An optimization method and system for personnel management of a tourist attraction

Abstract

The application provides an optimization method and system for personnel management of a tourist attraction, relates to the technical field of data processing, and obtains the information of a target employee, matches a performance evaluation standard, and obtains tourist feedback data of the target employee to generate a feedback performance evaluation result; the feedback performance evaluation result is corrected according to the seasonal performance constraint index to obtain a corrected feedback performance evaluation result; the task quantity information of the target employee is collected to generate a task completion degree performance evaluation result and a task quantity performance evaluation result; the performance weight distribution of the corrected feedback performance evaluation result, the task completion degree performance evaluation result and the task quantity performance evaluation result is adjusted through the performance evaluation standard, and personnel management is further completed according to the adjustment result. The technical problem that the existing scenic spot performance management is programmed and numbered, and the personnel management effect is poor is solved.

Description

TECHNICAL FIELD

[0001] The present application relates to the technical field of data processing, and particularly relates to an optimization method and system for personnel management of a tourist attraction. BACKGROUND

[0002] Performance management refers to a continuous circulation process of performance plan making, performance counseling communication, performance evaluation, performance result application and performance target promotion participated by managers and employees at all levels for achieving organizational goals, and the purpose of performance management is to continuously improve the performance of individuals, departments and organizations.

[0003] Performance management is more concerned about the inner enthusiasm of employees, so that they have a heartfelt love for the scenic spot, a heartfelt sense of ownership, sufficient energy and a high sense of responsibility, and through the traction and pull of performance targets to improve the work performance and work ability of employees.

[0004] Performance management plays a very important role in enterprises, and the current performance management has serious problems of proceduralization and digitization, and many enterprises realize performance evaluation through mechanical scoring, and the personnel management effect is poor. SUMMARY

[0005] The present application provides an optimization method and system for personnel management of a tourist attraction, which is used to solve the technical problems of proceduralization and digitization of the existing scenic spot performance management and poor personnel management effect, and achieve the technical effect of optimizing the performance management scheme of the existing scenic spot and realizing the double promotion of the company and the individual.

[0006] In view of the above problems, the present application provides an optimization method and system for personnel management of a tourist attraction.

[0007] In a first aspect, the embodiments of the present application provide an optimization method for personnel management of a tourist attraction, the method comprising: collecting basic information of a target tourist attraction, wherein the basic information is provided with a time identifier, and generating a seasonal performance constraint index according to the basic information; obtaining information of a target employee, and matching a performance evaluation standard according to the information of the target employee; obtaining tourist feedback data of the target employee according to the information of the target employee, performing feedback performance evaluation according to the tourist feedback data, and generating a feedback performance evaluation result; performing constraint correction on the feedback performance evaluation result according to the seasonal performance constraint index, and obtaining a corrected feedback performance evaluation result; collecting task quantity information of the target employee, performing task completion degree and task quantity performance evaluation of the target employee according to the task quantity information, and generating a task completion degree performance evaluation result and a task quantity performance evaluation result; performing performance weight distribution adjustment of the corrected feedback performance evaluation result, the task completion degree performance evaluation result and the task quantity performance evaluation result according to the performance evaluation standard, obtaining a performance evaluation result of the target employee according to an adjustment result, and performing personnel management of the target employee according to the performance evaluation result.

[0008] In a second aspect, the embodiments of the present application provide an optimization system for personnel management of a tourist attraction, the system comprising: a constraint index generation module configured to collect basic information of a target tourist attraction, wherein the basic information is provided with a time identifier, and generate a seasonal performance constraint index according to the basic information; an information matching module configured to obtain information of a target employee, and match a performance evaluation standard according to the information of the target employee; a feedback performance evaluation module configured to obtain tourist feedback data of the target employee according to the information of the target employee, perform feedback performance evaluation according to the tourist feedback data, and generate a feedback performance evaluation result; a correction module configured to perform constraint correction on the feedback performance evaluation result according to the seasonal performance constraint index, and obtain a corrected feedback performance evaluation result; a task quantity information analysis module configured to collect task quantity information of the target employee, perform task completion degree and task quantity performance evaluation of the target employee according to the task quantity information, and generate a task completion degree performance evaluation result and a task quantity performance evaluation result; and a performance evaluation module configured to perform performance weight distribution adjustment of the corrected feedback performance evaluation result, the task completion degree performance evaluation result and the task quantity performance evaluation result according to the performance evaluation standard, obtain a performance evaluation result of the target employee according to an adjustment result, and perform personnel management of the target employee according to the performance evaluation result.

