Plug-in and hierarchical performance grade calculation method

Abstract

A plug-in and hierarchical performance level calculation method relates to the technical field of performance algorithms, and comprises the following steps: S1, dividing level calculation objects into different levels; s2, configuring a level calculation assessment configuration template of each level; s3, the level calculation objects are grouped, objects of different levels need to be grouped respectively, organizations and personnel need to be grouped respectively, and each level calculation object can only be in one group at the same time; s4, respectively executing a grade calculation method on the grouped grade calculation objects; according to the method for dynamically calculating the grade according to the dynamic change of the grade calculation object, the dynamic change of the group and the existence of the grade calculation assessment configuration, the problems that the manual grade calculation efficiency is low, the consumed manpower is large, errors are easily made, and the change of the grade calculation object, the group and the grade calculation assessment configuration cannot be effectively handled are solved; and time and labor cost are reduced.

Description

Technical Field

[0001] The present invention relates to the technical field of performance algorithms, and in particular to a plug-in and hierarchical performance level calculation method. Background Art

[0002] In the past, whether in government departments or grassroots units, the phenomenon of "big pot" and "egalitarianism" was prevalent in income distribution. The wage income gap was mainly related to factors such as position, level, post and title, and failed to fully reflect work attitude, quality and performance. From the perspective of personnel structure, the coexistence of structural shortages and redundancies is significant: front-line production positions are in short supply, while third- and fourth-line positions are overstaffed; urban workshops and teams have a relatively surplus of personnel, while remote areas are facing a shortage of personnel. This unbalanced personnel distribution urgently needs to be optimized through the implementation of full-staff performance management, reasonably adjusting the total wage linkage mechanism and income distribution model, widening the income gap between different positions and types of work, and encouraging employees to move to front-line production positions.

[0003] To achieve this goal, the income gap is widened according to the work performance of employees, ensuring that everyone's efforts are reflected in the performance salary. However, due to the large organization and large number of people, it is indeed a huge challenge to calculate the performance of each employee. Especially when evaluating the grade calculation objects every month, the company has strict requirements on output time and accuracy. The traditional manual calculation method is not only time-consuming and labor-intensive, but also inefficient - for example, it takes about an hour for a skilled workshop employee to complete the calculation of a grade and final score. In contrast, the use of automated grade calculation methods can generate results in seconds, greatly reducing time and labor costs. Summary of the invention

[0004] In order to overcome the deficiencies in the background technology, the present invention discloses a plug-in and hierarchical performance level calculation method.

[0005] In order to achieve the above-mentioned invention object, the present invention adopts the following technical scheme: A plug-in, hierarchical performance level calculation method includes the following steps: S1. Divide the level calculation objects into different levels; S2. Configure the level calculation and assessment configuration template for each level; S3. Group the level calculation objects. Objects at different levels should be grouped separately. Organizations and personnel should be grouped separately. Each level calculation object can only be in one group at a time. S4. Execute the grade calculation method for the grouped grade calculation objects respectively, first execute the institution grade calculation process, then execute the personnel grade calculation process; and output the calculation results.

[0006] Preferably, the grade calculation objects in step S1 include the units, departments, sections, workshops, teams, affiliated institutions, sub-branches, leaders, other management and professional and technical personnel, and operational skill position personnel that generate performance scores; the hierarchical division rules are that the affiliated units and government departments and their leaders are one level; the workshops, sections, sub-branches under the affiliated units and the sections, affiliated institutions under the government departments and their other management and professional and technical personnel are one level; the teams under the workshops and their operational skill position personnel are one level.

[0007] Preferably, the grade calculation assessment configuration template in step S2 is the achievement conditions of each grade of the grade calculation object entered by the administrator.

[0008] Preferably, the institution level calculation process in step S4 includes the following steps: A1: Input data, input group organization list, and input corresponding level calculation and assessment configuration; A2: Sort by the scores in descending order. A3: Determine whether it is C grade, check whether the grade of the current institution is C; If it is C level: add the institution to the C level list; set the institution's level to C; If not C: proceed to next step; A4: Determine the A-level subscript, determine the A-level subscript; A5: Check whether the scores before and after the subscript of A are the same; If the same: A grade subscript minus 1; If different: proceed to the next step; A6: Check whether there is an organization before A is placed on the bid; If there is an institution: divide the two lists according to the A-level subscript; If there is no institution: proceed to the next step; A7: Divide the list into A-level list and B-level list according to the A-level subscript; A8: Determine whether the A-level score requirements are met; check whether the institutions in the A-level list meet the A-level score requirements; If satisfied: the institution is assigned an A grade; If not met: the institution is placed at grade B; A9: Summarize and sort, summarize and sort all levels of institutions; A10: Output the results, and output the final institution level list.

