Occupational credit assessment method based on multi-dimensional indexes and employee management system

Abstract

The invention discloses a vocational credit assessment method based on multi-dimensional indexes and an employee management system. The vocational credit assessment method based on the multi-dimensional indexes comprises evaluation items and credit fractal dimensions. Wherein the evaluation items comprise any combination of execution degree, technical capability, working attitude, working efficiency, reward and punishment records, personal honesty and working discipline; the credit fractal dimension comprises any combination of five dimensions including a work ability index, a performance delivery index, a moral index, a qualification proof index and an interpersonal relationship index; and on the basis of the execution degree, the technical capability, the working attitude, the working efficiency, the reward and punishment record, the personal honesty and the working discipline, performing integral calculation processing on the working capability index, the performance delivery index, the moral index, the qualification proof index and the interpersonal relationship index, so as to obtain a final vocational credit score. According to the invention, labor disputes are effectively reduced, labor guarantee is effectively enhanced, and high-quality management of projects and employees is realized.

Description

Technical Field

[0001] The present invention belongs to the technical field of human resource management, and particularly relates to a professional credit assessment method based on multi-dimensional indicators and an employee management system. Background Art

[0002] With the acceleration of the urbanization process, short-cycle and high-intensity infrastructure projects have increased sharply, giving rise to the demand for low-cost and highly mobile labor. However, due to problems such as insufficient professional qualities, uneven work abilities, and behavioral deviations among some practitioners, there are potential quality hazards in work and frequent employment disputes. Traditional assessment methods lack a dynamic quantitative assessment mechanism for multi-dimensional professional credit, making it difficult to timely and effectively warn of employment risks. Therefore, there is an urgent need to build a scientific and data-driven professional credit assessment system to achieve refined control of the entire labor-management process.

[0003] Therefore, it is necessary to design a professional credit assessment method and an employee management system based on multi-dimensional indicators to solve the above technical problems. Summary of the Invention

[0004] In view of the above technical problems, the purpose of the present invention is to provide a professional credit assessment method based on multi-dimensional indicators, which can solve the problems raised in the above background art.

[0005] To achieve the above purpose, the present invention provides a professional credit assessment method based on multi-dimensional indicators, including:

[0006] Evaluation items, where the evaluation items include any combination of execution degree, technical ability, work attitude, work efficiency, reward and punishment records, personal integrity, and work discipline;

[0007] Credit score dimensions, where the credit score dimensions include any combination of five dimensions: work ability index, performance delivery index, moral index, qualification certificate index, and interpersonal relationship index;

[0008] Based on the execution degree, the technical ability, the work attitude, the work efficiency, the reward and punishment records, the personal integrity, and the work discipline, respectively perform integral calculation processing on the work ability index, the performance delivery index, the moral index, the qualification certificate index, and the interpersonal relationship index to obtain the final professional credit score.

[0009] In some embodiments,

[0010] The execution degree includes obeying arrangements and not obeying arrangements;

[0011] The technical ability includes good technology and poor technology;

[0012] The work attitudes include hardworking and active and lazy;

[0013] The work efficiency includes working quickly;

[0014] The reward and punishment records include commendations and awards;

[0015] The personal integrity mentioned includes honesty and trustworthiness and concealment;

[0016] The work discipline includes illegal operations.

[0017] In some embodiments, the initial base number of the compliance arrangement is 10, and the corresponding weights of the work ability index, contract performance delivery index, moral index, qualification certification index and interpersonal relationship index are 1, 2, 3, 1 and 3 respectively;

[0018] The initial base number of good skills is 10, and the corresponding weights of the work ability index, contract performance and delivery index, ethics index and qualification certification index are 5, 3, 1 and 1 respectively;

[0019] The initial base number of diligence and positivity is 10, and the corresponding weights of the work ability index, the contract performance and delivery index, the morality index, the qualification certification index and the interpersonal relationship index are 2, 2, 3, 2 and 1 respectively;

[0020] The initial base value of the efficiency is 10, and the corresponding weights of the work ability index, the contract performance and delivery index, the morality index and the qualification certification index are 5, 3, 1 and 1 respectively;

[0021] The initial base number of the commendation and award is 20, and the corresponding weights of the work ability index, the contract performance and delivery index, the ethics index, the qualification certification index and the interpersonal relationship index are all 4;

[0022] The initial base number of honesty and trustworthiness is 10, and the corresponding weights of the work ability index, the contract performance and delivery index, the moral index base number and the interpersonal relationship index are 1, 5, 3 and 1 respectively;

[0023] The initial base number of not listening to the arrangement is 5, and the corresponding weights of the contract performance and delivery index, the moral index, and the interpersonal relationship index are 1, 2, and 2 respectively;

[0024] The initial base number of the technical difference is 5, and the corresponding weights of the work capability index and the performance delivery index are 3 and 2 respectively;

[0025] The initial base number of work laziness is 5, and the corresponding weights of the work ability index and the contract performance delivery index are 2 and 3 respectively;

[0026] The initial base number of the concealment without reporting is 50, and the respective proportions corresponding to the work ability index, the performance delivery index, the moral index, and the interpersonal relationship index are 5, 15, 25, and 5;

[0027] The initial base number of the illegal operation is 30, and the respective proportions corresponding to the work ability index, the performance delivery index, the moral index, the qualification certificate index, and the interpersonal relationship index are 10, 10, 2, 6, and 2.

