Performance appraisal system, performance appraisal method, performance appraisal device and electronic equipment

Abstract

The invention provides a performance appraisal system, a performance appraisal method and device and electronic equipment. The system comprises a personnel management module, a performance appraisal module, a salary management module and a data analysis module. Compared with the prior art, the embodiment of the invention has the advantages that through automatic processing in combination with personnel management, performance assessment and salary management modules, manual intervention is reduced, and the data processing efficiency is improved; accurate statistics of attendance checking conditions is realized through data acquired by the attendance checking terminal in combination with personnel archives; through analysis and trend prediction of historical data, human resource strategies and salary policies can be formulated more scientifically, and talent management is optimized.

Description

Technical Field

[0001] The present disclosure relates to the field of data processing technology, and in particular to a performance appraisal system, a performance appraisal method and device, and electronic equipment. Background Art

[0002] In modern enterprise management, human resources are one of the most important assets of an enterprise. The scientific and rational management of human resources directly affects the overall operational efficiency of the enterprise. Among them, salary management is an important part of personnel management, involving employee salary payment, performance appraisal, tax calculation, social security management and many other contents. Traditional salary management methods often rely on manual operations and paper forms, which leads to problems such as untimely information transmission, high data processing error rate, and long cycle, thus affecting the financial compliance of the enterprise and employee satisfaction.

[0003] In this context, the information-based salary management system came into being. Existing salary management systems usually integrate basic functions such as employee information management, salary calculation, report generation and data analysis. Most systems use database management technology and electronic form recording methods, which can improve the efficiency and accuracy of data processing to a certain extent. However, the existing technology still has some shortcomings, such as insufficient linkage between functional modules, weak data sharing and real-time update capabilities, and lack of user self-service platforms. In addition, with the rapid development of mobile Internet, employees have put forward higher requirements for the real-time and transparency of salary management. However, existing systems often lack convenient mobile access platforms, making it difficult to meet employees' needs for online inquiries, applications and feedback. In terms of the combination of performance appraisal and salary management, although some systems have basic appraisal functions, customized rules and flexibility are still insufficient, which limits the company's precise management of employee performance and salary. Summary of the invention

[0004] The present invention provides a performance appraisal system, a performance appraisal method and device, and an electronic device, the main purpose of which is to solve the problem of being unable to accurately manage employee performance and salary.

[0005] According to a first aspect of the present disclosure, a performance appraisal system is provided, the system comprising: a personnel management module, a performance appraisal module, a salary management module, and a data analysis module;

[0006] The personnel management module is used to obtain and count the attendance data of the target employee sent by the attendance terminal; based on the personnel file information of the target employee, generate the target attendance data;

[0007] The performance appraisal module is used to obtain and count the performance data of the target employee, call the performance rule engine to perform performance accounting on the performance data, and generate the target performance data of the target employee;

[0008] The salary management module is used to calculate the salary of the target employee according to the target attendance data and the target performance data; and send the salary calculation data to the performance database for storage;

[0009] The data analysis module is used to respond to the report acquisition instruction, perform data analysis on the salary accounting data and performance data stored in the performance database, and generate an employee performance appraisal data table; perform trend analysis on historical salary data and historical performance data, and generate a prediction model.

[0010] In some embodiments, the system further comprises: an employee self-service platform module;

[0011] The employee self-service platform module is used to obtain salary accounting data, performance data and attendance data in the performance database, generate a performance appraisal form, and send the performance appraisal form to the target terminal.

[0012] In some embodiments, the personnel management module is further used to obtain the resume information of the target employee, and to establish and maintain the personnel information file of the target employee.

[0013] In some embodiments, the performance appraisal module is also used to generate appraisal rules and indicator weights according to the business needs of the target enterprise; and adapt and adjust the performance rule engine based on the appraisal rules and the indicator weights.

[0014] According to a second aspect of the present disclosure, a performance appraisal method is provided, comprising:

[0015] Acquire the attendance data of the target employee sent by the attendance terminal, and generate target attendance data based on the personnel file information of the target employee;

[0016] Collecting performance data of the target employee, calling a performance rule engine to perform performance accounting on the performance data, and generating target performance data of the target employee;

[0017] The salary of the target employee is calculated according to the target attendance data and the target performance data, target salary calculation data is generated, and the target salary calculation data is sent to a performance database for storage.

[0018] In some embodiments, the method further comprises:

[0019] In response to the report acquisition instruction, data analysis is performed on the salary accounting data and performance data stored in the performance database to generate an employee performance appraisal data table.

[0020] In some embodiments, before acquiring the attendance data of the target employee sent by the attendance terminal, the method further includes:

[0021] According to the business needs of the target enterprise, assessment rules and indicator weights are generated; based on the assessment rules and indicator weights, the performance rule engine is adapted and adjusted.

[0022] According to a third aspect of the present disclosure, a performance appraisal device is provided, comprising:

[0023] A first generating unit, configured to obtain attendance data of a target employee sent by an attendance terminal, and generate target attendance data based on personnel file information of the target employee;

[0024] A second generating unit is used to collect performance data of the target employee, call a performance rule engine to perform performance accounting on the performance data, and generate target performance data of the target employee;

[0025] The accounting unit is used to calculate the salary of the target employee according to the target attendance data and the target performance data, generate target salary accounting data, and send the target salary accounting data to the performance database for storage.

