficult to use in large and medium-sized enterprises with a large number of employees and a wide range of jobs, or in companies such as machinery and civil engineering that have important behavioral norms for employees. Summary of the invention

[0007] In response to the above three problems, the purpose of the present invention is to propose a wage assessment management method and system, which adopts a wage calculation standard containing multiple categories to judge the wages of employees, so that the wages can be matched with the employees' abilities and performances in all aspects, and multiple subsidy mechanisms are set up to make the wage structure more humane; the YOLO model is also used to identify the work status of employees and automatically calculate the daily wages, which not only effectively supervises employees, but also greatly speeds up the speed and simplicity of wage generation, without the need for a large number of background personnel to perform careful manual comparisons; at the same time, employees can enter the personal background through the enterprise mini program every day to check at any time, with high freedom and improved timeliness; in addition, this solution is applicable to many scenarios and has high versatility. It can meet the application scenarios of enterprises with a small number of employees and a small number of types of work, and can also meet the large and medium-sized enterprises with a large number of employees and a large number of types of work such as machinery and civil engineering. This solution is implemented through the following technical solutions: First, a salary assessment management method is proposed, which includes the following steps: S1. Set up wage calculation standards, which include at least daily basic hourly wages, security allowances, overtime allowances, deductions and training incentives; record each employee's basic personal information; set up work behavior standards; S2. Record the working hours and behavior videos of each employee on each working day, use the YOLO model to obtain the corresponding operation behavior and corresponding work area of ​​each employee from each behavior video, compare the corresponding operation behavior and corresponding work area of ​​each employee with the work behavior specification in step S1, record each violation of each employee and generate each corresponding QR code; S3. Set up an enterprise applet for each employee to log in to each corresponding personal backend; automatically calculate the daily salary of each employee according to the salary calculation standard in step S1 based on each violation and each working hour corresponding to step S2 and each personal basic information corresponding to step S1; generate a daily salary display table corresponding to each employee based on multiple categories in the salary calculation standard in step S1, and send the daily salary display table corresponding to each employee and each corresponding QR code to the personal backend of each employee; S4. After logging into the enterprise mini program in step S3, each employee uses each corresponding QR code to view each corresponding violation and check the corresponding daily salary display table. If the check is correct, the calculated salary will be withdrawn in the corresponding personal background; if the check is incorrect, it will be reported through the background feedback unit.

[0008] Using the YOLO model to identify employees' work status and automatically calculate daily wages not only effectively supervises employees, but also greatly speeds up the speed and convenience of wage generation, without the need for a large number of back-end personnel to perform careful manual comparisons. At the same time, employees can access their personal back-end through the enterprise mini-program every day to view their wages at any time, which has a high degree of freedom and improves timeliness. In addition, the solution is applicable to many scenarios and has high versatility. It can meet the application scenarios of enterprises with a small number of employees and a small number of jobs, as well as large and medium-sized enterprises with a large number of employees and a large number of jobs, such as machinery and civil engineering.

[0009] Preferably, in step S1, the components of the daily basic hourly wage include: type of work, plan making, number of people led, number of people recruited, completed tasks, long-term incentives, length of service, certificate subsidies, education, age, military subsidies, effective suggestions and completed projects; among them, types of work include construction specialists, junior engineers and intermediate engineers; long-term incentives are set according to the cumulative number of working days per year; the types of certificates in the certificate subsidy include safety officer certificates, high-altitude work certificates, low-voltage electrician certificates, high-voltage electrician certificates, welder certificates, firefighter certificates, construction engineer certificates and engineer certificates. Detailed division of multiple categories of elements in the wage calculation standard can fully match wages with employees' abilities and performance.

[0010] Preferably, in step S1, the security subsidy includes accident insurance, food subsidy, tool subsidy and clothing subsidy; overtime subsidy is determined based on the effective working time; deduction items are deducted from wages based on clothing rental, tool rental and disciplinary assessment; training incentives are based on recruitment rewards and training rewards. Set up a subsidy mechanism to effectively enhance the protection of employees.

