Personnel assessment management system

Abstract

The invention discloses a personnel assessment management system, which comprises an automatic registration module, a comprehensive scoring module, a project management module and a talent pool, the automatic registration module is used for recruiting each employee; the comprehensive scoring module performs comprehensive scoring by adopting a multi-scoring mechanism, a multi-cycle automatic scoring mechanism and a ranking feedback mechanism; the project management module is used for setting a corresponding person in charge for each work project and monitoring the progress of the corresponding project by each person in charge; and the talent pool is used for storing the information of each user having the job entry intention and making a training plan for each recruited employee based on a comprehensive scoring result. According to the invention, the comprehensive score of each employee in all aspects is accurately obtained through a multi-period and multi-standard scoring mechanism and automatic operation, and more comprehensive and deeper employee information analysis is provided for enterprises; and information collection of unattended personnel is paid attention to, talent echelon construction is made, and powerful support is provided for an enterprise to formulate a more comprehensive talent strategy.

Description

Technical Field

[0001] The present invention relates to the technical field of assessment management, and in particular to a personnel assessment management system. Background Art

[0002] With the acceleration of the construction of unit management systems, the performance appraisal system has become an indispensable management method for current enterprises and scientific research institutions. A complete appraisal method or system can fully mobilize the enthusiasm, initiative and creativity of employees, and at the same time, it can also play an important and positive role in the achievement of business policies, long-term development and planned goals of enterprises or scientific research institutions.

[0003] At present, in the personnel assessment management of enterprises or scientific research institutions, taking the patent of a scientific research unit technical personnel assessment management system with application number 202311510536.3 as an example, the system concretizes the work results, quantity and quality of each person through the personal scientific research results analysis module, and assigns points, making the assessment standards more transparent and the quantitative assessment more complete. In addition, taking the patent of a construction practitioner assessment management system with application number 201811632784.4 as an example, the system combines work schedules, label modules and cloud storage, can monitor the detailed work of each practitioner, and store the operation status of practitioners and corresponding equipment in the cloud, which increases the efficiency of practitioner management in the construction industry.

[0004] However, these measures currently adopted contain at least the following three problems: 1) There are too few types of projects involved in the assessment management, and there is no refined division, so the scoring is not comprehensive enough; 2) The assessment is not automated enough and its functions are insufficient; 3) Only focusing on current employees, and not enough attention paid to personnel renewal and talent team building. Summary of the invention

[0005] In response to the above three problems, the purpose of the present invention is to propose a personnel assessment management system, which realizes the intelligent, efficient and precise human resource management through a scoring mechanism with multiple cycles and multiple standards and automated operation, accurately matches the matching degree between employees and positions and obtains a comprehensive score for each employee in all aspects, thereby improving the efficiency and accuracy of human resource management, providing enterprises with more comprehensive and in-depth employee information analysis, and providing strong support for enterprises to formulate talent strategies.

[0006] This is achieved through the following technical solutions: A personnel assessment management system comprises an automatic registration module, a comprehensive scoring module, a project management module and a talent pool; the automatic registration module is used to recruit each employee and let each recruited employee automatically complete the entry operation; the comprehensive scoring module adopts a multiple scoring mechanism, a multi-cycle automatic scoring mechanism and a ranking feedback mechanism to comprehensively score each recruited employee; wherein the multiple scoring mechanism includes subjective scoring, objective scoring, plus points and minus points; the multi-cycle automatic scoring mechanism performs multiple-cycle scoring on each employee according to different cycles of day, week and month based on the multiple scoring mechanism, and obtains the multiple-cycle scoring results of each employee in different cycles; the ranking feedback mechanism adjusts each employee based on the multiple scoring cycle results of each employee; the project management module is used to set a corresponding person in charge for each work project and for each person in charge to supervise the progress of the corresponding project; the talent pool is used to store the information of each user who is willing to join the company and to formulate a training plan for each recruited employee based on the comprehensive scoring result.

[0007] The use of the automated registration module has accelerated the efficiency of new employees' onboarding, and also made it easier for new employees to quickly join the personnel assessment management system. At the same time, the use of multiple scoring mechanisms and multi-cycle automatic scoring mechanisms can assess the comprehensive score of each employee in all aspects, making it easier for the company to obtain accurate information about each employee. In addition, a talent pool has been set up to provide the company with backup talents in a timely manner, effectively completing the construction of a talent echelon.

