A performance determination method and device, electronic equipment and a performance system

Abstract

The embodiment of the present application provides a kind of performance determination method, device, electronic equipment and a kind of performance system, the method comprises: performance system obtains the target task of target staff allocation target, and the target task is divided, generates for each preset period subtask;Determine the target subtask corresponding to current period, and obtain the first completion degree information of target staff for target subtask;Get the second completion degree information of target staff for preceding unfinished subtask in current period;According to first completion degree information and second completion degree information, determine the target performance of target staff in current period. Through the embodiment of the present application, the performance of each staff is determined automatically. And it can be reasonable and accurate to carry out performance statistics to a long period task, and it can also be counted to the task that staff has not completed before but currently completes additionally.

Description

Technical Field

[0001] This invention relates to the field of data processing technology, and in particular to a method, apparatus, electronic device, and performance system for determining performance. Background Technology

[0002] Performance appraisals can be used to statistically assess and evaluate employees' monthly performance, providing data for company management and payroll distribution.

[0003] When calculating the performance of each employee, managers need to collect statistics on the employees' work and then manually calculate the performance of each employee based on the statistical results. This process is quite cumbersome and prone to errors. Summary of the Invention

[0004] In view of the above problems, a method, apparatus, electronic device, and performance system for determining performance are proposed to overcome or at least partially solve the above problems, comprising:

[0005] A method for determining performance, applied to a performance system, the method comprising:

[0006] The performance system acquires target tasks for target employees, divides the target tasks, and generates sub-tasks for each preset period.

[0007] Determine the target sub-task corresponding to the current period, and obtain the first completion information of the target employee for the target sub-task;

[0008] Obtain the second completion status information of the target employee for previously unfinished sub-tasks within the current period;

[0009] Based on the first completion information and the second completion information, the target performance of the target employee in the current period is determined.

[0010] Optionally, determining the target employee's target performance in the current period based on the first completion information and the second completion information includes:

[0011] Based on the first completion information, determine the first performance for the target sub-task;

[0012] Based on the second completion information, determine the target employee's second performance for previously uncompleted sub-tasks;

[0013] The target performance is determined based on the first performance and the second performance.

[0014] Optionally, determining the target performance based on the first performance and the second performance includes:

[0015] The individual performance of the target employee is determined based on the first performance and the second performance.

[0016] Obtain the performance coefficient of the team corresponding to the target employee; the performance coefficient is determined by the amount of tasks completed by the team corresponding to the target employee.

[0017] The target performance is determined based on the performance coefficient and the individual performance.

[0018] Optionally, obtaining the performance coefficient of the team corresponding to the target employee includes:

[0019] Obtain the third completion information of the corresponding team, as well as the task information that the corresponding team should complete;

[0020] Based on the third completion information and the information on tasks to be completed, the performance coefficient of the team corresponding to the target employee is determined.

[0021] Optionally, the method further includes:

[0022] Obtain the actual work information of the target employee in the current period;

[0023] Based on the actual work information, determine whether the target performance is effective;

[0024] When the target performance is effective, the target performance will be assigned to the effective performance set;

[0025] When the target performance is invalid, the target performance is assigned to the invalid performance set.

[0026] This invention also provides a performance system, including: a task allocation module, a task assessment module, and a performance statistics module;

[0027] The task allocation module is used to assign tasks to each employee and divide the assigned tasks to generate sub-tasks for each preset period.

[0028] The task assessment module is used to obtain the target sub-task corresponding to the target employee in the current period from the task allocation module, and obtain the first completion information of the target employee for the target sub-task; obtain the second completion information of the target employee for the previously uncompleted sub-tasks in the current period; and determine the target performance of the target employee in the current period based on the first completion information and the second completion information.

[0029] The performance statistics module is used to receive the target performance sent by the task assessment module and store the target performance.

[0030] Optionally, the system further includes a performance accounting module;

[0031] The performance calculation module is used to obtain the performance of each employee from the performance statistics module, and determine the corresponding reward and punishment information for each employee based on the obtained performance.

[0032] This invention also provides a performance determination apparatus, applied to a performance system, the apparatus comprising:

[0033] The segmentation module is used to obtain target tasks to be assigned to target employees, and to segment the target tasks to generate sub-tasks for each preset period.

[0034] The first acquisition module is used to determine the target sub-task corresponding to the current period and acquire the first completion information of the target employee for the target sub-task.

[0035] The second acquisition module is used to acquire the second completion information of the target employee for the previously unfinished sub-tasks within the current period;

[0036] The determination module is used to determine the target performance of the target employee in the current period based on the first completion information and the second completion information.

[0037] Optionally, the determining module is configured to determine a first performance for the target sub-task based on the first completion information; determine a second performance for the target employee for the previously uncompleted sub-task based on the second completion information; and determine the target performance based on the first performance and the second performance.

[0038] Optionally, the determining module is configured to determine the individual performance of the target employee based on the first performance and the second performance; obtain the performance coefficient of the team corresponding to the target employee; the performance coefficient is determined by the amount of tasks completed by the team corresponding to the target employee; and determine the target performance based on the performance coefficient and the individual performance.

[0039] Optionally, the determining module is used to obtain the third completion information of the corresponding team and the task information that the corresponding team should complete; and to determine the performance coefficient of the team corresponding to the target employee based on the third completion information and the task information that should be completed.