[0009] The one or more technical solutions provided in the present application have at least the following technical effects or advantages:

[0010] The embodiment of the present application provides an optimization method and system for personnel management of a tourist attraction, basic information of a target tourist attraction is collected, wherein the basic information is provided with a time identifier, a seasonal performance constraint index is generated according to the basic information; information of a target employee is obtained, a performance evaluation standard is matched according to the information of the target employee; feedback data of tourists of the target employee is obtained according to the information of the target employee, feedback performance evaluation is performed according to the feedback data of the tourists, and a feedback performance evaluation result is generated; the feedback performance evaluation result is constrained and corrected according to the seasonal performance constraint index, a corrected feedback performance evaluation result is obtained; task quantity information of the target employee is collected, task completion degree performance evaluation and task quantity performance evaluation of the target employee are performed according to the task quantity information, a task completion degree performance evaluation result and a task quantity performance evaluation result are generated; performance weight distribution adjustment of the corrected feedback performance evaluation result, the task completion degree performance evaluation result and the task quantity performance evaluation result is performed through the performance evaluation standard, a performance evaluation result of the target employee is obtained according to an adjustment result, and personnel management of the target employee is performed according to the performance evaluation result. The technical problem that the existing scenic spot performance management is programmed and numbered, and the personnel management effect is poor is solved, the technical effect that the existing scenic spot performance management scheme is optimized and the double promotion of a company and an individual is realized is achieved. BRIEF DESCRIPTION OF DRAWINGS

[0011] Figure 1 A flowchart of an optimization method for personnel management of a tourist attraction provided by the present application is provided;

[0012] Figure 2 A flowchart of generating a feedback performance evaluation result in an optimization method for personnel management of a tourist attraction provided by the present application is provided;

[0013] Figure 3 A flowchart of obtaining the corrected feedback performance evaluation result in an optimization method for personnel management of a tourist attraction provided by the present application is provided;

[0014] Figure 4 A flowchart of obtaining the task quantity performance evaluation result in an optimization method for personnel management of a tourist attraction provided by the present application is provided;

[0015] Figure 5 A flowchart of performing personnel management of the target employee provided by the present application is provided;

[0016] Figure 6 A structural schematic diagram of an optimization system for personnel management of a tourist attraction provided by the present application is provided;

[0017] Explanation of reference signs: constraint index generation module 100, information matching module 200, feedback performance evaluation module 300, correction module 400, task quantity information analysis module 500, performance evaluation module 600. DETAILED DESCRIPTION

[0018] The technical solutions in the embodiments of the present application will be clearly and completely described below with reference to the drawings in the embodiments of the present application. Obviously, the described embodiments are only part of the embodiments of the present application, rather than all the embodiments of the present application. Based on the embodiments in the present application, all other embodiments obtained by a person of ordinary skill in the art without creative labor fall within the protection scope of the present application.

[0019] The present application provides an optimization method and system for personnel management of a tourist attraction, which is used to solve the technical problems of programmatic and numerical performance management of existing attractions, optimize the performance management scheme of existing attractions, realize the dual improvement of companies and individuals, and further promote the sustainable development of the attractions.

