Order allocation method and device, equipment and storage medium

Abstract

The invention discloses an order allocation method and device, equipment and a storage medium, and relates to the technical field of intelligent recommendation, and the order allocation method comprises the steps: carrying out the statistics of index data needed for examining each employee, and enabling the index data to be the data of an examination index needed for examining the performance of the employee; based on a preset proportion of each assessment index and the index data, scoring each employee to obtain a performance score of each employee; and allocating to-be-allocated orders to the employees based on the ranking of the performance scores. Therefore, manual scoring of each employee is avoided, subjective factors existing in manual order allocation can be avoided, and finally, orders are allocated to the employees according to performance scores to complete automatic allocation of sales orders, so that the employees with higher performance scores obtain more orders, the enthusiasm of the employees is improved, and the overall delivery time of the orders is shortened.

Description

Technical Field

[0001] The present application relates to the field of intelligent recommendation technology, and in particular to an order allocation method, device, equipment and storage medium. Background Art

[0002] In order to motivate employees to complete more orders, more orders are usually assigned to employees with better order completion performance.

[0003] Currently, after an order is transferred and delivered, the delivery supervisor manually assigns the order to the employees of the corresponding store. Subsequent delivery employees will follow up on the order according to the assigned tasks until the delivery is completed. At present, the order allocation rules are mostly for takeout orders and online car-hailing orders, and are not applicable to sales orders within the store. However, when supervisors assign orders to employees, there are subjective factors in the supervisors, which will lead to unfair distribution of orders. Therefore, the unfair manual distribution of orders will dampen the enthusiasm of employees, thereby increasing the overall delivery time of orders.

[0004] The above contents are only used to assist in understanding the technical solution of the present application and do not constitute an admission that the above contents are prior art. Summary of the invention

[0005] The main purpose of this application is to provide an order allocation method, which aims to solve the technical problem that unfair manual allocation of orders undermines the enthusiasm of employees and thus increases the overall delivery time of orders.

[0006] To achieve the above objectives, the present application proposes an order allocation method, which comprises:

[0007] Collecting the index data required for assessing each employee, wherein the index data is the data of the assessment index required for assessing the performance of the employee;

[0008] Based on the preset weight of each assessment indicator and the indicator data, scoring each employee to obtain a performance score for each employee;

[0009] The orders to be assigned are assigned to each of the employees based on the ranking of the performance scores.

[0010] In one embodiment, the step of scoring each employee based on the preset weight of each assessment indicator and the indicator data to obtain the performance score of each employee includes:

[0011] Rank the performance indicators of the employees based on the indicator data of each of the assessment indicators, and determine the first employee of each of the assessment indicators;

[0012] Determining the indicator score of the first employee in obtaining the first assessment indicator based on the preset weight and the total score of each assessment indicator, wherein the total score is the total score of all assessment indicators;

[0013] Based on the difference between the indicator score of the first employee and the preset score, determine the indicator scores of the remaining employees under the assessment indicator according to the corresponding performance indicator ranking;

[0014] The indicator scores of the employees under the various assessment indicators are added together to obtain the performance scores of the employees.

[0015] In one embodiment, the step of allocating to-be-allocated orders to each of the employees based on the ranking of the performance scores comprises:

[0016] Count the current total workload and current effective workload of the employee;

[0017] Determine the current order proportion of the employee based on the current total workload and the current effective workload;

[0018] According to the ranking of the performance scores, the current order proportion of each employee is compared with the order allocation ratio in turn, where the order allocation ratio is the ratio of orders allocated to each employee;

[0019] If the current order ratio is less than the order allocation ratio, the corresponding employee is determined as the employee to receive the order;

[0020] The orders to be allocated are randomly allocated to the employees to be received until the current order proportion of the employees to be received is equal to the corresponding order allocation ratio, and then the orders to be allocated are allocated to the next employee to be received based on the performance ranking.

[0021] In one embodiment, the step of comparing the current order proportion of each employee with the order allocation ratio in turn according to the ranking of the performance score includes:

[0022] According to the ranking of the performance scores, the current order ratio of each employee is polled in turn, and it is determined whether the current order ratio is less than the preset zero ratio;

[0023] If it is determined that the current order ratio is less than the preset zero-clearing ratio, employees whose current order ratio is less than the preset zero-clearing ratio are assigned first;

[0024] If it is determined that the current order proportion is greater than or equal to the preset clearing proportion, the current order proportion is compared with the order allocation ratio determined based on the performance score in turn.

[0025] In one embodiment, before the step of comparing the current order proportion of each employee with the order allocation ratio in order according to the ranking of the performance score, the step further includes:

[0026] If there are new employees who have joined the company within the preset protection days, then the performance of the old employees is ranked based on the indicator data of the old employees who have joined the company beyond the preset protection days, so as to obtain a ranking of the old employees;

[0027] If there are multiple new employees, randomly rank the new employees to obtain a ranking of the new employees;

[0028] Determine the middle ranking of the old employee rankings, and insert the new employee ranking into the middle ranking position of the old employee rankings to obtain the performance ranking of each of the employees.

[0029] In one embodiment, the step of allocating to-be-allocated orders to each of the employees based on the ranking of the performance scores comprises:

[0030] Determine the arithmetic difference in proportion when allocating orders to each of the employees based on the performance score;

[0031] Determine the maximum allocation ratio for the employee with the highest performance ranking and the minimum allocation ratio for the employee with the lowest performance ranking;

[0032] Determine the order allocation ratios of the remaining employees among the employees based on the maximum allocation ratio, the minimum allocation ratio and the arithmetic difference of the ratios;

[0033] The orders to be allocated are allocated to the employees based on the order allocation ratio of each employee.

[0034] In addition, to achieve the above-mentioned purpose, the present application also proposes an order distribution device, which includes:

[0035] A statistical module is used to collect statistical indicator data required for assessing each employee, where the indicator data is the assessment indicator data required for assessing the employee's performance;

[0036] A scoring module, used to score each employee based on the preset weight of each assessment indicator and the indicator data, and obtain the performance score of each employee;

[0037] The allocation module is used to allocate the to-be-allocated orders to each of the employees based on the ranking of the performance scores.

