Medical technology intelligent performance management system and method and storage medium

Abstract

The invention provides a medical technology intelligent performance management system comprising a data acquisition module configured to acquire original data related to employee performance appraisal, the original data comprising attendance rate, fixed performance, workload performance and other performance; the score management module is configured to give a corresponding score to each performance; and the performance accounting module is configured to automatically calculate the overall performance of the employees according to the collected original data and the score corresponding to each performance. According to the invention, a multi-dimensional performance accounting system is designed, basic work, workload and additional contribution are considered, and limitation of a single dimension is avoided; according to the invention, by setting other additional performance incentives, the employees can be encouraged to undertake more responsibilities, and the working efficiency and the working enthusiasm are improved.

Description

Technical Field

[0001] The present invention relates to the technical field of performance management, and particularly to an intelligent performance management system, method and storage medium for medical technicians. Background Art

[0002] As a platform department in the hospital, the medical technology department is an important part of clinical medical services, directly affecting the improvement of medical quality and hospital operation efficiency. However, the current performance appraisal plan design mainly for clinical and nursing departments is difficult to reflect the work characteristics of the medical technology department, reflect the differences in the internal work value of the department, and affect the role of the performance "baton".

[0003] Currently, the performance appraisals of many hospital medical technology departments mainly adopt the "egalitarian" method of uniformly distributing incentives according to rank and seniority. This approach has the following obvious problems:

[0004] 1) Unclear performance dimensions

[0005] The medical technology department generally consists of three types of personnel: doctors, technicians, and nurses. Doctors in the medical technology department are engaged in diagnosis and treatment work; technicians operate equipment and have certain professional technical capabilities; the nursing position is mainly responsible for appointments, injections, auxiliary examinations, etc. The unified distribution mechanism cannot distinguish performance dimensions according to the nature of each position and conduct differential performance distribution.

[0006] 2) Coarse performance plan

[0007] The medical technology department is a platform department set up to meet different needs. The diversity of needs leads to significant differences in the professional services and work content among medical technology departments. Some departments have a diagnostic function, some have a treatment function, some have both, and some even have scientific research or management functions; however, the hospital's accounting methods for each department are the same. The crude performance plan is difficult to reflect professional characteristics and job differences and cannot reflect the work value of medical staff.

[0008] 3) Imprecise performance incentive

[0009] Simply calculating the personal coefficient using indicators such as academic qualifications, professional titles, and working years, this assessment system cannot objectively evaluate the performance of department personnel. It is difficult to fully reflect the workload and labor value of medical staff. The performance plan design fails to achieve the effect of precise incentive, cannot truly stimulate the work enthusiasm of department personnel, and cannot be linked to the overall development goal of the hospital. Summary of the Invention

[0010] The present invention provides an intelligent performance management system, method and storage medium for medical technicians, which solves the problems in the prior art that the performance plan mainly adopts the method of uniformly distributing incentives according to rank and seniority, such as unclear performance dimensions, coarse performance plan, and imprecise performance incentive.

[0011] The technical solution of the present invention is realized as follows:

[0012] In the first aspect of the present invention, an intelligent performance management system for medical technicians is provided, including:

[0013] A data acquisition module, configured to acquire raw data related to employee performance appraisal, where the raw data includes attendance rate, fixed performance, workload performance, and other performance;

[0014] A score management module, configured to assign scores corresponding to each performance;

[0015] A performance calculation module, configured to automatically calculate the overall performance of employees according to the acquired raw data and the scores corresponding to each performance.

[0016] Specifically, the fixed performance includes at least one or more of position performance, professional title performance, working years performance, work permit performance, or academic qualification performance;

[0017] The workload performance includes inspection item performance and quality control performance;

[0018] The other performance includes at least one or more of subsidy performance, night shift performance, overtime performance, consultation performance, specialist outpatient performance, allowance performance, teaching performance, or scientific research performance.