[0020] Embodiment one

[0021] As shown in Figure 1 The present application provides an optimization method for personnel management of a tourist attraction, which comprises:

[0022] S100: Collecting basic information of a target tourist attraction, wherein the basic information is provided with a time identifier, and generating a seasonal performance constraint index according to the basic information;

[0023] Specifically, in order to optimize the performance management of the attraction, the basic information of the target tourist attraction is collected. The collection of the basic information can be performed by using an image collection device or by using the data collected in the attraction management system. The basic information is provided with a time identifier, which facilitates finding the corresponding time when analyzing the collected basic information. A seasonal performance constraint index is generated according to the basic information. The seasonal performance constraint index is the number of customers allocated to each staff according to the size of the customer flow in each season. For example, assuming that the customer flow of the attraction in summer is 2000 and the number of staff is 10, then the number of customers allocated to each staff is 200, which is the seasonal performance constraint index. The seasonal performance constraint index provides data support for subsequent optimization of performance management. S200: Obtaining information of a target employee, and matching a performance evaluation standard according to the information of the target employee;

[0024] Specifically, the performance evaluation of different positions is different, and different evaluation indexes are used to measure different positions. Obtain the information of the target employee, match the performance evaluation standard according to the information of the target employee, and the performance evaluation standard is the existing basic performance evaluation requirement formulated according to different positions.

[0025] S300: Obtain the tourist feedback data of the target employee according to the information of the target employee, perform feedback performance evaluation according to the tourist feedback data, and generate a feedback performance evaluation result;

[0026] Specifically, in order to realize the accurate evaluation of the performance of the target employee, the tourist feedback information is an important evaluation standard for the staff of the scenic spot. Obtain the tourist feedback data of the target employee according to the information of the target employee, and the tourist feedback data includes the proportion of the number of tourist feedback in the total number of tourists received by the target employee and the content information of the feedback, that is, how many tourists received by the target employee feedback information and what is the content information of the feedback; Perform feedback performance evaluation according to the tourist feedback data, and generate a feedback performance evaluation result, which prepares for obtaining the performance evaluation result of the target employee, and further lays a foundation for accurate employee management.

[0027] Further, as shown in Figure 2 The method provided by the embodiment of the present application further includes the following steps:

[0028] S310: Perform feedback quantity proportion analysis according to the tourist feedback data, and obtain a feedback quantity proportion influence coefficient;

[0029] S320: Perform tourist expectation achievement degree evaluation according to the tourist feedback data, and generate an expectation achievement degree evaluation result;

[0030] S330: Collect perception dimension data of tourists, and generate a tourist perception evaluation result according to the data collection result;

[0031] S340: Process the expectation achievement degree evaluation result and the tourist perception evaluation result based on the feedback quantity proportion influence coefficient, and obtain the feedback performance evaluation result according to the processing result.

[0032] Specifically, the embodiment of the present application provides a method for generating a feedback performance evaluation standard. Specifically, a feedback quantity proportion in a total number of received tourists is analyzed according to feedback data of the tourists, and a feedback quantity proportion influence coefficient is obtained; an expectation achievement degree evaluation result is generated by evaluating an expectation achievement degree of the tourists according to the feedback data of the tourists. For example, it is assumed that the expectation value of the tourists before visiting the scenic spot is 70, and the expectation achievement degree of the tourists is investigated after the tour, and then the expectation achievement degree evaluation result is generated; perception dimension data of the tourists is collected, and a tourist perception evaluation result is generated according to the data collection result, wherein the perception dimension data collection is an evaluation of the service quality of the target employee by the tourists, and the satisfaction of the target employee with the service quality and the degree of satisfaction, and then the tourist perception evaluation result is obtained; the expectation achievement degree evaluation result and the tourist perception evaluation result are processed based on the feedback quantity proportion influence coefficient, and the feedback performance evaluation result is obtained according to the processing result. In the embodiment of the present application, the feedback performance evaluation is performed from the expectation value and the perception dimension of the tourists in the case of obtaining the feedback quantity proportion, and the accuracy of the feedback performance evaluation result is improved.

[0033] S400: The feedback performance evaluation result is corrected according to the seasonal performance constraint index, and a corrected feedback performance evaluation result is obtained.

[0034] Further, as shown in the method provided by the embodiment of the present application, step S400 further includes: Figure 3

[0035] S410: Tourist data information of the target employee is obtained.

[0036] S420: A matching evaluation is performed according to the tourist data information and the seasonal performance constraint index, and a matching abnormality coefficient is generated.

