Seaman performance assessment and evaluation method, device and equipment based on multivariate information

Abstract

The invention relates to the technical field of sailor information processing, and particularly discloses a sailor performance assessment evaluation method, device and equipment based on multivariate information, and the method comprises the steps: S1, selecting a performance assessment tool according to the work responsibilities and requirements of sailors, and determining an applicable assessment index design principle; s2, collecting multivariate information related to the assessment indexes, and comprehensively considering information of sailors in all aspects to establish an evaluation index system; s3, allocating a corresponding weight to each index, and evaluating and scoring each assessment index according to the collected information and weight allocation; according to the invention, comprehensive consideration is carried out by utilizing multivariate information related to the performance of the sailors, evaluation suggestions of direct supervisor, colleague, subordinate and clients of the sailors are comprehensively considered, and the performance of the sailors is evaluated in combination with the formulated performance evaluation index system and standard, so that the performance and ability of the sailors are comprehensively evaluated, and the evaluation efficiency is improved. Meanwhile, the excellent performance of sailors can be better accepted and complemented, and the sailors are stimulated to continue to work.

Description

Technical Field

[0001] The present invention belongs to the technical field of crew information processing, and in particular relates to a crew performance assessment method, device and equipment based on multivariate information. Background Art

[0002] In recent years, the world economy has slowed down. Driven by the pressure of survival and the opportunities in the market, the ships in the shipping market have shown a trend of large-scale and high-tech content, which has led to the refinement and professional operation of various shipping companies. While giving generous salaries to international route crews, they have also given them higher and more professional requirements. However, the rapid growth of crew wages has directly led to a large number of crew members becoming social crew members, shuttling between various shipowners to earn higher wages. The direct problem caused by ship work is that the crew members have no sense of responsibility for their work and want to leave if they can't do a good job; they are eager for quick success and instant benefits in their job promotions, and they will leave if they can't meet the requirements; they are promoted too quickly, the average business level has declined, and there are more bad than good; a large number of people have poured into the crew industry, most of whom have not received sufficient systematic education in the shipping industry, and the overall quality of the crew has declined rapidly, which has also directly led to frequent maritime accidents involving Chinese crew members for a period of time.

[0003] At present, shipowners do not fully understand and follow the standards in management, and the management methods need to be improved; the quality and quantity of the shipowners’ own crews cannot meet the needs, and the turnover rate is high. Manual calculation of employee performance appraisal indicators takes a lot of time, especially when there are a large number of people to be evaluated. In addition, manual calculation is greatly affected by the personal level and willingness of the accountants, which may lead to abnormal calculation results.

[0004] Therefore, it is necessary to propose a crew performance assessment method, device and equipment based on multivariate information to at least partially solve the problems existing in the prior art.

[0005] The above information disclosed in this background technology is only used to increase the understanding of the background technology of the present invention and therefore, it may include information that does not constitute the prior art known to ordinary technicians in this field. Summary of the invention

[0006] The purpose of the present invention is to provide a crew performance assessment method, device and equipment based on multivariate information to solve the problems raised in the above background technology.

[0007] To achieve the above object, the present invention provides the following technical solutions:

[0008] A crew performance evaluation method based on multivariate information, including:

[0009] S1: Select performance appraisal tools and determine applicable appraisal indicator design principles based on crew job responsibilities and requirements;

[0010] S2: Collect multiple information related to the assessment indicators, and establish an evaluation indicator system by comprehensively considering all aspects of the crew's information;

[0011] S3: Assign corresponding weights to each indicator, and evaluate and score each assessment indicator based on the collected information and weight allocation;

[0012] S4: Combine the evaluation and scoring of each assessment indicator to obtain the comprehensive assessment result of the crew, and feed back the performance assessment result to the crew;

[0013] S5: Based on the feedback and summary during the evaluation process, continuously improve and optimize the performance appraisal evaluation method to make it more accurate and effective.