[0008] Preferably, the automated registration module includes a registration applet, an automated contract signing unit, and a certificate review unit; the registration applet is used to recruit each employee and record the corresponding employee information; the automated contract signing unit is used to review each employee information in the registration applet, and automatically generate an electronic contract for the corresponding employee after any employee information is reviewed and approved; the certificate review unit is provided with an information filling page and image recognition OCR, which is used for each recruited employee to upload each of his / her own certificates and conduct automated review. The registration applet, the automated contract signing unit, and the certificate review unit facilitate the rapid onboarding of newly recruited employees and speed up onboarding efficiency, and can also quickly add the information of newly recruited employees to the personnel assessment management system.

[0009] Preferably, an invitation management page is set in the registration applet, and a QR code or sharing link is set in the invitation management page for inviting others to register; each employee will receive an additional salary reward after successfully inviting others to register. Setting up an invitation management page is convenient for encouraging employees to invite other talents to join the company, thereby improving the talent echelon construction of the company.

[0010] Preferably, the first scoring criteria for subjective scoring include effective time, work progress, work attitude, work cooperation, dress code and work specifications; the second scoring criteria for objective scoring include safety specifications, number of people found, average effective time, number of consecutive days of completing tasks, age and gender; the scoring criteria for bonus items include skill certificates, completed project capacity, education, effective suggestions and the number of projects completed within a fixed period; the deduction criteria for deduction items include invalid time and disciplinary violations. Setting multiple scoring criteria facilitates obtaining comprehensive scoring information for each employee and reduces scoring errors caused by incomplete evaluation.

[0011] Preferably, in the first scoring standard, the effective time is scored according to the ranking, the work progress is scored according to the task completion rate, the work attitude is scored according to the attitude type, the work coordination is scored according to the response speed, the dress code is scored according to the company's clothing regulations, and the work specification is scored according to the company's operating specifications; in the second scoring standard, the safety specification is scored according to whether an accident occurs, and the average effective time is scored according to the average daily effective time; in the bonus standard, the skill certificate is scored according to the type of certificate, and the effective suggestion is scored according to the number of suggestions put forward and adopted; in the deduction standard, the invalid time is scored according to the average daily invalid time, and the violation of discipline and regulations is scored according to the average number of violations per day. Set the corresponding scoring requirements for each scoring standard, so as to quickly and accurately calculate the scores of the corresponding personnel according to the scoring requirements, thereby improving the efficiency of system operation.

[0012] Preferably, the ranking feedback mechanism uses the last-place elimination unit to implement last-place elimination based on the multiple-cycle scoring results of each employee. At the same time, each employee who is eliminated from the last place is prohibited from being recruited within a specific period; the more times each employee is eliminated from the last place, the longer the corresponding specific period. Setting up the last-place elimination mechanism and restricting the eliminated employees from being recruited within a specific period facilitates stimulating the work attitude of each employee and reduces the negative impact of incompetent employees on the company.

[0013] Preferably, the progress of the project includes project goals, project plans, project teams, project monitoring and project closure. Detailed division of the project progress facilitates a comprehensive understanding of the project's operation and facilitates timely adjustments to strategies or personnel.

[0014] Preferably, it also includes an insurance management unit for managing customer information, counting and querying premiums, automatically generating insurance contracts, and querying insurance contracts. The insurance management unit can effectively and safely manage customer information and improve work efficiency.

[0015] Preferably, the talent pool is provided with a regular update mechanism, and the talent pool updates the information of each user who intends to join the company and deletes invalid information according to the fixed period of the regular update mechanism. The talent pool is regularly updated to facilitate the construction of talent echelons and timely reserve or deliver the required talents for the enterprise.

[0016] Compared with the prior art, the present invention has the following beneficial effects: The technical solution of the present invention realizes intelligent, efficient and precise human resource management through a scoring mechanism and automated operation with multiple cycles and multiple standards, accurately matches employees with positions and obtains comprehensive scores for each employee in all aspects, thereby improving the efficiency and accuracy of human resource management and providing enterprises with more comprehensive and in-depth employee information analysis. At the same time, employees who do not meet the requirements are eliminated in a timely manner to maintain the operating efficiency of the enterprise. In addition, attention is paid not only to the information collection of employees in service, but also to the information collection of non-employed employees, so as to build a talent echelon and provide strong support for enterprises to formulate more comprehensive talent strategies. BRIEF DESCRIPTION OF THE DRAWINGS

[0017] Figure 1 The figure is a structural diagram of a personnel assessment management system. DETAILED DESCRIPTION

[0018] The technical solutions in the embodiments of the present invention will be described in detail below in conjunction with the accompanying drawings in the embodiments of the present invention.