[0037] S430: The feedback performance evaluation result is corrected according to the matching abnormality coefficient, and the corrected feedback performance evaluation result is obtained according to the correction result.

[0038] ​Specifically, in order to further improve the accuracy of the feedback performance evaluation result, the feedback performance evaluation result is corrected according to the obtained seasonal performance constraint index to obtain a corrected feedback performance evaluation result. Specifically, the visitor data information of the target employee is obtained, and a matching evaluation is performed according to the visitor data information and the seasonal performance constraint index to generate a matching abnormality coefficient. For example, assuming that the seasonal performance constraint index corresponding to the summer is that the number of customers assigned to each employee is 200, and the number of visitors of the target employee is 150, then the matching abnormality coefficient is 0.25. The matching abnormality coefficient is the ratio of the difference between the seasonal performance constraint index and the number of visitors of the target employee to the seasonal performance constraint index. The feedback performance evaluation result is corrected according to the matching abnormality coefficient, and the corrected feedback performance evaluation result is obtained according to the correction result. That is, the feedback performance evaluation result is corrected according to the number of service visitors arranged for the target employee, so that the feedback performance evaluation result is more accurate.

[0039] Further, the method further comprises:

[0040] S440: obtaining a matching abnormality coefficient threshold value;

[0041] S450: determining whether the matching abnormality coefficient meets the matching abnormality coefficient threshold value;

[0042] S460: when the matching abnormality coefficient meets the matching abnormality coefficient threshold value, obtaining a compensation coefficient;

[0043] S470: correcting the feedback performance evaluation result after the matching abnormality coefficient is compensated according to the compensation coefficient.

[0044] Specifically, further, after obtaining the matching abnormality coefficient, a matching abnormality coefficient threshold value is preset, which can be determined according to the experience of the scenic spot. The matching abnormality coefficient is compared with the matching abnormality coefficient threshold value to determine whether the matching abnormality coefficient meets the matching abnormality coefficient threshold value. When the matching abnormality coefficient meets the matching abnormality coefficient threshold value, a compensation coefficient is obtained, and the feedback performance evaluation result is corrected after the matching abnormality coefficient is compensated according to the compensation coefficient.

[0045] Exemplarily, assuming that the matching abnormal coefficient threshold is 0.2, when the obtained matching abnormal coefficient is greater than the matching abnormal coefficient threshold, it indicates that the number of tourists assigned to the target employee is too much or too little, and the number of service tourists of the target employee can be known through the matching abnormal coefficient. If the number of service tourists is too much, the service may be not thoughtful, and thus the feedback information may not conform to the actual service situation of the target employee. The compensation coefficient corresponding to the matching abnormal coefficient satisfying the matching abnormal coefficient threshold is obtained, and the feedback performance evaluation result is modified after the matching abnormal coefficient is compensated according to the compensation coefficient, so as to obtain an accurate feedback performance evaluation result from multiple factors.

[0046] S500: collecting task quantity information of the target employee, performing task completion degree and task quantity performance evaluation of the target employee according to the task quantity information, and generating a task completion degree performance evaluation result and a task quantity performance evaluation result;

[0047] Specifically, the task quantity information of the target employee is collected, the task completion degree and task quantity performance evaluation of the target employee are performed according to the task quantity information, and a task completion degree performance evaluation result and a task quantity performance evaluation result are generated. The task completion degree performance evaluation result is an evaluation of the task completion quality, and the task quantity performance evaluation result is an evaluation of the task completion quantity.

[0048] Further, as shown in Figure 4 The method provided by the embodiment of the present application further includes the following steps in the step S500 of generating the task quantity performance evaluation result.

[0049] S510: obtaining the number of tasks assigned to the target employee and the number of completed tasks according to the task quantity information;

[0050] S520: obtaining a first task quantity performance evaluation parameter according to the number of completed tasks and the number of tasks assigned;

[0051] S530: obtaining total task quantity information, and obtaining a second task quantity performance evaluation parameter according to the proportion of the number of tasks assigned to the total task quantity information;

[0052] S540: obtaining the task quantity performance evaluation result according to the first task quantity performance evaluation parameter and the second task quantity performance evaluation parameter.

