A patent index distribution completion incentive and visual demonstration device

Abstract

The application belongs to the technical field of data analysis, and particularly relates to a patent index allocation completion incentive and visual demonstration device, which comprises the following modules: an information input module for inputting information of related personnel; a judgment selection module for judging which index allocation calculation is adopted; a technical personnel quantity input calculation module for calculating technical personnel quantity input conditions among departments; a technical personnel academic level input calculation module for calculating technical personnel academic level input conditions among departments; a technical personnel title calculation module for calculating technical personnel title conditions among departments; an examination module for examining overall income of each x+1 level department; and a completion condition display module for displaying actual index completion conditions of each department. The application can fully mobilize the enthusiasm of the majority of employees while meeting fairness, justice and transparency, and can ensure the stability of the employee team. The subjective judgment of people is reduced, and objective management with methods and basis is achieved.

Description

Technical Field

[0001] This application belongs to the field of data analysis technology, and in particular relates to a patent indicator allocation completion incentive and visual demonstration device. Background Technology

[0002] State-owned enterprises should treat patent work as a dynamic and systematic project, and manage intellectual property as a strategic asset scientifically. In the management process, they should emphasize standardized management, proactive management, and efficient management. Internally, patents should be used as an activator to build an innovative culture, continuously attract talent, and ultimately improve the competitiveness of state-owned enterprises and form a virtuous cycle of patent work.

[0003] State-owned enterprises, especially centrally-administered state-owned enterprises, are keenly aware that only those that master core technologies and prioritize technological innovation can survive and thrive. Patented technologies not only create competitive advantages for enterprises but also, as new factors of production in the knowledge economy era, fundamentally influence the competitive structure of industries. The operating objectives of Chinese enterprises, especially large state-owned enterprises, are not merely profit-making but also guiding the upgrading of my country's industrial structure and cultivating emerging industries. Therefore, they need to take a leading role in relevant fields, investing significant human and financial resources in research and development and innovation. How to select the optimal research field from among numerous options, and how to evaluate related technological innovation activities, are crucial to the development of state-owned enterprises and the transformation of industrial achievements. Choosing the most suitable system and methods for their own development, leveraging patents to gain a first-mover advantage, and driving the development of related industries are essential.

[0004] However, due to the numerous layers within state-owned enterprises, especially centrally-administered enterprises, which bear social responsibility in addition to production and operations, finding a reasonable patent quota allocation scheme for subordinate enterprises—one that can both scientifically motivate employees and maintain workforce stability while adhering to the company's objective realities—is a pressing issue that many state-owned enterprises must confront. Currently, no solution to this problem has been found in existing technologies. Summary of the Invention

[0005] To overcome the aforementioned problems with existing technologies, a patent indicator allocation incentive and visual demonstration device is proposed that can satisfy fairness and impartiality, fully mobilize the enthusiasm of employees, and ensure the stability of the workforce.

[0006] To achieve the above-mentioned technical effects, the technical solution of this application is as follows:

[0007] A device for incentivizing and visually demonstrating the completion of patent indicator allocation includes the following modules:

[0008] Information entry module: For managers of level x units, this module is used to enter the relevant personnel's professional title, age at birth, technical sequence, academic degree, date of employment, years of service, theoretical retirement date, and date of obtaining the highest degree in the annual patent indicators of level x+1 units.

[0009] Furthermore, the professional title information entered is recorded as technical title, which includes [Junior Worker][Intermediate Worker][Senior Worker][Technician][Technician][Assistant Engineer][Engineer][Senior Engineer][Professional Senior Engineer];

[0010] Gender is denoted as sex, and is represented by [male] and [female].

[0011] Birth age is formatted as year, or [year].

[0012] Sequences are divided into [Technical Sequences] and [Management Sequences].

[0013] Academic degrees are recorded as "academic degree," and are categorized as [Doctorate], [Master's], [Bachelor's], and [Other].