[0019] like Figure 1 As shown, it is a structural diagram of a personnel assessment management system, including an automated registration module, a comprehensive scoring module, a project management module and a talent pool. The automated registration module is used to speed up the onboarding efficiency of new employees and facilitate the rapid entry of new employees into the personnel assessment management system; the comprehensive scoring module is used to obtain comprehensive information about each employee in all aspects, so that the company can have a deeper understanding of the employees' multi-faceted information; the project management module is used to conduct comprehensive supervision and planning of various projects of the company; the talent pool is used to timely reserve or deliver information on the required talents for the company, effectively completing the construction of a talent echelon.

[0020] In this embodiment, the automated registration module is used to recruit each employee and allow each recruited employee to automatically complete the onboarding operation. Specifically, the automated registration module includes a registration applet, an automated contract signing unit, and a certificate review unit. The registration applet is used to recruit each new employee and record the corresponding employee information. The employee information includes name, number, age, gender, contact number, education, existing certificates, whether or not they have been eliminated, and resume attachments, etc., to provide the company with comprehensive information about the corresponding employee. The automated contract signing unit is used to review the information of each employee in the registration applet, and automatically generate an electronic contract for the corresponding employee after any employee information is reviewed and approved, so that the corresponding employee can directly complete the signing of the electronic contract and quickly complete the onboarding, reducing the cumbersome process of manual printing and signing in conventional methods, thereby speeding up the efficiency of the company in recruiting talents. The certificate review unit is equipped with an information filling page and image recognition OCR, which are used for each recruited employee to upload each of his or her own certificates and conduct automatic review. The information filling page allows the corresponding employee to fill in the information of each of his or her own certificates, and then use image recognition OCR to take a photo of each corresponding certificate and upload it. The uploaded image is compared with the filled-in information. If they are consistent, the automatic review is passed. If they are inconsistent, the corresponding employee is asked to re-fill in the information or re-upload it.

[0021] It should be noted that the OCR in image recognition OCR refers to Optical Character Recognition, which is a technology that can convert text in an image into editable and searchable image data. It is also a widely used image upload technology that facilitates speeding up the efficiency of image upload.

[0022] In this embodiment, an invitation management page is set in the registration applet, and a QR code or sharing link is set in the invitation management page for inviting others to register; every time an employee successfully invites others to register, he or she will receive an additional salary reward. For example, an employee A invites friend B to register. After registration, the company finds that B is the talent it needs, so B successfully registers and joins the company, and the employee A can receive an additional reward equivalent to 5% of B's ​​basic salary. Setting up an invitation management page is convenient for encouraging employees to invite other talents to join the company, thereby improving the talent echelon construction of the company.

[0023] In this embodiment, the comprehensive scoring module uses a multiple scoring mechanism, a multi-cycle automatic scoring mechanism and a ranking feedback mechanism to comprehensively score each recruited employee. The multiple scoring mechanism is to score in the multiple scoring mechanism unit, the multi-cycle automatic scoring mechanism is to score in the multi-cycle automatic scoring mechanism unit, and the ranking feedback mechanism is to score in the ranking feedback mechanism.

[0024] The multiple scoring mechanism specifically includes subjective scoring, objective scoring, plus points and minus points. The first scoring criteria for subjective scoring include effective time, work progress, work attitude, work cooperation, dress code and work specifications; the second scoring criteria for objective scoring include safety specifications, the number of people found, the average effective time, the number of consecutive days to complete tasks, age and gender; combining subjective scoring with objective scoring can reduce the interference of too many human factors, such as emotions, prejudices or fatigue, ensure the objectivity and consistency of scoring, adapt to the processing of large-scale data, ensure fairness and competitiveness, improve the accuracy and efficiency of evaluation in many aspects, and provide detailed feedback. The plus points criteria for plus points include skill certificates, completed project capacity, academic qualifications, effective suggestions and the number of projects completed within a fixed period; the minus points criteria for minus points include invalid time and disciplinary violations. Multiple scoring criteria are set to facilitate the comprehensive scoring information of each employee and reduce scoring errors caused by incomplete evaluation. For example, the first scoring criteria and corresponding scoring of the subjective scoring criteria are shown in Table 1 below: Table 1: A subjective scoring standard table

[0025] In the first scoring standard, the effective time is scored based on the ranking, the work progress is scored based on the task completion rate, the work attitude is scored based on the attitude type, the work cooperation is scored based on the response speed, the dress code is scored based on the company's clothing regulations and work standards are scored based on the company's operating standards.

[0026] Exemplarily, the second scoring standard of the objective scoring standard and the corresponding scores are shown in Table 2 below: Table 2: An objective scoring standard table

[0027] In the second scoring criteria, safety regulations are scored based on whether an accident occurs, and average effective time is scored based on the average daily effective time.