[0053] Specifically, in order to obtain the task quantity performance evaluation result, in the embodiment, the assigned task quantity information and the completed task quantity information of the target employee are obtained according to the task quantity information, the first task quantity performance evaluation parameter is obtained according to the completed task quantity information and the assigned task quantity information, the total task quantity information is obtained, the second task quantity performance evaluation parameter is obtained according to the proportion of the assigned task quantity information in the total task quantity information, and the task quantity performance evaluation result is obtained according to the first task quantity performance evaluation parameter and the second task quantity performance evaluation parameter. In the embodiment, when the task quantity performance evaluation result is obtained, the proportion of the completed task quantity in the assigned task quantity and the proportion of the assigned task quantity in the total task quantity are comprehensively considered, the accuracy of the task quantity performance evaluation result is improved, the personnel management effect on the target employee is improved, and accurate management of the target employee is realized.

[0054] S600: The performance weight distribution of the modified feedback performance evaluation result, the task completion degree performance evaluation result and the task quantity performance evaluation result is adjusted according to the performance evaluation standard, the performance evaluation result of the target employee is obtained according to the adjustment result, and the personnel management of the target employee is performed according to the performance evaluation result.

[0055] Specifically, according to the provisions in the performance evaluation standard, the performance weight distribution of the modified feedback performance evaluation result, the task completion degree performance evaluation result and the task quantity performance evaluation result is adjusted, the weight ratio of different evaluation results is obtained, the performance evaluation result of the target employee is obtained according to the weight ratio of each different evaluation result, the technical problem of programmatic and numerical performance management of the existing scenic spot is solved, the performance management scheme of the existing scenic spot is optimized, and the technical effect of double promotion of the company and the individual is realized.

[0056] Further, after obtaining the performance evaluation result of the target employee, the method further comprises:

[0057] S710: Obtain the task transfer information of the target employee;

[0058] S720: Perform task transfer frequency evaluation according to the task transfer information, and generate a task transfer frequency evaluation result;

[0059] S730: Obtain a task completion degree correction parameter according to the task transfer frequency evaluation result;

[0060] S740: Correct the task completion degree performance evaluation result according to the task completion degree correction parameter, obtain the performance evaluation result of the target employee according to the correction result, and perform personnel management of the target employee according to the performance evaluation result.

[0061] Specifically, after assigning a task to each employee, task transfer information of the target employee is obtained, the task transfer is that the target employee transfers the task to other employees; task transfer frequency evaluation is performed according to the task transfer information, a task transfer probability evaluation result is generated, the higher the task transfer probability is, the greater the probability that the target employee cannot complete the work task is, and accordingly the performance evaluation score of the target employee needs to be reduced, a task completion degree correction coefficient is obtained according to the task transfer probability evaluation result, the task completion degree performance evaluation result is corrected according to the task completion degree correction parameter, the performance evaluation result of the target employee is obtained according to the correction result, the performance evaluation result of the target employee is corrected according to whether the target employee often transfers the task to other employees, a more real performance evaluation result of the target employee is obtained, and then personnel management of the target employee is performed according to the performance evaluation result, the personnel management effect of the target employee is improved, and accurate management of the target employee is realized.

[0062] Further, as shown in Figure 5 After the performance evaluation result of the target employee is obtained, the method further includes

[0063] S810: calling on-the-job information of the target employee;

[0064] S820: performing on-the-job evaluation of the target employee according to the on-the-job information, and generating on-the-job evaluation performance;

[0065] S830: obtaining the performance evaluation result of the target employee according to the on-the-job evaluation performance and the adjustment result, and performing personnel management of the target employee according to the performance evaluation result.

[0066] Specifically, the on-the-job information of the target employee is called, whether the target employee often appears late, leaves early or is absent is obtained, the on-the-job evaluation of the target employee is performed according to the on-the-job information, the on-the-job evaluation performance is generated, finally the performance evaluation result of the target employee is obtained according to the on-the-job evaluation performance and the adjustment result, and the personnel management of the target employee is performed according to the performance evaluation result, so that the performance management scheme of the existing scenic spot is optimized, and the technical effect of double promotion of the company and the individual is realized.