[0038] In addition, to achieve the above objectives, the present application also proposes an order allocation device, which includes: a memory, a processor, and a computer program stored in the memory and executable on the processor, wherein the computer program is configured to implement the steps of the order allocation method described above.

[0039] In addition, to achieve the above-mentioned purpose, the present application also proposes a storage medium, which is a computer-readable storage medium, and a computer program is stored on the storage medium. When the computer program is executed by a processor, the steps of the order allocation method described above are implemented.

[0040] In addition, to achieve the above-mentioned purpose, the present application also provides a computer program product, which includes a computer program, and when the computer program is executed by a processor, the steps of the order allocation method described above are implemented.

[0041] One or more technical solutions proposed in this application have at least the following technical effects:

[0042] This application obtains the performance score of each employee by statistically evaluating the data of evaluation indicators (indicator data) required for evaluating employee performance, and scoring each employee according to the proportion of the indicator data, so as to make the employee scoring more suitable for sales and avoid manual scoring of each employee. It can also avoid the subjective factors that exist in manual allocation of orders. Finally, orders are allocated to employees according to performance scores to complete the automatic allocation of sales orders, so that employees with higher performance scores get more orders, which improves the enthusiasm of employees and shortens the overall delivery time of orders. BRIEF DESCRIPTION OF THE DRAWINGS

[0043] The accompanying drawings, which are incorporated in and constitute a part of this specification, illustrate embodiments consistent with the present application and, together with the description, serve to explain the principles of the present application.

[0044] In order to more clearly illustrate the embodiments of the present application or the technical solutions in the prior art, the drawings required for use in the embodiments or the description of the prior art will be briefly introduced below. Obviously, for ordinary technicians in this field, other drawings can be obtained based on these drawings without paying any creative labor.

[0045] Figure 1 A flowchart of the first embodiment of the method for allocating application orders is provided;

[0046] Figure 2 A flowchart of the second embodiment of the method for allocating application orders is provided;

[0047] Figure 3 A schematic diagram of the performance scoring process provided in Example 2 of this application;

[0048] Figure 4 A flowchart of the third embodiment of the method for allocating application orders is provided;

[0049] Figure 5 A schematic diagram of a simplified process for allocating orders to be allocated provided in Example 3 of the present application;

[0050] Figure 6 A flowchart of the fourth embodiment of the method for allocating orders for this application is provided;

[0051] Figure 7 A schematic diagram of a process for determining an order allocation ratio provided in Example 4 of the present application;

[0052] Figure 8 This is a schematic diagram of the main process of the order allocation method for this application;

[0053] Fig. 9 This is a schematic diagram of the module structure of the order distribution device according to an embodiment of the present application;

[0054] Fig.10 A schematic diagram of the device structure of the hardware operating environment involved in the order allocation method in the embodiment of the present application.

[0055] The realization of the purpose, functional features and advantages of this application will be further explained in conjunction with embodiments and with reference to the accompanying drawings. DETAILED DESCRIPTION

[0056] It should be understood that the specific embodiments described herein are only used to explain the technical solutions of the present application and are not used to limit the present application.

[0057] In order to better understand the technical solution of the present application, a detailed description will be given below in conjunction with the accompanying drawings and specific implementation methods.

[0058] The main solution of the embodiment of the present application is: the order management platform obtains the indicator data required for evaluating each employee through statistics, and the indicator data is the data of the evaluation indicators required for evaluating the performance of the employees; based on the preset proportion of each evaluation indicator and the indicator data, each employee is scored to obtain the performance score of each employee; and based on the ranking of the performance score, orders to be assigned are allocated to each employee.

[0059] In this embodiment, for ease of description, the following description is made with the order management platform as the execution entity.

[0060] Due to the existing technology, after the order is transferred and delivered, the delivery supervisor manually assigns the order to the employees of the corresponding store. The subsequent delivery employees will follow up on the order according to the assigned tasks until the delivery is completed. At present, the order allocation rules are mostly for takeout orders and online car-hailing orders, and are not applicable to sales orders within the store. However, when the supervisor assigns orders to employees, there will be subjective factors of the supervisor, which will lead to unfair distribution of orders. Therefore, the unfair distribution of orders by the supervisor will undermine the enthusiasm of employees, thereby increasing the overall delivery time of the order.

[0061] The present application provides a solution, which obtains the performance score of each employee by statistically analyzing the data of evaluation indicators (indicator data) required for evaluating employee performance, and scoring each employee according to the proportion of the indicator data, so as to make the employee scoring more suitable for sales, avoid manual scoring of each employee, and avoid subjective factors in manual allocation of orders. Finally, orders are allocated to employees according to the performance scores to complete the automatic allocation of sales orders, so that employees with higher performance scores get more orders, which improves the enthusiasm of employees and shortens the overall delivery time of orders.

[0062] It should be noted that the execution subject of this embodiment can be a computing service device with data processing, network communication and program running functions, such as a tablet computer, a personal computer, a mobile phone, etc., or an electronic device capable of realizing the above functions, an order management platform, etc. The following takes the order management platform as an example to illustrate this embodiment and the following embodiments.

[0063] Based on this, the embodiment of the present application provides an order allocation method, referring to Figure 1 , Figure 1 This is a flow chart of the first embodiment of the application order allocation method.

[0064] In this embodiment, the order allocation method includes steps S10 to S30:

[0065] Step S10, collecting statistical indicator data required for assessing each employee, wherein the indicator data is the data of the assessment indicators required for assessing the employee's performance;

[0066] It should be noted that the indicator data may include data on indicators such as invoicing rate, invoicing volume, collection timeliness, and satisfaction. Among them, the invoicing rate can be: the number of invoiced orders for the entire list / (the number of orders allocated in the current month + the number of orders allocated in the previous month but not invoiced). The invoicing volume can be: the number of invoiced orders for the entire list in the past month. Collection timeliness can be: payment time - vehicle allocation time, with a minimum value of 0, that is, the payment time and vehicle allocation time are on the same day. Satisfaction can be: a score obtained based on the customer's evaluation of the employee's service, with a default value of 1.