[0011] Preferably, the multiple categories in the wage calculation standard in step S1 also include position rewards and project total labor rewards. Position rewards set corresponding salary bonuses according to different positions; project total labor rewards set different reward ratios according to the per capita task volume required for each project. Setting position rewards and project total labor rewards makes the wage system more sound, which can not only improve the treatment of employees, but also facilitate the company to learn about the project situation.

[0012] Preferably, in step S1, the work behavior specification includes an operation code and a digital human resource management system. The operation code is used by the YOLO model to compare each violation of each employee; the digital human resource management system is used to assess whether each employee has a violation of discipline and whether to add a fine based on the violation to the deduction. The operation code can formulate corresponding standardized operation content for employees of different types of work, improve the operation level of employees and ensure the safety of operation, and the digital human resource management system can be used to constrain and examine the work attitude of employees.

[0013] Preferably, when the YOLO model is used in step S2, the operations performed in the YOLO model are: object detection, posture estimation, feature extraction, behavior classification, post-processing and output. The YOLO model can effectively identify the behavior and operation of each employee, making it easy to accurately know whether each employee has violated the regulations.

[0014] Preferably, when generating a daily salary display table corresponding to each employee in step S3, the salary of each category is listed separately according to the multiple categories in the salary calculation standard, and the total salary of multiple categories is generated at the same time. Listing the salary of each category separately is convenient for employees to conduct personal verification in different categories, and generating the total salary at the same time saves the tedious calculation of employees themselves, and facilitates knowing the total income of the day at a glance.

[0015] Preferably, when generating the daily salary display table corresponding to each employee in step S3, the security subsidy listed in a single channel is generated into an insurance QR code for the user to view separately every day. The security subsidy is related to the personal safety of employees. Listing it separately and generating an insurance QR code is convenient for viewing at any time, which is convenient for employees to protect their rights in time when their personal rights are not guaranteed.

[0016] Preferably, in step S4, after any employee withdraws the calculated salary, the corresponding personal background continues to summarize and store the verified daily salary display table, and generates a detailed page of the total income obtained by the corresponding employee. Summarizing the daily salary makes it easier for employees to know their long-term work status and for enterprises to view and analyze.

[0017] In addition, a salary assessment management system is proposed, which is operated using any of the above-mentioned salary assessment management methods. The system includes an information storage module, an identification module based on a YOLO model, an automatic salary calculation module, a coding transmission unit and an enterprise mini-program; wherein the information storage module is used to record each employee's personal basic information, salary calculation standards and work behavior specifications; the identification module is used to obtain each employee's working hours and behavior videos, and at the same time use the YOLO model to obtain each employee's corresponding operation behavior and corresponding work area from each behavior video, compare each employee's corresponding operation behavior and corresponding work area with the work behavior specifications, record each violation of each employee and use the coding transmission unit to generate each corresponding QR code; the automatic salary calculation module automatically calculates the daily salary of each employee based on the salary calculation standard, each violation, each working hour and each personal basic information, and transmits it to each corresponding personal background in the enterprise mini-program through the coding transmission unit.

[0018] Compared with the prior art, the present invention has the following beneficial effects: The technical solution of the present invention adopts a variety of wage calculation standards to judge employees' wages, so that wages can be matched with employees' abilities and performances in all aspects, and multiple subsidy mechanisms are set up to make the wage structure more humane; the YOLO model is also used to identify employees' work conditions and automatically calculate daily wages, which not only effectively supervises employees, but also greatly speeds up the speed and simplicity of wage generation, without the need for a large number of back-end personnel to perform careful manual comparisons; at the same time, employees can enter their personal back-end through the enterprise mini-program every day to view it at any time, with high freedom and improved timeliness; in addition, the present solution has many applicable scenarios and high versatility, which can meet the application scenarios of enterprises with a small number of employees and a small number of types of work, and can also meet the needs of large and medium-sized enterprises with a large number of employees and a large number of types of work, such as machinery and civil engineering. BRIEF DESCRIPTION OF THE DRAWINGS

[0019] Figure 1 It is a flow chart of a salary assessment management method; Figure 2 A schematic diagram of a total revenue details page for a recruitment reward. DETAILED DESCRIPTION

[0020] The technical solutions in the embodiments of the present invention will be described in detail below in conjunction with the accompanying drawings in the embodiments of the present invention.

