Employee performance evaluation system based on digital human resource map and performance assignment

Abstract

The invention discloses an employee performance evaluation system based on a digital human resource map and performance assignment, which comprises a login platform, a resource management platform and an evaluation platform, and is characterized in that the login platform comprises total management and personal management, and the resource management platform comprises human resource distribution and performance records. The evaluation platform comprises system evaluation and leader evaluation. According to the invention, the human resource distribution and the performance record are set on the basis of the resource management platform, the data of the number of employees can be visually known in the human resource distribution in the resource management platform, the personnel condition of each department can be known in the distribution of each department, and when there is a lack of personnel in some department, the management of the personnel is facilitated. Therefore, the enthusiasm of workers is improved, when the system is used, the working efficiency can be greatly improved, management personnel can deploy the personnel more conveniently through data visualization, and the system is very convenient to use.

Description

Technical Field

[0001] The present invention relates to the field of human resources, and in particular to an employee effectiveness evaluation system based on a digital human resources map and performance evaluation. Background Art

[0002] Human resource management, the upgrade of personnel management, refers to the general term for a series of activities that, under the guidance of economics and humanistic thinking, effectively utilizes relevant human resources inside and outside the organization through management forms such as recruitment, selection, training, and remuneration to meet the current and future development needs of the organization and ensure the realization of organizational goals and the maximization of member development. In order to facilitate the management and use of subsequent human resources, an employee effectiveness evaluation system based on digital human resource maps and performance assignments can be used to provide systematic suggestions for users.

[0003] The employee effectiveness evaluation systems based on digital human resource maps and performance assignments currently on the market have the following problems when applied: the traditional employee effectiveness evaluation systems based on digital human resource maps and performance assignments are not clear about the management of personnel during use, and the distribution of staff cannot be displayed. In addition, the traditional employee effectiveness evaluation systems based on digital human resource maps and performance assignments only simplify the display of personnel data and cannot understand the extent of personnel transfers in various departments, which is very inconvenient to use. Summary of the invention

[0004] In view of the deficiencies in the background technology, the present invention provides an employee effectiveness evaluation system based on a digital human resource map and performance evaluation.

[0005] In order to solve the above-mentioned phenomenon, the present invention adopts the following technical scheme, which is an employee effectiveness evaluation system based on digital human resource map and performance assignment, including a login platform, a resource management platform and an evaluation platform. The login platform includes general management and personal management, the resource management platform includes human resource distribution and performance records, and the evaluation platform includes system evaluation and leadership evaluation.

[0006] As a further preferred embodiment of the present invention, the general management includes account registration and account cancellation, and the personal management includes account login and account logout.

[0007] As a further preferred embodiment of the present invention, the human resource distribution includes the distribution of each department and a total personnel list, the distribution of each department includes the personnel allocation, personnel deployment and data visualization of each department, the data visualization includes column charts, bar charts and line charts, the performance records include an overview of the performance of each personnel, high performers and low performers, and the high performers include outstanding performance records and outstanding performance rewards.

[0008] As a further preferred embodiment of the present invention, the system evaluation includes customer feedback, the customer feedback includes excellent service and poor service, and the poor service includes continuous service tracking.

[0009] The production steps include the following:

[0010] S1, Login platform: Account that can manage system login.

[0011] S2, resource management platform: can manage human resources and improve personnel development.

[0012] S3, evaluation platform: understand customer needs and provide continuous service tracking for customers.

[0013] As a further preferred embodiment of the present invention, in step S1, there will be general management and personal management within the login platform. The general management can focus on the registration and deregistration of each account, and ensure that there will be no account redundancy when the system is in use. Account management can be performed in real time based on the employees on the job. In the personal management, only the login and logout of the personal account can be operated, which will not affect other employee accounts, thereby improving account utilization and limiting the authority of the personal account.

[0014] As a further preferred embodiment of the present invention, in step S2, in the resource management platform, the data on the number of employees can be directly and intuitively understood through the human resources distribution in the resource management platform, and the personnel situation of each department can be understood in the distribution of each department, and personnel deployment is carried out for the personnel in each department, and data visualization is also provided. The personnel transfer situation of each department can be directly understood through the column chart, bar chart and line chart in the data visualization, and the performance overview of each personnel can be directly displayed in the performance record. At the same time, when a person with outstanding high performance appears, the system will record this person in the place of outstanding high performance, and record the specific display of outstanding performance for him, and then select appropriate performance rewards for the person, and in the performance record, when a person with outstanding low performance appears, this person will be recorded, so as to improve the enthusiasm of the staff.