[0067] It is understandable that the process from placing an order to completing an order includes paying a deposit, transferring delivery (entering the delivery stage), allocating orders to delivery employees, applying for orders to allocate vehicles, allocating orders to vehicles, invoicing, shipping, and user confirmation of vehicle pickup. In order to facilitate delivery partners to better complete order delivery and complete more order deliveries, it is necessary to extract important data related to employee performance after the order is delivered from these links, that is, the invoicing rate, invoicing, and collection timeliness. In order to prevent employees from reducing service quality in order to improve performance, it is also necessary to obtain customer satisfaction with employees when evaluating their performance, so as to rate the performance of employees based on data on indicators such as invoicing rate, invoicing volume, collection timeliness, and satisfaction.

[0068] Step S20, scoring each of the employees based on the preset weight of each of the assessment indicators and the indicator data to obtain a performance score for each of the employees;

[0069] It should be noted that the preset weight may be the proportion of each assessment indicator in the total score, for example, the preset weight N of the billing rate, the preset weight M of the billing volume, the preset weight K of the collection timeliness, and the preset weight L of the satisfaction, wherein the preset weights of each assessment indicator add up to 100%, that is, N+M+K+L=100%. The performance score may be the sum of the scores of each assessment indicator, and the total score of the performance score may be preset, that is, the full score of each assessment indicator may be determined based on the preset total score and the preset weight.

[0070] Among them, the preset weight of each assessment indicator can be adjusted accordingly according to the actual situation of different delivery stores, so that the performance card assessment obtained is closer to the actual situation.

[0071] It is understandable that since different delivery stores attach different importance to each assessment indicator, it is necessary to pre-determine the proportion of each assessment indicator in the scoring process, and then score each employee based on the proportion to obtain each employee's performance score. This will make the performance score more in line with the actual sales situation of the corresponding delivery store, so that the performance score can satisfy each employee and avoid employees losing their enthusiasm for processing orders due to unreasonable performance scores.

[0072] In the specific implementation, the total score of each assessment indicator can be set to 900 points, and the score of each assessment indicator can be determined in combination with the preset weight of each assessment indicator, that is, the full score for invoicing rate = 900*N, the full score for invoicing volume = 900*M, the full score for collection timeliness = 900*K and the full score for satisfaction = 900*L. After determining the performance score of each employee, the orders to be assigned are allocated to each employee according to the performance score.

[0073] Step S30, allocating to-be-allocated orders to each of the employees based on the ranking of the performance scores.

[0074] It should be noted that the orders to be allocated can be orders transferred by resigned employees and new orders that need to be allocated. The ranking of performance scores is the ranking of each employee based on the indicator data after the indicator data of each performance indicator is counted. Since the performance score is determined based on the indicator data, the ranking of employees based on the indicator data is also the ranking of each employee's corresponding performance score.

[0075] It is understandable that in order to enable employees who are better at completing orders to complete more orders, orders to be assigned can be allocated to each employee based on the ranking of performance scores to increase the enthusiasm of each employee to complete orders.

[0076] This embodiment provides an order allocation method, which obtains the performance score of each employee by statistically analyzing the data of the evaluation indicators (indicator data) required for evaluating the performance of employees, and scoring each employee according to the proportion of the indicator data, so as to make the employee scoring more suitable for sales, avoid manual scoring of each employee, and avoid subjective factors in manual allocation of orders. Finally, orders are allocated to employees according to the performance scores to complete the automatic allocation of sales orders, so that employees with higher performance scores get more orders, thereby improving the enthusiasm of employees and shortening the overall delivery time of orders.

[0077] Based on the first embodiment of the present application, in the second embodiment of the present application, the same or similar contents as those in the above-mentioned embodiment 1 can refer to the above introduction, and will not be repeated later. Figure 2 , step S20 includes steps S21 to S24:

[0078] Step S21, ranking the performance indicators of the employees based on the indicator data of each assessment indicator, and determining the first employee of each assessment indicator;

[0079] It should be noted that the first employee is the employee who ranks first in the assessment of each assessment indicator when being assessed according to different assessment indicators. The first employees corresponding to different assessment indicators can be different or the same, depending on the actual situation.

[0080] It is understandable that in order to reduce the amount of calculation when allocating orders to employees, improve the efficiency of order allocation without affecting fairness, and reduce the computing power requirements of the order allocation platform hardware, it is necessary to determine the first employee in each of the assessment indicators based on performance ranking, so that the performance score of employees with full marks is full marks, reducing the complexity of the scoring rules.

[0081] For example, there are 5 employees in the current store. When evaluating the invoice rate indicator of these employees, they are first ranked according to their invoice rate performance. For example, employee A is first, employee B is second, employee C is third, employee D is fourth, and employee E is fifth. When evaluating the collection timeliness indicator of these employees, they are ranked according to their collection timeliness performance, which is unrelated to the invoice rate performance. For example, employee C is first, employee E is second, employee B is third, employee D is fourth, and employee A is fifth. It is necessary to determine the first employee for each evaluation indicator.

[0082] Step S22, determining the indicator score of the first employee in obtaining the first assessment indicator based on the preset weight and the total score of each assessment indicator, wherein the total score is the total score of all assessment indicators;

[0083] It is understandable that since the first employee corresponding to different assessment indicators may be different and the rankings of employees under different assessment indicators are also different, in order to reduce the computing power requirements of the order allocation platform and make it applicable to each delivery store, the indicator score of the first employee under the corresponding assessment indicator can be determined based on the total score of all assessment indicators and the preset proportion of the corresponding assessment indicator.

[0084] The assessment index corresponding to the first employee is the assessment index for which the first employee gets full marks. For example, if employee A ranks first in the billing rate, the assessment index corresponding to employee A is the billing rate, and the index score is the total score of each assessment index*N, where N is the preset weight of the billing rate.

