Salary performance assessment management platform of integral system

Abstract

The invention discloses an integral-system emolument performance assessment management platform, and the platform comprises a task and level management module which is used for decomposing a work task into a plurality of tasks which can be completed, and setting different levels; the integral and reward system module is used for setting an integral rule according to the difficulty, importance and completion quality of each task level after decomposition; the salary docking module is used for decomposing the salary into a plurality of parts according to the performance target and the task difficulty and associating the point data with the individual salary; the digital management module collects and analyzes performance data of each employee in real time by using a digital tool and monitors the performance of the employees in real time; and the segment visual management module is used for dynamically displaying a three-dimensional growth map of each employee according to the corresponding points obtained by the employees and the introduced game elements. According to the method, the salary can be adjusted according to the integral condition of task completion of the employees, so that the task completion efficiency and enthusiasm are improved.

Description

Technical Field

[0001] The present invention relates to the technical field of human resource management, and in particular to a point-based salary performance assessment management platform. Background Art

[0002] Currently, the traditional salary and performance appraisal system focuses on the evaluation of quantitative indicators, ignoring employees' subjective initiative and intrinsic motivation. This appraisal method leads to low employee participation and enthusiasm in work, lacks immediate performance feedback and flexible dynamic adjustment mechanisms, and makes it difficult for employees to quickly grasp the specific situation of their own work performance, which weakens the motivation to improve work efficiency and continuous improvement.

[0003] A performance-based salary management method and system are currently available. First, by obtaining structural difference information between the performance-based salary standard assessment project structure formulation information of all adjacent target positions that have been replaced in multiple enterprises, the correlation coefficient between all structural difference information and the intermediate maintenance period of the replacement of the performance-based salary standard assessment project structure formulation information of all target positions is extracted. Then, the performance-based salary assessment project structure formulation of the target position of the target enterprise is predicted, and performance standards are designed for each assessment project in the obtained performance-based salary standard assessment project structure of the target position of the target enterprise. The target completion status information of the target position is obtained, evaluated and calculated, and the final salary of the target position is output.

[0004] However, these measures currently adopted contain at least the following three problems: 1) Insufficient employee engagement: The existing performance-based compensation management methods and systems lack interest and interactivity, making it difficult to stimulate employees' intrinsic motivation; 2) Lack of feedback mechanisms: The existing performance-based compensation management methods and system have lengthy performance review cycles and lack of immediate feedback. Employees are unable to promptly understand their own performance, which in turn affects work efficiency and willingness to improve. 3) The evaluation dimension is one-sided; the existing performance-based compensation management methods and systems mainly focus on the completion status of target positions, ignore process management, and are unable to comprehensively evaluate employee performance. Summary of the Invention

[0005] In response to the above three problems, the purpose of the present invention is to propose a points-based salary performance appraisal management platform. Through the task and level management module, the points and reward system module and the salary docking module, etc., steps such as setting performance goals, establishing a points system and introducing game elements are implemented. This can improve the enthusiasm and efficiency of employees in completing tasks, reduce management costs, and improve the accuracy and consistency of enterprise management.

[0006] This is achieved through the following technical solutions: A points-based salary and performance appraisal management platform includes: a task and level management module; used to decompose work tasks into multiple complete tasks, and set different levels according to the difficulty and importance of each task; a points and reward system module; used to set points rules according to the difficulty, importance and completion quality of each task level after decomposition, and employees obtain corresponding points by completing the assigned task levels and achieving the task target quality; a salary docking module; used to decompose the salary into multiple parts according to performance goals and task difficulty, and associate each employee's point data with personal salary, and dynamically adjust the salary according to each employee's point situation; a digital management module; through the use of digital tools to collect and analyze each employee's performance data in real time, and through the visual scheduling platform and performance management platform to monitor employee performance in real time, and simultaneously complete task allocation and point reward issuance; a rank visualization management module; used to dynamically display each employee's three-dimensional growth map according to the corresponding points obtained by the employee and the introduction of game elements, including: core rank, double hidden rank progress bars and obtained virtual image privileges.