[0014] Preferably, the 360-degree performance feedback method is selected in S1 to evaluate the crew performance appraisal, and the KPI design principle is applied in S1 to complete the determination of the appraisal indicators. First, the KPI at the enterprise level is determined from an overall consideration, and then the KPI at the department level is decomposed according to the KPI of the enterprise value assessment. Then, the KPI of the crew member is decomposed according to the KPI at the department level, and finally the evaluation criteria are set and reviewed.

[0015] Preferably, the evaluation index system determined in S2 is divided into two levels, the first-level index includes 7 items and each first-level index includes multiple second-level indicators, the second-level indicators are specific human factors in the ship, and the hierarchical analysis method is used in S2 to process the collected multivariate information to obtain the weight value of the evaluation index.

[0016] Preferably, in the process of using the hierarchical analysis method, a judgment matrix is ​​first established, and then the maximum eigenvalue and the corresponding eigenvector of the judgment matrix are obtained according to the square root method. Finally, a consistency check is performed on the judgment matrix, and the eigenvector corresponding to the maximum eigenvalue is normalized to obtain the weights of the evaluation indicators at each level.

[0017] Table 1 Crew performance evaluation index system

[0018]

[0019] Preferably, in S3, the weight of the first-level indicator is first determined, and then the relative weight of the second-level indicators under each first-level indicator is analyzed, and finally the final weight of each second-level indicator is determined for the evaluation of the crew performance indicator. In S3, the crew performance assessment is divided into four levels according to the scoring results: excellent (100, 90], good (90, 80], competent (80-60], and unqualified (60-0]).

[0020] Preferably, the performance evaluation results are fed back to the crew in S4 and discussed and communicated with them. In S4, based on the evaluation results and development needs of the crew, a personalized development plan is jointly formulated with the crew, training is provided and opportunities are discovered to help the crew improve their capabilities and levels, and lessons learned in the evaluation process are summarized to provide a reference for subsequent performance appraisals.

[0021] Preferably, in the development plan of S4, attention should be paid to ensuring that the crew's rest time is higher than the minimum rest time required by international regulations, while strengthening situational awareness education, enhancing the trainees' ability to go from "knowing" to "doing" when facing emergencies, and paying attention to the crew's mental health education, or equipping each ship that sails for more than a certain period of time with crew mental health counselors.

[0022] Preferably, improvement suggestions for crew performance evaluation are proposed in S5 based on feedback and summary, evaluation results and development plans are recorded in S5, the progress and performance of crew members are tracked, a regular evaluation mechanism is established and evaluation records are reviewed at the same time to ensure the continuity and effectiveness of the evaluation process.

[0023] A crew performance assessment and evaluation device based on multivariate information comprises: a data acquisition module, an indicator setting module, a performance evaluation module, a report generation module, and a feedback and communication module; the data acquisition module is used to collect various crew performance correlation data; the indicator setting module is used to determine and set an indicator system for crew performance evaluation; the performance evaluation module is used to evaluate and score the crew's performance, and conduct a comprehensive evaluation in combination with the data and standards of various indicators; the report generation module is used to generate a crew performance evaluation report and present the evaluation results in a visual manner, so as to help managers and crew members understand the performance evaluation results and improvement directions; the feedback and communication module is used to provide relevant training and development opportunities to the crew, and support two-way communication and exchange.

[0024] A crew performance assessment device based on multivariate information, comprising at least one processor; and a memory communicatively connected to the at least one processor; wherein the memory stores a computer program executable by the at least one processor, and the computer program is executed by the at least one processor so that the at least one processor can execute a crew performance assessment method based on multivariate information as described in any one of the above.

[0025] Compared with the prior art, the present invention has the following beneficial effects:

[0026] The present invention uses multiple information related to crew performance for comprehensive consideration, comprehensively considers the evaluation opinions of the crew's direct supervisor, colleagues, subordinates and customers, and evaluates the crew's performance in combination with the established performance evaluation index system and standards, thereby achieving a comprehensive evaluation of the crew's performance and ability, helping the crew to fully understand their own performance, and at the same time better recognizing and commending the crew's excellent performance, motivating them to continue working hard, enhancing their work motivation and sense of responsibility, and providing targeted training and development opportunities based on the evaluation results to help the crew improve their ability and level.