[0028] For example, the scoring criteria and corresponding scoring of the bonus items are shown in Table 3 below: Table 3: A table of bonus items

[0029] In the bonus criteria, skill certificates are scored based on the type of certificate, and effective suggestions are scored based on the number of suggestions made and adopted. Among them, the number of projects completed per capita 5KW / day corresponds to the number of projects completed within a fixed period. KW / day is the project capacity / man-days. KW is 10 million, and MW is 100 million. KW and MW are both units of project capacity.

[0030] For example, the deduction criteria and corresponding scoring of the deduction items are shown in Table 4 below: Table 4: A table of deduction items

[0031] In the deduction criteria, invalid time is scored based on the average invalid time per day, and violations are scored based on the average number of violations per day. Set corresponding scoring requirements for each scoring standard to quickly and accurately calculate the scores of corresponding personnel based on the scoring requirements, thereby improving the efficiency of system operation.

[0032] For the multi-cycle automatic scoring mechanism, it is to score each employee in multiple cycles according to different cycles of day, week and month based on the multiple scoring mechanism, and obtain the multiple cycle scoring results of each employee in different cycles. According to different cycles, the enterprise can use the daily scoring results, weekly scoring results and monthly scoring results to evaluate and analyze each employee in the corresponding cycle, and obtain the status and ability of each employee in a timely manner. At the same time, according to the results of the evaluation and analysis, a ranking feedback mechanism is set up to rank each employee in different cycles, so as to adjust each employee based on the ranking.

[0033] The ranking feedback mechanism is based on the last-in-first-out unit to implement last-in-first-out elimination for employees who meet the elimination criteria in the corresponding period. In addition, each employee who is subject to last-in-first-out elimination is prohibited from being recruited within a specific period; the more times each employee is subject to last-in-first-out elimination, the longer the corresponding specific period. Setting up a last-in-first-out mechanism and restricting the recruitment of eliminated employees within a specific period can help stimulate the work attitude of each employee and reduce the negative impact of incompetent employees on the company. For example, the elimination criteria of the last-in-first-out system are as follows: 1) According to the daily ranking of the project, if the last one is ranked ≥ 3 times per week, he / she will be eliminated directly; 2) According to the weekly ranking of the project, the one with the lowest comprehensive score each week will be eliminated directly; 3) According to the project monthly dimension daily ranking, if the last place is ≥ 7 times per month, it will be eliminated directly; 4) The monthly ranking of all project construction personnel will be directly eliminated if the bottom 5% of the construction personnel are ranked; 5) Eliminated personnel will no longer be employed during the corresponding period of time: ① First elimination: No more recruitment within 30 days from the date of elimination; ② Second elimination: No more recruitment within 60 days from the date of elimination; ③ The third elimination: no further employment within 180 days from the date of elimination; ④The fourth elimination: No further employment will be offered within 365 days from the date of elimination.

[0034] In this embodiment, the project management module is used to set a corresponding person in charge for each work project and for each person in charge to supervise the progress of the corresponding project. The progress of the project includes project goals, project plans, project teams, project monitoring and project closure. The project goals are the final results expected to be achieved by the project. The project plan is to divide the project into multiple stages and set a corresponding completion time limit for each stage. The project team is the name of the construction team carrying out the project and related personnel. Project monitoring is real-time monitoring of the project. Project closure includes matters related to the closure work after the project is completed. Detailed division of the progress of the project is convenient for the corresponding person in charge to fully understand the operation of the project, and to adjust the project implementation strategy in a timely manner or to transfer and adjust relevant personnel.

[0035] In this embodiment, the talent pool is used to store the information of each user who is willing to join the company and to formulate a training plan for each recruited employee based on the comprehensive scoring results. A regular update mechanism is set up in the talent pool. The talent pool updates the information of each user who is willing to join the company and deletes invalid information according to the fixed period of the regular update mechanism. The talent pool is updated regularly, combined with the invitation mechanism and the last-place elimination mechanism of the invitation management page, a triple talent echelon construction can be formed to timely reserve or deliver the required talents for the enterprise and eliminate unqualified ones.

[0036] This embodiment also includes an insurance management unit for managing customer information, counting and querying premiums, automatically generating insurance contracts, and querying insurance contracts. The insurance management unit can effectively and safely manage customer information, automatically generate insurance contracts required by customers, and speed up the work efficiency of enterprises and customers.