[0026] In some embodiments, the apparatus further comprises:

[0027] The analysis unit is used to respond to the report acquisition instruction, analyze the salary accounting data and performance data stored in the performance database, and generate an employee performance appraisal data table.

[0028] In some embodiments, the apparatus further comprises:

[0029] The adjustment unit is used to generate assessment rules and indicator weights according to the business needs of the target enterprise before acquiring the attendance data of the target employee sent by the attendance terminal; and adapt and adjust the performance rule engine based on the assessment rules and the indicator weights.

[0030] According to a fourth aspect of the present disclosure, there is provided an electronic device, including:

[0031] at least one processor; and

[0032] a memory communicatively connected to the at least one processor; wherein,

[0033] The memory stores instructions that can be executed by the at least one processor, and the instructions are executed by the at least one processor to enable the at least one processor to execute the method described in the second aspect.

[0034] According to a fifth aspect of the present disclosure, a non-transitory computer-readable storage medium storing computer instructions is provided, wherein the computer instructions are used to enable the computer to execute the method described in the second aspect.

[0035] According to a sixth aspect of the present disclosure, a computer program product is provided, comprising a computer program, wherein when the computer program is executed by a processor, the method described in the second aspect is implemented.

[0036] The present disclosure provides a performance appraisal system, a performance appraisal method and device, and an electronic device. The system includes: a personnel management module, a performance appraisal module, a salary management module, and a data analysis module; the personnel management module is used to obtain and count the attendance data of target employees sent by the attendance terminal; generate target attendance data based on the personnel file information of the target employees; the performance appraisal module is used to obtain and count the performance data of the target employees, call the performance rule engine to perform performance accounting on the performance data, and generate target performance data of the target employees; the salary management module is used to calculate the salary of the target employees based on the target attendance data and the target performance data; send the salary accounting data to the performance database for storage; the data analysis module is used to respond to the report acquisition instruction, perform data analysis on the salary accounting data and performance data stored in the performance database, and generate an employee performance appraisal data table; perform trend analysis on historical salary data and historical performance data, and generate a prediction model. Compared with related technologies, the embodiments of the present disclosure reduce manual intervention and improve data processing efficiency by combining automated processing of personnel management, performance appraisal and salary management modules; the data obtained through the attendance terminal is combined with personnel files to achieve accurate statistics of attendance; through analysis of historical data and trend prediction, human resource strategies and salary policies can be formulated more scientifically to optimize talent management.

[0037] It should be understood that the content described in this section is not intended to identify the key or important features of the embodiments of the present application, nor is it intended to limit the scope of the present application. Other features of the present application will become easily understood through the following description. BRIEF DESCRIPTION OF THE DRAWINGS

[0038] The accompanying drawings are used to better understand the present solution and do not constitute a limitation of the present disclosure.

[0039] Figure 1 A schematic diagram of the structure of a performance appraisal system provided by an embodiment of the present disclosure;

[0040] Figure 2 A flowchart of a performance appraisal method provided by an embodiment of the present disclosure;

[0041] Figure 3A schematic diagram of the structure of a performance appraisal device provided in an embodiment of the present disclosure;

[0042] Figure 4 A schematic block diagram of an exemplary electronic device provided for an embodiment of the present disclosure. DETAILED DESCRIPTION

[0043] The following is a description of exemplary embodiments of the present disclosure in conjunction with the accompanying drawings, including various details of the embodiments of the present disclosure to facilitate understanding, which should be considered as merely exemplary. Therefore, it should be recognized by those of ordinary skill in the art that various changes and modifications may be made to the embodiments described herein without departing from the scope and spirit of the present disclosure. Similarly, for the sake of clarity and conciseness, descriptions of well-known functions and structures are omitted in the following description.

[0044] The performance appraisal system, performance appraisal method and apparatus, and electronic device of the embodiments of the present disclosure are described below with reference to the accompanying drawings.

[0045] Figure 1 This is a structural diagram of a performance appraisal system provided by an embodiment of the present disclosure, the system comprising: a personnel management module 11, a performance appraisal module 12, a salary management module 13, and a data analysis module 14;

[0046] The personnel management module 11 is used to obtain and count the attendance data of the target employees sent by the attendance terminal; and generate target attendance data based on the personnel file information of the target employees.

[0047] Specifically, the core function of the personnel management module 11 is to obtain and count the attendance data of the target employees sent by the attendance terminal. Specifically, the module continuously collects the attendance information of each target employee by connecting to the attendance terminal (such as a punch card machine, fingerprint recognition device or facial recognition system) in real time. This information includes the employee's clock-in time, clock-out time, leave records, absences, and overtime information. The module systematically organizes and classifies these raw data to ensure the accuracy and comprehensiveness of attendance statistics.

[0048] On this basis, the module will further generate detailed target attendance data based on the personnel file information of each target employee. Personnel file information not only contains the basic personal information of employees, such as name, work number, department, position, etc., but also includes their specific policies within the company, such as leave policy, working hours regulations, and attendance reward mechanism. By comprehensively considering this information, the system can not only comprehensively analyze and evaluate the attendance performance of each employee, but also calculate the difference between the target attendance rate achieved and the actual attendance rate. Ultimately, these generated target attendance data will provide an important basis for subsequent performance appraisal, salary accounting and human resource management, ensuring the scientificity and rationality of various management decisions.