[0067] In summary, the optimization method for personnel management of a tourist scenic spot provided by the embodiment has the following technical effects:

[0068] 1.The method for optimizing personnel management of a tourist attraction provided in the embodiments of the present application, which comprises the following steps: collecting basic information of a target tourist attraction, wherein the basic information is provided with a time identifier, and generating a seasonal performance constraint index according to the basic information; obtaining information of a target employee, and matching a performance evaluation standard according to the information of the target employee; obtaining tourist feedback data of the target employee according to the information of the target employee, performing feedback performance evaluation according to the tourist feedback data, and generating a feedback performance evaluation result; performing constraint correction on the feedback performance evaluation result according to the seasonal performance constraint index, and obtaining a corrected feedback performance evaluation result; collecting task quantity information of the target employee, performing task completion degree and task quantity performance evaluation of the target employee according to the task quantity information, and generating a task completion degree performance evaluation result and a task quantity performance evaluation result; performing performance weight distribution adjustment of the corrected feedback performance evaluation result, the task completion degree performance evaluation result and the task quantity performance evaluation result according to the performance evaluation standard, and obtaining a performance evaluation result of the target employee according to the adjustment result. The technical problem of poor personnel management effect of the existing tourist attraction performance management program is solved, the performance management scheme of the existing tourist attraction is optimized, and the technical effect of double promotion of the company and the individual is achieved.

[0069] 2.In the embodiment of the present application, the feedback performance evaluation is performed from the expected value and the perception dimension of the tourists in the case of obtaining the feedback quantity proportion, which improves the accuracy of the feedback performance evaluation result.

[0070] 3.In the embodiment, the completion quantity proportion of the assigned tasks and the proportion of the assigned tasks in the total tasks are considered comprehensively when obtaining the task quantity performance evaluation result, which improves the accuracy of the task quantity performance evaluation result, and further improves the personnel management effect of the target employee and realizes the accurate management of the target employee.

[0071] 4.In the embodiment of the present application, the performance evaluation result of the target employee is corrected according to whether the target employee often transfers tasks to other employees, a more real performance evaluation result of the target employee is obtained, and the personnel management of the target employee is performed according to the performance evaluation result, which improves the personnel management effect of the target employee.

[0072] Embodiment two

[0073] Based on the same inventive concept as the method for optimizing personnel management of a tourist attraction in the foregoing embodiments, as shown in Figure 6 The present application provides a system for optimizing personnel management of a tourist attraction, which comprises:

[0074] The constraint index generation module 100 is used to collect basic information of the target tourist attraction, wherein the basic information is provided with a time identifier, and a seasonal performance constraint index is generated according to the basic information;

[0075] The information matching module 200 is used to obtain information of the target employee, and the performance evaluation standard is matched according to the information of the target employee;

[0076] The feedback performance evaluation module 300 is used to obtain tourist feedback data of the target employee according to the information of the target employee, perform feedback performance evaluation according to the tourist feedback data, and generate a feedback performance evaluation result;

[0077] The correction module 400 is used to correct the feedback performance evaluation result according to the seasonal performance constraint index, and obtain a corrected feedback performance evaluation result;

[0078] The task quantity information analysis module 500 is used to collect task quantity information of the target employee, perform task completion degree and task quantity performance evaluation of the target employee according to the task quantity information, and generate a task completion degree performance evaluation result and a task quantity performance evaluation result;

[0079] The performance evaluation module 600 is used to perform performance weight distribution adjustment of the corrected feedback performance evaluation result, the task completion degree performance evaluation result and the task quantity performance evaluation result according to the performance evaluation standard, obtain a performance evaluation result of the target employee according to the adjustment result, and perform personnel management of the target employee according to the performance evaluation result.