[0007] The management platform implements steps such as setting performance goals, establishing a points system, and introducing game elements through the task and level management module, the points and reward system module, and the salary docking module. It can improve the enthusiasm and efficiency of employees in completing tasks, reduce management costs, and improve the accuracy and consistency of enterprise management.

[0008] The management platform also includes a system management and optimization module, allowing each enterprise to configure system parameters and rules according to its needs and providing systematic implementation guidance. This module ensures that the points system implemented through the management platform is implemented smoothly and can be effectively implemented over the long term through continuous optimization.

[0009] Preferably, the task and checkpoint management module provides progress feedback and reminders by tracking each employee's task completion progress. By providing progress feedback and reminders, employees can be reminded of the completion progress of their current tasks, ensuring that tasks are completed within the specified time and improving task completion efficiency.

[0010] Ideally, after earning points, each employee can access their point details through the compensation and performance appraisal management platform and redeem their points for bonuses, gifts, or promotions. Providing a mechanism for redeeming points for bonuses, gifts, or promotions can further enhance employee motivation and fully stimulate employee enthusiasm.

[0011] Preferably, performance data includes at least attendance, equipment startup and shutdown data, and safety violation data. Comprehensively evaluating employee performance through multi-dimensional data allows for comprehensive assessment of employee work situations and performance, avoiding biased evaluations.

[0012] Preferably, the digital management module automatically generates performance reports and dynamic visualization charts containing multi-dimensional indicators by combining with a big data analysis engine. By displaying employee performance data in the form of charts, you can more intuitively understand the employee's work situation.

[0013] Optimally, a gamified employee incentive mechanism was designed, and a core rank system was designed using a progressive unlocking approach. By setting up a gamified employee incentive mechanism, the traditional salary and performance appraisal model can be transformed into a more interactive, interesting, and dynamic management model, stimulating employees' intrinsic motivation.

[0014] Ideally, the core rank system includes rank names, point ranges, basic unlocking features, avatar privileges, and physical rewards. Ranks are upgraded by completing corresponding point-based tasks to earn points. This core rank system helps improve the efficiency and quality of employee task completion.

[0015] Preferably, the Gold Master rank unlocks a hidden tier system within the core tier system, which includes safety tiers and quality tiers, each with its own corresponding rules for earning points for safety tiers and quality tiers. This hidden tier system helps increase employee motivation and engagement, and improves the efficiency of compensation and performance management.

[0016] Preferably, the gamified employee incentive mechanism is designed with a dynamic balancing mechanism. This dynamic balancing mechanism is used to balance the scoring mechanism of the core ranking system, maintain the long-term stability of the core ranking system, and prevent the system from becoming rigid.

[0017] Compared with the prior art, the present invention has the following beneficial effects: The technical solution of the present invention is that the management platform implements steps such as setting performance goals, establishing a points system and introducing game elements through the task and level management module, the points and reward system module, the salary docking module, the digital management module and the rank visualization management module. It can track employees' task completion progress, points changes and performance in real time, so that managers can discover problems and make adjustments in time. Employees can also view their own points details, salary structure and performance reports in real time. Through this transparent management method, employees can clearly understand the company's operating mechanism and their own value embodiment; at the same time, by designing a gamified employee incentive mechanism, the traditional salary performance appraisal model can be transformed into a more interactive, interesting and dynamic management model, which stimulates the inherent enthusiasm of employees and is conducive to improving the efficiency and quality of employees in completing tasks. BRIEF DESCRIPTION OF THE DRAWINGS

[0018] Figure 1 This is a structural diagram of a points-based salary and performance appraisal management platform. DETAILED DESCRIPTION

[0019] The technical solutions in the embodiments of the present invention will be described in detail below with reference to the accompanying drawings in the embodiments of the present invention.

[0020] like Figure 1 As shown, it is a structural diagram of a points-based salary performance appraisal management platform, which includes: a task and level management module, which is used to decompose work tasks into multiple complete tasks and set different levels; a point and reward system module, which is used to set point rules according to the difficulty, importance and completion quality of each task level after decomposition; a salary docking module, which is used to decompose the salary into multiple parts according to performance goals and task difficulty and associate the point data with the salary management platform; a digital management module, which uses digital tools to collect and analyze the performance data of each employee in real time and monitor the employee performance in real time; a rank visualization management module, which is used to dynamically display the three-dimensional growth map of each employee based on the corresponding points obtained by the employee and the introduction of game elements; and a system management and optimization module, which is used for each enterprise to configure system parameters and rules according to its own needs; therefore, the present invention can adjust the salary according to the points of the employees completing the tasks, thereby improving the efficiency and enthusiasm of task completion.