[0049] The performance appraisal module 12 is used to obtain and count the performance data of the target employee, call the performance rule engine to perform performance accounting on the performance data, and generate the target performance data of the target employee.

[0050] Specifically, the main function of the performance appraisal module 12 is to obtain and compile statistics on the performance data of the target employees in order to conduct a systematic performance appraisal. Specifically, the module first collects performance data related to the target employees through various channels. These data may include sales performance, project completion, customer feedback, work quality indicators, and other quantitative and qualitative information directly related to employee performance. The collection of these data is not limited to regular performance appraisal reports, but can also be obtained through a real-time performance tracking system to ensure the timeliness and accuracy of the data.

[0051] Once the performance data collection and statistics are completed, the performance appraisal module 12 will call the performance rule engine to conduct in-depth analysis and performance accounting of the collected performance data. The performance rule engine integrates and evaluates the performance data of different dimensions according to the preset appraisal standards and weights. Through this procedure, the engine can calculate the overall performance score of each target employee, taking into account their performance in various target indicators, to ensure the fairness and scientificity of performance accounting.

[0052] The salary management module 13 is used to calculate the salary of the target employee according to the target attendance data and the target performance data; and send the salary calculation data to the performance database for storage.

[0053] Specifically, the main function of the salary management module 13 is to accurately calculate the salary of each target employee based on the target attendance data and target performance data. Specifically, the module will first integrate the attendance data from the personnel management module 11 and the performance data from the performance appraisal module 12. These data not only include the employee's attendance (such as attendance days, absence days, leave records, etc.), but also cover the employee's performance during work (such as the number of tasks completed, performance indicators, customer satisfaction scores, etc.). Through a full analysis of this information, the salary management module 13 can derive the basic salary, performance bonus and other related additional income that each employee deserves.

[0054] In the process of salary calculation, the module will comprehensively consider the impact of various data on employee salaries based on the company's internal salary system and related policies. This step involves calculation rules, such as the calculation formula for performance bonuses, the calculation standard for overtime pay, and possible deductions (such as deductions for absence). In this way, the salary management module ensures the fairness and rationality of all salary calculations, so that employees can receive compensation that matches their efforts.

[0055] Once the salary calculation is completed, the module will automatically generate salary calculation data and send it to the performance database for storage. This data storage process not only provides a basis for subsequent salary review and management, but also provides important support for the company's historical data analysis, trend research and management decision-making.

[0056] The data analysis module 14 is used to respond to the report acquisition instruction, perform data analysis on the salary accounting data and performance data stored in the performance database, and generate an employee performance appraisal data table; perform trend analysis on historical salary data and historical performance data, and generate a prediction model.

[0057] Specifically, the main function of the data analysis module 14 is to respond to the report acquisition instruction and conduct in-depth analysis and processing of the salary accounting data and performance data stored in the performance database. Specifically, when the user makes a report acquisition request, the module will first automatically retrieve and extract the relevant salary accounting data and performance data. These data include information such as employee salary change records, performance scores, bonus distribution, etc., which will lay the foundation for generating detailed employee performance appraisal data tables.

[0058] After data extraction, the module will use a variety of data analysis techniques to organize, analyze and visualize the collected data. Through these analyses, the system can integrate information from different dimensions and generate comprehensive assessment data tables covering the performance of each employee. These data tables can not only clearly show the performance of each employee, but also provide a summary of the performance of each department, team and the entire enterprise, providing strong support for management's decision-making. At the same time, the generation of assessment data tables also helps the HR department track employee development progress, identify outstanding employees and potential areas for improvement.

[0059] In addition, the data analysis module 14 will also conduct trend analysis on historical salary data and historical performance data. This process involves statistically analyzing and comparing salary changes and performance fluctuations over several years, with the aim of revealing the relationship between salary levels and employee performance, and identifying long-term trends that affect employee performance. By deeply analyzing historical data, the module can generate accurate forecasting models to predict future employee performance and salary change trends. These forecasting models not only help companies with human resource planning, but also provide data support for the formulation of corresponding compensation policies and incentives.

[0060] The present disclosure provides a performance appraisal system, which includes: a personnel management module, a performance appraisal module, a salary management module, and a data analysis module; the personnel management module is used to obtain and count the attendance data of target employees sent by the attendance terminal; based on the personnel file information of the target employees, the target attendance data is generated; the performance appraisal module is used to obtain and count the performance data of the target employees, call the performance rule engine to perform performance accounting on the performance data, and generate the target performance data of the target employees; the salary management module is used to calculate the salary of the target employee according to the target attendance data and the target performance data; the salary accounting data is sent to the performance database for storage; the data analysis module is used to respond to the report acquisition instruction, perform data analysis on the salary accounting data and performance data stored in the performance database, and generate an employee performance appraisal data table; trend analysis is performed on historical salary data and historical performance data to generate a prediction model. Compared with related technologies, the embodiments of the present disclosure reduce manual intervention and improve data processing efficiency by combining automated processing of personnel management, performance appraisal and salary management modules; the data obtained through the attendance terminal is combined with personnel files to achieve accurate statistics of attendance; through analysis of historical data and trend prediction, human resource strategies and salary policies can be formulated more scientifically to optimize talent management.