[0019] Specifically, the score management module includes a score preset unit, a score storage unit, and a score query unit. The score preset unit is configured to allow an administrator to add, delete performance items, or modify the scores corresponding to each performance. The score storage unit is configured to store each performance and the corresponding scores. The score query unit is configured to allow a user to query the scores corresponding to each performance.

[0020] Specifically, the performance calculation module includes a fixed performance calculation unit, a workload performance calculation unit, an other performance calculation unit, and an overall performance calculation unit;

[0021] The fixed performance calculation unit calculates the fixed performance of employees using the following formula:

[0022] J1 = (∑j i )·ξ1

[0023] Wherein, J1 represents the fixed performance of an employee, j i represents the score of the i-th fixed performance, and ξ1 represents the fixed performance of the position category corresponding to each score;

[0024] The workload performance calculation unit calculates the workload performance of employees using the following formula:

[0025] J2 = (∑jk )·ξ2

[0026] Among them, J2 represents the workload performance of the employee, j k represents the score of the k-th workload performance, and ξ2 represents the workload performance of the corresponding job category per score;

[0027] The other performance calculation unit calculates the other performance of the employee using the following formula:

[0028] J3 = (∑j l )·ξ3

[0029] Among them, J3 represents the other performance of the employee, j l represents the score of the l-th other performance, and ξ3 represents the other performance of the corresponding job category per score;

[0030] The overall performance calculation unit calculates the overall performance of the employee using the following formula:

[0031] J = J1 + J2 + J3

[0032] Among them, J represents the overall performance of the employee.

[0033] Furthermore, the performance calculation module further includes a fixed performance correction unit and a workload performance correction unit;

[0034] The fixed performance correction unit corrects the fixed performance of the employee using any of the following correction rules:

[0035] J′1 = J1, or

[0036] or

[0037] J′1 = J1·δ, or

[0038]

[0039] Among them, J′1 represents the fixed performance of the employee after correction, represents the attendance rate of the employee, and δ represents the job coefficient corresponding to the employee's position;

[0040] The workload performance correction unit corrects the workload performance of the employee using any of the following correction rules:

[0041] or

[0042] J′2 = J2, or

[0043] or

[0044] or

[0045] or

[0046] J′2 = J2·δ

[0047] Among them, J′2 represents the workload performance of the employee after correction, represents the average workload performance of the job category to which the employee belongs;

[0048] The overall performance of the employee after correction is expressed as:

[0049] J′ = J′1 + J′2 + J3

[0050] Among them, J′ represents the overall performance of the employee after correction.

[0051] Specifically, the performance management system further includes:

[0052] A login module, configured to allow a user to input an account number and password to log in to the performance management system;

[0053] A permission management module, configured to assign corresponding system operation permissions to the corresponding account according to the user's position; the account corresponding to the administrator is assigned high-level permissions, allowing the administrator to add, delete, or modify the original data related to employee performance appraisal, allowing the administrator to add, delete performance items, or modify the scores corresponding to each performance item; the account corresponding to the ordinary employee is assigned basic permissions, allowing the employee to query the details of their own performance calculation and the scores corresponding to each performance item.

[0054] Specifically, the performance management system further includes:

[0055] A performance query module, configured to allow a user to log in to the performance management system to query the details of performance calculation;

[0056] A feedback module, configured to allow a user to report feedback information when having doubts about the performance calculation result;

[0057] A performance review module, configured to allow the administrator to receive the feedback information and review the performance calculation result of the employee according to the feedback information.

[0058] Specifically, the performance management system further includes:

[0059] A salary settlement module, configured to automatically allocate the total performance amount to each employee according to the total performance amount to be allocated in the department this month and the performance weight of each employee. The performance amount finally allocated to each employee is:

[0060]

[0061] Among them, Q iLet \(Q_i\) represent the performance quota finally allocated to the \(i\)-th employee, \(Q\) represent the total performance quota, and \(J_i\) i represent the overall performance of the \(i\)-th employee, and \(n\) is the total number of employees to whom the total performance quota is allocated.