[0040] Optionally, the device further includes:

[0041] The classification module is used to obtain the actual work information of the target employee in the current period; determine whether the target performance is valid based on the actual work information; when the target performance is valid, classify the target performance into the valid performance set; when the target performance is invalid, classify the target performance into the invalid performance set.

[0042] This invention also provides an electronic device, including a processor, a memory, and a computer program stored in the memory and capable of running on the processor, wherein the computer program, when executed by the processor, achieves the above-described performance determination method.

[0043] This invention also provides a computer-readable storage medium storing a computer program, wherein the computer program, when executed by a processor, achieves the above-described performance determination method.

[0044] The embodiments of the present invention have the following advantages:

[0045] In this embodiment of the invention, the performance system acquires target tasks assigned to target employees, divides these target tasks, and generates sub-tasks for each preset period; determines the target sub-tasks corresponding to the current period, and acquires the first completion information of the target employee for the target sub-tasks; acquires the second completion information of the target employee for previously uncompleted sub-tasks within the current period; and determines the target performance of the target employee within the current period based on the first and second completion information. Through this embodiment of the invention, the performance of each employee is automatically determined.

[0046] Furthermore, performance evaluation is divided into two parts: one part is for tasks that employees should currently complete, and the other part is for tasks that employees should have completed but did not, and which have now been completed. This allows for reasonable and accurate performance statistics for long-term tasks, as well as for statistics on tasks that employees did not complete initially but have now completed, thus more accurately determining the current workload of employees and providing an accurate data foundation for subsequent performance-based work. Attached Figure Description

[0047] To more clearly illustrate the technical solution of the present invention, the accompanying drawings used in the description of the present invention will be briefly introduced below. Obviously, the accompanying drawings described below are only some embodiments of the present invention. For those skilled in the art, other drawings can be obtained based on these drawings without creative effort.

[0048] Figure 1 This is a flowchart illustrating the steps of a performance determination method according to an embodiment of the present invention;

[0049] Figure 2 This is a flowchart illustrating the steps of another method for determining performance according to an embodiment of the present invention;

[0050] Figure 3 This is a schematic diagram of the structure of a performance system according to an embodiment of the present invention;

[0051] Figure 4 This is a schematic diagram of another performance system according to an embodiment of the present invention;

[0052] Figure 5 This is a schematic diagram of the workflow of a task allocation module according to an embodiment of the present invention;

[0053] Figure 6 This is a schematic diagram of the workflow of a task assessment module according to an embodiment of the present invention;

[0054] Figure 7 This is a schematic diagram of the workflow of a performance statistics module according to an embodiment of the present invention;

[0055] Figure 8 This is a schematic diagram of the workflow of a performance accounting module according to an embodiment of the present invention;

[0056] Figure 9 This is a structural block diagram of a performance determination device according to an embodiment of the present invention. Detailed Implementation

[0057] To make the above-mentioned objects, features, and advantages of the present invention more apparent and understandable, the present invention will be further described in detail below with reference to the accompanying drawings and specific embodiments. Obviously, the described embodiments are only some, not all, of the embodiments of the present invention. All other embodiments obtained by those skilled in the art based on the embodiments of the present invention without inventive effort are within the scope of protection of the present invention.

[0058] In practical applications, if employee performance is determined manually, it may consume a lot of manpower and resources. In order to improve the efficiency of performance determination, this invention provides a performance system and a performance determination method applied to the performance system, so as to automatically determine the performance of each employee.

[0059] Furthermore, performance evaluation is divided into two parts: one part is for tasks that employees should currently complete, and the other part is for tasks that employees should have completed but did not, and which have now been completed. This allows for reasonable and accurate performance statistics for long-term tasks, as well as for statistics on tasks that employees did not complete initially but have now completed, thus more accurately determining the current workload of employees and providing an accurate data foundation for subsequent performance-based work.

[0060] Reference Figure 1 The diagram illustrates a flowchart of a performance determination method according to an embodiment of the present invention, applied to a performance system. The method may include the following steps:

[0061] Step 101: The performance system acquires target tasks assigned to target employees, divides the target tasks, and generates sub-tasks for each preset period.

[0062] As an example, a performance system can be deployed either on a company's local terminal or on a server. When the performance system is deployed on a server, the company can upload relevant data to the performance system on the server through a local client, so that the performance system deployed on the server can determine the performance of each employee based on the data uploaded by the company.

[0063] The target employee can be any employee in the company whose performance needs to be assessed, and the target task can be a task pre-assigned to the target employee. Specifically, a corresponding identifier (e.g., employee number, group) can be pre-assigned to each employee; then, based on each employee's identifier, a corresponding task is assigned. The assigned task can be a short-term task (e.g., monthly summary) or a long-term task (e.g., highway construction from City A to City B), and this embodiment of the invention does not impose any limitations on this.

[0064] In practical applications, one or more tasks can be entered into the performance system. These tasks can be tasks that all employees of the entire enterprise need to complete, or tasks that one department / group needs to complete.

[0065] After receiving one or more tasks, the performance system can classify the tasks based on their types and assign them to the corresponding employees.

[0066] For target employees, after obtaining the target tasks assigned to them, the performance system can first determine whether the target task is a long-term task; that is, whether the target employee needs to complete it in multiple cycles.

[0067] If the target task is not a long-term task, the performance of the target task can be determined directly; specifically, the completion status of the target task by the target employee can be determined, and the performance of the target employee can be determined based on the completion status of the target task.