[0028] In some embodiments, following arrangements, good skills, being diligent and positive, being quick and efficient in work, being commended and rewarded, and being honest and trustworthy all belong to the bonus items;

[0029] Not following arrangements, poor skills, being lazy in work, concealment without reporting, and illegal operation all belong to the deduction items.

[0030] In some embodiments, the professional credit score is the sum of the scores obtained by adding the scores of the bonus items and subtracting the scores of the deduction items to the work ability index, the performance delivery index, the moral index, the qualification certificate index, and the interpersonal relationship index respectively.

[0031] In some embodiments, the evaluation items further include personal conduct, which includes two items: alcoholism and gambling, and being down-to-earth and responsible. The initial base number of alcoholism and gambling is 5, and the respective proportions corresponding to the performance delivery index and the moral index are 2 and 3; the initial base number of being down-to-earth and responsible is 10, and the respective proportions corresponding to the work ability index, the performance delivery index, the moral index, the qualification certificate index, and the interpersonal relationship index are 2, 3, 3, 1, and 1. Among them, alcoholism and gambling belong to the deduction items, and being down-to-earth and responsible belongs to the bonus items.

[0032] In some embodiments, the evaluation items further include the attitude towards wage claims, which includes malicious wage claims. Malicious wage claims belong to the deduction items. The initial base number of malicious wage claims is 50, and the respective proportions corresponding to the work ability index, the performance delivery index, the moral index, the qualification certificate index, and the interpersonal relationship index are 5, 10, 25, 5, and 5.

[0033] In some embodiments, the deduction items further include the deduction item for dismissal, and the score of the deduction item for dismissal is five times the initial base number of the evaluation items.

[0034] In some embodiments, the dismissal deduction item further includes a blacklisting process. The initial base score of the blacklisting process is 100, and the weights corresponding to the work ability index, the performance delivery index, the moral index, the qualification certificate index, and the interpersonal relationship index are all 20.

[0035] In some embodiments, the method for assessing professional credit based on multi-dimensional indicators provided by the present invention further includes the following steps:

[0036] S1. Establish a personal credit account for the employee. The personal credit account serves as a database for the basic information of the assessment personnel, and is used for attendance management, credit score addition and deduction, and credit point recording of the employee.

[0037] S2. Record the daily attendance situation, daily work situation, and daily interpersonal communication situation of the employee.

[0038] S3. Based on the daily attendance situation, the daily work situation, and the daily interpersonal communication situation, conduct an assessment of the employee for the corresponding scoring items to obtain the first score of the credit score dimension.

[0039] S4. Based on the daily attendance situation, the daily work situation, and the daily interpersonal communication situation, select the exit method for the employee.

[0040] S5. Determine the exit assessment score according to the exit method.

[0041] S6. Based on the comprehensive calculation of the exit assessment score and the first score, obtain the professional credit score.

[0042] S7. Based on the professional credit score, conduct a risk rating for the employment of the employee.

[0043] According to another aspect of the present invention, the present invention further provides a staff management system based on multi-dimensional indicators for implementing the method for assessing professional credit based on multi-dimensional indicators in any of the above embodiments. The characteristics of the system include:

[0044] An employee information module for recording the information of the employee for the employer to view the detailed information of the employee.

[0045] An attendance module for recording the daily attendance situation of the employee.

[0046] A scoring module for the employer to assess and score the employee. The scoring module conducts an assessment based on the scoring items.

[0047] An exit module for the employer to select the exit method for the employee and determine the exit points, and then calculate the final professional credit score.

[0048] The employment risk assessment module is used to calculate the employment risk level of employees.

[0049] Compared with the prior art, the occupation credit assessment method based on multi-dimensional indicators provided by the present invention has the following beneficial effects:

[0050] 1. The occupation credit assessment method based on multi-dimensional indicators provided by the present invention realizes that the employing unit can conduct multi-dimensional data mining on the employee situation based on the credit of the employee through digital means by setting multiple evaluation items and corresponding credit score dimensions, and then realizes the employment risk warning of the employee by the employing unit and provides decision-making reference for employment. In addition, it also achieves the effect of constraining employees with "credit cost", thereby helping the employing unit reduce the frequency of labor disputes and improve employment efficiency, effectively reducing employment disputes, effectively enhancing employment security, and realizing high-quality management of projects and employees. BRIEF DESCRIPTION OF THE DRAWINGS

[0051] The above characteristics, technical features, advantages and their implementation manners of the present invention will be further described below in a clear and understandable manner in combination with the drawings in the preferred embodiments.