[0062] The second aspect of the present invention provides a medical technology intelligent performance management method, including the following steps:

[0063] Collect the original data related to employee performance appraisal, and the original data includes attendance rate, fixed performance, workload performance, and other performance;

[0064] Assign corresponding scores to each performance;

[0065] According to the collected original data and the corresponding scores of each performance, automatically calculate the fixed performance, workload performance, and other performance of employees;

[0066] Select appropriate correction rules to correct the fixed performance and workload performance of employees, and calculate the overall performance of employees after correction;

[0067] According to the total performance quota to be allocated in the department this month and the proportion of the overall performance of each employee in the sum of the overall performance of all employees in the department, allocate corresponding performance quotas to each employee.

[0068] The third aspect of the present invention provides a computer-readable storage medium, and the storage medium stores a computer program, and when the computer program is executed by a processor, the steps of the intelligent performance management method are realized.

[0069] Compared with the prior art, the beneficial effects of the present invention are as follows:

[0070] (1) By designing a multi-dimensional performance accounting system, the present invention takes into account basic work, workload, and additional contributions, avoids the limitations of a single dimension, and uses the attendance rate and position coefficient to correct the accounted performance, ensuring the accuracy and fairness of performance allocation, helping to improve employee satisfaction and work enthusiasm. Intelligent performance accounting and data analysis help management optimize performance strategies and improve management efficiency;

[0071] (2) By setting additional incentives for other performance, the present invention can encourage employees to take more responsibilities, improve work efficiency and work enthusiasm; the present invention can flexibly adjust the position coefficient and performance allocation ratio according to job responsibilities and the difficulty of work to adapt to the development of the department. A fair performance management system provides opportunities for excellent employees to grow and be promoted. BRIEF DESCRIPTION OF THE DRAWINGS

[0072] To more clearly illustrate the technical solutions in the embodiments of the present invention or the prior art, the following will briefly introduce the accompanying drawings required for the description of the embodiments or the prior art. Obviously, the accompanying 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 accompanying drawings can also be obtained based on these drawings.

[0073] Figure 1 It is a schematic diagram of the architecture of a medical technology intelligent performance management system of the present invention;

[0074] Figure 2 It is a diagram of the educational background score setting interface corresponding to different educational backgrounds in the embodiment of the present invention;

[0075] Figure 3 It is a diagram of the professional title score setting interface corresponding to different professional titles in the embodiment of the present invention;

[0076] Figure 4 It is a diagram of the work permit score setting interface corresponding to different work permits in the embodiment of the present invention;

[0077] Figure 5 It is a diagram of the fixed performance calculation result interface in the embodiment of the present invention;

[0078] Figure 6 It is a diagram of the workload performance calculation result interface in the embodiment of the present invention;

[0079] Figure 7 It is a diagram of other performance calculation result interfaces in the embodiment of the present invention;

[0080] Figure 8 It is a diagram of the operation interface for the administrator to add a new user in the embodiment of the present invention;

[0081] Figure 9 It is a diagram of the interface where the administrator can set the job category, job coefficient, and job workload score in the embodiment of the present invention;

[0082] Figure 10 It is a schematic diagram of the process of a medical technology intelligent performance management method in the embodiment of the present invention. Specific embodiments

[0083] The following will clearly and completely describe the technical solutions of the present invention in conjunction with the embodiments of the present invention. Obviously, the described embodiments are only some embodiments of the present invention, rather than all embodiments. Based on the embodiments of the present invention, all other embodiments obtained by those of ordinary skill in the art without creative efforts belong to the scope of protection of the present invention.

[0084] Refer to Figure 1 , the first aspect of the present invention provides a medical technology intelligent performance management system, including:

[0085] A data acquisition module, configured to acquire raw data related to employee performance appraisal, where the raw data includes attendance rate, fixed performance, workload performance, and other performance;

[0086] A score management module, configured to assign corresponding scores to each performance item;

[0087] A performance calculation module, configured to automatically calculate the overall performance of employees based on the acquired raw data and the scores corresponding to each performance item.