[0068] If the target task is a long-term task, it can be divided into sub-tasks first. Specifically, the target task can be divided according to its total cycle and completion schedule requirements. After dividing the target task, sub-tasks within each preset cycle can be obtained. By dividing the task into cycles in advance, the performance evaluation of the same task can be avoided repeatedly when determining performance later.

[0069] Step 102: Determine the target sub-task corresponding to the current cycle, and obtain the first completion information of the target employee for the target sub-task.

[0070] The current period can refer to the current period relative to a preset period; for example, if the preset period is one month, then the current period can be the current month; if the preset period is one week, then the current period can be the current week. This embodiment of the invention does not impose any restrictions on this.

[0071] When it is necessary to determine the performance of a target employee in the current period, you can first determine the target sub-tasks that the target employee should complete in the current period.

[0072] After determining the target sub-tasks that the target employee should complete within the current period, we can obtain the first completion rate information for that target sub-task within the current period. The first completion rate information can be used to indicate the completion status of the target sub-task. For example, if the target sub-task is 100 orders, and the target employee actually completes 90 orders within the current period, then 9 / 10 can be used to represent the first completion rate information for the target sub-task within the current period.

[0073] Step 103: Obtain the second completion status information of the target employee for the previously unfinished sub-tasks within the current period.

[0074] In practical applications, target employees may not have completed the corresponding sub-tasks in the historical period, but have completed the corresponding sub-tasks that were not completed in the historical period in the current period. In order to determine the performance of these sub-tasks, the second completion information of the target employees for the previously uncompleted sub-tasks can also be determined in the current period.

[0075] The second completion information can be used to indicate the completion status of sub-tasks that the target employee completed in the current period but were not completed in previous periods.

[0076] Step 104: Based on the first completion information and the second completion information, determine the target performance of the target employee in the current period.

[0077] After determining the first completion information for the target sub-tasks assigned for the current period, and the second completion information for the sub-tasks completed in the current period but not completed in previous periods, the target performance of the target employee in the current period can be determined based on the first and second completion information; this target performance can be used to represent the work status of the target employee in the current period.

[0078] As an example, after obtaining the target performance of a target employee in the current period, the performance system can calculate the target employee's salary, bonus, etc. in the current period based on the target performance. This embodiment of the invention does not limit this.

[0079] In this embodiment of the invention, the performance system acquires target tasks assigned to target employees, divides these target tasks, and generates sub-tasks for each preset period; determines the target sub-tasks corresponding to the current period, and acquires the first completion information of the target employee for the target sub-tasks; acquires the second completion information of the target employee for previously uncompleted sub-tasks within the current period; and determines the target performance of the target employee within the current period based on the first and second completion information. Through this embodiment of the invention, the performance of each employee is automatically determined.

[0080] Furthermore, performance evaluation is divided into two parts: one part is for tasks that employees should currently complete, and the other part is for tasks that employees should have completed but did not, and which have now been completed. This allows for reasonable and accurate performance statistics for long-term tasks, as well as for statistics on tasks that employees did not complete initially but have now completed, thus more accurately determining the current workload of employees and providing an accurate data foundation for subsequent performance-based work.

[0081] Reference Figure 2 The diagram illustrates a flowchart of another method for determining performance according to an embodiment of the present invention, which may include the following steps:

[0082] Step 201: The performance system acquires target tasks assigned to target employees, divides the target tasks, and generates sub-tasks for each preset period.

[0083] In practical applications, one or more tasks can be entered into the performance system. These tasks can be tasks that all employees of the entire enterprise need to complete, or tasks that one department / group needs to complete.

[0084] After receiving one or more tasks, the performance system can classify the tasks based on their types and assign them to the corresponding employees.

[0085] For target employees, after obtaining the target tasks assigned to them, the performance system can first determine whether the target task is a long-term task; that is, whether the target employee needs to complete it in multiple cycles.

[0086] If the target task is a long-term task, it can be divided into sub-tasks first. Specifically, the target task can be divided according to its total cycle and completion schedule requirements. After dividing the target task, sub-tasks within each preset cycle can be obtained. By dividing the task into cycles in advance, the performance evaluation of the same task can be avoided repeatedly when determining performance later.

[0087] Step 202: Determine the target sub-task corresponding to the current cycle, and obtain the first completion information of the target employee for the target sub-task.

[0088] When it is necessary to determine the performance of a target employee in the current period, you can first determine the target sub-tasks that the target employee should complete in the current period.

[0089] After determining the target sub-tasks that the target employee should complete in the current period, the first completion status information of the target employee for that target sub-task in the current period can be obtained.

[0090] Step 203: Obtain the second completion status information of the target employee for the previously unfinished sub-tasks within the current period.

[0091] In practical applications, target employees may not have completed the corresponding sub-tasks in the historical period, but have completed the corresponding sub-tasks that were not completed in the historical period in the current period. In order to determine the performance of these sub-tasks, the second completion information of the target employees for the previously uncompleted sub-tasks can also be determined in the current period.

[0092] Step 204: Based on the first completion information, determine the first performance for the target sub-task.

[0093] In practical applications, after determining the first completion information, the corresponding first performance can be determined based on the first completion information for the target sub-tasks that the target employee should complete in the current period.

[0094] Step 205: Based on the second completion information, determine the target employee's second performance for previously uncompleted sub-tasks.

[0095] Similarly, after determining the second completion information, the corresponding second performance can be determined based on the second completion information for the sub-tasks that the target employee completed in the current cycle but did not complete in the previous cycle.