[0021] The management platform specifically includes the following contents: Task and level management module; used to break down work tasks into multiple achievable tasks, and set different levels according to the difficulty and importance of each task, and employees will receive corresponding points after completing the level; at the same time, the task and level management module tracks the task completion progress of each employee, provides progress feedback and reminder functions, and can remind employees of the completion progress of the current task to ensure that the task is completed within the specified time, thereby improving the efficiency of task completion.

[0022] Points and rewards system module; used to set points rules based on the difficulty, importance and completion quality of each task level after decomposition. Employees obtain corresponding points by completing the assigned task levels and achieving the task target quality. After each employee obtains points, he or she can query his or her own points details through the salary and performance appraisal management platform, and support the use of points to redeem bonuses, gifts or promotion opportunities. The management platform also supports the automatic issuance and recording of rewards. Therefore, the points-based reward mechanism can further improve the enthusiasm of employees at work and fully stimulate their work enthusiasm.

[0023] Salary docking module; used to break down salary into multiple parts based on performance goals and task difficulty, and associate each employee's points data with personal salary. Salary is dynamically adjusted based on each employee's points to ensure that salary is consistent with performance. Among them, each employee can view his or her salary details and points details by scanning the QR code on his or her personal payslip, which helps employees clearly understand the company's operating mechanism and the embodiment of their own value.

[0024] Digital management module: By utilizing digital tools to collect and analyze each employee's performance data in real time, and through a visual scheduling platform and performance management platform, employee performance is monitored in real time, while simultaneously completing task assignments and point reward issuance; among them, performance data includes at least: attendance, equipment power on and off data, and safety violation data; therefore, through a comprehensive evaluation of employee performance using multi-dimensional data, employees' work situation and work performance can be assessed from multiple aspects, avoiding the one-sidedness of the evaluation dimensions.

[0025] The rank visualization management module is used to dynamically display each employee's three-dimensional growth map based on the corresponding points obtained by the employee and introduce game elements, including: core ranks, dual hidden rank progress bars and obtained virtual image privileges; and the digital management module automatically generates performance reports and dynamic visualization charts containing multi-dimensional indicators by combining the big data analysis engine, which can provide a more intuitive understanding of the employee's work situation.

[0026] In this embodiment, the management platform also includes a system management and optimization module, which is used for each enterprise to configure system parameters and rules according to its own needs and provide systematic implementation step guidance; therefore, through the system management and optimization module, it can ensure that the points system implemented through the management platform is carried out smoothly and can be effectively implemented in the long term through a continuous optimization mechanism.

[0027] In this embodiment, a gamified employee incentive mechanism is designed based on the management platform, and a core rank system is designed using a progressive unlocking method. The core rank system includes: rank name, score range, basic unlocking function, avatar privileges, and physical rewards. Ranks are upgraded by completing corresponding score tasks to obtain corresponding points. Based on the basic score of 300 that each employee starts with, the core rank system's corresponding point segmentation reward mechanism is specifically shown in the following table:

[0028] The core rank points earning rules for the core rank system include: +3 points / day for completing tasks on time every day, -3 points / day for not completing tasks on time every day; +1 point / day for zero defect record of completed tasks every day, -1 point / time for defects in the quality of completed tasks every day, and additional points may be deducted according to the severity of the problem; +1 point / day for zero safety mistakes every day, -1 point / time for safety mistakes every day, and additional points will be deducted according to the amount of losses caused; +1 point / person for recruiting and leading people; +10 points / item for making effective suggestions; +30 points for zero quality defects for 30 consecutive days; +30 points for zero safety mistakes for 30 consecutive days; +50 points for 100 consecutive days of uninterrupted work; +30 points / certificate for obtaining relevant qualification certificates; +50 points for annual attendance >300 days.