[0088] Specifically, the fixed performance includes position performance, professional title performance, working years performance, work permit performance, or academic qualification performance;

[0089] In this embodiment, the performance management system is linked to the hospital personnel attendance management system, and can directly import the attendance data and fixed performance data of department employees. The attendance rate can be calculated based on the ratio of the number of days an employee is present this month to the actual work schedule. The fixed performance data can be obtained based on the employee's position, professional title, years of service in the company, work permit, and highest academic qualification.

[0090] The workload performance includes examination item performance and quality control performance. Different examination items (such as CT plain scan, MR plain scan, CT plain scan with enhancement, MR plain scan with enhancement, etc.) correspond to different performance scores. The quality control performance refers to randomly checking and scoring the writing and shooting of reports or images issued by the employee each month, and calculating the corresponding performance scores based on the scoring results.

[0091] The other performance includes subsidy performance, night shift performance, overtime performance, consultation performance, specialist outpatient performance, allowance performance, teaching performance, or research performance; The administrator can assign different performance scores according to various talent subsidies obtained by the employee, the number of night shifts arranged, overtime hours, consultation items, specialist outpatient items, various allowances obtained, teaching content carried out, scientific research achievements and awards obtained.

[0092] Specifically, the score management module includes a score preset unit, a score storage unit, and a score query unit. The score preset unit is configured to allow the administrator to add, delete performance items, or modify the scores corresponding to each performance item. The score storage unit is configured to store each performance item and the corresponding scores. The score query unit is configured to allow users to query the scores corresponding to each performance item.

[0093] Such as Figure 2As shown, the administrator can set the corresponding academic degree scores according to different academic degrees. The academic degree score corresponding to a doctoral degree is 1.6 points, the academic degree score corresponding to a postgraduate degree is 1.4 points, the academic degree score corresponding to a bachelor's degree is 1.2 points, the academic degree score corresponding to a high school degree is 0.8 points, and the academic degree score corresponding to an associate degree is 1 point;

[0094] As Figure 3 shown, the administrator can set the corresponding professional title scores according to different professional titles. The professional title score corresponding to the full senior professional title in the physician position is 7 points, the professional title score corresponding to the deputy senior professional title in the physician position is 5 points, the professional title score corresponding to the intermediate professional title in the physician position is 3 points, the professional title score corresponding to the junior professional title in the physician position is 1 point, the professional title score corresponding to the full senior professional title in the medical technology position is 4 points, the professional title score corresponding to the deputy senior professional title in the medical technology position is 3 points, the professional title score corresponding to the intermediate professional title in the medical technology position is 2 points, the professional title score corresponding to the junior professional title in the medical technology position is 1 point, and the professional title score corresponding to other levels of professional titles is 1 point;

[0095] As Figure 4 shown, the administrator can set the corresponding work permit scores according to different work permits. The work permit scores corresponding to the CT work permit, MR work permit, and mammography work permit are all 0.5 points.

[0096] Specifically, the performance calculation module includes a fixed performance calculation unit, a workload performance calculation unit, other performance calculation units, and an overall performance calculation unit;

[0097] The fixed performance calculation unit calculates the fixed performance of employees using the following formula:

[0098] J1(Ej i )·ξ1

[0099] where J1 represents the fixed performance of the employee, j i represents the score of the i-th fixed performance, and ξ1 represents the fixed performance of the corresponding job category per score;

[0100] The workload performance calculation unit calculates the workload performance of employees using the following formula:

[0101] J2=(∑j k )·ξ2

[0102] where J2 represents the workload performance of the employee, j k represents the score of the k-th workload performance, and ξ2 represents the workload performance of the corresponding job category per score;

[0103] The other performance calculation units calculate the other performance of employees using the following formula:

[0104] J3=(∑j l )·ξ3

[0105] Among them, J3 represents the other performance of the employee, and j l represents the score of the l-th other performance, and ξ3 represents the other performance of the job category corresponding to each score;

[0106] The overall performance calculation unit calculates the overall performance of the employee using the following formula:

[0107] J = J1 + J2 + J3

[0108] Among them, J represents the overall performance of the employee.