[0096] Step 206: Determine the target performance based on the first and second performance indicators.

[0097] After determining the primary and secondary performance indicators, the target performance of the target employee in the current period can be determined based on the primary and secondary performance indicators; specifically, the sum of the primary and secondary performance indicators can be used as the target performance.

[0098] In one embodiment of the present invention, an individual's performance is related not only to the individual but also to the overall performance of the team; therefore, in order to more accurately determine employee performance, the following sub-steps can be used to determine target performance:

[0099] Sub-step 11: Determine the individual performance of the target employee based on the first and second performance indicators.

[0100] First, the individual performance of the target employee can be determined based on the primary and secondary performance indicators; this individual performance can be performance that is only related to the employee's individual work performance.

[0101] Sub-step 12: Obtain the performance coefficient of the team corresponding to the target employee; the performance coefficient is determined by the amount of tasks completed by the team corresponding to the target employee.

[0102] Then, the performance coefficient of the target employee's team can be obtained; this performance coefficient can be determined by the amount of tasks completed by the target employee's team.

[0103] Specifically, the performance coefficient of the target employee's team can be obtained in the following ways:

[0104] Obtain the third completion information of the corresponding team, as well as the information on the tasks that the corresponding team should complete; based on the third completion information and the information on the tasks that should be completed, determine the performance coefficient of the target employee's corresponding team.

[0105] First, the third completion information of the team corresponding to the target employee in the current period can be obtained. This third completion information can include the completion information of the tasks that the team corresponding to the target employee should have completed in the current period, as well as the completion information of the tasks that were completed in the current period but not completed in the previous period.

[0106] Then, information on tasks that should be completed within the current period can be obtained from the teams corresponding to the target employees.

[0107] After obtaining the third completion level information and the information on tasks that should be completed, the task completion status of the target employee's team in the current period can be evaluated based on this information. Then, a performance coefficient for the target employee's team can be generated based on the task completion status. The performance coefficient is directly proportional to the task completion status of the target employee's team in the current period; that is, the higher the task completion status of the target employee's team in the current period, the higher the performance coefficient.

[0108] For example, if the team corresponding to the target employee completes all tasks normally in the current period, the performance coefficient can be 1; if the team corresponding to the target employee completes 80% of the tasks in the current period, the performance coefficient can be 0.8. This embodiment of the invention does not impose any restrictions on this.

[0109] Sub-step 13: Determine the target performance based on the performance coefficient and individual performance.

[0110] After determining the individual performance of the target employee and the performance coefficient of the corresponding team, the target performance of the target employee in the current period can be determined based on the performance coefficient and individual performance.

[0111] Step 207: Obtain the target employee's actual work information during the current period.

[0112] Performance evaluation also involves employees' actual work information, such as working hours and completion rate. In order to determine whether the target performance is effective, this embodiment of the invention can also obtain the target employee's actual work information in the current period after determining the target performance.

[0113] Step 208: Based on actual work information, determine whether the target performance is effective.

[0114] After obtaining actual work information, the effectiveness of the target performance can be judged based on the actual work information. Specifically, the actual working days, working hours, and work completion rate can be compared with the standard working days, working hours, and achievement rate to make a judgment. This embodiment of the invention does not limit this.

[0115] Step 209: When the target performance is effective, assign the target performance to the effective performance set.

[0116] If the target performance is determined to be valid, it can be stored in the valid performance set.

[0117] As a set of strengths, the effective performance set may include multiple subsets; for example, the effective performance subset of short-cycle tasks and the effective performance subset of long-cycle tasks. This embodiment of the invention does not limit this.

[0118] Step 210: When the target performance is invalid, the target performance is assigned to the invalid performance set.

[0119] If the target performance is determined to be invalid, it can be stored in the invalid performance set for management to review.

[0120] In this embodiment of the invention, the performance system acquires target tasks assigned to target employees, divides these target tasks, and generates sub-tasks for each preset period; determines the target sub-task corresponding to the current period, and acquires the first completion information of the target employee for the target sub-task; acquires the second completion information of the target employee for previously uncompleted sub-tasks within the current period; determines the first performance for the target sub-task based on the first completion information; determines the second performance for the target employee for previously uncompleted sub-tasks based on the second completion information; determines the target performance based on the first and second performances; acquires the actual work information of the target employee within the current period; determines whether the target performance is valid based on the actual work information; when the target performance is valid, it is assigned to the valid performance set; when the target performance is invalid, it is assigned to the invalid performance set. Through this embodiment of the invention, the performance of each employee is automatically determined.

[0121] Furthermore, the team's performance was taken into account when determining employee performance, which further ensured the accuracy of performance determination.

[0122] It should be noted that, for the sake of simplicity, the method embodiments are all described as a series of actions. However, those skilled in the art should understand that the embodiments of the present invention are not limited to the described order of actions, because according to the embodiments of the present invention, some steps can be performed in other orders or simultaneously. Furthermore, those skilled in the art should also understand that the embodiments described in the specification are preferred embodiments, and the actions involved are not necessarily essential to the embodiments of the present invention.

[0123] Reference Figure 3 The diagram illustrates the structure of a performance system according to an embodiment of the present invention, which includes the following modules: a task allocation module, a task assessment module, and a performance statistics module.

[0124] The task assignment module is used to assign tasks to each employee and divide the assigned tasks to generate sub-tasks for each preset period.