[0061] Furthermore, in a possible implementation of this embodiment, as Figure 1 As shown, the system further includes: an employee self-service platform module 15;

[0062] The employee self-service platform module 15 is used to obtain salary accounting data, performance data and attendance data in the performance database, generate a performance appraisal form, and send the performance appraisal form to the target terminal.

[0063] Specifically, the main function of the employee self-service platform module 15 is to facilitate employees to obtain real-time salary accounting data, performance data and attendance data in the performance database related to them. This module is designed to enhance employee participation and transparency, so that they can easily view their work performance and benefits.

[0064] During the operation, when an employee logs into the self-service platform, the system will automatically extract relevant salary accounting data based on their personal information, such as monthly salary, performance bonus, overtime pay and deduction information. At the same time, the module will also obtain the employee's specific performance in the performance data section, including the achievement of various performance indicators, annual assessment results, and comparison data with colleagues. In addition, the acquisition of attendance data will include recording employee attendance, leave records, overtime records and other information to present their overall work situation.

[0065] After integrating these data, the employee self-service platform module 15 will generate detailed performance appraisal forms. These appraisal forms not only include employees' salary changes, attendance records and scores of various performance indicators, but may also include corresponding comments or suggestions. This comprehensive appraisal form is designed to allow employees to understand their performance at work and the corresponding salary adjustment basis at a glance, so that they can better plan their career development.

[0066] Finally, the generated performance appraisal form will be automatically sent to the target employee's terminal device, such as the employee's personal mobile phone, tablet or company workstation. This information transmission method ensures that employees can view the appraisal results at any time and easily obtain their work information at any time. This not only improves the accessibility of information, but also enhances the communication and trust between employees and the company. Through such a self-service platform, employees can participate more actively in the performance management process, thereby better motivating them to improve work efficiency and promote the overall development of the company.

[0067] Furthermore, in a possible implementation of this embodiment, the personnel management module 11 is also used to obtain the resume information of the target employee, and to establish and maintain the personnel information file of the target employee.

[0068] Specifically, an important function of the personnel management module 11 is to obtain the resume information of the target employee and to establish and maintain a comprehensive and dynamic personnel information file based on it. This process first involves the systematic collection and organization of various background information of the target employee, including educational background, professional experience, skills, qualifications, training records, and past evaluation results. Through the collection of this series of information, the module can fully understand the professional ability and development potential of the employee, and provide a more detailed data basis for the company's human resources management.

[0069] In the process of obtaining resume information, the human resources management module 11 usually interacts with the employee self-service platform to enable employees to actively update and maintain their own information. This interaction not only improves the timeliness and accuracy of data, but also encourages employees to participate in the planning of their personal career development. In addition, the module can also continuously update employee files through regular performance evaluations, training feedback and promotion records to ensure the timeliness and accuracy of file information.

[0070] Once the personnel information files of employees are established, this module will be responsible for maintaining these files so that they always reflect the current career status and development needs of the employees. This includes updating the records of employee job changes, promotions or demotions, resignations and job transfers, etc., while also ensuring the confidentiality and security of the files to protect the privacy of employees.

[0071] By integrating these resume information and personnel files, the human resources management module can not only better support the development needs of employees and provide them with tailored career development advice and training opportunities, but also help management make more scientific and reasonable decisions in talent selection, performance appraisal and human resource deployment. In addition, the perfect personnel information files also provide important support for the company's strategic planning, development path and talent reserve, thereby promoting the improvement of the company's overall performance.

[0072] Furthermore, in a possible implementation of this embodiment, the performance appraisal module 12 is also used to generate appraisal rules and indicator weights according to the business needs of the target enterprise; and adapt and adjust the performance rule engine based on the appraisal rules and the indicator weights.

[0073] Specifically, the function of the performance appraisal module 12 is not limited to employee performance evaluation, but also covers the design and generation of appraisal rules and indicator weights suitable for the characteristics of the target enterprise according to the specific business needs of the target enterprise. The first step in this process is to deeply understand the strategic goals, market environment and specific business operations of the enterprise to ensure that the appraisal system can effectively reflect the core needs of the enterprise's development.

[0074] After analyzing and defining the business needs of the enterprise, the module will formulate relevant assessment rules. These rules cover multiple aspects, including but not limited to employee work performance, teamwork, customer satisfaction, innovation ability and contribution to corporate culture. In addition, in order to ensure the objectivity and scientificity of the evaluation, the module will also assign appropriate weights to each assessment indicator to reflect its importance in the overall business goals. These indicator weights will be adjusted according to different job responsibilities, departmental goals and company strategies to ensure that performance appraisals are highly consistent with the actual needs of the enterprise.

[0075] Once the assessment rules and indicator weights are set, the performance assessment module 12 will adapt and adjust the performance rule engine based on these established rules. This means that the module will optimize the algorithm and calculation method of the performance engine according to the new assessment rules to ensure that it can accurately calculate the employee's performance score. This step not only requires debugging the technical performance of the rule engine, but may also involve improvements to the system interface to facilitate better data interoperability and integration with other modules (such as the personnel management module 11 and the salary management module 13).