[0109] Furthermore, the performance calculation module further includes a fixed performance correction unit and a workload performance correction unit;

[0110] The fixed performance correction unit corrects the fixed performance of the employee using any of the following correction rules:

[0111] J′1 = J1, or

[0112] or

[0113] J′1 = J1·δ, or

[0114]

[0115] Among them, J′1 represents the fixed performance of the employee after correction, represents the attendance rate of the employee, and δ represents the job coefficient corresponding to the employee's position;

[0116] The workload performance correction unit corrects the workload performance of the employee using any of the following correction rules:

[0117] or

[0118] J′2 = J2, or

[0119] or

[0120] or

[0121] or

[0122] J′2 = J2·δ

[0123] Among them, J′2 represents the workload performance of the employee after correction, represents the average workload performance of the employee's job category;

[0124] The overall performance of the employee after correction is expressed as:

[0125] J' = J'1 + J'2 + J3, where J' represents the overall performance of the employee after correction.

[0126] As Figure 5 shown, users can log in to the performance management system to view the scores, total scores, and corrected scores of fixed performance; as Figure 6 shown, users can log in to the performance management system to view the scores, total scores, and corrected scores of workload performance; as Figure 7 shown, users can log in to the performance management system to view the scores and total scores of other performances.

[0127] Specifically, the performance management system further includes:

[0128] A login module, configured to allow users to input an account number and password to log in to the performance management system;

[0129] A permission management module, configured to assign corresponding system operation permissions to the corresponding account according to the user's position; the account corresponding to the administrator is assigned high-level permissions, allowing the administrator to add, delete, or modify the original data related to employee performance appraisals, allowing the administrator to add, delete performance items, or modify the scores corresponding to each performance; the account corresponding to ordinary employees is assigned basic permissions, allowing employees to query the details of their performance calculations and the scores corresponding to each performance.

[0130] As Figure 8 shown, the administrator can add user information, including the employee number, name, ID number, affiliated hospital area, affiliated position, title, education level, date of employment, and work permit. Among them, title, education level, and work permit are optional items.

[0131] As Figure 9 shown, the administrator can set the job category, job coefficient, and score for job workload.

[0132] Specifically, the performance management system further includes:

[0133] A performance query module, configured to allow users to log in to the performance management system to query the details of performance calculations;

[0134] A feedback module, configured to allow users to report feedback information when they have doubts about the performance calculation results;

[0135] A performance review module, configured to allow the administrator to receive feedback information and review the employee's performance calculation results according to the feedback information.

[0136] Specifically, the performance management system further includes:

[0137] The salary settlement module is configured to automatically allocate the total performance amount for the department to be distributed this month to each employee according to the total performance amount to be distributed in the department this month and the performance weight of each employee. The performance amount finally allocated to each employee is:

[0138]

[0139] Among them, Q i represents the performance amount finally allocated to the i-th employee, Q represents the total performance amount, and J i represents the overall performance of the i-th employee, and n is the total number of employees to whom the total performance amount is allocated.

[0140] As Figure 10 shown, the second aspect of the present invention provides a medical technology intelligent performance management method, including the following steps:

[0141] Collect the original data related to the employee performance appraisal, and the original data includes attendance rate, fixed performance, workload performance, and other performance;

[0142] Assign corresponding scores to each performance;

[0143] Automatically calculate the fixed performance, workload performance, and other performance of the employee according to the collected original data and the scores corresponding to each performance;

[0144] Select appropriate correction rules to correct the fixed performance and workload performance of the employee, and calculate the overall performance of the employee after correction;

[0145] According to the total performance amount to be distributed in the department this month and the proportion of the overall performance of each employee in the sum of the overall performances of all employees in the department, allocate corresponding performance amounts to each employee.