[0125] The task assessment module is used to obtain the target sub-tasks corresponding to the target employee in the current period from the task allocation module, and to obtain the first completion information of the target employee for the target sub-tasks; to obtain the second completion information of the target employee for the sub-tasks that have not been completed in the current period; and to determine the target performance of the target employee in the current period based on the first completion information and the second completion information.

[0126] The performance statistics module is used to receive the target performance data sent by the task assessment module and store the target performance data.

[0127] In practical applications, one or more tasks can be input into the task assignment module of the performance system. These tasks can be tasks that all employees of the entire enterprise need to complete, or tasks that one department / group needs to complete.

[0128] After receiving one or more tasks, the task assignment module can divide the tasks based on their types and assign them to the corresponding employees.

[0129] For target employees, after obtaining the target tasks assigned to them, the performance system can first determine whether the target task is a long-term task; that is, whether the target employee needs to complete it in multiple cycles.

[0130] If the target task is not a long-term task, the performance of the target task can be determined directly; specifically, the completion status of the target task by the target employee can be determined, and the performance of the target employee can be determined based on the completion status of the target task.

[0131] If the target task is a long-term task, it can be divided into sub-tasks first. Specifically, the target task can be divided according to its total cycle and completion schedule requirements. After dividing the target task, sub-tasks within each preset cycle can be obtained. By dividing the task into cycles in advance, the performance evaluation of the same task can be avoided repeatedly when determining performance later.

[0132] When it is necessary to determine the performance of a target employee in the current period, the task assessment module can first obtain the target sub-tasks corresponding to the target employee in the current period from the task allocation module.

[0133] After determining the target sub-tasks that the target employee should complete within the current period, the task assessment module can obtain the first completion rate information of the target employee for that target sub-task within the current period. The first completion rate information can be uploaded by the manager or recorded by the performance system for the employee's daily work; this embodiment of the invention does not impose any restrictions on this.

[0134] In practical applications, when the task assessment module obtains the first completion information, it can also obtain the second completion information of the target employee for the previously uncompleted sub-tasks within the current period.

[0135] After determining the first completion information of the target sub-tasks assigned for the current period, and the second completion information of the sub-tasks completed in the current period but not completed in previous periods, the task assessment module can determine the target performance of the target employee in the current period based on the first and second completion information; the target performance can be used to represent the work status of the target employee in the current period.

[0136] In one embodiment of the present invention, the performance system may further include a performance calculation module, which is used to obtain the performance of each employee from the performance statistics module and determine the reward and punishment information of each employee based on the obtained performance of each employee.

[0137] After obtaining the target performance of the target employee in the current period, the task assessment module can output the target performance to the performance calculation module, so that the performance calculation module can calculate the target employee's reward and punishment information in the current period based on the target performance, such as salary, bonus, etc. This embodiment of the invention does not limit this.

[0138] like Figure 4 The diagram illustrates another structural schematic of a performance system according to an embodiment of the present invention, which may include: an assessment system, a task allocation module, a task assessment module, a performance statistics module, and a performance calculation module.

[0139] The output of the performance evaluation system is connected to the inputs of the task allocation module, task evaluation module, performance statistics module, and performance calculation module. The output of the task allocation module is connected to the input of the task evaluation module, the output of the task evaluation module is connected to the input of the performance statistics module, and the output of the performance statistics module is connected to the input of the performance calculation module. The performance evaluation system can serve as a platform for enterprises to use performance management systems.

[0140] like Figure 5 The task allocation module's output network connection includes a task list. This task list, based on the overall project objectives, specifies corresponding task goals, completion requirements, and task difficulty coefficients for different positions and functions. The task list's output network connection includes a project table, which in turn connects to a project statistics module and a project estimation module. The project statistics module distributes tasks from the task list according to position and function requirements, allocating them in individual or group modes. The project estimation module, based on the project statistics, uses a calculator to calculate estimated performance points based on total performance evaluation, task difficulty coefficients, and completion rates.

[0141] Task difficulty coefficient formula:

[0142]

[0143] In the formula, N is the task difficulty coefficient, B is the standard workload, and S is the actual workload.

[0144] Completed ratio formula:

[0145]

[0146] In the formula, L is the task completion rate, is the task completion amount for the current month, is the historical task completion amount for the current month, is the total task amount for the current month, and is the total historical task amount for the current month.

[0147] The output of the project statistics module is linked to the input of the project forecasting module.

[0148] To enable statistical functions for projects, the project statistics module includes a completion block, a periodic task block, a group, and an employee number. The output of the periodic task block is connected to the input of the group and employee number, and the output of the completion block is connected to the expected results and the actual results achieved.

[0149] To achieve the function of estimating the performance points corresponding to a project, the present invention improves upon this invention by including a project estimation module that comprises total performance calculation, task difficulty coefficient, and completion ratio. The output terminals of the total performance calculation, task difficulty coefficient, and completion ratio are all connected to a calculator, and the output terminal of the calculator is connected to a performance point.

[0150] The formula for calculating the estimated performance points is:

[0151] Y = F × L × N (3)

[0152] In the formula, Y is the estimated performance, F is the standard workload required to complete the task, L is the task completion rate (Formula 1), and N is the task difficulty coefficient (Formula 2).

[0153] To implement the assessment function of the task assessment module, its output is connected to a completion rate block, which in turn is connected to a task volume calculation module. The task volume calculation module includes workdays, duration, and achievement rate. The outputs of the workdays, duration, and achievement rate are connected to a judgment module, whose output is connected to the input of the task volume calculation module. The calculation module compares actual workdays, duration, and completion rate with standard workdays, duration, and achievement rate to determine effective performance, proportional performance, and ineffective performance. Appeals can be filed for any discrepancies in workdays, duration, or achievement rate, leading to a recalculation.