[0014] Furthermore, the technical sequence is denoted as Technical Sequence, which includes [Technical Support] and [Scientific Research].

[0015] In the system, departments are denoted as "department". There are N departments at the same level, denoted as "unit(i)". A certain attribute of the j-th person in the i-th department is represented by "unit(i)(j)".

[0016] Judgment and Selection Module: Based on the entered information, determine whether to use the technical personnel quantity input calculation module, the technical personnel academic level input calculation module, or the technical personnel professional title calculation module to calculate the allocation of indicators;

[0017] If we iterate through each value in the academic degree array, and if all people have the same academic level, then we allocate the indicators to the calculation module according to the number of technical personnel.

[0018] If the gap in academic ability is greater than that between [PhD] and [Bachelor's] or between [Master's] and [Other], then the allocation of indicators will be calculated according to the technical personnel academic ability input calculation module; where [PhD] = 3, [Master's] = 2, [Bachelor's] = 1, [Other] = 0;

[0019] If there is a situation where the number of "[Senior Engineer]" in the technical title is greater than 1, or the number of "[Senior Engineer]" in a single department is greater than R, where R is a natural number greater than 2, then the indicator allocation calculation will be performed according to the technical personnel title calculation module.

[0020] Technical Personnel Quantity Calculation Module: Calculates the number of technical personnel deployed across different departments;

[0021] Let N(unit(i)) be the number of valid personnel;

[0022] Sort by personnel number within a unit. When the technical tile is [Technician][Technician][Assistant Engineer][Engineer][Senior Engineer][Senior Engineer][Grandmaster Engineer], assign unit(i)(j).technical title = 1; otherwise, assign unit(i)(j).technical title = 0. When the sequence is [Technical Sequence], assign unit(i)(j).sequence = 1; otherwise, assign unit(i)(j).sequence = 0.

[0023] When the Technical Sequence is [Scientific Research], assign unit(i)(j).technical sequence = 1; otherwise, assign unit(i)(j).technical sequence = 0.

[0024] Initialize N(unit(i)) to 0. Starting from the first employee in unit(i) and checking attributes up to the last employee in that department, assuming there are a total of m departments at level x+1, perform the following steps:

[0025] 1) To determine if an employee's gender is male, check if unit(i)(j).year is less than 57.

[0026] N(unit(i))=N(unit(i))+1*unit(i)(j).technical title*unit(i)(j).technical sequence; otherwise, N(unit(i))=N(unit(i));

[0027] 2) If the employee's gender is female, then if unit(i)(j).year is less than 52, then (unit(i)) = N(unit(i)) + 1 * unit(i)(j).technical title * unit(i)(j).technical sequence; otherwise, then N(unit(i)) = N(unit(i)).

[0028] If the managers of level x department need to achieve a total patent target of N for level x+1 units in a given year, then the patent target for the nth level x+1 department should be:

[0029]

[0030] Technical Personnel Education Level Input Calculation Module: Calculates the input of technical personnel's education level among various departments;

[0031] Let N(unit(i)) be the number of valid personnel;

[0032] Sort by personnel number in a unit. When the technical tile is [Technician][Technician][Assistant Engineer][Engineer][Senior Engineer][Senior Engineer][Senior Engineer], assign unit(i)(j).technical title = 1; otherwise, assign unit(i)(j).technical title = 0.

[0033] When Sequence is [Technology Sequence], assign unit(i)(j).sequence = 1; otherwise, assign unit(i)(j).sequence = 0.

[0034] When the Technical Sequence is [Scientific Research], assign unit(i)(j).technical sequence = 1. Otherwise, assign unit(i)(j).technical sequence = 0.

[0035] When the academic degree is [PhD], assign unit(i)(j).academic degree = 2; when the academic degree is [Master], assign unit(i)(j).academic degree = 1; when the academic degree is [Bachelor], assign unit(i)(j).academic degree = 0.5; otherwise, assign unit(i)(j).academic degree = 0.