[0037] In summary, the present invention realizes intelligent, efficient and precise human resource management through a scoring mechanism and automated operation with multiple cycles and multiple standards, accurately matches employees with positions and obtains comprehensive scores for each employee in all aspects, thereby improving the efficiency and accuracy of human resource management and providing enterprises with more comprehensive and in-depth employee information analysis; at the same time, employees who do not meet the requirements are eliminated in a timely manner to maintain the operating efficiency of the enterprise; in addition, it not only pays attention to the information collection of employees in service, but also pays attention to the information collection of non-employed employees, so as to do a good job in talent echelon construction, and provide strong support for enterprises to formulate more comprehensive talent strategies, which is significantly progressive.

[0038] The above embodiments are only for illustrating the technical idea of ​​the present invention, and cannot be used to limit the protection scope of the present invention. Any changes made on the basis of the technical solution in accordance with the technical idea proposed by the present invention shall fall within the protection scope of the present invention.

Claims

1. A personnel assessment management system, characterized in that: Including automated registration module, comprehensive scoring module, project management module and talent pool; The automated registration module is used to recruit each employee and enable each recruited employee to automatically complete the onboarding process; The comprehensive scoring module uses a multiple scoring mechanism, a multi-cycle automatic scoring mechanism and a ranking feedback mechanism to comprehensively score each recruited employee; the multiple scoring mechanism includes subjective scoring, objective scoring, plus points and minus points; the multi-cycle automatic scoring mechanism scores each employee in multiple cycles according to the multiple scoring mechanism according to different cycles of the day, week and month, and obtains the multiple cycle scoring results of each employee in different cycles; the ranking feedback mechanism adjusts each employee based on the multiple scoring cycle results of each employee; The project management module is used to set up a corresponding person in charge for each work project and for each person in charge to supervise the progress of the corresponding project; The talent pool is used to store information about each user who is willing to join the company and to develop training plans for each recruited employee based on the results of comprehensive scoring.

2. A personnel assessment management system according to claim 1, characterized in that: The automated registration module includes a registration applet, an automated contract signing unit, and a certificate review unit; the registration applet is used to recruit each employee and record the corresponding employee information; the automated contract signing unit is used to review each employee information in the registration applet, and automatically generate an electronic contract for the corresponding employee after any employee information is reviewed and approved; the certificate review unit is provided with an information filling page and image recognition OCR, which is used for each recruited employee to upload each of his or her own certificates and conduct automated review.

3. A personnel assessment management system according to claim 2, characterized in that: An invitation management page is set up in the registration applet, and a QR code or sharing link is set up in the invitation management page for inviting others to register; any employee will receive additional salary rewards every time he successfully invites others to register.

4. A personnel assessment management system according to claim 1, characterized in that: The first scoring criteria for subjective scoring include effective time, work progress, work attitude, work cooperation, dress code and work standards; the second scoring criteria for objective scoring include safety standards, number of people found, average effective time, consecutive days of completing tasks, age and gender; the scoring criteria for bonus items include skill certificates, completed project capacity, academic qualifications, valid suggestions and the number of projects completed within a fixed period; the deduction criteria for deduction items include invalid time and violations of discipline and regulations.

5. A personnel assessment management system according to claim 4, characterized in that: In the first scoring standard, the effective time is scored according to the ranking, the work progress is scored according to the task completion rate, the work attitude is scored according to the attitude type, the work cooperation is scored according to the response speed, the dress code is scored according to the company's clothing regulations, and the work standard is scored according to the company's operating standards; In the second scoring standard, safety regulations are scored based on whether an accident occurs, and average effective time is scored based on the average daily effective time; In the bonus criteria, skill certificates are awarded points based on the type of certificate, and valid suggestions are awarded points based on the number of suggestions made and adopted; In the deduction criteria, invalid time is assigned points based on the average daily invalid time, and violations are assigned points based on the average daily number of violations.

6. A personnel assessment management system according to claim 1, characterized in that: The ranking feedback mechanism uses a last-in-first-out unit to implement last-in-first-out based on each employee's multiple-cycle scoring results. At the same time, each employee who is eliminated last is prohibited from being recruited within a specific period. The more times an employee is eliminated last, the longer the corresponding specific period will be.

7. A personnel assessment management system according to claim 1, characterized in that: The progress of the project includes project objectives, project plan, project team, project monitoring and project closure.

8. A personnel assessment management system according to claim 1, characterized in that: It also includes an insurance management unit for managing customer information, counting and querying premiums, automatically generating insurance contracts, and querying insurance contracts.

9. A personnel assessment management system according to claim 1, characterized in that: The talent pool is equipped with a regular update mechanism, which updates the information of each user who intends to join the company and deletes invalid information based on a fixed period of the regular update mechanism.

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