[0052] Figure 1 is a schematic flowchart of the occupation credit assessment method based on multi-dimensional indicators in the preferred embodiment of the present invention;

[0053] Figure 2 is a radar distribution diagram of the occupation credit assessment method based on multi-dimensional indicators in the preferred embodiment of the present invention. DETAILED DESCRIPTION OF THE EMBODIMENTS

[0054] In order to more clearly illustrate the technical solutions in the embodiments of the present invention or the prior art, the specific embodiments of the present invention will be described below with reference to the drawings. Obviously, the drawings in the following description are only some embodiments of the present invention. For those of ordinary skill in the art, without creative efforts, other drawings can be obtained according to these drawings and other embodiments can be obtained.

[0055] For the sake of simplicity of the drawings, only the parts related to the invention are schematically shown in each drawing, and they do not represent the actual structure of the product. In addition, for the sake of simplicity and easy understanding of the drawings, in some drawings, parts with the same structure or function are only schematically shown for one of them, or only one of them is marked. In this article, "one" not only means "only this one", but also means "more than one" situation.

[0056] It should also be further understood that the term "and / or" used in the specification and appended claims of the present application refers to any combination and all possible combinations of one or more of the associated listed items, and includes these combinations.

[0057] In addition, in the description of the present application, the terms "first", "second", etc. are only used for distinguishing descriptions and cannot be understood as indicating or implying relative importance.

[0058] In one embodiment, referring to the appended Figure 1 of the specification, a professional credit assessment method based on multi-dimensional indicators provided by the present invention includes evaluation items and credit score dimensions, where the evaluation items include any combination of execution level, technical ability, work attitude, work efficiency, rewards and punishments records, personal integrity, and work discipline. The credit score dimensions include any combination of five major dimensions: work ability index, performance delivery index, moral index, qualification certificate index, and interpersonal relationship index; based on the execution level, technical ability, work attitude, work efficiency, rewards and punishments records, personal integrity, and work discipline, integral calculation and processing are respectively performed on the work ability index, performance delivery index, moral index, qualification certificate index, and interpersonal relationship index to obtain the final professional credit score.

[0059] Specifically, the specific scoring items for assessment are divided into seven items: execution level, technical ability, work attitude, work efficiency, rewards and punishments records, personal integrity, and work discipline.

[0060] Among them, the execution ability corresponds to the execution ability and task completion ability of employees, and is specifically reflected in the ability of employees to convert plans into actual actions and achieve expected goals in accordance with requirements, standards, and processes after receiving work tasks, reflecting the operation ability and implementation effect of employees to turn ideas and plans into actual results.

[0061] The technical ability corresponds to the professional work ability of employees, mainly representing the professional knowledge, skills, and experience levels that employees possess in their work fields. It includes the mastery of specific technologies, tools, and methods, as well as the ability to use these technologies to solve actual work problems, and is an important indicator for measuring the strength of employees in the professional field. For example, the welding quality of welders and the inspection quality of electricians.

[0062] The work attitude corresponds to the work values and professional ethics of employees, mainly reflecting the overall view, emotional tendency, and behavioral performance of employees towards work, including aspects such as work enthusiasm, initiative, sense of responsibility, professionalism, and teamwork spirit. It reflects the internal motivation and self-discipline of employees towards work and is a key factor affecting work quality and team atmosphere.

[0063] Work efficiency corresponds to the cost performance of employees' output and their time management ability. It mainly reflects the quantity and quality of work tasks completed by employees within the specified time, embodying the effectiveness of employees' use of time and the output speed of work. It reflects the rhythm and efficiency of employees in handling affairs at work, and focuses on whether employees can complete work tasks efficiently within the specified time.

[0064] Reward and punishment records correspond to the specific records of employees' daily work performance. They are an intuitive presentation of employees' past work performance and also have an incentive and restrictive effect on employees' future work behaviors.

[0065] Personal integrity corresponds to employees' moral character and professional ethics. It is an important manifestation of employees' professional ethics and personal morality, related to employees' reputation and trust in the organization, and is an important reference for employees' employment risk rating.

[0066] Work discipline corresponds to employees' organizational normativity and self-discipline. It reflects employees' self-discipline ability and respect for organizational rules, and is an important guarantee for maintaining the normal operation of the organization and work.