[0080] Further, the feedback performance evaluation module 300 in the system is also used to:

[0081] Perform feedback quantity proportion analysis according to the tourist feedback data, and obtain a feedback quantity proportion influence coefficient;

[0082] Perform tourist expectation achievement degree evaluation according to the tourist feedback data, and generate an expectation achievement degree evaluation result;

[0083] Collect perception dimension data of tourists, and generate a tourist perception evaluation result according to the data collection result;

[0084] Process the expectation achievement degree evaluation result and the tourist perception evaluation result based on the feedback quantity proportion influence coefficient, and obtain the feedback performance evaluation result according to the processing result.

[0085] Further, the correction module 400 in the system is further used for:

[0086] obtaining visitor data information of the target employee;

[0087] performing matching evaluation according to the visitor data information and the seasonal performance constraint index, and generating a matching abnormal coefficient;

[0088] correcting the feedback performance evaluation result according to the matching abnormal coefficient, and obtaining the corrected feedback performance evaluation result according to the correction result.

[0089] Further, the task quantity information analysis module 500 in the system is further used for:

[0090] obtaining the number of tasks assigned to the target employee and the number of tasks completed by the target employee according to the task quantity information;

[0091] obtaining a first task quantity performance evaluation parameter according to the number of tasks completed and the number of tasks assigned;

[0092] obtaining total task quantity information, and obtaining a second task quantity performance evaluation parameter according to the proportion of the number of tasks assigned to the total task quantity information;

[0093] obtaining the task quantity performance evaluation result according to the first task quantity performance evaluation parameter and the second task quantity performance evaluation parameter.

[0094] Further, the performance evaluation module 600 in the system is further used for:

[0095] obtaining task transfer information of the target employee;

[0096] performing task transfer frequency evaluation according to the task transfer information, and generating a task transfer frequency evaluation result;

[0097] obtaining a task completion degree correction parameter according to the task transfer frequency evaluation result;

[0098] correcting a task completion degree performance evaluation result according to the task completion degree correction parameter, obtaining a performance evaluation result of the target employee according to the correction result, and performing personnel management of the target employee according to the performance evaluation result.

[0099] Further, the performance evaluation module 600 in the system is further used for:

[0100] calling on-the-job information of the target employee;

[0101] performing on-the-job evaluation of the target employee according to the on-the-job information, and generating an on-the-job evaluation performance;

[0102] According to the on-the-job performance evaluation and the adjustment result, a performance evaluation result of the target employee is obtained, and personnel management of the target employee is performed according to the performance evaluation result.

[0103] Further, the correction module 400 in the system is further used for:

[0104] obtaining a matching abnormal coefficient threshold value;

[0105] determining whether the matching abnormal coefficient meets the matching abnormal coefficient threshold value;

[0106] obtaining a compensation coefficient when the matching abnormal coefficient meets the matching abnormal coefficient threshold value;

[0107] correcting the feedback performance evaluation result after the matching abnormal coefficient is compensated according to the compensation coefficient.

[0108] The specific working process of the modules disclosed in the above embodiments of the application can be referred to the corresponding method embodiments, which will not be described here.

[0109] The present application can be implemented or used by a person skilled in the art. Various modifications to the embodiments will be apparent to those skilled in the art, and the general principles defined herein can be implemented in other embodiments without departing from the spirit or scope of the application. Therefore, the present application will not be limited to the embodiments shown herein, but will conform to the widest scope consistent with the principles and novel features disclosed herein.