[0085] Furthermore, step S22 may specifically be:

[0086] Based on the total score of all assessment indicators and the weight ratio of the invoicing rate in the assessment indicators (preset ratio), the invoicing rate score of the employee with the highest invoicing rate is determined, and this score is determined as the full score for the invoicing rate indicator;

[0087] Based on the total score and the weight ratio of the invoicing volume in the assessment indicators (preset weight), the invoicing volume score of the employee with the highest invoicing volume is determined, and this score is determined as the full score for the invoicing volume indicator;

[0088] Based on the total score and the weight ratio of collection timeliness in the assessment index (preset weight), the collection timeliness score of the employee who ranks first in collection timeliness is determined, and this score is determined as the full score for the collection timeliness index.

[0089] It is understandable that since some employees are more skilled and flexible in sales talk, they can promote customer consumption and increase the probability of transaction. Some employees collect payments in a timely manner and can increase sales for delivery stores. In order to ensure that each employee can be scored fairly, employees need to be scored according to different assessment indicators.

[0090] Step S23, based on the difference between the indicator score of the first employee and the preset score, determine the indicator scores of the remaining employees under the assessment indicator according to the corresponding performance indicator ranking;

[0091] It should be noted that the preset score difference can be determined based on the full score of the first employee, that is, the preset score difference corresponding to different assessment indicators may be different. For example, the full score of the first employee's billing rate is 225, and there are 10 employees in total, so the preset score difference of the billing rate is 22.5.

[0092] It is understandable that since the scores of the first employees for different assessment indicators are different, the corresponding preset score progressions are also different. In order to ensure that each employee is scored reasonably and the amount of calculation can be reduced, after determining the ranking of different assessment indicators for each employee, the employee can be scored according to the ranking using arithmetic progressions.

[0093] Step S24, adding up the indicator scores of the employees under the various assessment indicators to obtain the performance scores of the employees.

[0094] It is understandable that since the evaluation of employee performance is based on the comprehensive score, it is necessary to add up the indicator scores of each employee under each assessment indicator to determine the comprehensive performance score of each employee.

[0095] In the specific implementation, refer to Figure 3, through SQL statistics, the T-30-day invoicing rate, invoicing volume, and collection timeliness assessment index data of all delivery partners nationwide are collected, and the ranking of employees in each assessment index is determined based on the data of each assessment index. That is, based on the invoicing rate data, the invoicing rate ranking of all employees is determined from high to low; based on the invoicing volume data, the invoicing volume ranking of all employees is determined from high to low; based on the collection timeliness data, the collection timeliness ranking of all employees is determined from high to low. The full marks for the first place in invoicing rate and invoicing volume are both 900*25%, and the full marks for the first place in collection timeliness are 900*30%. The subsequent ranking scores of employees' invoicing rates decrease arithmetically according to the tolerance of invoicing rates, and the tolerance is the full score of invoicing rates / total number of people; the subsequent ranking scores of all employees' invoicing volumes decrease arithmetically according to the tolerance of invoicing volumes, and the tolerance is the full score of invoicing volumes / total number of people; the subsequent ranking scores of all employees' collection timeliness decrease arithmetically according to the tolerance of collection timeliness, and the tolerance is the full score of collection timeliness / total number of people; the satisfaction of each employee accounts for 20% of the total score of 900 by default, that is, the satisfaction score is 900*20%=180 points. The final scores of the four assessment indicators are added together to obtain the total score of the delivery partner.

[0096] Based on the first and second embodiments of the present application, in the third embodiment of the present application, the same or similar contents as those in the above embodiments can be referred to the above introduction, and will not be described in detail later. Figure 4 , step S30 includes steps S31 to S35:

[0097] Step S31, counting the current total workload and current effective workload of the employee;

[0098] Step S32, determining the current order proportion of the employee based on the current total workload and the current effective workload;

[0099] Step S33, according to the ranking of the performance score, the current order proportion of each employee is compared with the order allocation ratio in turn, where the order allocation ratio is the ratio of orders allocated to each employee;

[0100] Step S34: if the current order ratio is less than the order allocation ratio, the corresponding employee is determined to be the employee to receive the order;

[0101] Step S35, randomly allocating the orders to be allocated to the employees to be received until the current order proportion of the employees to be received is equal to the corresponding order allocation ratio, and then allocating the orders to be allocated to the next employee to be received based on the performance ranking.

[0102] It should be noted that the orders to be assigned may include orders newly entering the delivery system, orders not yet completed by resigned employees, and orders that some employees did not have time to process at the end of the performance evaluation period. The performance ranking may be a ranking determined based on the performance score of each employee.

[0103] It is understandable that since the higher the performance score, the stronger the corresponding employee's ability to process orders, in order to ensure that the employee has enough orders to process, when there are orders to be assigned, the employees can be polled and assigned according to their performance rankings, and the orders to be assigned will be assigned to employees with higher performance scores first, so as to motivate these employees to process orders actively.

[0104] It is understandable that employees may become bored due to excessive accumulation of orders, which may reduce their enthusiasm for processing orders. Therefore, while ensuring that users process sufficient orders, it is necessary to set an upper limit on the number of currently unprocessed orders for employees. That is, after allocating pending orders to an employee and the proportion of the employee's current orders equals the set order allocation ratio, stop allocating pending orders to the employee and allocate them to the remaining receiving employees.

[0105] Furthermore, step S33 also includes:

[0106] According to the ranking of the performance scores, the current order ratio of each employee is polled in turn, and it is determined whether the current order ratio is less than the preset zero ratio;

[0107] If it is determined that the current order ratio is less than the preset zero-clearing ratio, employees whose current order ratio is less than the preset zero-clearing ratio are assigned first;

[0108] If it is determined that the current order proportion is greater than or equal to the preset clearing proportion, the current order proportion is compared with the order allocation ratio determined based on the performance score in turn.