[0021] like Figure 1 The figure below is a flowchart of a salary assessment management method. By dividing the salary calculation standards into categories in detail and combining them with a humanized subsidy mechanism, the rights and interests of employees are fully protected, and the employees' abilities and salaries are highly matched. At the same time, AI recognition is used to identify employees' violations, thereby ensuring the standardization of employees' operations and facilitating corporate supervision. In addition, employees can also check their personal income at any time in the company's mini program, greatly improving convenience. The method specifically includes the following steps: S1. Set the wage calculation standard. The multiple categories in the wage calculation standard include at least daily basic hourly wage, security allowance, overtime allowance, deductions and training incentives. Multiple categories can take into account all aspects of the personal situation and work status of employees, so that the salary and benefits can be matched with the employees as much as possible. At the same time, record each employee's personal basic information and set work behavior norms. Personal basic information includes age, type of work, length of service, existing certificates, education, whether or not to have served in the military and current position, etc. This information is also an important basis for judging employee wages. As shown in Table 1 below, this is a wage calculation standard table, which sets detailed salary standards for different categories: Table 1: A salary calculation standard table

[0022]

[0023]

[0024]

[0025]

[0026]

[0027] * indicates a multiplication sign. KW and MW refer to the project capacity units in power planning projects such as power plants and heating systems. Project capacity is used to describe the energy that the facilities corresponding to the project can generate or process. KW stands for kilowatts and MW stands for megawatts. If it is other types of projects, the corresponding project capacity units can be set according to the actual project type.

[0028] As shown in Table 1, the components of daily basic hourly wages include: type of work, plan making, number of people led, number of people recruited, completed tasks, long-term incentives, length of service, certificate subsidies, education, age, military subsidies, effective suggestions and completed projects. These categories constitute the main part of the salary. Types of work include construction specialists, junior engineers and intermediate engineers; long-term incentives are set based on the cumulative number of working days per year; the types of certificates in the certificate subsidy include safety officer certificate, high-altitude operation certificate, low-voltage electrician certificate, high-voltage electrician certificate, welder certificate, firefighter certificate, construction engineer certificate and engineer certificate. Security subsidies include accident insurance, food subsidies, tool subsidies and clothing subsidies; overtime subsidies are deducted based on the effective working hours; deductions are based on clothing rental, tool rental and disciplinary assessment for salary deductions; training incentives are based on recruitment rewards and leading rewards for salary additions. Detailed division of multiple categories of elements in the salary calculation standard can fully match wages with employees' abilities and performance; setting up a subsidy mechanism can also effectively enhance the protection of employees and make the evaluation of wages more humane.

[0029] In order to enhance the enthusiasm of employees and the vitality of the enterprise, corresponding settings will be made for recruitment rewards and training rewards in the training incentives. For every new employee recruited by an employee, he or she can get an additional salary bonus of 5% of the basic salary of the recruited person. At the same time, the employees can also teach new employees. When the new employees meet the training standards A and B in Table 1, they can also get a salary bonus of 10% of the basic salary of the trained employees. This greatly enhances the work enthusiasm of each employee and improves the relationship between new and old employees.

[0030] In this embodiment, the multiple categories in the wage calculation standard in step S1 can also include position rewards and total project labor rewards, which can make the wage system more sound, improve the treatment of employees, and facilitate the company to learn about the project situation. Position rewards are set according to different positions and corresponding salary bonuses. For example, additional salary bonuses are set for construction agents, sales agents, project managers, and construction team leaders to improve the work enthusiasm of employees in corresponding positions. The total project labor reward sets different reward ratios according to the per capita task volume required for each project, as shown in Table 2 below: Table 2: A project total labor reward table

[0031] The reward ratio in Table 2 is the ratio of the total basic salary obtained by the employee for participating in the corresponding project. In addition, if the employee violates discipline or other bad behaviors during the participation in the corresponding project, the deduction points caused by the corresponding violation shall also be deducted. That is, the total project employment reward = the total basic salary obtained for participating in the corresponding project * incentive ratio * (100-deduction points caused by violation)%.