[0067] The corresponding credit score dimension is split into five major dimensions: work ability index, performance delivery index, moral index, qualification certificate index, and interpersonal relationship index. Among them, the work ability index mainly reflects employees' work technical ability and is the guarantee of work quality; the performance delivery index mainly reflects employees' performance attributes and is the basis of work progress; the moral index mainly reflects whether employees are honest and trustworthy and abide by professional ethics, and then judges the employment risks such as false attendance and false settlement of employees; the qualification certificate index is mainly the specific manifestation of employees' information and is an important indicator for the employing unit to understand the basic situation of employees; the interpersonal relationship index mainly reflects employees' interpersonal relationship handling ability, is the basis of teamwork, and is also an important guarantee for the smooth progress of construction.

[0068] By subdividing employees' professional credit scores into five dimensions, the employing unit can clearly understand employees' above-mentioned five aspects of abilities, and then use them as important reference indicators for employment risks, so as to effectively ensure the efficient completion of work and reduce employment risks at the same time.

[0069] It should be noted that referring to the appendix of the specification Figure 2 , in the present invention, the evaluation items include multiple or one of execution degree, technical ability, work attitude, work efficiency, reward and punishment records, personal integrity, and work discipline. The credit score dimension will be presented in the form of a radar chart, realizing the ability to display data of multiple dimensions in one chart, enabling the employing unit to quickly understand employees' performance in different dimensions, and effectively increasing the visualization effect of professional credit scores.

[0070] In addition, the occupational credit assessment method based on multi-dimensional indicators provided by the present invention is not only applicable to the construction industry, but also to industries dominated by blue-collar positions such as human resources and manufacturing.

[0071] In one embodiment, based on the above embodiment, the execution degree includes obeying arrangements and not obeying arrangements; technical ability includes good technology and poor technology; work attitude includes diligent and positive work and lazy work; work efficiency includes working efficiently; reward and punishment records include commendations and commendations; personal integrity includes honesty and trustworthiness and concealment and non-reporting; work discipline includes illegal operations.

[0072] Specifically, obedience to arrangements mainly reflects that employees can actively perform tasks according to the instructions of their superiors at work, highlighting that employees can efficiently and effectively put the work tasks assigned by their superiors into practice, which is an important guarantee for the smooth and effective progress of work. Disobedience to arrangements mainly includes employees doing their own thing at work and not following the arrangements of the company, which will have a greater impact and hinder the smooth progress of work.

[0073] Good or poor skills are mainly reflected in the employees' work efficiency and work quality. For example, the welder's welding quality, ability to handle complex welds and operational proficiency can all reflect the employee's good or poor skills, and are also the guarantee of work quality and work progress speed.

[0074] Diligence and laziness mainly reflect the initiative and commitment of employees at work. For example, diligence and positivity are reflected in the fact that employees will take the initiative to find tasks and take responsibilities without too much supervision from others. At the same time, they will devote themselves to work and are willing to spend a lot of time and energy or even work overtime to ensure the high quality of work. Laziness is mainly reflected in always waiting for superiors to assign tasks, and not actively responding to the assigned tasks. They will procrastinate as much as possible and will only start after repeated urging. They usually complete the most basic task requirements perfunctorily and are indifferent to the quality of work. They often do things unrelated to work during working hours, such as playing with mobile phones and chatting, which leads to low work efficiency and low quality of work results.

[0075] Being efficient at work is mainly reflected in the employees' working status and work efficiency, and also focuses on the employees' multi-tasking coordination ability and the employees' grasp of the balance between work quality and work speed.

[0076] Recognition and awards mainly refer to the recognition of employees' daily work by leaders, and are an important reference for employees' past records. For example, recognition and awards include public verbal praise, salary increases, etc.

[0077] It should be pointed out that working efficiently may also be accompanied by laziness and slackness, and commendations and rewards may also be accompanied by criticism and punishment. Criticism and punishment include criticism in meetings or internal documents, and fines.

[0078] Honesty and trustworthiness and concealment reflect the professional qualities and sense of responsibility of employees. Honesty and trustworthiness are mainly reflected in that employees can timely and comprehensively feedback the true situation, including but not limited to personal information, health information, construction situation, construction safety, etc. Concealment, on the other hand, means making false statements and partial reports on individual situations in personal and work aspects. For example, an employee conceals his or her illness, which may pose a risk of burden to the employer when the employee's condition deteriorates further at work.