[0109] It should be noted that the preset clearing ratio can be the ratio of the employee's current orders before they are cleared. The order allocation ratio can be understood as the expected order allocation ratio of each employee, that is, the upper limit of the ratio of automatically allocating orders to employees.

[0110] It is understandable that in order not to affect the employee's order processing, orders need to be assigned to the employee in a timely manner before the employee's current order is about to be cleared. Therefore, when there are orders to be assigned, orders will be assigned to employees whose current order volume is about to be cleared, so as to avoid affecting the next performance evaluation of some employees because they have no orders.

[0111] Optionally, before step S33, the following steps may also be included:

[0112] If there are new employees who have joined the company within the preset protection days, then the performance of the old employees is ranked based on the indicator data of the old employees who have joined the company beyond the preset protection days, so as to obtain a ranking of the old employees;

[0113] If there are multiple new employees, randomly rank the new employees to obtain a ranking of the new employees;

[0114] Determine the middle ranking of the old employee rankings, and insert the new employee ranking into the middle ranking position of the old employee rankings to obtain the performance ranking of each of the employees.

[0115] It should be noted that new employees can be employees in the new employee protection period, that is, employees whose employment days have not exceeded the new employee protection period. The ranking of new employees is the ranking among new employees.

[0116] It is understandable that since there is no performance reference data for new employees when they first join the company, in order to obtain the various indicator data of new employees in the next performance evaluation more fairly, when there are multiple new employees, they are randomly ranked so that the number of orders each new employee initially receives is roughly the same, and the ranking of new employees is placed in the middle of the ranking of old employees to ensure that each new employee has sufficient orders.

[0117] It should be noted that new partners will not be allocated on the same day and have a protection period of N days. During the N period, they will be allocated according to the average value of each delivery store and the proportion of the middle ranking. The ranking of the delivery partners who originally ranked in the middle and behind will be lower in order. N can be set to 30 or one month.

[0118] In the specific implementation, refer to Figure 5 , through python, the transferred delivery orders are allocated according to the order allocation ratio of the store, and the orders to be allocated are automatically allocated. For example, there are a total of L partners under the current delivery store, with a total effective workload of M. A new order comes in again, and the current effective workload of the delivery partner is N (different for each person), and the actual workload ratio of each person is K = N / M. According to the corresponding allocation ratio of L delivery partners, the ranking is from high to low, and the highest ranking is polled. For example, the highest allocation ratio is delivery partner A, followed by delivery partner B and delivery partner C. If the current rotation is in sequence, for example, the actual allocation ratio of delivery partner A with the highest expected allocation ratio does not reach the expected value, then the newly entered order, that is, the order to be allocated, is allocated to A. If the actual allocation ratio is greater than the expected allocation ratio, then according to the rotation order, the first person who meets the actual allocation ratio that does not reach the expected value will be allocated to the new order.

[0119] The total effective workload indicates the number of orders that have been allocated but not yet paid. For example, if the total effective workload of L partners under the delivery store is M, and another order comes in, the partners will be ranked in order of the highest score. If the current total workload of an individual is N, the order allocation ratio K = N / (M+1) is the latest actual allocation ratio of the partner.

[0120] Get the scores of all employees in the same delivery store, and get the average percentage N = 100% / number of employees based on the number of employees. Allocate 30% of the orders to the first person according to the last person, and get the order allocation percentages of the first and last people. The other rankings are calculated in arithmetic progression. If there are new employees in the delivery store and they meet the protection period, that is, the period from the day of joining the company to N days, they are protection period personnel. According to the average middle position order ratio, the middle and back ranking partners are ranked backward in order. Finally, the order allocation ratio of all employees in the same delivery store is obtained.

[0121] Based on the above embodiments of the present application, in the fourth embodiment of the present application, the same or similar contents as those in the above embodiments can be referred to the above introduction, and will not be described in detail later. Figure 6 , step S30 also includes steps S01 to S04:

[0122] Step S01, determining the arithmetic progression of the proportions for allocating orders to each employee based on the performance score;

[0123] Step S02, determining the maximum allocation ratio for the employee with the highest performance ranking and the minimum allocation ratio for the employee with the lowest performance ranking;

[0124] Step S03, determining the order allocation ratios of the remaining employees among the employees based on the maximum allocation ratio, the minimum allocation ratio and the arithmetic difference of the ratios;

[0125] Step S04: allocating to-be-allocated orders to the employees based on the order allocation ratio of each employee.

[0126] It is understandable that in order to avoid employees snatching orders from each other, which is not conducive to the unity of each delivery store, while ensuring that employees with better performance can complete more orders and avoid the accumulation of orders with employees with poor performance, thereby extending the delivery time of orders, therefore, a part of the order allocation ratio of the employee with the last performance can be allocated to the employee with the first performance. This can not only enable the first employee to complete more orders, but also reduce the delivery time pressure for the last employee, thereby improving the order delivery efficiency and shortening the overall order delivery time.

[0127] In the specific implementation, refer to Figure 7, get the scores of all employees in the same delivery store, and get the average percentage N = 100% / number of people based on the number of people. Allocate 30% of the orders to the first person according to the last person, and get the order allocation percentages of the first and last people. The other rankings are calculated in arithmetic progression. If there are new employees in the delivery store and they meet the protection period, that is, the period from the day of joining to N days, they are protection period personnel. According to the average middle position order ratio, the middle and back ranking partners are ranked backward in order. Finally, the order allocation ratio of all employees in the same delivery store is obtained.

[0128] In the specific implementation, the order allocation ratio is determined based on the performance score, specifically:

[0129] Rank each employee comprehensively based on their performance score, and determine the ratio of orders to be evenly distributed to each employee. Then, based on the comprehensive ranking, distribute the order of the last person to the first person according to a preset ratio, so as to determine the order distribution ratio of the first employee in the comprehensive ranking and the order distribution ratio of the last employee. Then, based on the order distribution ratio of the first employee and the order distribution ratio of the last employee, determine the distribution arithmetic difference of each employee, so as to determine the order distribution ratio of the remaining employees based on the distribution arithmetic difference.