[0036] Initialize N(unit(i)) to 0. Starting from the first employee in unit(i) and checking attributes up to the last employee in that department, assuming there are a total of m departments at level x+1, perform the following steps:

[0037] 1) To determine if an employee's gender is male, check if unit(i)(j).year is less than 57.

[0038] N(unit(i))=N(unit(i))+1*unit(i)(j).technical title*unit(i)(j).technical sequence*unit(i)(j).academic degree; otherwise, N(unit(i))=N(unit(i));

[0039] 2) If the employee's gender is female, then if unit(i)(j).year is less than 52, then (unit(i)) = N(unit(i)) + 1 * unit(i)(j).technical title * unit(i)(j).technical sequence * unit(i)(j).academic degree; otherwise, then N(unit(i)) = N(unit(i)).

[0040] Assuming that managers in department x need to achieve a total patent target of N for level x+1 units in a given year, then the patent target for the nth level x+1 department should be:

[0041]

[0042] Technical Personnel Title Calculation Module: Calculates the technical personnel title information across different departments;

[0043] Let N(unit(i)) be the number of valid personnel;

[0044] Sort by personnel number within a unit. When the technical tile is [Technician] or [Engineer], assign unit(i)(j).technical title = 1; when the technical tile is [Senior Engineer], assign unit(i)(j).technical title = 2; when the technical tile is [Senior Engineer], assign unit(i)(j).technical title = 4; otherwise, assign unit(i)(j).technical title = 0.

[0045] When Sequence is [Technology Sequence], assign unit(i)(j).sequence = 1; otherwise, assign unit(i)(j).sequence = 0.

[0046] When the Technical Sequence is [Scientific Research], assign unit(i)(j).technical sequence = 1; otherwise, assign unit(i)(j).technical sequence = 0.

[0047] Initialize N(unit(i)) to 0. Starting from the first employee in unit(i) and checking attributes up to the last employee in that department, assuming there are a total of m departments at level x+1, perform the following steps:

[0048] 1) To determine if an employee's gender is male, check if unit(i)(j).year is less than 57.

[0049] N(unit(i))=N(unit(i))+1*unit(i)(j).technical title*unit(i)(j).technical sequence*unit(i)(j).academic degree; otherwise, N(unit(i))=N(unit(i));

[0050] 2) If the employee's gender is female, then if unit(i)(j).year is less than 52, then (unit(i)) = N(unit(i)) + 1 * unit(i)(j).technical title * unit(i)(j).technical sequence * unit(i)(j).academic degree; otherwise, then N(unit(i)) = N(unit(i)).

[0051] Assuming that managers in department x need to achieve a total patent target of N for level x+1 units in a given year, then the patent target for the nth level x+1 department should be:

[0052]

[0053] The patent assessment indicators that different departments should achieve are recorded as Y(n), where Y(n) is the number obtained by rounding the Y calculated by the nth department according to the rounding principle.

[0054] Assessment module: The overall income of each department at the x+1 level is assessed based on the actual completion of each department. The actual number of patent applications of the department at the x+1 level is y(n), and the original year-end bonus of the department is W(n). Then, the year-end bonus for the completion of the patent assessment index of the department is issued according to w(n).

[0055]

[0056] m is the total number of departments. The value of i ranges from 1 to m. W(i) represents the year-end bonus income of the i-th department, y(i) represents the actual number of patent applications of the i-th department in a certain year, and Y(i) is the calculated actual patent index number of the i-th department in a certain year. Among them, β<1, representing the weight considered for the assessment of the main patent table by the department.

[0057] The year-end bonus that the n-th department unit(n) should receive is recorded as year-end bonus. Then, the year-end bonus issued to the department unit(n).year-end bonus = w(n).

[0058] Completion status display module: Display the actual completion status of each department.

[0059] Furthermore, the completion status display module includes a group of electric boxes. A group of electric boxes includes n light boxes. The names of the 1st, 2nd to n-th departments are marked on the 1st, 2nd to n-th light boxes. The light box corresponding to the department that has completed the index lights up, and the light box that has not reached the index goes out.