[0079] In one embodiment, based on the above embodiment, the initial base number for obedience to arrangements is 10, and the proportions corresponding to the work ability index, performance delivery index, morality index, qualification certificate index, and interpersonal relationship index are 1, 2, 3, 1, and 3 respectively; the initial base number for good skills is 10, and the proportions corresponding to the work ability index, performance delivery index, morality index, and qualification certificate index are 5, 3, 1, and 1 respectively; the initial base number for being diligent and positive is 10, and the proportions corresponding to the work ability index, performance delivery index, morality index, qualification certificate index, and interpersonal relationship index are 2, 2, 3, 2, and 1 respectively; the initial base value for being quick and efficient at work is 10, and the proportions corresponding to the work ability index, performance delivery index, morality index, and qualification certificate index are 5, 3, 1, and 1 respectively; the initial base number for commendations and awards is 20, and the proportions corresponding to the work ability index, performance delivery index, morality index, qualification certificate index, and interpersonal relationship index are all 4; the initial base number for honesty and trustworthiness is 10, and the proportions corresponding to the work ability index, performance delivery index, morality index base, and interpersonal relationship index are 1, 5, 3, and 1 respectively; the initial base number for disobedience to arrangements is 5, and the proportions corresponding to the performance delivery index, morality index, and interpersonal relationship index are 1, 2, and 2 respectively; the initial base number for poor skills is 5, and the proportions corresponding to the work ability index and performance delivery index are 3 and 2 respectively; the initial base number for being lazy at work is 5, and the proportions corresponding to the work ability index, performance delivery index, and morality index are 2 and 3 respectively; the initial base number for concealment is 50, and the proportions corresponding to the work ability index, performance delivery index, morality index, and interpersonal relationship index are 5, 15, 25, and 5 respectively; the initial base number for illegal operation is 30, and the proportions corresponding to the work ability index, performance delivery index, morality index, qualification certificate index, and interpersonal relationship index are 10, 10, 2, 6, and 2 respectively.

[0080] Specifically, the initial base numbers of each evaluation item are mainly allocated according to the impact of the evaluation item on the employment risk of the employer, and the proportions of each evaluation item corresponding to the credit score dimension are distributed according to the emphasis of the employee information reflected by the specific evaluation item. By sequentially subdividing each evaluation item corresponding to the credit score dimension, the employer can visually view it on the radar distribution map of the employee's credit score dimension, enabling the employer to further understand the employee.

[0081] In one embodiment, compliance, good skills, diligence, efficiency, commendations, and honesty and trustworthiness are all bonus items; disobedience, poor skills, laziness at work, concealment, and violation of operation rules are all penalty items.

[0082] Specifically, by classifying the specific contents of the evaluation items into penalty items and bonus items, the score gap becomes more obvious, effectively improving the intuitive impact of the evaluation items on the professional credit score, so as to better display the comprehensive qualities of employees. In addition, it effectively balances the score balance between work contribution behaviors and error behaviors, thus effectively ensuring the fairness of the entire scoring system and method, and also avoiding the phenomenon of bonus fatigue among employees, ensuring the incentive effect.

[0083] In one embodiment, referring to the attached Figure 1 description, on the basis of the above embodiment, the professional credit score is the sum of the scores obtained by adding the scores of the bonus items and subtracting the scores of the penalty items to the work ability index, performance delivery index, moral index, qualification certificate index, and interpersonal relationship index respectively.

[0084] Specifically, the initial scores of the work ability index, performance delivery index, moral index, qualification certificate index, and interpersonal relationship index can all be 100 points, and the corresponding weight coefficients in the professional credit score are all 1. Therefore, the professional credit score is 500 points. By setting the professional credit score as the sum of the scores obtained by adding the scores of the bonus items and subtracting the scores of the penalty items to the work ability index, performance delivery index, moral index, qualification certificate index, and interpersonal relationship index respectively, it provides a data basis for the next step of evaluating the employment risk level of employees and provides a more intuitive data reference for the employing unit.

[0085] In one embodiment, on the basis of the above embodiment, the evaluation items further include personal conduct, which includes two items: alcoholism and gambling, and being steadfast and responsible. The initial base score of alcoholism and gambling is 5, and the corresponding proportions for the performance delivery index and moral index are 2 and 3 respectively. The initial base score of being steadfast and responsible is 10, and the corresponding proportions for the work ability index, performance delivery index, moral index, qualification certificate index, and interpersonal relationship index are 2, 3, 3, 1, and 1 respectively. Among them, alcoholism and gambling belong to penalty items, and being steadfast and responsible belongs to bonus items.

[0086] Specifically, blue-collar positions are usually composed of personnel engaged in physical labor, and their work status is easily affected by personal behaviors. For example, behaviors such as alcoholism and gambling can seriously affect the work status, professional image, and interpersonal relationships of employees, posing serious employment risks to the employing unit. Therefore, personal conduct is included in the evaluation items to understand employees more accurately.

[0087] In one embodiment, based on the above embodiment, the evaluation items further include the attitude towards salary claims, which includes malicious salary claims. Malicious salary claims belong to the deduction items. The initial base for malicious salary claims is 50, and the proportions corresponding to the work ability index, performance delivery index, moral index, qualification certificate index, and interpersonal relationship index are 5, 10, 25, 5, and 5 respectively.