[0076] Through such adaptation and adjustment, the module ensures that the performance rule engine can flexibly respond to internal changes in the enterprise and dynamic adjustments in the external market environment, thereby maintaining efficient and accurate performance evaluation capabilities in a rapidly changing business environment. This process not only improves the fairness and transparency of performance evaluation, but also provides solid data support for the company's strategic decision-making and human resource management, and promotes the steady development of the overall business.

[0077] Figure 2 A flowchart of a performance appraisal method provided in an embodiment of the present disclosure.

[0078] like Figure 2 As shown, the method comprises the following steps:

[0079] Step 201, generating assessment rules and indicator weights according to the business needs of the target enterprise; and adapting and adjusting the performance rule engine based on the assessment rules and the indicator weights.

[0080] Specifically, in step 201, according to the business needs of the target enterprise, it is necessary to ensure that the appraisal system can fully reflect the specific goals and priorities of different business units. On this basis, the performance appraisal module will design practical appraisal rules based on the development strategy of the enterprise. These appraisal rules cover multiple dimensions, such as sales performance, customer satisfaction, teamwork, innovation ability and personal growth, to ensure a comprehensive assessment of employees' performance in multiple aspects. Subsequently, the performance appraisal module will assign corresponding indicator weights to each appraisal rule. This process is crucial because different indicators are of different importance in the success of an enterprise. For example, sales positions may focus more on performance indicators, while technical R&D positions may focus more on innovation and project completion. Therefore, by setting weights for various indicators, the module can ensure that the appraisal results truly reflect the actual contributions of employees and the core values ​​of the enterprise. At the same time, these weights also need to be reviewed and adjusted regularly to cope with changes in the strategic direction of the enterprise or dynamic adjustments in the market environment.

[0081] Once the assessment rules and indicator weights are set, the performance assessment module will adapt and adjust the performance rule engine based on these rules and weights. This step involves technical optimization and debugging to ensure that the rule engine can accurately identify, process and apply new assessment criteria and weights. In this process, the engine's operation logic, data model and algorithm may need to be updated to improve its calculation efficiency and accuracy.

[0082] Through such adaptation and adjustment, the performance rule engine can not only flexibly apply new assessment rules, but also realize efficient data integration and analysis, and provide accurate performance evaluation reports for management. This flexibility and accuracy enables enterprises to obtain employees' performance status in a timely manner and make corresponding incentives or improvement measures based on the assessment results, thereby better promoting employees' career development and improving the overall performance of the enterprise.

[0083] Step 202, acquiring the attendance data of the target employee sent by the attendance terminal, and generating target attendance data based on the personnel file information of the target employee.

[0084] Specifically, in step 202, the attendance data of the target employee sent by the attendance terminal is obtained to ensure that the enterprise can record and analyze the attendance of employees in a timely and accurate manner. The attendance terminal usually collects the attendance data of the target employee in real time through various methods such as biometric technology, attendance clock-in machine or mobile device, including information such as working hours, leaving hours, leave records, overtime, lateness and early departure. These data will be sent to the central database by the system for subsequent analysis and processing.

[0085] After obtaining these attendance data, the system will further compare and integrate them with the personnel file information of the target employees. Personnel file information includes the employee's basic information, position, work schedule, holiday policy and other relevant information. This integration process helps to accurately determine whether the employee's attendance behavior complies with the company's regulations and standards. For example, the system can automatically verify whether the employee's punch-in time on the day is within the specified working hours, whether there is any absence without leave, or whether there is any overtime record.

[0086] Based on the integrated attendance data and personnel profile information, the system will generate target attendance data. These target attendance data not only include employee attendance, but also deeply analyze employee attendance patterns to identify potential patterns and trends. For example, the system may calculate multiple indicators such as employee average attendance rate, number of absences, overtime hours, annual leave usage, etc. These data not only provide a scientific basis for human resource management, but also provide important reference for the company's operational decisions.

[0087] Step 203, statistics are collected on the performance data of the target employee, and a performance rule engine is called to perform performance accounting on the performance data to generate target performance data of the target employee.

[0088] Specifically, in step 203, statistics on the performance data of the target employee involve systematically collecting and organizing various performance data generated by the target employee in a specific time period. These performance data may include sales, number of completed projects, customer feedback scores, teamwork scores, etc., as well as other indicators related to the company's strategic goals.

[0089] After the performance data is collected, the next step is to call the performance rule engine to calculate the performance of this data. The performance rule engine is an intelligent system that automatically analyzes and processes performance data based on preset assessment rules and indicator weights. In order to ensure the fairness and accuracy of performance accounting, the rule engine will also consider a variety of factors, such as the performance benchmark of the employee's department, industry standards, teamwork performance, etc.

[0090] During the performance accounting process, the performance rule engine will generate a series of data analysis reports and performance scores, which will reflect the overall performance and business contribution of the target employee. By calculating and analyzing various indicators, the system can clearly identify the strengths and weaknesses of employees in various aspects, thus providing a basis for further management decisions.