[0154] To achieve the statistical function of effective performance and proportional performance, the present invention is improved by connecting the output end of the judgment module to effective performance, proportional performance and invalid performance, and connecting the output ends of effective performance and proportional performance to a monthly performance table.

[0155] To enable individual rewards and penalties for team performance, this invention improves upon the following: the performance statistics module includes an individual statistics module and a group statistics module. The individual statistics module represents individual performance goals, including monthly performance goals and historical performance goals with longer task cycles. The group statistics module represents group performance goals, including monthly performance goals, historical performance goals with longer task cycles, as well as reward performance goals and penalty performance goals. The output of the group statistics module is connected to team reward performance and team penalty performance.

[0156] Team reward and punishment performance formula:

[0157]

[0158] In the formula, K is the team reward and punishment performance coefficient, L is the team's actual workload in the current month, L is the task completion rate (Formula 1), N is the task difficulty coefficient (Formula 2), and Y is the team's project estimated performance (Formula 3).

[0159] To enable statistical analysis of individual historical and monthly performance, the outputs of the individual and group statistics modules are connected to historical performance, monthly performance, and current month performance tables. These outputs are also connected to accumulators. The accumulators are used to calculate all current month and historical performance for both individuals and groups.

[0160] Individual performance formula:

[0161]

[0162] The ratio is (Equation 1), N is the task difficulty coefficient (Equation 2), and K is the reward and punishment coefficient (Equation 4).

[0163] To achieve the function of calculating the expected performance and the actual performance, the present invention improves upon this invention by connecting the output end of the performance calculation module to the current month's performance information and historical performance information, and connecting the output ends of the current month's performance information and historical performance information to a calculator. The calculator calculates the performance completion rate, and the completion status is judged based on the performance completion rate. The output end of the calculator is connected to the actual performance and the expected performance.

[0164] To facilitate subsequent reward and punishment work, the present invention is improved by connecting the output terminals of the actual performance achieved and the performance that should be achieved to a judgment module, the output terminal of the judgment module to the criteria of meeting and failing to meet the criteria, and the network connection between the criteria of meeting and failing to meet the criteria to a reward and punishment mechanism.

[0165] Performance completion formula:

[0166]

[0167] In the formula, D represents the performance completion rate. When D≥1, it means that the task has been completed; when D<1, it means that the task has not been completed.

[0168] like Figure 6 The task assessment module's output is connected to a completion rate block information. The completion rate block information's output is connected to a task volume calculation module, which includes workdays, duration, and achievement rate. The workdays, duration, and achievement rate's output is connected to a judgment module. The judgment module's output is connected to the task volume calculation module's input. The judgment module's output includes valid performance, proportional performance, and ineffective performance. The valid performance and proportional performance's outputs are connected to a monthly performance table. During the task assessment process, the task assessment module first establishes completion rate block information based on the completion rate block. Then, the task volume calculation module calculates workdays, duration, and achievement rate based on the completion rate block information and submits the calculation results to the judgment module. After the judgment module assesses whether the completion rate meets the standards and matches, it divides the performance points into valid performance, proportional performance, and ineffective performance. Finally, the valid performance and proportional performance are recorded in the monthly performance table.

[0169] like Figure 7 The performance statistics module includes an individual statistics module and a group statistics module. The output of the group statistics module is connected to team reward performance and team penalty performance. The outputs of the individual statistics module and the group statistics module are connected to historical performance, monthly performance table information, and current month performance. The outputs of historical performance, monthly performance table information, and current month performance are connected to an accumulator. The performance statistics module calculates performance based on individuals and groups. After the group performance calculation is completed, the corresponding team reward performance and team penalty performance are added to the individual performance based on the group's completion status. During the calculation of individual performance, the group statistics module creates monthly performance table information based on the monthly performance table, adds it to the team reward performance and team penalty performance, and then includes it in the current month performance and historical performance.

[0170] like Figure 8 The performance calculation module's output is connected to the current month's performance list and the historical performance list. The outputs of the current month's performance list and the historical performance list are connected to a calculator. The calculator's output is connected to the actual achieved performance and the expected performance. The outputs of the actual achieved performance and the expected performance are connected to a judgment module. The judgment module's output is connected to the criteria for meeting and failing to meet the criteria. The criteria for meeting and failing to meet the criteria are connected to a reward and punishment mechanism. The performance calculation module creates the current month's performance list and the historical performance list based on the current month's performance and the historical performance, respectively. Then, it uses the calculator to calculate the actual achieved performance and the expected performance. Based on the positive or negative result of the calculation, it determines whether the criteria have been met and implements the reward and punishment mechanism accordingly.

[0171] This invention provides a performance management system, including: a task allocation module, a task assessment module, and a performance statistics module. The task allocation module is used to assign tasks to each employee and divide the assigned tasks into sub-tasks for each preset period. The task assessment module is used to obtain the target sub-tasks corresponding to the target employee in the current period from the task allocation module, and obtain the first completion information of the target employee for the target sub-tasks; obtain the second completion information of the target employee for previously uncompleted sub-tasks in the current period; and determine the target performance of the target employee in the current period based on the first and second completion information. The performance statistics module is used to receive the target performance data sent by the task assessment module and store the target performance data. Through this invention, the performance of each employee is automatically determined.