[0088] Specifically, the work of the blue-collar group usually involves physical labor or skilled operation work. Most of them are short-term and medium-term workers, and their income is greatly affected by factors such as industry fluctuations, seasonal changes, and project progress. Therefore, the salary payment has the characteristics of unstable income and high occupational mobility. At the same time, blue-collar workers are the main economic pillars of the family, and the huge family pressure will make them prone to extreme behaviors in salary claims. The behavior of malicious salary claims is a huge risk to the employer. Therefore, including the attitude towards salary claims in the evaluation items further improves the comprehensiveness of the entire assessment method and effectively avoids the potential risks of improper employment by the employer.

[0089] It should be noted that in the case of an employee being dismissed, the initial base for malicious salary claims is doubled correspondingly for double deduction, which further provides guarantee for the employment safety of the employer.

[0090] In one embodiment, based on the above embodiment, the deduction items further include dismissal deduction items, and the score of the dismissal deduction items is five times the initial base of the evaluation items.

[0091] Specifically, the working period of blue-collar positions is usually not long, so the mobility of employees is high. Usually, there are three ways to leave the job, namely, voluntary resignation, leaving the job at the end of the work, and dismissal. Usually, dismissal is the last choice made by the employer because of dissatisfaction with the employee. Therefore, it is necessary to add dismissal deduction items to the deduction items. The specific items of the dismissal deduction items are usually the same as those in the evaluation items, but due to the serious nature of dismissal, the score of the dismissal deduction items is five times the initial base of the evaluation items. This further improves the screening ability of the occupational credit assessment method provided by the present invention and provides guarantee for the employment safety of the employer.

[0092] It should be noted that the score of the dismissal deduction items can also be three times or four times the initial base of the evaluation items, and the specific multiple depends on the actual needs of the employer and is not limited here.

[0093] In one embodiment, based on the above embodiment, the dismissal deduction items further include blacklisting. The initial base for blacklisting is 100, and the proportions corresponding to the work ability index, performance delivery index, moral index, qualification certificate index, and interpersonal relationship index are all 20.

[0094] Specifically, due to the high mobility of blue-collar positions, there is a phenomenon that old employees work in the same company for the second time. However, some employers will not hire certain people again. By setting the blacklist option, employers can establish a credit blacklist database to record the information of employees who have performed poorly or have problems in the past. This has important reference value for background investigations and risk assessments in subsequent recruitment, and can help companies better identify and screen talents to effectively avoid encountering similar problems in future recruitment.

[0095] It should be pointed out that the weight of each credit score dimension corresponding to each evaluation item can also be a combination of other numbers, which is not limited here.

[0096] In summary, it can be known that the total credit score calculation formula of the occupational credit assessment method provided by the present invention is:

[0097] Total credit score = ∑ (base score of each credit score dimension ± plus / minus score item × corresponding weight), where the base score of each credit score dimension can be set to 100 points to form a regular radar chart. For details, please refer to the attached Figure 2 , the corresponding weights can all be set to 1, and the initial score of the total credit score is 500 points. After evaluation and further corresponding addition or deduction of points, the total credit score is usually between 0-1000 points. According to the threshold of the total credit score, the employment risk level of employees can be divided accordingly, specifically no risk: total credit score ≥ 800; low risk: 800 ≥ total credit score ≥ 600; medium-low risk: 600 ≥ total credit score ≥ 400; medium-high risk: 400 ≥ total credit score ≥ 200; high risk: total credit score < 200. For example, when an employee's credit score is 100, the corresponding employment risk is high risk, and it is recommended to avoid hiring; when the employee's credit score is 350, the corresponding employment risk is medium-high risk, and it is recommended to hire with caution; when the employee's credit score is 450, the corresponding employment risk is medium-low risk, and it is recommended to hire at discretion; when the employee's credit score is 700, the corresponding employment risk is low risk, and it is recommended to hire normally; when the employee's credit score is 850, the corresponding employment risk is temporarily no risk, and it is recommended to actively invite employment. By dividing the credit scores of employees into different risk levels, an employment early warning mechanism is implemented, and the accuracy of decision-making is further optimized and the company's benefits are effectively improved.

[0098] It should be noted that the total credit score calculation formula can also first set the total basic score, and then calculate the total credit score by summarizing the plus / minus scores of each evaluation item. Specifically, the total credit score = total basic score + Σ (scores of plus / minus items). Among them, the total basic score is usually set at 500 points. After adding or subtracting the scores of all plus / minus items of the evaluation items, the final total credit score is obtained. According to the threshold of the total credit score, the employment risk level of employees can be correspondingly divided. In addition, the weights in the calculation formula are determined according to actual needs and are not limited here.