[0091] Step 204, calculating the salary of the target employee according to the target attendance data and the target performance data, generating target salary calculation data, and sending the target salary calculation data to a performance database for storage.

[0092] Specifically, in step 204, the target employee's salary is calculated based on the target attendance data and the target performance data, which depends on the accurate understanding and analysis of the target attendance data, including the employee's attendance rate, number of days of leave, overtime hours, and other factors related to attendance. At the same time, the target performance data will provide comprehensive performance information of the employee during the assessment period, such as the completed performance indicators, team contribution and other key performance indicators. The combination of the two provides the necessary basic data for salary calculation.

[0093] During the salary calculation process, the system will integrate the target attendance data and target performance data according to the company's established salary structure and salary calculation rules. Specifically, attendance data will affect the fixed salary part, such as salary deductions due to absence or salary increases due to overtime. Performance data will directly affect the floating salary part, such as performance bonuses, commissions or other incentive salaries. This comprehensive consideration process ensures the fairness and transparency of salary calculation, so that employees' salary levels can truly reflect their work performance and contributions.

[0094] After completing the salary calculation, the system will generate the target salary calculation data. This data not only includes the basic salary of employees, but also lists in detail various subsidies, bonuses, deductions and actual salary to be received. At the same time, the system will establish a complete salary calculation record for future query or audit. The generation of this data not only helps to ensure the accuracy of salary payment, but also serves as an important basis for corporate financial management and human resource decision-making.

[0095] Step 205, in response to the report acquisition instruction, data analysis is performed on the salary accounting data and performance data stored in the performance database to generate an employee performance appraisal data table.

[0096] Specifically, in step 205, the salary accounting data usually includes information such as each employee's basic salary, bonus, commission, overtime pay, and deductions, which can show the income level of employees in terms of financial incentives. At the same time, the performance data includes the key performance indicators of employees during the assessment period, the number of completed projects, customer satisfaction, team collaboration effects, etc. These data reflect the work performance and value contribution of employees from multiple dimensions.

[0097] After extracting this data, the system will conduct in-depth data analysis. This analysis process uses statistical methods and data mining technology to comprehensively explore the relationship between salary accounting data and performance data. Specifically, the system will compare the differences between the performance and salary of different employees, find out which factors have a significant impact on the salary level, and identify groups of employees with outstanding performance or those that need improvement. Through such analysis, companies can discover the effectiveness of potential incentive mechanisms and optimize salary distribution strategies. Based on the above data extraction and analysis, the system will generate a comprehensive employee performance appraisal data sheet. The data sheet lists in detail each employee's performance score, the amount of salary received, the composition of various bonuses and subsidies, and comparative data with other employees. This information can help the human resources department, management and employees themselves understand the performance of individuals and teams more intuitively, and help improve the transparency of performance communication.

[0098] It should be noted that the embodiments of the present disclosure may include multiple steps. For the convenience of description, these steps are numbered, but these numbers do not limit the execution time slots or execution order between the steps; these steps can be implemented in any order, and the embodiments of the present disclosure do not limit this.

[0099] Corresponding to the above performance appraisal method, the present invention also provides a performance appraisal device. Since the device embodiment of the present invention corresponds to the above method embodiment, details not disclosed in the device embodiment can be referred to the above method embodiment, and will not be repeated in the present invention.

[0100] Figure 3 A schematic diagram of a performance evaluation device provided by an embodiment of the present disclosure is shown in FIG. Figure 3 As shown, including:

[0101] The first generating unit 31 is used to obtain the attendance data of the target employee sent by the attendance terminal, and generate the target attendance data based on the personnel file information of the target employee;

[0102] A second generating unit 32 is used to collect performance data of the target employee, call a performance rule engine to perform performance accounting on the performance data, and generate target performance data of the target employee;

[0103] The accounting unit 33 is used to calculate the salary of the target employee according to the target attendance data and the target performance data, generate target salary accounting data, and send the target salary accounting data to the performance database for storage.

[0104] Furthermore, in a possible implementation of this embodiment, as Figure 3 As shown, the device also includes:

[0105] The analysis unit 34 is used to respond to the report acquisition instruction, perform data analysis on the salary accounting data and performance data stored in the performance database, and generate an employee performance appraisal data table.

[0106] Furthermore, in a possible implementation of this embodiment, as Figure 3 As shown, the device also includes:

[0107] The adjustment unit 35 is used to generate assessment rules and indicator weights according to the business needs of the target enterprise before acquiring the attendance data of the target employee sent by the attendance terminal; and adapt and adjust the performance rule engine based on the assessment rules and the indicator weights.

[0108] It should be noted that the above explanation of the method embodiment is also applicable to the device of this embodiment, and the principle is the same, which is not limited in this embodiment.

[0109] According to an embodiment of the present disclosure, the present disclosure also provides an electronic device, a readable storage medium and a computer program product.

[0110] Figure 4 A schematic block diagram of an example electronic device 400 that can be used to implement an embodiment of the present disclosure is shown. The electronic device is intended to represent various forms of digital computers, such as laptop computers, desktop computers, workstations, personal digital assistants, servers, blade servers, mainframe computers, and other suitable computers. The electronic device can also represent various forms of mobile devices, such as personal digital processing, cellular phones, smart phones, wearable devices, and other similar computing devices. The components shown herein, their connections and relationships, and their functions are merely examples and are not intended to limit the implementation of the present disclosure described and / or required herein.