[0130] For example, the total ratio is 100%, and there are 5 employees in the current delivery store. The order allocation ratio is first determined based on 100% / 5=20%, and then 30% of the order volume from the last employee's order is given to the first employee to achieve better performance and more orders. Therefore, the order allocation ratio of the first employee is 20%*(1+30%)=26%, and the order ratio of the last one is 20%*(1-30%)=14%. The order allocation ratios of other ranked employees are obtained according to the order allocation ratios of the first and last employees in an arithmetic progression, that is, the arithmetic progression is (26%-14%) / 4=3%. The order allocation ratio of the second employee is 23%, the order allocation ratio of the third employee is 20%, and the order allocation ratio of the fourth employee is 17%.

[0131] For example, to help understand the implementation process of the order allocation method obtained by combining this embodiment with the above embodiments, please refer to Figure 8 , Figure 8 A main flow chart of an order allocation method is provided, specifically:

[0132] First, calculate the completion ranking of partners in the same delivery store within T-30 days, and use SQL to calculate the T-30-day invoicing rate, invoicing volume, and collection timeliness of all delivery partners nationwide to obtain the total score of these three items, that is, the performance score of each delivery partner (employee). Based on the performance score of each delivery partner, obtain the performance score of all delivery partners in the same delivery store, and determine the order allocation ratio of the delivery partners in the same delivery store based on the performance score. Finally, allocate the transferred delivery orders based on the order allocation ratio.

[0133] It should be noted that the above examples are only used to understand the present application and do not constitute a limitation on the order allocation method of the present application. More simple transformations based on this technical concept are all within the scope of protection of the present application.

[0134] This application also provides an order distribution device, please refer to Fig. 9 , the order distribution device comprises:

[0135] A statistical module 10 is used to collect statistical indicator data required for assessing each employee, where the indicator data is the assessment indicator data required for assessing the employee's performance;

[0136] A scoring module 20, for scoring each of the employees based on the preset weight of each of the assessment indicators and the indicator data, to obtain a performance score for each of the employees;

[0137] The allocation module 30 is used to allocate the orders to be allocated to each of the employees based on the ranking of the performance scores.

[0138] Optionally, the scoring module 20 is also used to rank the performance indicators of each of the employees based on the indicator data of each of the assessment indicators, and determine the first employee for each of the assessment indicators; determine the indicator score of the first employee in obtaining the first assessment indicator based on the preset proportion and total score of each of the assessment indicators, and the total score is the total score of all assessment indicators; determine the indicator scores of the remaining employees under the assessment indicators according to the corresponding performance indicator ranking based on the difference between the indicator score of the first employee and the preset score; add the indicator scores of the employees under each of the assessment indicators to obtain the performance score of each of the employees.

[0139] Optionally, the allocation module 30 is also used to count the current total workload and the current effective workload of the employee; based on the current total workload and the current effective workload, determine the current order proportion of the employee; according to the ranking of the performance score, compare the current order proportion of each employee with the order allocation ratio in turn, and the order allocation ratio is the ratio of orders allocated to each employee; if the current order proportion is less than the order allocation ratio, determine the corresponding employee as the employee to receive the order; randomly allocate the to-be-allocated orders to the to-be-received employees until the current order proportion of the to-be-received employees is equal to the corresponding order allocation ratio, and then allocate the to-be-allocated orders to the next to-be-received employee based on the performance ranking.

[0140] Optionally, the allocation module 30 is also used to poll the current order proportion of each employee in turn according to the ranking of the performance score, and determine whether the current order proportion is less than the preset zeroing proportion; if it is determined that the current order proportion is less than the preset zeroing proportion, employees whose current order proportion is less than the preset zeroing proportion are allocated first; if it is determined that the current order proportion is greater than or equal to the preset zeroing proportion, the current order proportion is compared with the order allocation ratio determined based on the performance score in turn.

[0141] Optionally, the allocation module 30 is also used to, if there are new employees among the employees who are within the preset protection days of joining the company, perform performance ranking on each of the old employees based on the indicator data of the old employees who are outside the preset protection days, and obtain a ranking of the old employees; if there are multiple new employees, perform random ranking on each of the new employees, and obtain a ranking of new employees; determine the middle ranking of the old employees, and insert the new employee ranking into the middle ranking position of the old employee ranking, and obtain a performance ranking of each of the employees.

[0142] Optionally, the allocation module 30 is further used to determine the ratio difference for allocating order proportions to each of the employees based on the performance score; determine the maximum allocation ratio for the employee with the highest performance ranking and the minimum allocation ratio for the employee with the last performance ranking; determine the order allocation ratios for the remaining employees based on the maximum allocation ratio, the minimum allocation ratio and the ratio difference; and allocate orders to be allocated to the employees based on the order allocation ratios of each of the employees.

[0143] The order allocation device provided by the present application adopts the order allocation method in the above embodiment, which can solve the technical problem that the unfair manual allocation of orders undermines the enthusiasm of employees, thereby improving the overall delivery time of orders. Compared with the prior art, the beneficial effects of the order allocation device provided by the present application are the same as the beneficial effects of the order allocation method provided by the above embodiment, and the other technical features of the order allocation device are the same as the features disclosed in the above embodiment method, which will not be repeated here.

[0144] The present application provides an order allocation device, which includes: at least one processor; and a memory communicatively connected to the at least one processor; wherein the memory stores instructions executable by the at least one processor, and the instructions are executed by the at least one processor so that the at least one processor can execute the order allocation method in the above-mentioned embodiment one.

[0145] Reference below Fig.10 , which shows a schematic diagram of the structure of an order distribution device suitable for implementing the embodiment of the present application. The order distribution device in the embodiment of the present application may include but is not limited to mobile terminals such as mobile phones, laptop computers, digital broadcast receivers, PDAs (Personal Digital Assistants), PADs (Portable Application Descriptions), PMPs (Portable Media Players), vehicle-mounted terminals (such as vehicle-mounted navigation terminals), etc., and fixed terminals such as digital TVs, desktop computers, etc. Fig.10 The order distribution device shown is merely an example and should not bring any limitation to the functions and scope of use of the embodiments of the present application.