[0099] In some embodiments, based on the above embodiments, the occupation credit assessment method based on multi-dimensional indicators provided by the present invention further includes the following steps:

[0100] S1. Establish a personal credit account for the employee. The personal credit account serves as a database for the basic information of the assessors to be used for attendance checking, credit score addition and subtraction, and credit point recording of the employee;

[0101] S2. Record the daily attendance situation, daily work situation, and daily interpersonal communication situation of the employee;

[0102] S3. Based on the daily attendance situation, the daily work situation, and the daily interpersonal communication situation, conduct assessments on the employee for the corresponding evaluation items to obtain the first score of the credit score dimension;

[0103] S4. Based on the daily attendance situation, the daily work situation, and the daily interpersonal communication situation, select the exit method for the employee;

[0104] S5. Determine the exit assessment score according to the exit method;

[0105] S6. Based on the comprehensive calculation of the exit assessment score and the first score, obtain the occupation credit score;

[0106] S7. Based on the occupation credit score, conduct an employment risk rating on the employee.

[0107] Specifically, personal information accounts mainly include employees' identity information, work experience, skill certificates, etc. The daily attendance of employees is usually recorded by punching cards on the attendance machine to record the working hours and attendance rate of employees, providing a data basis for subsequent salary settlement. The daily work situation mainly includes work quality, work efficiency, etc. The daily interpersonal communication situation mainly includes implementation and interpersonal relationship situations, all of which provide important bases for scoring subsequent evaluation items. The choice of exit method is mainly determined according to the performance of employees in their daily work by the employing unit. The exit methods mainly include resigning voluntarily, leaving after the work ends, and being dismissed. Among them, being dismissed is an additional deduction item. The employment risk rating is obtained based on the occupational credit score, which has important reference value for the employing unit in hiring employees, effectively improving the work efficiency of the employing unit and reducing the employment management cost, and providing guarantee for the employing unit to improve efficiency.

[0108] According to another aspect of the present invention, the present invention further provides an employee management system based on multi-dimensional indicators for implementing the occupational credit assessment method based on multi-dimensional indicators in any of the above embodiments, which is characterized by including:

[0109] An employee information module for recording employees' information for the employing unit to view the detailed information of employees;

[0110] An attendance module for recording the daily attendance of employees;

[0111] A scoring module for the employing unit to assess and score employees. The scoring module conducts assessments based on scoring items;

[0112] An exit module for the employing unit to select the exit method of employees and determine the exit points, and then calculate the final occupational credit score;

[0113] An employment risk assessment module for calculating the employment risk level of employees.

[0114] The employee management system based on multi-dimensional indicators provided by the present invention can effectively reduce employment disputes, effectively enhance employment guarantee, and achieve high-quality management of projects and employees.

[0115] It should be noted that the above embodiments can be freely combined as needed. The above are only the preferred embodiments of the present invention. It should be pointed out that for those of ordinary skill in the art, without departing from the principle of the present invention, several improvements and refinements can be made, and these improvements and refinements should also be regarded as the protection scope of the present invention.

Claims

1. A professional credit assessment method based on multi-dimensional indicators, characterized in that, include: Evaluation items, including any combination of execution level, technical ability, work attitude, work efficiency, reward and punishment record, personal integrity and work discipline; Credit score dimensions, including any combination of the five dimensions of work ability index, contract performance and delivery index, morality index, qualification certification index and interpersonal relationship index; Based on the execution degree, the technical ability, the work attitude, the work efficiency, the reward and punishment record, the personal integrity and the work discipline, the work ability index, the performance delivery index, the moral index, the qualification certification index and the interpersonal relationship index are respectively calculated and processed with points to obtain the final professional credit score.

2. The professional credit assessment method based on multi-dimensional indicators according to claim 1 is characterized in that: The degree of execution includes both obeying the arrangements and refusing to obey the arrangements; The technical ability mentioned includes good technology and poor technology; The work attitudes include hardworking and active and lazy; The work efficiency includes working quickly; The reward and punishment records include commendations and awards; The personal integrity mentioned includes honesty and trustworthiness and concealment; The work discipline includes illegal operations.