[0146] The specific operation steps of the performance management system in this embodiment are as follows:

[0147] The administrator logs in to the performance management system and selects the month to be calculated;

[0148] The administrator manually imports the attendance data and fixed performance data of all employees in the department from the personnel attendance management system;

[0149] The system automatically calculates the fixed performance according to the employee's position, title, working years, work permit, and education background, and corrects the fixed performance according to the correction rules selected by the administrator;

[0150] The administrator manually imports the excel template of the workload performance, fills in the workload performance data manually according to the template content and then imports it into the performance management system, and the system corrects the workload performance according to the correction rules selected by the administrator;

[0151] The administrator manually imports the excel template of other performances, manually fills in other performance data according to the template content, and then imports it into the performance management system. The system corrects other performances according to the correction rules selected by the administrator;

[0152] The system automatically calculates the overall performance of each employee and the sum of the overall performances of all employees, and calculates the performance weight of each employee according to the proportion of the overall performance of each employee in the sum of the overall performances of all employees;

[0153] The system automatically distributes the total performance amount to each employee according to the total performance amount to be distributed in the department this month (the total amount is the amount calculated by the hospital according to the overall revenue situation of the hospital and the proportion of the department's revenue and distributed to the department for self-distribution) and the performance weight of each employee.

[0154] Ordinary employees can log in to the performance management system and select the month to be queried;

[0155] Through the performance query module, the performance calculation details can be queried. Through the score query unit, the scores corresponding to each performance can be queried, and then the performance of this month can be calculated by oneself. The performance calculated by oneself is compared with the performance automatically calculated by the system. If the comparison result is incorrect, the performance calculation problem can be reported through the feedback module;

[0156] After seeing the performance calculation problem, the administrator can recheck the performance calculation details through the performance review module. If a problem is found during the review, it can be directly modified, and the result is feedback to the reporting employee.

[0157] The third aspect of the present invention provides a computer-readable storage medium, and the storage medium stores a computer program, and when the computer program is executed by a processor, the steps of the intelligent performance management method are implemented.

[0158] The above are only the preferred embodiments of the present invention and are not intended to limit the present invention. Any modifications, equivalent replacements, improvements, etc. made within the spirit and principle of the present invention shall be included in the protection scope of the present invention.

Claims

1. A medical technology intelligent performance management system, characterized in that, Including: A data acquisition module, configured to acquire raw data related to employee performance appraisal, where the raw data includes attendance rate, fixed performance, workload performance, and other performance; A score management module, configured to assign corresponding scores to each performance; A performance calculation module, configured to automatically calculate the overall performance of employees based on the acquired raw data and the scores corresponding to each performance.

2. The intelligent performance management system for medical technology as described in claim 1, wherein The fixed performance includes at least one or more of position performance, professional title performance, years of service performance, work permit performance, or academic qualification performance; The workload performance includes inspection item performance and quality control performance; The other performance includes at least one or more of subsidy performance, night shift performance, overtime performance, consultation performance, specialist outpatient performance, allowance performance, teaching performance, or research performance.

3. The intelligent performance management system for medical technology as described in claim 1, wherein The score management module includes a score preset unit, a score storage unit, and a score query unit. The score preset unit is configured to allow an administrator to add, delete performance items, or modify the scores corresponding to each performance. The score storage unit is configured to store each performance and the corresponding scores. The score query unit is configured to allow users to query the scores corresponding to each performance.