[0111] like Figure 4As shown, the device 400 includes a computing unit 401, which can perform various appropriate actions and processes according to a computer program stored in a ROM (Read-Only Memory) 402 or a computer program loaded from a storage unit 408 to a RAM (Random Access Memory) 403. In the RAM 403, various programs and data required for the operation of the device 400 can also be stored. The computing unit 401, the ROM 402, and the RAM 403 are connected to each other via a bus 404. An I / O (Input / Output) interface 405 is also connected to the bus 404.

[0112] A number of components in the device 400 are connected to the I / O interface 405, including: an input unit 406, such as a keyboard, a mouse, etc.; an output unit 407, such as various types of displays, speakers, etc.; a storage unit 408, such as a disk, an optical disk, etc.; and a communication unit 409, such as a network card, a modem, a wireless communication transceiver, etc. The communication unit 409 allows the device 400 to exchange information / data with other devices through a computer network such as the Internet and / or various telecommunication networks.

[0113] The computing unit 401 may be a variety of general and / or special processing components with processing and computing capabilities. Some examples of the computing unit 401 include, but are not limited to, a CPU (Central Processing Unit), a GPU (Graphic Processing Units), various dedicated AI (Artificial Intelligence) computing chips, various computing units running machine learning model algorithms, a DSP (Digital Signal Processor), and any appropriate processor, controller, microcontroller, etc. The computing unit 401 performs the various methods and processes described above, such as a performance appraisal method. For example, in some embodiments, the performance appraisal method may be implemented as a computer software program, which is tangibly contained in a machine-readable medium, such as a storage unit 408. In some embodiments, part or all of the computer program may be loaded and / or installed on the device 400 via the ROM 402 and / or the communication unit 409. When the computer program is loaded into the RAM 403 and executed by the computing unit 401, one or more steps of the method described above may be performed. Alternatively, in other embodiments, the computing unit 401 may be configured to execute the aforementioned performance evaluation method in any other appropriate manner (eg, by means of firmware).

[0114] Various embodiments of the systems and techniques described above herein may be implemented in digital electronic circuit systems, integrated circuit systems, FPGAs (Field Programmable Gate Arrays), ASICs (Application-Specific Integrated Circuits), ASSPs (Application Specific Standard Products), SOCs (System On Chips), CPLDs (Complex Programmable Logic Devices), computer hardware, firmware, software, and / or combinations thereof. These various embodiments may include: being implemented in one or more computer programs that may be executed and / or interpreted on a programmable system including at least one programmable processor that may be a special purpose or general purpose programmable processor that may receive data and instructions from a storage system, at least one input device, and at least one output device, and transmit data and instructions to the storage system, the at least one input device, and the at least one output device.

[0115] The program code for implementing the method of the present disclosure may be written in any combination of one or more programming languages. These program codes may be provided to a processor or controller of a general-purpose computer, a special-purpose computer, or other programmable data processing device, so that the program code, when executed by the processor or controller, enables the functions / operations specified in the flow chart and / or block diagram to be implemented. The program code may be executed entirely on the machine, partially on the machine, partially on the machine and partially on a remote machine as a stand-alone software package, or entirely on a remote machine or server.

[0116] In the context of the present disclosure, a machine-readable medium may be a tangible medium that may contain or store a program for use by or in conjunction with an instruction execution system, device, or equipment. A machine-readable medium may be a machine-readable signal medium or a machine-readable storage medium. A machine-readable medium may include, but is not limited to, an electronic, magnetic, optical, electromagnetic, infrared, or semiconductor system, device, or device, or any suitable combination of the foregoing. More specific examples of machine-readable storage media may include an electrical connection based on one or more lines, a portable computer disk, a hard disk, a RAM, a ROM, an EPROM (Electrically Programmable Read-Only-Memory) or a flash memory, an optical fiber, a CD-ROM (Compact Dis sc Read-Only Memory), an optical storage device, a magnetic storage device, or any suitable combination of the foregoing.

[0117] To provide interaction with a user, the systems and techniques described herein can be implemented on a computer having: a display device (e.g., a CRT (Cathode-Ray Tube) or LCD (Liquid Crystal Display) monitor) for displaying information to the user; and a keyboard and a pointing device (e.g., a mouse or a trackball), through which the user can provide input to the computer. Other types of devices can also be used to provide interaction with the user; for example, the feedback provided to the user can be any form of sensory feedback (e.g., visual feedback, auditory feedback, or tactile feedback); and input from the user can be received in any form (including acoustic input, voice input, or tactile input).

[0118] The systems and techniques described herein may be implemented in a computing system that includes backend components (e.g., as a data server), or a computing system that includes middleware components (e.g., an application server), or a computing system that includes frontend components (e.g., a user computer with a graphical user interface or a web browser through which a user can interact with implementations of the systems and techniques described herein), or a computing system that includes any combination of such backend components, middleware components, or frontend components. The components of the system may be interconnected by any form or medium of digital data communication (e.g., a communication network). Examples of communication networks include: LAN (Local Area Network), WAN (Wide Area Network), the Internet, and blockchain networks.