[0009] Preferably, the personnel level calculation process in step S4 includes the following steps: B1: Input data, input personnel list; input corresponding grade calculation and assessment configuration; input the list of institutions whose grades have been calculated; B2: Calculate personal scores. Enter the institution level that the personnel rely on and the institution score that needs to constitute the personal score. Calculate the personal score according to the personnel's job performance score * the personnel score ratio specified in the level calculation assessment configuration + the institution score * the institution score ratio specified in the level calculation assessment configuration; B3: Sorting, the personnel list is sorted in descending order according to individual scores; B4: Determine whether it is level C, check whether the current person's level is C; If it is C-level: add the person to the C-level list; mark as not adjustable to S-level; If not C: proceed to next step; B5: Determine whether it is S level, check whether the current personnel's level is S; If it is S level: add the person to the S level list and set it to S level; If not S rank: proceed to the next step; B6: Determine the A-level subscript; B7: Check whether the scores before and after the subscript of A are the same; If the same: A grade subscript minus 1; If different: proceed to the next step; B8: Check whether there is any personnel before A places the bid; If there are personnel: divide into two lists according to the A-level subscript; If there is no personnel: proceed to the next step; B9: Divide the list into A-level list and B-level list according to the A-level subscript; B10: Determine whether the A-level score requirements are met, and check whether the personnel in the A-level list meet the A-level score requirements; If satisfied: the person is set to Grade A; If not satisfied: the person is set to B level and marked as not adjustable to S level; B11: Determine whether the S-level ratio requirement is met, and check whether the personnel in the A-level list meet the S-level ratio requirement; If satisfied: marked as adjustable to S level; If not satisfied: marked as not adjustable to S level; B12: Summarize and sort, summarize and sort personnel of all levels; B13: Calculate the final score according to the corresponding grade coefficient; the final score of the personnel is the score obtained by combining the personal performance score and the coefficient corresponding to the grade; the personal performance score is the score obtained by combining the organizational performance score and the position performance score according to the ratio specified in the grade calculation and assessment configuration; the position performance score is the monthly and annual job performance score of the personnel in the grade calculation object; the organizational performance score is the monthly and annual assessment and evaluation score of the institution in the grade calculation object; output the final personnel grade list.

[0010] Due to the adoption of the above-mentioned technical solution, the present invention has the following beneficial effects: The present invention discloses a plug-in, hierarchical performance grade calculation method, which groups objects according to grade calculation objects, and configures universal and personalized grade calculation assessment standards for each group. By introducing a dynamic calculation method, the system can calculate the performance grade of each object in real time according to the changes in grade calculation objects, group adjustments, and updates to grade calculation assessment configurations. This method not only solves the problems of low efficiency, high labor consumption, and easy errors in traditional manual calculations, but also effectively addresses the challenges brought about by changes in grade calculation objects, groups, and assessment configurations, greatly reducing time and labor costs. BRIEF DESCRIPTION OF THE DRAWINGS

[0011] Figure 1 Calculate the flow chart for the institution level; Figure 2 Flowchart for personnel level calculation. DETAILED DESCRIPTION

[0012] The present invention can be explained in detail through the following embodiments. The purpose of disclosing the present invention is to protect all technical improvements within the scope of the present invention. In the description of the present invention, it should be understood that if there are terms such as "upper", "lower", "front", "back", "left", "right", etc. indicating directions or positional relationships, they only correspond to the drawings of the present application for the convenience of describing the present invention, and do not indicate or imply that the device or element referred to must have a specific direction.