[0146] like Fig.10As shown, the order distribution device may include a processing device 1001 (e.g., a central processing unit, a graphics processor, etc.), which can perform various appropriate actions and processes according to a program stored in a read-only memory (ROM: Read Only Memory) 1002 or a program loaded from a storage device 1003 to a random access memory (RAM: Random Access Memory) 1004. In RAM1004, various programs and data required for the operation of the order distribution device are also stored. The processing device 1001, ROM1002, and RAM1004 are connected to each other through a bus 1005. An input / output (I / O) interface 1006 is also connected to the bus. Generally, the following systems can be connected to the I / O interface 1006: an input device 1007 including, for example, a touch screen, a touch pad, a keyboard, a mouse, an image sensor, a microphone, an accelerometer, a gyroscope, etc.; an output device 1008 including, for example, a liquid crystal display (LCD: Liquid Crystal Display), a speaker, a vibrator, etc.; a storage device 1003 including, for example, a magnetic tape, a hard disk, etc.; and a communication device 1009. The communication device 1009 can allow the order distribution device to communicate with other devices wirelessly or wired to exchange data. Although the figure shows an order distribution device with various systems, it should be understood that it is not required to implement or have all the systems shown. More or fewer systems can be implemented or have alternatively.

[0147] In particular, according to the embodiments disclosed in the present application, the process described above with reference to the flowchart can be implemented as a computer software program. For example, the embodiments disclosed in the present application include a computer program product, which includes a computer program carried on a computer-readable medium, and the computer program includes a program code for executing the method shown in the flowchart. In such an embodiment, the computer program can be downloaded and installed from a network through a communication device, or installed from a storage device 1003, or installed from a ROM 1002. When the computer program is executed by the processing device 1001, the above-mentioned functions defined in the method of the embodiment disclosed in the present application are executed.

[0148] The order allocation device provided by the present application adopts the order allocation method in the above embodiment, which can solve the technical problem that the unfair manual allocation of orders undermines the enthusiasm of employees, thereby improving the overall delivery time of orders. Compared with the prior art, the beneficial effects of the order allocation device provided by the present application are the same as the beneficial effects of the order allocation method provided by the above embodiment, and the other technical features in the order allocation device are the same as the features disclosed in the method of the previous embodiment, which will not be repeated here.

[0149] It should be understood that the various parts disclosed in this application can be implemented by hardware, software, firmware or a combination thereof. In the description of the above embodiments, specific features, structures, materials or characteristics can be combined in any one or more embodiments or examples in a suitable manner.

[0150] The above is only a specific implementation of the present application, but the protection scope of the present application is not limited thereto. Any person skilled in the art who is familiar with the present technical field can easily think of changes or substitutions within the technical scope disclosed in the present application, which should be included in the protection scope of the present application. Therefore, the protection scope of the present application should be based on the protection scope of the claims.

[0151] The present application provides a computer-readable storage medium having computer-readable program instructions (ie, computer programs) stored thereon, and the computer-readable program instructions are used to execute the order allocation method in the above-mentioned embodiment.

[0152] The computer-readable storage medium provided in the present application may be, for example, a USB flash drive, but is not limited to electrical, magnetic, optical, electromagnetic, infrared, or semiconductor systems, systems or devices, or any combination of the above. More specific examples of computer-readable storage media may include, but are not limited to: an electrical connection with one or more wires, a portable computer disk, a hard disk, a random access memory (RAM), a read-only memory (ROM), an erasable programmable read-only memory (EPROM or flash memory), an optical fiber, a portable compact disk read-only memory (CD-ROM), an optical storage device, a magnetic storage device, or any suitable combination of the above. In this embodiment, the computer-readable storage medium may be any tangible medium containing or storing a program that can be used by or in combination with an instruction execution system, system or device. The program code contained on the computer-readable storage medium may be transmitted using any appropriate medium, including but not limited to: wires, optical cables, RF (Radio Frequency), etc., or any suitable combination of the above.

[0153] The computer-readable storage medium may be included in the order distribution device; or may exist independently without being assembled into the order distribution device.

[0154] The above-mentioned computer-readable storage medium carries one or more programs. When the above-mentioned one or more programs are executed by the order allocation device, the order allocation device: collects statistical indicator data required for evaluating each employee, and the indicator data is the data of the evaluation indicators required for evaluating the performance of the employees; scores each employee based on the preset proportion of each evaluation indicator and the indicator data to obtain the performance score of each employee; and allocates orders to be allocated to each employee based on the ranking of the performance scores.

[0155] Computer program code for performing the operations of the present application may be written in one or more programming languages ​​or a combination thereof, including object-oriented programming languages ​​such as Java, Smalltalk, C++, and conventional procedural programming languages ​​such as "C" or similar programming languages. The program code may be executed entirely on the user's computer, partially on the user's computer, as a separate software package, partially on the user's computer and partially on a remote computer, or entirely on a remote computer or server. In the case of a remote computer, the remote computer may be connected to the user's computer through any type of network, including a local area network (LAN) or a wide area network (WAN), or may be connected to an external computer (e.g., via the Internet using an Internet service provider).

[0156] The flow chart and block diagram in the accompanying drawings illustrate the possible architecture, function and operation of the system, method and computer program product according to various embodiments of the present application. In this regard, each square box in the flow chart or block diagram can represent a module, a program segment or a part of a code, and the module, the program segment or a part of the code contains one or more executable instructions for realizing the specified logical function. It should also be noted that in some alternative implementations, the functions marked in the square box can also occur in a sequence different from that marked in the accompanying drawings. For example, two square boxes represented in succession can actually be executed substantially in parallel, and they can sometimes be executed in the opposite order, depending on the functions involved. It should also be noted that each square box in the block diagram and / or flow chart, and the combination of the square boxes in the block diagram and / or flow chart can be implemented with a dedicated hardware-based system that performs a specified function or operation, or can be implemented with a combination of dedicated hardware and computer instructions.