[0172] Furthermore, performance evaluation is divided into two parts: one part is for tasks that employees should currently complete, and the other part is for tasks that employees should have completed but did not, and which have now been completed. This allows for reasonable and accurate performance statistics for long-term tasks, as well as for statistics on tasks that employees did not complete initially but have now completed, thus more accurately determining the current workload of employees and providing an accurate data foundation for subsequent performance-based work.

[0173] Reference Figure 9 The diagram illustrates a structural schematic of a performance determination device according to an embodiment of the present invention, which is applied to a performance system and may include the following modules:

[0174] The partitioning module 901 is used to obtain the target tasks assigned to the target employees, partition the target tasks, and generate sub-tasks for each preset period.

[0175] The first acquisition module 902 is used to determine the target sub-task corresponding to the current period and acquire the first completion information of the target employee for the target sub-task;

[0176] The second acquisition module 903 is used to acquire the second completion information of the target employee for the previously unfinished sub-tasks within the current period;

[0177] The determination module 904 is used to determine the target performance of the target employee in the current period based on the first completion information and the second completion information.

[0178] In an optional embodiment of the present invention, the determining module 904 is configured to determine a first performance for a target sub-task based on a first completion information; determine a second performance for a target employee for a previously uncompleted sub-task based on a second completion information; and determine a target performance based on the first performance and the second performance.

[0179] In an optional embodiment of the present invention, the determining module 904 is used to determine the individual performance of the target employee based on the first performance and the second performance; obtain the performance coefficient of the team corresponding to the target employee; the performance coefficient is determined by the amount of tasks completed by the team corresponding to the target employee; and determine the target performance based on the performance coefficient and the individual performance.

[0180] In an optional embodiment of the present invention, the determining module 904 is used to obtain the third completion information of the corresponding team and the task information that the corresponding team should complete; and to determine the performance coefficient of the target employee's corresponding team based on the third completion information and the task information that should be completed.

[0181] In an optional embodiment of the present invention, the apparatus further includes:

[0182] The classification module is used to obtain the actual work information of the target employee in the current period; based on the actual work information, it determines whether the target performance is effective; when the target performance is effective, it is assigned to the effective performance set; when the target performance is ineffective, it is assigned to the ineffective performance set.

[0183] In this embodiment of the invention, the performance system acquires target tasks assigned to target employees, divides these target tasks, and generates sub-tasks for each preset period; determines the target sub-tasks corresponding to the current period, and acquires the first completion information of the target employee for the target sub-tasks; acquires the second completion information of the target employee for previously uncompleted sub-tasks within the current period; and determines the target performance of the target employee within the current period based on the first and second completion information. Through this embodiment of the invention, the performance of each employee is automatically determined.

[0184] Furthermore, performance evaluation is divided into two parts: one part is for tasks that employees should currently complete, and the other part is for tasks that employees should have completed but did not, and which have now been completed. This allows for reasonable and accurate performance statistics for long-term tasks, as well as for statistics on tasks that employees did not complete initially but have now completed, thus more accurately determining the current workload of employees and providing an accurate data foundation for subsequent performance-based work.

[0185] This invention also provides an electronic device, including a processor, a memory, and a computer program stored in the memory and capable of running on the processor, wherein the computer program, when executed by the processor, achieves the above-mentioned performance determination method.

[0186] This invention also provides a computer-readable storage medium on which a computer program is stored, and a method for determining the performance described above when the computer program is executed by a processor.

[0187] As the device embodiment is basically similar to the method embodiment, the description is relatively simple, and relevant parts can be found in the description of the method embodiment.

[0188] The various embodiments in this specification are described in a progressive manner, with each embodiment focusing on the differences from other embodiments. The same or similar parts between the various embodiments can be referred to each other.

[0189] Those skilled in the art will understand that embodiments of the present invention can be provided as methods, apparatus, or computer program products. Therefore, embodiments of the present invention can take the form of entirely hardware embodiments, entirely software embodiments, or embodiments combining software and hardware aspects. Furthermore, embodiments of the present invention can take the form of computer program products implemented on one or more computer-usable storage media (including but not limited to disk storage, CD-ROM, optical storage, etc.) containing computer-usable program code.

[0190] This invention is described with reference to flowchart illustrations and / or block diagrams of methods, terminal devices (systems), and computer program products according to embodiments of the invention. It will be understood that each block of the flowchart illustrations and / or block diagrams, and combinations of blocks in the flowchart illustrations and / or block diagrams, can be implemented by computer program instructions. These computer program instructions can be provided to a processor of a general-purpose computer, special-purpose computer, embedded processor, or other programmable data processing terminal device to produce a machine, such that the instructions, which execute via the processor of the computer or other programmable data processing terminal device, generate instructions for implementing the flowchart illustrations and / or block diagrams. Figure 1 One or more processes and / or boxes Figure 1 A device that provides the functions specified in one or more boxes.

[0191] These computer program instructions may also be stored in a computer-readable storage medium that can direct a computer or other programmable data processing terminal device to operate in a particular manner, such that the instructions stored in the computer-readable storage medium produce an article of manufacture including instruction means, which are implemented in a process Figure 1 One or more processes and / or boxes Figure 1 The function specified in one or more boxes.