[0013] Embodiment 1, in combination with Figures 1-2 , a plug-in, hierarchical performance level calculation method, including the following steps: S1. Divide the grade calculation objects into different levels; among them, the grade calculation objects include the units, departments, sections, workshops, teams, affiliated institutions, sub-branches, leaders, other management and professional and technical personnel, and operational skill position personnel that generate performance scores; the level division rules are as follows: the affiliated units and government departments and their leaders are one level; the workshops, sections, sub-branches under the affiliated units and the departments, affiliated institutions and their other management and professional and technical personnel are one level; the teams under the workshops and their operational skill position personnel are one level.

[0014] S2. Configure the grade calculation and assessment configuration template for each level; the grade calculation and assessment configuration template is the achievement conditions of each grade of the grade calculation object entered by the administrator.

[0015] S3. Group the level calculation objects. Objects at different levels should be grouped separately. Organizations and personnel should be grouped separately. Each level calculation object can only be in one group at a time. S4. Execute the grade calculation method for the grouped grade calculation objects respectively, first execute the institution grade calculation process, then execute the personnel grade calculation process; and output the calculation results.

[0016] Combined with Figure 1 , the institutional level calculation process includes the following steps: A1: Input data, input group organization list, and input corresponding level calculation and assessment configuration; A2: Sort by the scores in descending order. A3: Determine whether it is C grade, check whether the grade of the current institution is C; If it is C level: add the institution to the C level list; set the institution's level to C; If not C: proceed to next step; A4: Determine the A-level subscript, determine the A-level subscript; A5: Check whether the scores before and after the subscript of A are the same; If the same: A grade subscript minus 1; If different: proceed to the next step; A6: Check whether there is an organization before A is placed on the bid; If there is an institution: divide the two lists according to the A-level subscript; If there is no institution: proceed to the next step; A7: Divide the list into A-level list and B-level list according to the A-level subscript; A8: Determine whether the A-level score requirements are met; check whether the institutions in the A-level list meet the A-level score requirements; If satisfied: the institution is assigned an A grade; If not met: the institution is placed at grade B; A9: Summarize and sort, summarize and sort all levels of institutions; A10: Output the results, and output the final institution level list.

[0017] The logic of institutional grade calculation first requires grouping each institution that needs to be graded, inputting the grade calculation assessment configuration corresponding to the grouping and the calculation process defined by it. At the same time, it is also necessary to input a list of all institutions under the grouping, and filter out those institutions that need to be manually adjusted to grade C, and those institutions whose scores do not reach the specified C grade score line, to form a list of specially treated objects. Next, this specially treated list will be sorted from high to low according to the scores of each institution, in order to facilitate subsequent grade allocation. According to the ratio specified in the provided grade calculation assessment configuration, the maximum number corresponding to each grade is preliminarily determined, and the boundary subscripts of each grade are delineated accordingly.

[0018] If two adjacent institutions are found to have the same score at the designated boundary, the principle of "lower level first" is applied to move the boundary one position to the higher score side, and repeat this process until a different score is found or the beginning of the list is reached. This step ensures that the level division can be completed fairly and reasonably even if the scores are the same. After the boundary adjustment is completed, the sorted institution list is divided into multiple sublists according to the final boundary subscripts, and each sublist represents a different level. For each institution in these sublists, its level is set according to whether its score meets the corresponding level requirements, so as to achieve accurate level allocation.

[0019] Finally, in order to ensure the coherence and consistency of the results, all the marked institutions will be merged with the C-level institutions initially filtered out and restored to the original order. After completing all the above steps, the calculated results will be stored in the database to provide a reliable basis for subsequent data analysis and decision-making. Through such a systematic process, it can not only ensure that each institution can obtain an accurate grade assessment according to the established standards, but also effectively improve the transparency and fairness of the entire evaluation process.