[0029] According to the above-mentioned core rank points acquisition rules, each employee will obtain or deduct corresponding points when performing the corresponding point-scoring tasks; therefore, by designing a core rank system, it is helpful to improve the efficiency and quality of employees' task completion.

[0030] Among them, the function unlocked by the Gold Master rank in the core rank system is a hidden segmentation system, which includes the safety segmentation and quality segmentation, and corresponds to the corresponding safety segmentation point acquisition rules and quality segmentation point acquisition rules. Specifically, the point segmentation reward mechanism corresponding to the safety segmentation is shown in the following table:

[0031] The rules for earning security segment points include: +2 points / time for performing high-risk operations in a standardized manner; -3 points / time for violating regulations; +1 point / time for proactively reporting safety hazards; +3 points / time for proactively reporting major hazards; -2 points / time for failing to promptly rectify discovered hazards; +1 point / time for completing online safety courses on time; -1 point / time for failing to complete safety courses on time; +3 points / time for participating in fire or first aid drills; -5 points / time for major mistakes made during the drills; +2 points / time for assisting in safety inspections; -2 points / time for safety issues occurring in the area of ​​responsibility. points / time; effectively put forward safety improvement suggestions, +5 points / item; effectively participate in emergency rescue, +3 points / time; train new people to pass safety assessment, +2 points / person; obtain registered safety engineer and other certificates, +20 points / certificate; no points deducted for 7 consecutive days, +3 points; no safety points deducted throughout the year, +50 points; among them, each employee has the right to appeal: if there is any objection to the deduction, video or photo evidence can be submitted for appeal; and safety masters with scores between 81-100 points must obtain at least 5 points per month to maintain their rank, otherwise they will be downgraded.

[0032] According to the above-mentioned safety segmentation points acquisition rules, each employee will obtain or deduct corresponding points when performing the corresponding points task, which can stimulate the employees' work enthusiasm.

[0033] The corresponding points reward mechanism for quality segments is shown in the following table:

[0034] The rules for obtaining quality segment points include: If you follow the standard procedures, you will get +2 points per time. If you have any illegal operations, you will get -3 points per time. If you proactively discover and report defects, you will get +1 point per item. If you discover any major quality hazards, you will get +3 points per item. If you discover any major quality hazards but fail to rectify the defects in time, you will get -2 points per time. If you complete the construction process quality course on time, you will get +1 point per time. If you fail to complete the course, you will get -1 point per time. If you participate in quality improvement activities, you will get +3 points per time. If you have any major mistakes in the implementation of the improvement, you will get -5 points per time. If you assist in quality inspections, you will get +2 points per time. If quality problems occur in the area of ​​responsibility, you will get -2 points per item. If you effectively put forward quality improvement suggestions, you will get +5 points per item. If you effectively participate in quality remediation, you will get +3 points per time. If you train new people to pass the construction process quality assessment, you will get +2 points per person. If you obtain certificates such as quality engineer, you will get +20 points per certificate. If you have no quality deductions for seven days and meet the standards continuously, you will get +3 points. If you have no quality accidents throughout the year, you will get +50 points.

[0035] According to the above-mentioned quality segmentation points acquisition rules, each employee will obtain or deduct corresponding points when performing the corresponding points task, which helps to improve the enthusiasm of employees at work.

[0036] By setting up a hidden segmentation system and issuing corresponding rewards based on the points results, it helps to improve employee work enthusiasm and participation, fully stimulate employee work enthusiasm, and improve the efficiency of salary and performance appraisal management.

[0037] Secondly, the gamified employee incentive mechanism is designed with a dynamic balance mechanism, including: The maximum number of points each employee can add in a single day is 15 points, in order to prevent employees from cheating, except when the points they add exceed 15 points; the maximum number of points deducted from each employee in a single day is not more than 10 points, in order to give employees opportunities for improvement; Immortal God Craftsmen must obtain at least 50 points per month to maintain their rank, otherwise their rank will be downgraded; the top three employees in the monthly God Craftsmen rankings can receive company commendations and cash rewards of 128, 108 and 88 yuan, and their points can exceed the upper limit; the employee who ranks first in the annual God Craftsmen rankings can receive promotion opportunities and a cash reward of 1,888 yuan, and their points can exceed the upper limit; Season reset: The annual rank will be reset in January each year, and the system will give basic point rewards based on the highest rank reached by the employee in the previous year: Immortal God Craftsmen plus 200 points, Legend King plus 180 points, Diamond Grandmaster plus 160 points, Platinum Lord plus 140 points, Gold Master plus 120 points, and Silver Elite plus 100 points; among them, after the reset, the employee's points will retain the basic score as the starting point for the new year.