[0119] A computer system may include a client and a server. The client and the server are generally remote from each other and usually interact through a communication network. The relationship between the client and the server is generated by computer programs running on the corresponding computers and having a client-server relationship with each other. The server may be a cloud server, also known as a cloud computing server or cloud host, which is a host product in the cloud computing service system to solve the defects of difficult management and weak business scalability in traditional physical hosts and VPS services ("Virtual Private Server", or "VPS" for short). The server may also be a server of a distributed system, or a server combined with a blockchain.

[0120] It should be noted that artificial intelligence is a discipline that studies how computers can simulate certain human thought processes and intelligent behaviors (such as learning, reasoning, thinking, planning, etc.), and includes both hardware-level and software-level technologies. Artificial intelligence hardware technologies generally include technologies such as sensors, dedicated artificial intelligence chips, cloud computing, distributed storage, and big data processing; artificial intelligence software technologies mainly include computer vision technology, speech recognition technology, natural language processing technology, as well as machine learning / deep learning, big data processing technology, knowledge graph technology, and other major directions.

[0121] The various numerical numbers such as first and second involved in the present disclosure are only for the convenience of description and are not used to limit the scope of the embodiments of the present disclosure, but also indicate the order of precedence.

[0122] At least one in the present disclosure may also be described as one or more, and a plurality may be two, three, four or more, which is not limited in the present disclosure. In the embodiments of the present disclosure, for a technical feature, the technical features in the technical feature are distinguished by "first", "second", "third", "A", "B", "C" and "D", etc., and there is no order of precedence or size between the technical features described by the "first", "second", "third", "A", "B", "C" and "D".

[0123] It should be understood that the various forms of processes shown above can be used to reorder, add or delete steps. For example, the steps recorded in this disclosure can be executed in parallel, sequentially or in different orders, as long as the desired results of the technical solutions disclosed in this disclosure can be achieved, and this document does not limit this.

[0124] The above specific implementations do not constitute a limitation on the protection scope of the present disclosure. It should be understood by those skilled in the art that various modifications, combinations, sub-combinations and substitutions can be made according to design requirements and other factors. Any modification, equivalent substitution and improvement made within the spirit and principle of the present disclosure shall be included in the protection scope of the present disclosure.

Claims

1. A performance appraisal system, characterized in that: The system includes: personnel management module, performance appraisal module, salary management module, and data analysis module; The personnel management module is used to obtain and count the attendance data of the target employee sent by the attendance terminal; based on the personnel file information of the target employee, generate the target attendance data; The performance appraisal module is used to obtain and count the performance data of the target employee, call the performance rule engine to perform performance accounting on the performance data, and generate the target performance data of the target employee; The salary management module is used to calculate the salary of the target employee according to the target attendance data and the target performance data; and send the salary calculation data to the performance database for storage; The data analysis module is used to respond to the report acquisition instruction, perform data analysis on the salary accounting data and performance data stored in the performance database, and generate an employee performance appraisal data table; perform trend analysis on historical salary data and historical performance data, and generate a prediction model.

2. The system according to claim 1, characterized in that The system also includes: an employee self-service platform module; The employee self-service platform module is used to obtain salary accounting data, performance data and attendance data in the performance database, generate a performance appraisal form, and send the performance appraisal form to the target terminal.

3. The system according to claim 1, characterized in that The personnel management module is also used to obtain the resume information of the target employee, and to establish and maintain the personnel information file of the target employee.

4. The system according to claim 1, characterized in that The performance appraisal module is also used to generate appraisal rules and indicator weights according to the business needs of the target enterprise; and adapt and adjust the performance rule engine based on the appraisal rules and the indicator weights.

5. A performance appraisal method, characterized in that: The method is applied to the performance appraisal system according to any one of claims 1 to 4, and the method comprises: Acquire the attendance data of the target employee sent by the attendance terminal, and generate target attendance data based on the personnel file information of the target employee; Collecting performance data of the target employee, calling a performance rule engine to perform performance accounting on the performance data, and generating target performance data of the target employee; The salary of the target employee is calculated according to the target attendance data and the target performance data, target salary calculation data is generated, and the target salary calculation data is sent to a performance database for storage.

6. The method according to claim 5, characterized in that The method further comprises: In response to the report acquisition instruction, data analysis is performed on the salary accounting data and performance data stored in the performance database to generate an employee performance appraisal data table.

7. The method according to claim 5, characterized in that Before acquiring the attendance data of the target employee sent by the attendance terminal, the method further includes: According to the business needs of the target enterprise, assessment rules and indicator weights are generated; based on the assessment rules and indicator weights, the performance rule engine is adapted and adjusted.

8. An electronic device, characterized in that: include: at least one processor; as well as a memory communicatively connected to the at least one processor; wherein, The memory stores instructions that can be executed by the at least one processor, and the instructions are executed by the at least one processor to enable the at least one processor to perform the method according to any one of claims 5 to 7.

9. A non-transitory computer-readable storage medium storing computer instructions, characterized in that: The computer instructions are used to cause the computer to execute the method according to any one of claims 5-7.

10. A computer program product, characterized in that It comprises a computer program which, when executed by a processor, implements the method according to any one of claims 5 to 7.

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