[0032] In this embodiment, in step S1, the work behavior norms include operating rules and digital human resource management systems. Different types of work have operating rules when performing work, such as whether the order of material use, whether to wear a safety helmet, the order of using equipment and the standing position requirements, etc. These operating rules are also important standards for ensuring employee safety. Employees can work in accordance with the operating rules composed of these operating rules to greatly ensure their own safety and reduce the probability of engineering accidents, thereby protecting themselves and the stable operation of the enterprise. The digital human resource management system is used to assess whether each employee has disciplinary violations and whether to add fines based on disciplinary violations to the deduction items; the digital human resource management system can be used to constrain and examine employees' work attitudes and reduce the possibility of employees participating in disputes or bringing non-related personnel to the workplace.

[0033] S2. Record the working hours and behavior videos of each employee on each working day, use the YOLO model for AI recognition, obtain the corresponding operation behavior and corresponding work area of ​​each employee from each behavior video, compare the corresponding operation behavior and corresponding work area of ​​each employee with the work behavior specifications in step S1, especially with the operation code, record each violation of each employee and generate each corresponding QR code.

[0034] In this embodiment, when using the YOLO model for AI recognition, the operations that need to be performed in the YOLO model in sequence are: object detection: detect employees in each frame and generate corresponding bounding boxes; posture estimation: when detecting employees, use posture estimation algorithms, such as the OpenPose algorithm, to calculate the position information of various parts of the human body; feature extraction: based on the position information of various parts of the human body estimated by posture, extract key features used to describe behavior, such as joint angles and limb movement directions; behavior classification: input the extracted key features into a behavior classification model, such as an RNN recurrent neural network or an LSTM long short-term memory network, so as to predict the behavior category of the employee; post-processing: smooth the predicted behavior category and detect whether the predicted result has obvious errors; output: when there is no obvious error in the predicted result, output the recognized result and compare it with the operating rules and the digital human resource management system respectively, and record each violation and each disciplinary violation. The YOLO model can effectively identify the behavior and operation of each employee, so as to accurately know whether each employee has violated the rules.

[0035] S3. Set up an enterprise mini program for each employee to log in to the corresponding personal background; automatically calculate the daily salary of each employee according to the salary calculation standard in step S1 based on each violation and each working hour in step S2 and each personal basic information in step S1; generate a daily salary display table corresponding to each employee based on multiple categories in the salary calculation standard in step S1, and send the daily salary display table corresponding to each employee and each corresponding QR code to the personal background of each employee.

[0036] In this embodiment, when generating the daily salary display table corresponding to each employee in step S3, the salary of each category is listed separately according to the multiple categories in the salary calculation standard, and the total salary of multiple categories is generated at the same time. Listing the salary of each category separately is convenient for employees to conduct personal verification in different categories, and generating the total salary at the same time saves the tedious calculation of employees themselves, and facilitates knowing the total income of the day at a glance.

[0037] In this embodiment, when generating the daily salary display table corresponding to each employee in step S3, the security subsidies listed in a single channel are generated into an insurance QR code for the user to view separately every day. Security subsidies, especially accident insurance, are related to the personal safety of employees. They are listed separately and an insurance QR code is generated for easy viewing at any time, which is convenient for employees to protect their rights in time when their personal rights are not guaranteed.

[0038] S4. After logging into the enterprise mini program in step S3, each employee uses the corresponding QR code to view each violation and check the corresponding daily salary display table. If the check is correct, the calculated salary can be withdrawn immediately in the corresponding personal background; if the check is incorrect, it will be reported through the background feedback unit. In addition, the background feedback unit is also a channel for employees to make comments or suggestions to the company and propose corresponding solutions. After reviewing and adopting, the company can also give additional rewards to the corresponding employee's hourly wage.