[0192] These computer program instructions can also be loaded onto a computer or other programmable data processing terminal equipment, causing a series of operational steps to be performed on the computer or other programmable terminal equipment to produce a computer-implemented process, thereby providing instructions that execute on the computer or other programmable terminal equipment for implementing the process. Figure 1 One or more processes and / or boxes Figure 1 The steps of the function specified in one or more boxes.

[0193] Although preferred embodiments of the present invention have been described, those skilled in the art, upon learning the basic inventive concept, can make other changes and modifications to these embodiments. Therefore, the appended claims are intended to be interpreted as including the preferred embodiments as well as all changes and modifications falling within the scope of the embodiments of the present invention.

[0194] Finally, it should be noted that in this document, relational terms such as "first" and "second" are used only to distinguish one entity or operation from another, and do not necessarily require or imply any such actual relationship or order between these entities or operations. Furthermore, the terms "comprising," "including," or any other variations thereof are intended to cover non-exclusive inclusion, such that a process, method, article, or terminal device that comprises a list of elements includes not only those elements but also other elements not expressly listed, or elements inherent to such a process, method, article, or terminal device. Without further limitations, an element defined by the phrase "comprising one..." does not exclude the presence of other identical elements in the process, method, article, or terminal device that includes said element.

[0195] The above provides a detailed description of a method, apparatus, electronic device, and performance system for determining performance. Specific examples have been used to illustrate the principles and implementation methods of the present invention. The descriptions of the above embodiments are only for the purpose of helping to understand the method and core ideas of the present invention. At the same time, those skilled in the art will recognize that, based on the ideas of the present invention, there will be changes in the specific implementation methods and application scope. Therefore, the content of this specification should not be construed as a limitation of the present invention.

Claims

1. A method for determining performance, characterized in that, Applied to a performance system, the method includes: The performance system acquires target tasks for target employees, divides the target tasks, and generates sub-tasks for each preset period. Determine the target sub-task corresponding to the current period, and obtain the first completion information of the target employee for the target sub-task; Obtain the second completion status information of the target employee for previously unfinished sub-tasks within the current period; Based on the first completion information and the second completion information, determine the target performance of the target employee in the current period; The step of determining the target employee's target performance in the current period based on the first completion information and the second completion information includes: Based on the first completion information, determine the first performance for the target sub-task; Based on the second completion information, determine the target employee's second performance for previously uncompleted sub-tasks; The individual performance of the target employee is determined based on the first performance and the second performance. Obtain the performance coefficient of the team corresponding to the target employee; the performance coefficient is determined by the amount of tasks completed by the team corresponding to the target employee. The target performance is determined based on the performance coefficient and the individual performance.

2. The method according to claim 1, characterized in that, The process of obtaining the performance coefficient of the team corresponding to the target employee includes: Obtain the third completion information of the corresponding team, as well as the task information that the corresponding team should complete; Based on the third completion information and the information on tasks to be completed, the performance coefficient of the team corresponding to the target employee is determined.

3. The method according to claim 1, characterized in that, The method further includes: Obtain the actual work information of the target employee in the current period; Based on the actual work information, determine whether the target performance is effective; When the target performance is effective, the target performance will be assigned to the effective performance set; When the target performance is invalid, the target performance is assigned to the invalid performance set.

4. A performance system, characterized in that, include: Task assignment module, task assessment module, and performance statistics module; The task allocation module is used to assign tasks to each employee and divide the assigned tasks to generate sub-tasks for each preset period. The task assessment module is used to obtain the target sub-task corresponding to the target employee in the current period from the task allocation module, and obtain the first completion information of the target employee for the target sub-task; obtain the second completion information of the target employee for the sub-tasks that have not been completed in the current period; and determine the first performance for the target sub-task based on the first completion information. Based on the second completion information, determine the target employee's second performance for previously uncompleted sub-tasks; based on the first performance and the second performance, determine the target employee's individual performance; obtain the performance coefficient of the team corresponding to the target employee; the performance coefficient is determined by the amount of tasks completed by the team corresponding to the target employee; determine the target performance based on the performance coefficient and the individual performance. The performance statistics module is used to receive the target performance sent by the task assessment module and store the target performance.

5. The system according to claim 4, characterized in that, The system also includes a performance accounting module; The performance calculation module is used to obtain the performance of each employee from the performance statistics module, and determine the reward and punishment information of each employee based on the obtained performance.

6. A performance determination device, characterized in that, Applied to a performance system, the device includes: The segmentation module is used to obtain target tasks to be assigned to target employees, and to segment the target tasks to generate sub-tasks for each preset period. The first acquisition module is used to determine the target sub-task corresponding to the current period and acquire the first completion information of the target employee for the target sub-task. The second acquisition module is used to acquire the second completion information of the target employee for the previously unfinished sub-tasks within the current period; The determining module is configured to: determine a first performance for a target sub-task based on the first completion information; determine a second performance for the target employee for previously incomplete sub-tasks based on the second completion information; determine the individual performance of the target employee based on the first performance and the second performance; obtain the performance coefficient of the team corresponding to the target employee; the performance coefficient is determined by the amount of tasks completed by the team corresponding to the target employee; and determine the target performance based on the performance coefficient and the individual performance.

7. An electronic device, characterized in that, It includes a processor, a memory, and a computer program stored in the memory and capable of running on the processor, wherein the computer program, when executed by the processor, implements the method for determining performance as described in any one of claims 1 to 3.

8. A computer-readable storage medium, characterized in that, A computer program is stored on the computer-readable storage medium, which, when executed by a processor, implements the performance determination method as described in any one of claims 1 to 3.

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