[0060] Still further, in each parallel branch of the total circuit of the electric box, a graduated cylinder with a height of H is set. One end of the wire in the graduated cylinder is inserted into the bottom, and the wire at the other end is placed at the scale of the highest liquid level of the preset conductive fluid in the graduated cylinder. Only when the conductive fluid in the graduated cylinder reaches the highest liquid level scale, the two ends of the wire can be connected through the conductive fluid.

[0061] Even further, the conductive fluid uses copper sulfate solution.

[0062] Even further, the i-th parallel branch represents the completion status of the i-th department, 1≤i≤n. h(i) represents the height relationship of the highest liquid level of the preset conductive fluid in the graduated cylinder in the i-th branch, and the relationship is as follows:

[0063]

[0064] Still further, for departments that have been in actual operation for three consecutive years and y(i)<Y(i), the number of technical personnel input calculation module, the academic level of technical personnel input calculation module, and the technical personnel title calculation module are used for analysis to count the If the failure to meet the target is due to the number of technical personnel in the first scenario, the proportion of technical personnel will be increased accordingly in the next decision. If the failure to meet the target is due to insufficient educational level of technical personnel in the second scenario, the educational level of the personnel in that department will be improved, or channels will be established to introduce highly educated talents. If the failure to meet the target is due to insufficient personnel with high professional titles, the professional title level of the personnel in that department will be improved, or talents with high professional titles will be introduced through channels.

[0065] The advantages of this application are:

[0066] This application provides a device for incentivizing and visually demonstrating the allocation of patent indicators. While ensuring fairness, impartiality, and transparency, it also effectively motivates employees and maintains workforce stability. It reduces subjective judgment and provides objective, methodical, and evidence-based management. Attached Figure Description

[0067] Figure 1 A schematic diagram of the structure of the incentive and visual demonstration device for completing the allocation of patent indicators.

[0068] Figure 2 This is a schematic diagram of a set of electrical box circuits in the completion status display module.

[0069] Figure 3 This is a schematic diagram of the graduated cylinder structure in the completion status display module.

[0070] Figure 4 This is a schematic diagram of the information entry table in Example 4. Detailed Implementation

[0071] To make the objectives, technical solutions, and advantages of the embodiments of this application clearer, the technical solutions of the embodiments of this application will be clearly and completely described below with reference to the accompanying drawings. Obviously, the described embodiments are only some embodiments of this application, and not all embodiments. The components of the embodiments of this application described and shown in the accompanying drawings can generally be arranged and designed in various different configurations.

[0072] Therefore, the following detailed description of the embodiments of this application provided in the accompanying drawings is not intended to limit the scope of the claimed application, but merely to illustrate selected embodiments of the application. All other embodiments obtained by those skilled in the art based on the embodiments of this application without inventive effort are within the scope of protection of this application.

[0073] It should be noted that similar labels and letters in the following figures indicate similar items. Therefore, once an item is defined in one figure, it does not need to be further defined and explained in subsequent figures.

[0074] In the description of this application, it should be noted that the terms "upper," "vertical," "inner," and "outer," etc., indicate the orientation or positional relationship based on the orientation or positional relationship shown in the accompanying drawings, or the orientation or positional relationship commonly used when the product is in use, or the orientation or positional relationship commonly understood by those skilled in the art. They are used only for the convenience of describing this application and simplifying the description, and do not indicate or imply that the device or element referred to must have a specific orientation, or be constructed and operated in a specific orientation, and therefore should not be construed as a limitation on this application. In addition, the terms "first," "second," etc., are only used to distinguish descriptions and should not be construed as indicating or implying relative importance.