[0039] In this embodiment, in step S4, after any employee withdraws the calculated salary, the corresponding personal background continues to summarize and store the verified daily salary display table, and at the same time generates a detailed page of the total income obtained by the corresponding employee. Figure 2 The figure below is a schematic diagram of the total income details page, which summarizes the daily wages so that employees can know their long-term work status and the company can view and analyze it. In addition, for different categories in the wage calculation standard, the total income details of each category can be counted separately according to the different categories; in order to allow employees to have a more detailed understanding of their own income, especially the various aspects of income composition, under each category, each element in any category used to judge the salary of this category can be counted for the corresponding total income details, so that employees can know the details of their own income more clearly.

[0040] like Figure 2 The figure shows a schematic diagram of the total revenue details page for recruitment rewards. Each employee can view the total revenue he or she has earned from recruiting people in the past week, month or custom time in the personal background, and can click to view the revenue details for each person he or she recruited. This not only motivates employees to continue recruiting, but also promotes talent renewal within the company, which is beneficial to the long-term development of the company.

[0041] The present application also proposes a wage assessment management system, which is operated using the above-mentioned wage assessment management method. The system includes an information storage module, an identification module based on a YOLO model, an automatic wage calculation module, a coding transmission unit, and an enterprise applet using a real-name system; wherein the information storage module is used to record each employee's personal basic information, wage calculation standard, and work behavior specification; the identification module is used to obtain each employee's working hours and behavior video, and at the same time, the YOLO model is used to obtain the corresponding operation behavior and corresponding work area of ​​each employee from each behavior video, and the corresponding operation behavior and corresponding work area of ​​each employee are compared with the work behavior specification, and each violation of each employee is recorded and each corresponding QR code is generated using the coding transmission unit; the automatic wage calculation module is based on the wage calculation standard, each violation, each working hour, and each personal basic information, and automatically calculates the corresponding daily wage of each employee and transmits it to each corresponding personal background in the enterprise applet through the coding transmission unit. The beneficial effects of the system can refer to the relevant description in the above-mentioned wage assessment management method, which will not be repeated here.

[0042] To sum up, the present invention adopts a variety of wage calculation standards to judge employees' wages, so that wages can be matched with employees' abilities and performances in all aspects, and multiple subsidy mechanisms are set up to make the wage structure more humane; the YOLO model is also used to identify employees' work conditions and automatically calculate daily wages, which not only effectively supervises employees, but also greatly speeds up the speed and simplicity of wage generation, without the need for a large number of background personnel to perform careful manual comparisons; at the same time, employees can enter their personal background through the enterprise mini program every day to view it at any time, with high freedom and improved timeliness; in addition, this solution has many applicable scenarios and high versatility. It can not only meet the application scenarios of enterprises with a small number of employees and a small number of types of work, but also meet the large and medium-sized enterprises with a large number of employees and a large number of types of work, such as machinery and civil engineering, and has significant progressiveness.

[0043] The above embodiments are only for illustrating the technical idea of ​​the present invention, and cannot be used to limit the protection scope of the present invention. Any changes made on the basis of the technical solution in accordance with the technical idea proposed by the present invention shall fall within the protection scope of the present invention.