[0027] The above summary is for illustrative purposes only and is not intended to be limiting in any way. In addition to the illustrative aspects, embodiments and features described above, further aspects, embodiments and features of the present invention will be readily apparent by reference to the accompanying drawings and the following detailed description. BRIEF DESCRIPTION OF THE DRAWINGS

[0028] Figure 1 The figure is a flow chart of the method of the present invention. DETAILED DESCRIPTION

[0029] The following will be combined with the drawings in the embodiments of the present invention to clearly and completely describe the technical solutions in the embodiments of the present invention. Obviously, the described embodiments are only part of the embodiments of the present invention, not all of the embodiments. Based on the embodiments of the present invention, all other embodiments obtained by ordinary technicians in this field without creative work are within the scope of protection of the present invention.

[0030] Example:

[0031] See also Figure 1 As shown, a crew performance evaluation method based on multivariate information includes:

[0032] S1: Select performance appraisal tools and determine applicable appraisal indicator design principles based on crew job responsibilities and requirements;

[0033] S2: Collect multiple information related to the assessment indicators, and establish an evaluation indicator system by comprehensively considering all aspects of the crew's information;

[0034] S3: Assign corresponding weights to each indicator, and evaluate and score each assessment indicator based on the collected information and weight allocation;

[0035] S4: Combine the evaluation and scoring of each assessment indicator to obtain the comprehensive assessment result of the crew, and feed back the performance assessment result to the crew;

[0036] S5: Based on the feedback and summary during the evaluation process, continuously improve and optimize the performance appraisal evaluation method to make it more accurate and effective.

[0037] In S1, the 360-degree performance feedback method is selected to evaluate the crew performance appraisal. In S1, the KPI design principle is used to complete the determination of the appraisal indicators. First, the KPI at the enterprise level is determined from the overall consideration, and then the KPI at the department level is decomposed according to the KPI of the enterprise value assessment. Then, the KPI of the crew member is decomposed according to the KPI at the department level. Finally, the evaluation criteria are set and reviewed.

[0038] 360-degree performance feedback is an evaluation method with all or multiple evaluators. It is different from the traditional evaluation method. The traditional evaluation is top-down, with the company's superiors evaluating the performance of their subordinates. 360-degree performance feedback is different. The evaluators include not only the superiors of the person being evaluated, but also other relevant members, such as the colleagues, subordinates, customers, etc. of the person being evaluated, and also self-evaluation. It is a feedback method that collects information from multiple perspectives and conducts comprehensive assessment and evaluation of employees from different angles.

[0039] The evaluation index system determined in S2 is divided into two levels. The first-level index includes 7 items and each first-level index contains multiple second-level indicators. The second-level indicators are specific human factors in the ship. In S2, the hierarchical analysis method is used to process the collected multivariate information to obtain the weight value of the evaluation index.

[0040] In S3, the weight of the first-level indicator is first determined, and then the relative weight of the second-level indicators under each first-level indicator is analyzed, and finally the final weight of each second-level indicator is determined for the evaluation of crew performance indicators. In S3, the crew performance assessment is divided into four levels according to the scoring results: excellent (100, 90], good (90, 80], competent (80-60], and unqualified (60-0]).

[0041] The rationality of the weight of the evaluation index directly reflects the objectivity of the evaluation result. Here, we take the analysis of senior crew members as an example. Senior crew members are divided into two categories: management level and operation level. The management level includes the captain, chief engineer, first mate, second engineer, and political commissar; the operation level includes the second mate, second engineer, third mate, and third engineer. According to the evaluation index system determined above, the evaluation objects are divided into two categories: management level and operation level. An "Expert Survey Form on the Importance of Crew Performance Evaluation Indexes" is formulated. 40 expert survey forms are distributed to crew management personnel of the Maritime Administration, maritime research scholars, shipping company managers, and senior crew members. With the help of the different experiences and identities of the experts, the individual subjective limitations of the index weights are reduced. Through analysis, 3 unreasonable questionnaires are eliminated and 37 valid questionnaires are obtained.