[0157] The modules involved in the embodiments described in this application may be implemented by software or hardware, wherein the name of the module does not constitute a limitation on the unit itself in some cases.

[0158] The readable storage medium provided by the present application is a computer-readable storage medium, which stores computer-readable program instructions (i.e., computer programs) for executing the above-mentioned order allocation method, and can solve the technical problem of unfair manual allocation of orders, which dampens the enthusiasm of employees and thus increases the overall delivery time of orders. Compared with the prior art, the beneficial effects of the computer-readable storage medium provided by the present application are the same as the beneficial effects of the order allocation method provided by the above-mentioned embodiment, and will not be elaborated here.

[0159] The present application also provides a computer program product, comprising a computer program, wherein when the computer program is executed by a processor, the steps of the order allocation method as described above are implemented.

[0160] The computer program product provided by the present application can solve the technical problem that unfair manual allocation of orders undermines the enthusiasm of employees, thereby increasing the overall delivery time of orders. Compared with the prior art, the beneficial effects of the computer program product provided by the present application are the same as the beneficial effects of the order allocation method provided by the above embodiment, and will not be repeated here.

[0161] The above descriptions are only some embodiments of the present application, and are not intended to limit the patent scope of the present application. All equivalent structural changes made using the contents of the present application specification and drawings under the technical concept of the present application, or direct / indirect applications in other related technical fields are included in the patent protection scope of the present application.

Claims

1. An order allocation method, characterized in that: The method includes: Collecting the index data required for assessing each employee, wherein the index data is the data of the assessment index required for assessing the performance of the employee; Based on the preset weight of each assessment indicator and the indicator data, scoring each employee to obtain a performance score for each employee; The orders to be assigned are assigned to each of the employees based on the ranking of the performance scores.

2. The method according to claim 1, characterized in that The step of scoring each employee based on the preset weight of each assessment indicator and the indicator data to obtain the performance score of each employee includes: Rank the performance indicators of the employees based on the indicator data of each of the assessment indicators, and determine the first employee of each of the assessment indicators; Determining the indicator score of the first employee in obtaining the first assessment indicator based on the preset weight and the total score of each assessment indicator, wherein the total score is the total score of all assessment indicators; Based on the difference between the indicator score of the first employee and the preset score, determine the indicator scores of the remaining employees under the assessment indicator according to the corresponding performance indicator ranking; The indicator scores of the employees under the various assessment indicators are added together to obtain the performance scores of the employees.

3. The method according to claim 1, characterized in that The step of allocating orders to be allocated to each employee based on the ranking of the performance scores comprises: Count the current total workload and current effective workload of the employee; Determine the current order proportion of the employee based on the current total workload and the current effective workload; According to the ranking of the performance scores, the current order proportion of each employee is compared with the order allocation ratio in turn, where the order allocation ratio is the ratio of orders allocated to each employee; If the current order ratio is less than the order allocation ratio, the corresponding employee is determined as the employee to receive the order; The orders to be allocated are randomly allocated to the employees to be received until the current order proportion of the employees to be received is equal to the corresponding order allocation ratio, and then the orders to be allocated are allocated to the next employee to be received based on the performance ranking.

4. The method according to claim 3, characterized in that The step of comparing the current order proportion of each employee with the order allocation proportion in turn according to the ranking of the performance score includes: According to the ranking of the performance scores, the current order ratio of each employee is polled in turn, and it is determined whether the current order ratio is less than the preset zero ratio; If it is determined that the current order ratio is less than the preset zero-clearing ratio, employees whose current order ratio is less than the preset zero-clearing ratio are assigned first; If it is determined that the current order proportion is greater than or equal to the preset clearing proportion, the current order proportion is compared with the order allocation ratio in turn.

5. The method according to claim 3, characterized in that Before the step of comparing the current order proportion of each employee with the order allocation proportion in turn according to the ranking of the performance score, the step also includes: If there are new employees who have joined the company within the preset protection days, then the performance of the old employees is ranked based on the indicator data of the old employees who have joined the company beyond the preset protection days, so as to obtain a ranking of the old employees; If there are multiple new employees, randomly rank the new employees to obtain a ranking of the new employees; Determine the middle ranking of the old employee rankings, and insert the new employee ranking into the middle ranking position of the old employee rankings to obtain the performance ranking of each of the employees.

6. The method according to any one of claims 1 to 5, characterized in that The step of allocating orders to be allocated to each employee based on the ranking of the performance scores comprises: Determine the arithmetic difference in proportion when allocating orders to each of the employees based on the performance score; Determine the maximum allocation ratio for the employee with the highest performance ranking and the minimum allocation ratio for the employee with the lowest performance ranking; Determine the order allocation ratios of the remaining employees among the employees based on the maximum allocation ratio, the minimum allocation ratio and the arithmetic difference of the ratios; The orders to be allocated are allocated to the employees based on the order allocation ratio of each employee.

7. An order distribution device, characterized in that: The device comprises: A statistical module is used to collect statistical indicator data required for assessing each employee, where the indicator data is the assessment indicator data required for assessing the employee's performance; A scoring module, used to score each employee based on the preset weight of each assessment indicator and the indicator data, and obtain the performance score of each employee; The allocation module is used to allocate the to-be-allocated orders to each of the employees based on the ranking of the performance scores.

8. An order distribution device, characterized in that: The device comprises: a memory, a processor, and a computer program stored in the memory and executable on the processor, wherein the computer program is configured to implement the steps of the order allocation method according to any one of claims 1 to 6.

9. A storage medium, characterized in that: The storage medium is a computer-readable storage medium, and a computer program is stored on the storage medium. When the computer program is executed by a processor, the steps of the order allocation method according to any one of claims 1 to 6 are implemented.

10. A computer program product, characterized in that The computer program product comprises a computer program, and when the computer program is executed by a processor, the steps of the order allocation method according to any one of claims 1 to 6 are implemented.

Images