[0015] As a further preferred embodiment of the present invention, in step S3, in the evaluation platform, the system will analyze based on customer feedback, and two options of excellent service and poor service will appear. When excellent service is selected, the service to the customer will be terminated, and when poor service is selected, the service will be continuously tracked for the customer until excellent service appears and the service will be terminated. In addition, the leader can comment on the staff in the leadership evaluation at each performance summary.

[0016] The present invention opens up human resource distribution and performance records on the basis of a resource management platform. In the human resource distribution in the resource management platform, the data on the number of employees can be intuitively understood, and the personnel situation of each department can be understood in the distribution of each department. When a department is short of staff, personnel deployment can be carried out in time for the personnel in each department, and data visualization is provided. The personnel transfer situation of each department can be directly understood through the column chart, bar chart and line chart in the data visualization, and the performance overview of each personnel can be directly displayed in the performance record. At the same time, when a person with high performance appears, the system records this person in the place of high performance, and records the specific display of outstanding performance for him, and then selects a suitable performance reward for the person, and in the performance record, when a person with low performance appears, this person will be recorded, so as to improve the enthusiasm of the staff, so that the system can greatly improve work efficiency when used, and through data visualization, it can make it more convenient for managers to deploy personnel, which is very convenient to use. BRIEF DESCRIPTION OF THE DRAWINGS

[0017] Figure 1 It is a schematic diagram of the overall structure of the present invention;

[0018] Figure 2 It is a schematic diagram of the structure of the login platform of the present invention;

[0019] Figure 3 It is a schematic diagram of the structure of the resource management platform of the present invention;

[0020] Figure 4 It is a schematic diagram of the evaluation platform structure of the present invention. DETAILED DESCRIPTION

[0021] In the following, only some exemplary embodiments are briefly described. As those skilled in the art will appreciate, the described embodiments may be modified in various ways without departing from the spirit or scope of the present invention. Therefore, the drawings and descriptions are considered to be exemplary and non-restrictive in nature.

[0022] In the description of the present invention, it is necessary to understand that the terms "length", "vertical", "horizontal", "top", "bottom" and the like indicate orientations or positional relationships based on the orientations or positional relationships shown in the accompanying drawings, and are only for the convenience of describing the present invention and simplifying the description, rather than indicating or implying that the device or element referred to must have a specific orientation, be constructed and operated in a specific orientation, and therefore cannot be understood as a limitation on the present invention.

[0023] In addition, the terms "first" and "second" are used for descriptive purposes only and should not be understood as indicating or implying relative importance or implicitly indicating the number of the indicated technical features. Therefore, the features defined as "first" and "second" may explicitly or implicitly include one or more of the features. In the description of the present invention, the meaning of "plurality" is two or more, unless otherwise clearly and specifically defined.

[0024] In the present invention, unless otherwise clearly specified and limited, the terms "installed", "connected", "connected", "fixed" and the like should be understood in a broad sense, for example, it can be a fixed connection, a detachable connection, or an integral connection; it can be a mechanical connection, an electrical connection, or a communication; it can be a direct connection, or an indirect connection through an intermediate medium, it can be the internal connection of two elements or the interaction relationship between two elements. For ordinary technicians in this field, the specific meanings of the above terms in the present invention can be understood according to specific circumstances.

[0025] The disclosure below provides many different embodiments or examples to implement different structures of the present invention. In order to simplify the disclosure of the present invention, the parts and settings of specific examples are described below. Of course, they are only examples, and the purpose is not to limit the present invention. In addition, the present invention can repeat reference numbers and / or reference letters in different examples, and this repetition is for the purpose of simplification and clarity, which itself does not indicate the relationship between the various embodiments and / or settings discussed.

[0026] The present invention provides a technical solution: Figure 1-4 As shown, the employee effectiveness evaluation system based on digital human resource map and performance assignment includes a login platform, a resource management platform and an evaluation platform. The login platform includes general management and personal management, the resource management platform includes human resource distribution and performance records, and the evaluation platform includes system evaluation and leadership evaluation.