[0020] Combined with Figure 2 ,The personnel level calculation process includes the following steps: B1: Input data, input personnel list; input corresponding grade calculation and assessment configuration; input the list of institutions whose grades have been calculated; B2: Calculate personal scores. Enter the institution level that the personnel rely on and the institution score that needs to constitute the personal score. Calculate the personal score according to the personnel's job performance score * the personnel score ratio specified in the level calculation assessment configuration + the institution score * the institution score ratio specified in the level calculation assessment configuration; B3: Sorting, the personnel list is sorted in descending order according to individual scores; B4: Determine whether it is level C, check whether the current person's level is C; If it is C-level: add the person to the C-level list; mark as not adjustable to S-level; If not C: proceed to next step; B5: Determine whether it is S level, check whether the current personnel's level is S; If it is S level: add the person to the S level list and set it to S level; If not S rank: proceed to the next step; B6: Determine the A-level subscript; B7: Check whether the scores before and after the subscript of A are the same; If the same: A grade subscript minus 1; If different: proceed to the next step; B8: Check whether there is any personnel before A places the bid; If there are personnel: divide into two lists according to the A-level subscript; If there is no personnel: proceed to the next step; B9: Divide the list into A-level list and B-level list according to the A-level subscript; B10: Determine whether the A-level score requirements are met, and check whether the personnel in the A-level list meet the A-level score requirements; If satisfied: the person is set to Grade A; If not satisfied: the person is set to B level and marked as not adjustable to S level; B11: Determine whether the S-level ratio requirement is met, and check whether the personnel in the A-level list meet the S-level ratio requirement; If satisfied: marked as adjustable to S level; If not satisfied: marked as not adjustable to S level; B12: Summarize and sort, summarize and sort personnel of all levels; B13: Calculate the final score according to the corresponding grade coefficient; the final score of the personnel is the score obtained by combining the personal performance score and the coefficient corresponding to the grade; the personal performance score is the score obtained by combining the organizational performance score and the position performance score according to the ratio specified in the grade calculation and assessment configuration; the position performance score is the monthly and annual job performance score of the personnel in the grade calculation object; the organizational performance score is the monthly and annual assessment and evaluation score of the institution in the grade calculation object; output the final personnel grade list.

[0021] The personnel grade calculation logic first requires that each personnel who needs to be graded be grouped, all grade calculation assessment configurations and their defined calculation processes for the group be entered, and the personnel list under the group and the list of institutions whose grades have been calculated are entered at the same time. Next, the individual score is calculated according to the specified ratio (i.e., personnel position score * personnel score ratio + institution score * institution score ratio). The calculated individual score will be used to sort all personnel in descending order to preliminarily determine their grades.

[0022] In the special processing and adjustment stage, the list of grade calculation objects for manual adjustment of C grade and objects whose personal scores are lower than the specified C grade score line is taken out, and the final score is calculated according to the corresponding coefficient. In addition, the list of grade calculation objects for manual adjustment of S grade needs to be processed, and the final score is also calculated according to the corresponding coefficient. Then, the grade calculation assessment configurations that depend on the institution's grade determination are selected from the configurations initially input to prepare for the next step of preliminary grading.

[0023] According to the calculation process corresponding to each grade ratio in the selected grade calculation assessment configuration, the last subscript of each grade ratio is preliminarily determined. If two adjacent personnel are found to have the same score at the demarcated boundary, the principle of "lower grade first" is applied to move the boundary one position to the side with higher score, and repeat this process until different scores are found or the beginning of the list is reached. After the boundary adjustment is completed, the list of grade calculation objects is truncated according to the final subscript and divided into different sublists.

[0024] For each level calculation object in these sublists, check whether its score meets the requirements of the corresponding level. Those that meet the requirements are set to the corresponding level, and the final score is calculated again based on the coefficient corresponding to the level. In order to ensure the coherence and consistency of the results, the level-marked list is merged with the previously processed C-level list and restored to the original order. After the entire calculation process is completed, the results will be stored in the database to provide support for subsequent data analysis and decision-making.

[0025] This systematic process not only ensures that every person can receive an accurate grade assessment based on established standards, but also effectively improves the transparency and fairness of the entire assessment process, thus providing a solid foundation for human resource management.

[0026] The parts of the present invention that are not described in detail are prior art. It is obvious to those skilled in the art that the present invention is not limited to the details of the above-mentioned exemplary embodiments, and the present invention can be implemented in other specific forms without departing from the spirit or basic characteristics of the present invention; therefore, no matter from which point of view, the embodiments should be regarded as exemplary and non-restrictive, and it is intended that all changes that fall within the meaning and scope of equivalent elements are included in the present invention.

Claims

1. A plug-in, hierarchical performance level calculation method, characterized in that: The following steps are involved: S1. Divide the level calculation objects into different levels; S2. Configure the level calculation and assessment configuration template for each level; S3. Group the level calculation objects. Objects at different levels should be grouped separately. Organizations and personnel should be grouped separately. Each level calculation object can only be in one group at a time. S4. Execute the grade calculation method for the grouped grade calculation objects respectively, first execute the institution grade calculation process, then execute the personnel grade calculation process; and output the calculation results.