[0038] By designing a dynamic balance mechanism, we can balance the scoring mechanism of the core ranking system, maintain the long-term stability of the core ranking system, and prevent the system from becoming rigid.

[0039] In summary, the management platform of the present invention implements the steps of setting performance goals, establishing a points system and introducing game elements through the task and level management module, the points and reward system module, the salary docking module, the digital management module and the rank visualization management module. It can track the employees' task completion progress, points changes and performance in real time, so that managers can find problems and make adjustments in time. Employees can also view their own points details, salary structure and performance reports in real time. Through this transparent management method, employees can clearly understand the company's operating mechanism and their own value embodiment; at the same time, by designing a gamified employee incentive mechanism, the traditional salary performance appraisal model can be transformed into a more interactive, interesting and dynamic management model, which stimulates the employees' intrinsic enthusiasm, is conducive to improving the efficiency and quality of employees' task completion, and is significantly progressive.

[0040] 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 points-based salary and performance appraisal management platform, characterized by: include: Task and level management module; Used to break down work tasks into multiple achievable tasks and set different levels based on the difficulty and importance of each task; Points and rewards system module; Used to set scoring rules based on the difficulty, importance, and completion quality of each task level after decomposition. Employees earn corresponding points by completing the assigned task levels and achieving the task target quality; Salary docking module; It is used to break down compensation into multiple parts based on performance goals and task difficulty, and associate each employee's points data with individual compensation, dynamically adjusting compensation based on each employee's points; Digital management module: This module collects and analyzes each employee's performance data in real time using digital tools, monitors employee performance in real time through a visual scheduling platform and performance management platform, and simultaneously completes task assignment and point reward issuance. Rank visualization management module; It is used to dynamically display each employee's three-dimensional growth map based on the corresponding points obtained by the employee and the introduction of game elements, including: core rank, dual hidden rank progress bars and obtained virtual image privileges.

2. A points-based salary performance appraisal management platform according to claim 1, characterized in that: It also includes a system management and optimization module, which allows each enterprise to configure system parameters and rules according to its own needs and provide systematic implementation step guidance.

3. A points-based salary performance appraisal management platform according to claim 1, characterized in that: The task and level management module provides progress feedback and reminders by tracking each employee's task completion progress.

4. A points-based salary performance appraisal management platform according to claim 1, characterized in that: After each employee obtains points, he or she can check his or her points details through the salary and performance appraisal management platform, and can use points to redeem bonuses, gifts or promotion opportunities.

5. A points-based salary performance appraisal management platform according to claim 1, characterized in that: Performance data shall at least include: attendance, equipment power on / off data, and safety violation data.

6. A points-based salary performance appraisal management platform according to claim 1, characterized in that: The digital management module automatically generates performance reports and dynamic visualization charts containing multi-dimensional indicators by combining with the big data analysis engine.

7. A points-based salary performance appraisal management platform according to claim 1, characterized in that: A gamified employee incentive mechanism was designed, and a core ranking system was designed using a progressive unlocking approach.

8. A points-based salary performance appraisal management platform according to claim 7, characterized in that: The core ranking system includes: rank name, score range, basic unlocking function, avatar privileges and physical rewards, and the rank can be upgraded by obtaining corresponding points by completing corresponding score tasks.

9. A points-based salary performance appraisal management platform according to claim 7, characterized in that: The function unlocked by the Gold Master rank in the core rank system is the hidden segmentation system, which includes safety segments and quality segments, and corresponds to corresponding safety segmentation points acquisition rules and quality segmentation points acquisition rules respectively.

10. A points-based salary performance appraisal management platform according to claim 7, characterized in that: This gamified employee incentive mechanism is designed with a dynamic balance mechanism.

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