[0075] In the description of this application, it should also be noted that, unless otherwise expressly specified and limited, the terms "set," "install," and "connect" should be interpreted broadly. For example, they can refer to a fixed connection, a detachable connection, or an integral connection; they can refer to a mechanical connection or an electrical connection; they can refer to a direct connection or an indirect connection through an intermediate medium; and they can refer to the internal connection of two components. Those skilled in the art can understand the specific meaning of the above terms in this application based on the specific circumstances.

[0076] Example 1

[0077] like Figure 1 As shown, a device for incentivizing and visually demonstrating the completion of patent indicator allocation includes the following modules:

[0078] Information entry module: For managers of level x units, the module requires the entry of relevant personnel's professional title, age at birth, technical sequence, academic degree, date of employment, years of service, theoretical retirement date, and date of obtaining the highest degree for the patent indicators of level x+1 units in the current year.

[0079] Judgment and Selection Module: Based on the entered information, determine whether to use the technical personnel quantity input calculation module, the technical personnel academic level input calculation module, or the technical personnel professional title calculation module to calculate the allocation of indicators;

[0080] Technical Personnel Quantity Calculation Module: Calculates the number of technical personnel deployed across different departments;

[0081] Technical Personnel Education Level Input Calculation Module: Calculates the input of technical personnel's education level among various departments;

[0082] Technical Personnel Title Calculation Module: Calculates the technical personnel title information across different departments;

[0083] Assessment module: Record the patent assessment indicators that different departments should achieve, and assess the overall income of each x+1 level department based on the actual performance of each department;

[0084] Completion Status Display Module: Displays the actual completion status of each department's targets.

[0085] This application provides a device for incentivizing and visually demonstrating the allocation of patent indicators. While ensuring fairness, impartiality, and transparency, it also effectively motivates employees and maintains workforce stability. It reduces subjective judgment and provides objective, methodical, and evidence-based management.

[0086] Example 2

[0087] like Figure 1 As shown, a patent indicator allocation completion incentive and visual demonstration device includes the following modules:

[0088] Information entry module: First, for managers of level x units, information such as professional title, age at birth, technical sequence, academic degree, date of employment, years of service, theoretical retirement date, and date of obtaining the final degree needs to be entered for the patent indicators of level x+1 units in the current year. The technical sequence is a variable; its content may differ for different time periods and needs to be updated accordingly based on the current time.

[0089] The professional title information entered is recorded as "technical title", which includes [Junior Worker][Intermediate Worker][Senior Worker][Technician][Technician][Assistant Engineer][Engineer][Senior Engineer][Senior Engineer];

[0090] Gender is denoted as sex, and is represented by [male] and [female].

[0091] Birth age is formatted as year, or [year].

[0092] Sequences are divided into [Technical Sequences] and [Management Sequences].

[0093] Academic degrees are recorded as "academic degree," and are categorized as [Doctorate], [Master's], [Bachelor's], and [Other].

[0094] The technical sequence is denoted as Technical Sequence, and includes [Technical Support] and [Scientific Research].

[0095] We assume the system has departments, and there are N departments at the same level, denoted as unit(i). A certain attribute of the j-th person in the i-th department is represented by unit(i)(j). For example, the degree of the 4th person in department 3 is denoted as unit(3)(4).academic degree. And so on.

[0096] Judgment and Selection Module: Based on the entered information, determine whether to use the technical personnel quantity input calculation module, the technical personnel academic level input calculation module, or the technical personnel professional title calculation module to calculate the allocation of indicators;

[0097] If we iterate through each value in the academic degree array, and if all people have the same academic level, then we allocate the indicators to the calculation module according to the number of technical personnel.

[0098] If the gap in academic ability is greater than that between [PhD] and [Bachelor's] or between [Master's] and [Other], then the allocation of indicators will be calculated according to the technical personnel academic ability input calculation module; where [PhD] = 3, [Master's] = 2, [Bachelor's] = 1, [Other] = 0;

[0099] If there are cases where the number of "[Senior Engineer]" in the technical title is greater than 1, or the number of "[Senior Engineer]" in a single department is greater than R (R is set freely by the management department and can be a natural number greater than 2), then the indicator allocation calculation will be performed according to the technical personnel title calculation module.