2. The plug-in-based, hierarchical performance level calculation method according to claim 1, characterized in that: The grade calculation objects in step S1 include the units, departments, sections, workshops, teams, affiliated institutions, subsidiaries, leaders, other management and professional technical personnel, and personnel in skill positions that generate performance scores; the hierarchical division rule is that the affiliated units and departments and their leaders are one level; The workshops, departments, subsidiaries of the affiliated units and the departments, affiliated institutions and other management and professional and technical personnel under them are one level; the get off work groups under the workshop and the operating skill positions under them are one level.

3. The plug-in-based, hierarchical performance level calculation method according to claim 1, characterized in that: The grade calculation assessment configuration template in step S2 is the achievement conditions of each grade of the grade calculation object entered by the administrator.

4. The plug-in-based, hierarchical performance level calculation method according to claim 1, characterized in that: The institution level calculation process in step S4 includes the following steps: A1: Input data, input group organization list, and input corresponding level calculation and assessment configuration; A2: Sort by the scores in descending order. A3: Determine whether it is C grade, check whether the grade of the current institution is C; If it is C level: add the institution to the C level list; set the institution's level to C; If not C: proceed to next step; A4: Determine the A-level subscript, determine the A-level subscript; A5: Check whether the scores before and after the subscript of A are the same; If the same: A grade subscript minus 1; If different: proceed to the next step; A6: Check whether there is an organization before A places a bid; If there is an institution: divide the two lists according to the A-level subscript; If there is no institution: proceed to the next step; A7: Divide the list into A-level list and B-level list according to the A-level subscript; A8: Determine whether the A-level score requirements are met; check whether the institutions in the A-level list meet the A-level score requirements; If satisfied: the institution is assigned an A grade; If not met: the institution is placed at grade B; A9: Summarize and sort, summarize and sort all levels of institutions; A10: Output the results, and output the final institution level list.

5. The plug-in-based, hierarchical performance level calculation method according to claim 4, characterized in that: Step S4 The personnel level calculation process includes the following steps: B1: Input data, input personnel list; input corresponding grade calculation and assessment configuration; input the list of institutions whose grades have been calculated; B2: Calculate personal scores. Enter the institution level that the personnel rely on and the institution score that needs to constitute the personal score. Calculate the personal score according to the personnel's job performance score * the personnel score ratio specified in the level calculation assessment configuration + the institution score * the institution score ratio specified in the level calculation assessment configuration; B3: Sorting, the personnel list is sorted in descending order according to individual scores; B4: Determine whether it is level C, check whether the current person's level is C; If it is C-level: add the person to the C-level list; mark as not adjustable to S-level; If not C: proceed to next step; B5: Determine whether it is S level, check whether the current personnel's level is S; If it is S level: add the person to the S level list and set it to S level; If not S rank: proceed to the next step; B6: Determine the A-level subscript; B7: Check whether the scores before and after the subscript of A are the same; If the same: A grade subscript minus 1; If different: proceed to the next step; B8: Check whether there is any personnel before A places the bid; If there are personnel: divide into two lists according to the A-level subscript; If there is no personnel: proceed to the next step; B9: Divide the list into A-level list and B-level list according to the A-level subscript; B10: Determine whether the A-level score requirements are met, and check whether the personnel in the A-level list meet the A-level score requirements; If satisfied: the person is set to A level; If not satisfied: the person is set to B level and marked as not adjustable to S level; B11: Determine whether the S-level ratio requirement is met, and check whether the personnel in the A-level list meet the S-level ratio requirement; If satisfied: marked as adjustable to S level; If not satisfied: marked as not adjustable to S level; B12: Summarize and sort, summarize and sort personnel of all levels; B13: Calculate the final score according to the corresponding grade coefficient. The final score of the personnel is the score obtained by combining the personal performance score and the coefficient corresponding to the grade. The personal performance score is the score obtained by combining the organizational performance score and the job performance score according to the ratio specified in the grade calculation and assessment configuration. The job performance score is the monthly and annual job performance score of the personnel in the grade calculation object. The organizational performance score is the monthly and annual assessment and evaluation score of the institution in the grade calculation object; Output the final personnel level list.

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