3. The professional credit assessment method based on multi-dimensional indicators according to claim 2 is characterized in that: The initial base number of the compliance arrangement is 10, and the corresponding weights of the work ability index, contract performance and delivery index, ethics index, qualification certification index and interpersonal relationship index are 1, 2, 3, 1 and 3 respectively; The initial base number of good skills is 10, and the corresponding weights of the work ability index, contract performance and delivery index, ethics index and qualification certification index are 5, 3, 1 and 1 respectively; The initial base number of diligence and positivity is 10, and the corresponding weights of the work ability index, the contract performance and delivery index, the morality index, the qualification certification index and the interpersonal relationship index are 2, 2, 3, 2 and 1 respectively; The initial base value of the efficiency is 10, and the corresponding weights of the work ability index, the contract performance and delivery index, the morality index and the qualification certification index are 5, 3, 1 and 1 respectively; The initial base number of the commendation and award is 20, and the corresponding weights of the work ability index, the contract performance and delivery index, the ethics index, the qualification certification index and the interpersonal relationship index are all 4; The initial base number of honesty and trustworthiness is 10, and the corresponding weights of the contract performance and delivery index, the moral index base number and the interpersonal relationship index are 5, 3, 1 and 1 respectively; The initial base number of not listening to the arrangement is 5, and the corresponding weights of the contract performance and delivery index, the moral index, and the interpersonal relationship index are 1, 2, and 2 respectively; The initial base number of the technical difference is 5, and the corresponding weights of the work capability index and the performance delivery index are 3 and 2 respectively; The initial base number of work laziness is 5, and the corresponding weights of the work ability index and the contract performance delivery index are 2 and 3 respectively; The initial base number of the concealment without reporting is 50, and the proportions corresponding to the work ability index, the performance delivery index, the moral index, and the interpersonal relationship index are 5, 15, 25, and 5 respectively; The initial base number of the illegal operation is 30, and the proportions corresponding to the work ability index, the performance delivery index, the moral index, the qualification certificate index, and the interpersonal relationship index are 10, 10, 2, 6, and 2 respectively.

4. The multi-dimensional index-based professional credit assessment method according to claim 3, characterized in that Obeying arrangements, having good skills, being diligent and positive, being quick and efficient in work, receiving commendations and awards, and being honest and trustworthy all belong to the bonus items; Disobeying arrangements, having poor skills, being lazy at work, concealing without reporting, and illegal operation all belong to the deduction items.

5. The multi-dimensional index-based professional credit assessment method according to claim 4, characterized in that The professional credit score is the sum of the scores obtained by adding the scores of the bonus items and subtracting the scores of the deduction items to the work ability index, the performance delivery index, the moral index, the qualification certificate index, and the interpersonal relationship index respectively.

6. The multi-dimensional index-based professional credit assessment method according to claim 5, characterized in that The score of the deduction item is the initial base number of the evaluation item, and the score of the bonus item is twice the initial base number of the scoring item.

7. The multi-dimensional index-based professional credit assessment method according to claim 6, characterized in that The evaluation item also includes personal conduct, which includes two items: alcoholism and gambling, and being steadfast and responsible. The initial base number of alcoholism and gambling is 5, and the proportions corresponding to the performance delivery index and the moral index are 2 and 3 respectively; the initial base number of being steadfast and responsible is 10, and the proportions corresponding to the work ability, the performance delivery index, the moral index, the qualification certificate index, and the interpersonal relationship index are 2, 3, 3, 1, and 1 respectively. Among them, alcoholism and gambling belong to the deduction item, and being steadfast and responsible belongs to the bonus item.

8. The multi-dimensional index-based professional credit assessment method according to any one of claims 4-7, characterized in that The evaluation item also includes the attitude towards salary negotiation, which includes malicious salary negotiation. Malicious salary negotiation belongs to the deduction item. The initial base number of malicious salary negotiation is 50, and the proportions corresponding to the work ability index, the performance delivery index, the moral index, the qualification certificate index, and the interpersonal relationship index are 5, 10, 25, 5, and 5 respectively.

9. The multi-dimensional index-based professional credit assessment method according to claim 8, characterized in that The dismissal deduction item also includes blacklisting. The initial base number of blacklisting is 100, and the proportions corresponding to the work ability index, the performance delivery index, the moral index, the qualification certificate index, and the interpersonal relationship index are all 20.

10. The method for evaluating professional credit based on multi-dimensional indicators according to claim 9, wherein It also includes the following steps: S1. Establish a personal credit account for employees. The personal credit account serves as a database for the basic information of the assessors and is used for employee attendance, credit score addition and deduction, and credit score recording. S2. Record the daily attendance, daily work performance, and daily interpersonal communication of employees. S3. Based on the daily attendance, daily work performance, and daily interpersonal communication, conduct assessments of the corresponding scoring items for employees to obtain the first score in the credit score dimension. S4. Based on the daily attendance, daily work performance, and daily interpersonal communication, select the exit method for employees. S5. Determine the exit assessment score according to the exit method. S6. Conduct a comprehensive calculation based on the exit assessment score and the first score to obtain the occupational credit score. S7. Based on the occupational credit score, conduct a labor risk rating for employees.

11. An employee management system based on multi-dimensional indicators, which is used to implement the occupational credit assessment method based on multi-dimensional indicators described in any one of claims 1-10, and is characterized in that, Including: An employee information module for recording employee information for the employer to view the detailed information of employees. An attendance module for recording the daily attendance of employees. A scoring module for the employer to assess and score employees. The scoring module conducts assessments based on the scoring items. An exit module for the employer to select the exit method for employees and determine the exit score, and then calculate the final occupational credit score. A labor risk assessment module for calculating the labor risk level of employees.

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