Claims

1. An optimization method for personnel management of a tourist attraction, characterized by, The method comprises: Collecting basic information of a target tourist attraction, wherein the basic information is marked with a time identifier, and generating a seasonal performance constraint index according to the basic information; Obtaining information of a target employee, and matching a performance evaluation standard according to the information of the target employee; Obtaining tourist feedback data of the target employee according to the information of the target employee, performing feedback performance evaluation according to the tourist feedback data, and generating a feedback performance evaluation result; Constraining and correcting the feedback performance evaluation result according to the seasonal performance constraint index to obtain a corrected feedback performance evaluation result; Collecting task quantity information of the target employee, performing task completion degree and task quantity performance evaluation of the target employee according to the task quantity information, and generating a task completion degree performance evaluation result and a task quantity performance evaluation result; Adjusting performance weight distribution of the corrected feedback performance evaluation result, the task completion degree performance evaluation result and the task quantity performance evaluation result by the performance evaluation standard, obtaining a performance evaluation result of the target employee according to the adjustment result, and performing personnel management of the target employee according to the performance evaluation result; The method further comprises: performing feedback quantity proportion analysis according to the tourist feedback data to obtain a feedback quantity proportion influence coefficient; Performing expectation achievement degree evaluation of tourists according to the tourist feedback data to generate an expectation achievement degree evaluation result; Collecting perception dimension data of tourists, and generating a tourist perception evaluation result according to the data collection result; Processing the expectation achievement degree evaluation result and the tourist perception evaluation result based on the feedback quantity proportion influence coefficient to obtain the feedback performance evaluation result according to the processing result; The method further comprises: obtaining tourist data information of the target employee; Performing matching evaluation according to the tourist data information and the seasonal performance constraint index to generate a matching abnormality coefficient; Correcting the feedback performance evaluation result according to the matching abnormality coefficient to obtain the corrected feedback performance evaluation result according to the correction result.

2. The method of claim 1, wherein, The method further comprises: Obtaining dispatched task quantity information and completed task quantity information of the target employee according to the task quantity information; Obtaining a first task quantity performance evaluation parameter according to the completed task quantity information and the dispatched task quantity information; Obtaining total task quantity information, and obtaining a second task quantity performance evaluation parameter according to the proportion of the dispatched task quantity information and the total task quantity information; Obtaining the task quantity performance evaluation result according to the first task quantity performance evaluation parameter and the second task quantity performance evaluation parameter.

3. The method of claim 2, wherein, The method further comprises: Obtaining task transfer information of the target employee; Performing task transfer frequency evaluation according to the task transfer information to generate a task transfer frequency evaluation result; Obtaining a task completion degree correction parameter according to the task transfer frequency evaluation result; Correcting the task completion degree performance evaluation result according to the task completion degree correction parameter to obtain the performance evaluation result of the target employee according to the correction result, and performing personnel management of the target employee according to the performance evaluation result.

4. The method of claim 1, wherein, The method further comprises: Call the on-the-job information of the target employee; According to the on-the-job information, the on-the-job evaluation of the target employee is carried out, and the on-the-job evaluation performance is generated. According to the on-the-job evaluation performance and the adjustment result, the performance evaluation result of the target employee is obtained, and the personnel management of the target employee is carried out according to the performance evaluation result.

5. The method of claim 1, wherein, The method further comprises: Obtain a matching abnormal coefficient threshold value; Determine whether the matching abnormal coefficient meets the matching abnormal coefficient threshold value; When the matching abnormal coefficient meets the matching abnormal coefficient threshold value, obtain the compensation coefficient; According to the compensation coefficient, the feedback performance evaluation result is modified after the matching abnormal coefficient is compensated.

6. An optimization system for the management of people in a tourist attraction, for running the method of any of claims 1-5, characterized in that, The system comprises: The constraint index generation module is used to collect the basic information of the target tourist attraction, wherein the basic information has a time identifier, and a seasonal performance constraint index is generated according to the basic information; The information matching module of the target employee is used to obtain the information of the target employee, and the performance evaluation standard is matched according to the information of the target employee; The feedback performance evaluation module is used to obtain the tourist feedback data of the target employee according to the information of the target employee, to carry out feedback performance evaluation according to the tourist feedback data, and to generate a feedback performance evaluation result; The correction module is used to correct the feedback performance evaluation result according to the seasonal performance constraint index, and to obtain a corrected feedback performance evaluation result; The task quantity information analysis module is used to collect the task quantity information of the target employee, to carry out task completion degree and task quantity performance evaluation of the target employee according to the task quantity information, and to generate task completion degree performance evaluation result and task quantity performance evaluation result; The performance evaluation module is used to adjust the performance weight distribution of the corrected feedback performance evaluation result, the task completion degree performance evaluation result and the task quantity performance evaluation result through the performance evaluation standard, to obtain the performance evaluation result of the target employee according to the adjustment result, and to carry out the personnel management of the target employee according to the performance evaluation result.

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