[0027] Example 1

[0028] The present invention provides a technical solution: an employee effectiveness evaluation system based on a digital human resource map and performance assignment, wherein the general management includes account registration and account cancellation, and the personal management includes account login and account logout.

[0029] Login platform: Account for managing system login.

[0030] There will be general management and personal management within the login platform. The general management can focus on the registration and deregistration of each account, and ensure that there will be no account redundancy when the system is in use. Account management can be performed in real time based on the employees on the job. In the personal management, only the login and logout of the personal account can be operated, which will not affect other employee accounts. This improves account utilization and limits the authority of personal accounts.

[0031] The advantage of the login platform is that it ensures that there will be no account redundancy when the system is in use, and only personal account login and logout can be operated in personal management, which will not affect other employee accounts, thereby improving account utilization and limiting the authority of personal accounts.

[0032] Example 2

[0033] The present invention provides a technical solution: an employee effectiveness evaluation system based on a digital human resource map and performance assignment, wherein the human resource distribution includes the distribution of each department and a total personnel list, the distribution of each department includes the personnel allocation, personnel deployment and data visualization of each department, the data visualization includes a column chart, a bar chart and a line chart, the performance record includes an overview of the performance of each personnel, high-performance outstanding personnel and low-performance outstanding personnel, and the high-performance outstanding personnel includes outstanding performance records and outstanding performance rewards.

[0034] Resource management platform: can manage human resources and improve personnel development.

[0035] In the resource management platform, the data on the number of employees can be directly and intuitively understood through the human resources distribution in the resource management platform, and the personnel situation of each department can be understood in the distribution of each department, and personnel deployment can be carried out for the personnel in each department at the same time, and data visualization is also provided. The personnel transfer situation of each department can be directly understood through the column chart, bar chart and line chart in the data visualization, and the performance overview of each personnel can be directly displayed in the performance record. At the same time, when a person with high performance appears, the system will record this person in the place of high performance outstanding persons, and record the specific display of outstanding performance for him, and then select appropriate performance rewards for this person, and in the performance record, when a person with low performance outstanding appears, this person will be recorded, so as to improve the enthusiasm of the staff.

[0036] The benefit of the resource management platform is that you can intuitively understand the data on the number of employees through the human resources distribution, and you can understand the personnel situation of each department through the department distribution. At the same time, it comes with data visualization. You can directly understand the personnel transfer situation of each department through the column chart, bar chart and line chart in the data visualization. At the same time, the performance overview of each person can be directly displayed in the performance record, and appropriate performance rewards can be selected for high-performance personnel. When there are low-performance personnel, this person will be recorded to improve the enthusiasm of the staff.

[0037] Example 3

[0038] The present invention provides a technical solution: an employee effectiveness evaluation system based on a digital human resource map and performance assignment, wherein the system evaluation includes customer feedback, the customer feedback includes excellent service and poor service, and the poor service includes continuous service tracking.

[0039] Evaluation platform: understand customer needs and provide continuous service tracking for customers.

[0040] In the evaluation platform, the system will analyze based on customer feedback. At this time, two options, excellent service and poor service, will appear. When excellent service is selected, the service to the customer will be terminated. When poor service is selected, the service will be tracked continuously for the customer until excellent service appears and the service will be terminated. In addition, leaders can comment on the staff in the leadership evaluation at each performance summary.

[0041] The benefit of the evaluation platform is that when customers feel that the service is poor, the service will be continuously tracked for the customers until excellent service appears and the service will be terminated, so as to win back the customers and increase the praise rate of the provider, thereby increasing the usage traffic of the system.

[0042] In summary, the present invention opens up human resource distribution and performance records on the basis of a resource management platform. In the human resource distribution in the resource management platform, the data on the number of employees can be intuitively understood, and the personnel situation of each department can be understood in the distribution of each department. When a department is short of staff, personnel deployment can be carried out in time for the personnel in each department, and data visualization is provided. The personnel transfer situation of each department can be directly understood through the column chart, bar chart and line chart in the data visualization. The performance overview of each personnel can be directly displayed in the performance record. At the same time, when a person with high performance appears, the system records this person in the place of high performance, and records the specific display of outstanding performance for him, and then selects a suitable performance reward for the person, and in the performance record, when a person with low performance appears, this person will be recorded, so as to improve the enthusiasm of the staff, so that the system can greatly improve work efficiency when used, and through data visualization, it can make it more convenient for managers to deploy personnel, which is very convenient to use.