[0042] The survey data obtained were processed by hierarchical analysis method, and combined with Table 1 for comprehensive analysis, the crew performance evaluation index system was obtained as shown in Table 2. In the evaluation, the first-level index weight is set to ω iIndicates, i represents the index ordinal number, i=1,2,…,n, n represents the number of primary indicators, ω ij It indicates the weight of the jth secondary indicator contained in the i-th primary indicator. When the i-th primary indicator contains m secondary indicators,

[0043] Table 2 Parameters of crew performance evaluation index system

[0044]

[0045]

[0046] In S4, the performance evaluation results are fed back to the crew and discussed and communicated with them. In S4, based on the evaluation results and development needs of the crew, personalized development plans are formulated together with the crew, training is provided and opportunities are discovered to help the crew improve their capabilities and levels. At the same time, the lessons learned in the evaluation process are summarized to provide reference for subsequent performance appraisals.

[0047] In S5, suggestions for improvement of crew performance evaluation are put forward based on feedback and summary, evaluation results and development plans are recorded in S5, the progress and performance of crew members are tracked, a regular evaluation mechanism is established and evaluation records are reviewed to ensure the continuity and effectiveness of the evaluation process.

[0048] A crew performance assessment and evaluation device based on multivariate information comprises: a data acquisition module, an indicator setting module, a performance evaluation module, a report generation module, and a feedback and communication module; the data acquisition module is used to collect various crew performance correlation data; the indicator setting module is used to determine and set an indicator system for crew performance evaluation; the performance evaluation module is used to evaluate and score the crew's performance, and conduct a comprehensive evaluation in combination with the data and standards of various indicators; the report generation module is used to generate a crew performance evaluation report and present the evaluation results in a visual manner, so as to help managers and crew members understand the performance evaluation results and improvement directions; the feedback and communication module is used to provide relevant training and development opportunities to the crew, and support two-way communication and exchange.

[0049] A crew performance assessment device based on multivariate information comprises at least one processor; and a memory in communication connection with the at least one processor; wherein the memory stores a computer program executable by the at least one processor, and the computer program is executed by the at least one processor so that the at least one processor can execute any one of the above-mentioned crew performance assessment methods based on multivariate information.

[0050] As can be seen from the above, the present invention uses the multivariate information related to the crew's performance for comprehensive consideration, comprehensively considers the evaluation opinions of the crew's direct supervisor, colleagues, subordinates and customers, and evaluates the crew's performance in combination with the established performance evaluation index system and standards, thereby achieving a comprehensive evaluation of the crew's performance and ability, helping the crew to fully understand their own performance, and at the same time better recognizing and commending the crew's excellent performance, motivating them to continue to work hard, enhancing their work motivation and sense of responsibility, and providing targeted training and development opportunities based on the evaluation results to help the crew improve their abilities and levels.

[0051] In the description of this specification, the description with reference to the terms "one embodiment", "some embodiments", "examples", "specific examples" or "some examples" etc. means that the specific features, structures, materials or characteristics described in conjunction with the embodiment or example are included in at least one embodiment or example of the present invention. In this specification, the schematic representations of the above terms do not necessarily refer to the same embodiment or example. Moreover, the specific features, structures, materials or characteristics described may be combined in any one or more embodiments or examples in a suitable manner. In addition, those skilled in the art may combine and combine different embodiments or examples described in this specification and the features of different embodiments or examples, unless they are contradictory.

[0052] In the drawings of the embodiments disclosed in the present invention, only the structures involved in the embodiments disclosed in the present invention are involved, and other structures can refer to the general design. In the absence of conflict, the same embodiment and different embodiments of the present invention can be combined with each other.