4. The intelligent performance management system for medical technology as claimed in claim 1, wherein The performance calculation module includes a fixed performance calculation unit, a workload performance calculation unit, an other performance calculation unit, and an overall performance calculation unit; The fixed performance calculation unit calculates the fixed performance of employees using the following formula: J1 = (∑j i )·ξ1 Among them, J1 represents the fixed performance of the employee, and j i represents the score of the i-th fixed performance, and ξ1 represents the fixed performance of the job category corresponding to each score; The workload performance calculation unit calculates the workload performance of employees using the following formula: J2 = (∑j k )·ξ2 Among them, J2 represents the workload performance of the employee, and j k represents the score of the k-th workload performance, and ξ2 represents the workload performance of the position category corresponding to each score; The other performance calculation unit calculates the other performance of employees using the following formula: J3 = (∑j l )·ξ3 Among them, J3 represents the other performance of the employee, and j l represents the score of the l-th other performance, and ξ3 represents the other performance of the job category corresponding to each score; The overall performance calculation unit calculates the overall performance of employees using the following formula: J = J1 + J2 + J3 Where J represents the overall performance of employees.

5. The intelligent performance management system for medical technology as described in claim 4, characterized in that, The performance calculation module further includes a fixed performance correction unit and a workload performance correction unit; The fixed performance correction unit corrects the fixed performance of employees using any of the following correction rules: J′1 = J1, or J′1 = J1·δ, or Among them, J′1 represents the fixed performance of the employee after correction, represents the attendance rate of the employee, and δ represents the post coefficient corresponding to the post to which the employee belongs; The workload performance correction unit corrects the workload performance of employees using any of the following correction rules: or J′2 = J2, or or or or J′2 = J2·δ Among them, J′2 represents the workload performance of the employee after correction, which represents the average workload performance of the job category to which the employee belongs; The overall performance of employees after correction is expressed as: J′ = J′1 + J′2 + J3 Where J′ represents the overall performance of employees after correction.

6. The intelligent performance management system for medical technology as claimed in claim 1, wherein The performance management system further includes: A login module, configured to allow users to input an account number and password to log in to the performance management system; A permission management module, configured to assign corresponding system operation permissions to the corresponding account according to the user's position; the account corresponding to the administrator is assigned high-level permissions, allowing the administrator to add, delete, or modify the raw data related to employee performance appraisal, and allowing the administrator to add, delete performance items, or modify the scores corresponding to each performance; the account corresponding to ordinary employees is assigned basic permissions, allowing employees to query their own performance calculation details and the scores corresponding to each performance.

7. The intelligent performance management system for medical technology as claimed in claim 1, wherein The performance management system further includes: A performance query module, configured to allow users to log in to the performance management system to query performance calculation details; A feedback module, configured to allow users to report feedback information when they have doubts about the performance calculation results; A performance review module, configured to allow an administrator to receive feedback information and review the performance calculation results of employees based on the feedback information.

8. The intelligent performance management system for medical technology as claimed in claim 1, wherein The performance management system further includes: A salary settlement module, configured to automatically allocate the total performance amount to each employee according to the total performance amount to be allocated in the department this month and the performance weight of each employee. The final performance amount allocated to each employee is: Among them, Q i represents the performance quota finally allocated to the i-th employee, Q represents the total performance quota, and J i represents the overall performance of the i-th employee, and n is the total number of employees to whom the total performance quota is allocated.

9. A method for intelligent performance management of medical technology, characterized in that, Including the following steps: Collect the original data related to the employee performance appraisal. The original data includes attendance rate, fixed performance, workload performance, and other performance. Assign corresponding scores to each performance. Automatically calculate the fixed performance, workload performance, and other performance of the employee according to the collected original data and the scores corresponding to each performance. Select appropriate correction rules to correct the fixed performance and workload performance of the employee, and calculate the overall corrected performance of the employee. Allocate corresponding performance amounts to each employee according to the total performance amount to be allocated in the department this month and the proportion of the overall performance of each employee in the sum of the overall performances of all employees in the department.

10. A computer-readable storage medium storing a computer program, characterized in that, When the computer program is executed by a processor, it implements the steps of the intelligent performance management method described in claim 9.

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