[0043] The above shows and describes the basic principles and main features of the present invention and the advantages of the present invention. It is obvious to those skilled in the art that the present invention is not limited to the details of the above exemplary embodiments, and the present invention can be implemented in other specific forms without departing from the spirit or basic features of the present invention. Therefore, no matter from which point of view, the embodiments should be regarded as exemplary and non-restrictive. The scope of the present invention is defined by the attached claims rather than the above description, and it is intended that all changes falling within the meaning and scope of the equivalent elements of the claims are included in the present invention. Any figure mark in the claims should not be regarded as limiting the claims involved.

[0044] In addition, it should be understood that although the present specification is described according to implementation modes, not every implementation mode contains only one independent technical solution. This description of the specification is only for the sake of clarity. Those skilled in the art should regard the specification as a whole. The technical solutions in each embodiment may also be appropriately combined to form other implementation modes that can be understood by those skilled in the art.

Claims

1. An employee effectiveness evaluation system based on digital human resource maps and performance evaluation, characterized by: It includes a login platform, a resource management platform and an evaluation platform. The login platform includes general management and personal management, the resource management platform includes human resource distribution and performance records, and the evaluation platform includes system evaluation and leadership evaluation.

2. The employee effectiveness evaluation system based on digital human resource map and performance evaluation according to claim 1 is characterized in that: The general management includes account registration and account cancellation, and the personal management includes account login and account logout.

3. The employee effectiveness evaluation system based on digital human resource map and performance evaluation according to claim 1 is characterized in that: The human resources distribution includes the distribution of each department and the total personnel list. The distribution of each department includes the personnel allocation, personnel deployment and data visualization of each department. The data visualization includes column charts, bar charts and line charts. The performance records include an overview of the performance of each personnel, high performers and low performers. The high performers include outstanding performance records and outstanding performance rewards.

4. The employee effectiveness evaluation system based on digital human resource map and performance evaluation according to claim 1 is characterized in that: The system evaluation includes customer feedback, and the customer feedback includes excellent service and poor service, and the poor service includes continuous service tracking.

5. The employee effectiveness evaluation system based on digital human resource map and performance evaluation according to any one of claims 1 to 5, characterized in that: The production steps include the following: S1, Login platform: Account that can manage system login; S2, resource management platform: can manage human resources and improve personnel development; S3, evaluation platform: understand customer needs and provide continuous service tracking for customers.

6. The employee effectiveness evaluation system based on digital human resource map and performance evaluation according to claim 2 is characterized in that: In step S1, there will be general management and personal management within the login platform. The general management can focus on the registration and deregistration of each account, and ensure that there will be no account redundancy when the system is in use. The account management can be performed in real time according to the employees on the job. The personal management can only operate the login and logout of the personal account, which will not affect other employee accounts, thereby improving the account utilization rate and limiting the authority of the personal account.

7. The employee effectiveness evaluation system based on digital human resource map and performance evaluation according to claim 3 is characterized in that: In step S2, in the resource management platform, the data on the number of employees can be directly and intuitively understood through the human resource distribution in the resource management platform, and the personnel situation of each department can be understood in the distribution of each department, and personnel deployment can be carried out for the personnel in each department, and data visualization is also provided. The personnel transfer situation of each department can be directly understood through the column chart, bar chart and line chart in the data visualization, and the performance overview of each personnel can be directly displayed in the performance record. At the same time, when a person with outstanding high performance appears, the system will record this person in the place of outstanding high performance, and record the specific display of outstanding performance for him, and then select appropriate performance rewards for the person, and in the performance record, when a person with outstanding low performance appears, this person will be recorded, so as to improve the enthusiasm of the staff.

8. The employee effectiveness evaluation system based on digital human resource map and performance evaluation according to claim 4 is characterized in that: In step S3, in the evaluation platform, the system will analyze based on the customer's feedback. At this time, two options, excellent service and poor service, will appear. When excellent service is selected, the service to the customer will be terminated. When poor service is selected, the service will be continuously tracked for the customer until excellent service appears and the service will be terminated. In addition, the leader can comment on the staff in the leadership evaluation at each performance summary.

Images