Claims

1. A salary assessment management method, characterized in that: The steps include: S1. Set up wage calculation standards, which include at least daily basic hourly wages, security allowances, overtime allowances, deductions and training incentives; record each employee's basic personal information; set up work behavior standards; S2. Record the working hours and behavior videos of each employee on each working day, use the YOLO model to obtain the corresponding operation behavior and corresponding work area of ​​each employee from each behavior video, compare the corresponding operation behavior and corresponding work area of ​​each employee with the work behavior specification in step S1, record each violation of each employee and generate each corresponding QR code; S3. Set up an enterprise applet for each employee to log in to the corresponding personal backend; automatically calculate the daily salary of each employee based on each violation and each working hour in step S2 and each personal basic information in step S1 according to the salary calculation standard in step S1; Based on the multiple categories in the salary calculation standard in step S1, a daily salary display table corresponding to each employee is generated, and the daily salary display table corresponding to each employee and each corresponding QR code are sent to the personal backend of each employee; S4. After logging into the enterprise mini program in step S3, each employee uses each corresponding QR code to view each corresponding violation and check the corresponding daily salary display table. If the check is correct, the calculated salary will be withdrawn in the corresponding personal background; if the check is incorrect, it will be reported through the background feedback unit.

2. A salary assessment management method according to claim 1, characterized in that: In step S1, the components of the daily basic hourly wage include: type of work, plan making, number of people led, number of people recruited, completed tasks, long-term incentives, length of service, certificate subsidies, education, age, military subsidies, effective suggestions and completed projects; Among them, the job types include construction specialists, junior engineers and intermediate engineers; long-term incentives are set based on the cumulative number of working days each year; the certificate types in the certificate subsidy include safety officer certificate, high-altitude work certificate, low-voltage electrician certificate, high-voltage electrician certificate, welder certificate, firefighter certificate, construction engineer certificate and engineer certificate.

3. A salary assessment management method according to claim 1, characterized in that: In step S1, the security subsidy includes accident insurance, food subsidy, tool subsidy and clothing subsidy; overtime subsidy is determined based on the effective working hours; wage deductions are based on clothing rental, tool rental and disciplinary assessment; training incentives are based on recruitment rewards and training rewards.

4. A salary assessment management method according to claim 1, characterized in that: The multiple categories in the wage calculation standard in step S1 also include position rewards and project total labor rewards. Position rewards are set according to the corresponding salary bonuses for different positions; project total labor rewards are set with different reward ratios based on the per capita task volume required for each project.

5. A salary assessment management method according to claim 1, characterized in that: In step S1, the work behavior norms include operating rules and digital human resource management system. The operating rules are used by the YOLO model to compare each violation of each employee; The digital human resource management system is used to assess whether each employee has committed a disciplinary violation and whether to add a fine based on the violation to the deduction.

6. A salary assessment management method according to claim 1, characterized in that: When the YOLO model is used in step S2, the operations performed in the YOLO model in sequence are: object detection, posture estimation, feature extraction, behavior classification, post-processing and output.

7. A salary assessment management method according to claim 1, characterized in that: When generating a daily salary display table corresponding to each employee in step S3, the salary of each category is listed separately according to the multiple categories in the salary calculation standard, and the total salary of the multiple categories is generated at the same time.

8. A salary assessment management method according to claim 7, characterized in that: When the daily salary display table corresponding to each employee is generated in step S3, the insurance subsidies listed in a single channel are generated into an insurance QR code for the user to view separately every day.

9. A salary assessment management method according to claim 1, characterized in that: In step S4, after any employee withdraws the calculated salary, the corresponding personal background continues to summarize and store the verified daily salary display table, and at the same time generates a detailed page of the total income obtained by the corresponding employee.

10. A wage assessment management system, which is operated by the wage assessment management method according to any one of claims 1 to 9, characterized in that: It includes information storage module, recognition module based on YOLO model, automatic salary calculation module, encoding transmission unit and enterprise applet; Among them, the information storage module is used to record each employee's personal basic information, salary calculation standards and work behavior norms; the identification module is used to obtain each employee's working hours and behavior videos, and use the YOLO model to obtain each employee's corresponding operation behavior and corresponding work area from each behavior video, and compare each employee's corresponding operation behavior and corresponding work area with the work behavior norms, record each violation of each employee and use the coding transmission unit to generate each corresponding QR code; the automatic salary calculation module automatically calculates the daily salary of each employee based on the salary calculation standard, each violation, each working hour and each personal basic information, and transmits it to each corresponding personal background in the enterprise mini program through the coding transmission unit.

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