[0053] Although embodiments of the present invention have been shown and described, it will be appreciated by those skilled in the art that various changes, modifications, substitutions and variations may be made to the embodiments without departing from the principles and spirit of the present invention, and that the scope of the present invention is defined by the appended claims and their equivalents.

Claims

1. A crew performance evaluation method based on multivariate information, characterized in that: include: S1: Select performance appraisal tools and determine applicable appraisal indicator design principles based on crew job responsibilities and requirements; S2: Collect multiple information related to the assessment indicators, and establish an evaluation indicator system by comprehensively considering all aspects of the crew's information; S3: Assign corresponding weights to each indicator, and evaluate and score each assessment indicator based on the collected information and weight allocation; S4: Combine the evaluation and scoring of each assessment indicator to obtain the comprehensive assessment result of the crew, and feed back the performance assessment result to the crew; S5: Based on the feedback and summary during the evaluation process, continuously improve and optimize the performance appraisal evaluation method to make it more accurate and effective.

2. A crew performance evaluation method based on multivariate information according to claim 1, characterized in that: In S1, a 360-degree performance feedback method is selected to evaluate the crew performance appraisal. In S1, the KPI design principle is used to complete the determination of the appraisal indicators. First, the KPI at the enterprise level is determined from an overall perspective, and then the KPI at the department level is decomposed according to the KPI of the enterprise value assessment. Then, the KPI of the crew member is decomposed according to the KPI at the department level, and finally the evaluation criteria are set and reviewed.

3. The crew performance evaluation method based on multivariate information according to claim 2 is characterized by: The evaluation index system determined in S2 is divided into two levels. The first-level index includes 7 items and each first-level index includes multiple second-level indexes. The second-level indexes are specific human factors in the ship. The hierarchical analysis method is used in S2 to process the collected multivariate information to obtain the weight value of the evaluation index.

4. The crew performance evaluation method based on multivariate information according to claim 3 is characterized by: In S3, the weight of the first-level indicator is first determined, and then the relative weight of the second-level indicators under each first-level indicator is analyzed, and finally the final weight of each second-level indicator is determined for the evaluation of the crew performance indicator. In S3, the crew performance assessment is divided into four levels: excellent, good, competent, and unqualified according to the scoring results.

5. The crew performance evaluation method based on multivariate information according to claim 4 is characterized by: In S4, the performance evaluation results are fed back to the crew and discussed and communicated with them. In S4, based on the evaluation results and development needs of the crew, personalized development plans are formulated together with the crew, training is provided and opportunities are discovered to help the crew improve their capabilities and levels. At the same time, the lessons learned in the evaluation process are summarized to provide a reference for subsequent performance appraisals.

6. A crew performance assessment method based on multivariate information according to claim 5, characterized in that: In S5, based on the feedback and summary, suggestions for improvement of crew performance evaluation are put forward, the evaluation results and development plans are recorded in S5, the progress and performance of the crew are tracked, a regular evaluation mechanism is established and the evaluation records are reviewed to ensure the continuity and effectiveness of the evaluation process.

7. A crew performance assessment device based on multivariate information, characterized in that: include: Data collection module, indicator setting module, performance evaluation module, report generation module, feedback and communication module; The data collection module is used to collect various crew performance-related data; the indicator setting module is used to determine and set the indicator system for crew performance evaluation; the performance evaluation module is used to evaluate and score the crew's performance, and conduct a comprehensive evaluation based on the data and standards of various indicators; the report generation module is used to generate a crew performance evaluation report and present the evaluation results in a visual manner to help managers and crew members understand the performance evaluation results and improvement directions; the feedback and communication module is used to provide relevant training and development opportunities to crew members, and support two-way communication and exchanges.

8. A crew performance assessment device based on multivariate information, characterized in that: It comprises at least one processor; and a memory communicatively connected to the at least one processor; wherein the memory stores a computer program executable by the at least one processor, and the computer program is executed by the at least one processor so that the at least one processor can execute a crew performance assessment method based on multivariate information as described in any one of claims 1 to 6.

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