[0100] The following describes the procedures for issuing patent indicators in three different scenarios.

[0101] Technical Personnel Quantity Calculation Module: Calculates the number of technical personnel deployed across different departments;

[0102] The first scenario: Consider the number of technical personnel involved in each department.

[0103] Let N(unit(i)) be the number of valid personnel;

[0104] Sort by personnel number within a unit. When the technical tile is [Technician][Technician][Assistant Engineer][Engineer][Senior Engineer][Senior Engineer][Grandmaster Engineer], assign unit(i)(j).technical title = 1; otherwise, assign unit(i)(j).technical title = 0. (Sometimes, [Technician] can be disregarded, and unit(i)(j).technical title = 0 when the technical tile is [Technician].)

[0105] When Sequence is [Technology Sequence], assign unit(i)(j).sequence = 1; otherwise, assign unit(i)(j).sequence = 0.

[0106] When the Technical Sequence is [Scientific Research], assign unit(i)(j).technical sequence = 1; otherwise, assign unit(i)(j).technical sequence = 0.

[0107] Initialize N(unit(i)) to 0. Starting from the first employee in unit(i) and checking attributes up to the last employee in that department, assuming there are a total of m departments at level x+1, perform the following steps:

[0108] 1) To determine if an employee's gender is male, check if unit(i)(j).year is less than 57.

[0109] N(unit(i))=N(unit(i))+1*unit(i)(j).technical title*unit(i)(j).technical sequence; otherwise, N(unit(i))=N(unit(i));

[0110] 2) If the employee's gender is female, then if unit(i)(j).year is less than 52, then (unit(i)) = N(unit(i)) + 1 * unit(i)(j).technical title * unit(i)(j).technical sequence; otherwise, then N(unit(i)) = N(unit(i)).

[0111] (Employees who have retired within the past 3 years are not included in the valid personnel count.)

[0112] Assuming that managers in department x need to achieve a total patent target of N for level x+1 units in a given year, then the patent target for the nth level x+1 department should be:

[0113]

[0114] Technical Personnel Education Level Input Calculation Module: Calculates the input of technical personnel's education level among various departments;

[0115] The second scenario: Consider the level of technical personnel's academic qualifications invested in each department.

[0116] Let N(unit(i)) be the number of valid personnel;

[0117] Sort by personnel number in a unit. When the technical tile is [Technician][Technician][Assistant Engineer][Engineer][Senior Engineer][Senior Engineer][Senior Engineer], assign unit(i)(j).technical title = 1; otherwise, assign unit(i)(j).technical title = 0.

[0118] When Sequence is [Technology Sequence], assign unit(i)(j).sequence = 1; otherwise, assign unit(i)(j).sequence = 0.

[0119] When the Technical Sequence is [Scientific Research], assign unit(i)(j).technical sequence = 1. Otherwise, assign unit(i)(j).technical sequence = 0.

[0120] When the academic degree is [PhD], assign unit(i)(j).academic degree = 2; when the academic degree is [Master], assign unit(i)(j).academic degree = 1; when the academic degree is [Bachelor], assign unit(i)(j).academic degree = 0.5; otherwise, assign unit(i)(j).academic degree = 0.

[0121] Initialize N(unit(i)) to 0. Starting from the first employee in unit(i) and checking attributes up to the last employee in that department, assuming there are a total of m departments at level x+1, perform the following steps:

[0122] 1) To determine if an employee's gender is male, check if unit(i)(j).year is less than 57.

[0123] N(unit(i))=N(unit(i))+1*unit(i)(j).technical title*unit(i)(j).technical sequence*unit(i)(j).academic degree; otherwise, N(unit(i))=N(unit(i));

[0124] 2) If the employee's gender is female, then if unit(i)(j).year is less than 52, then (unit(i)) = N(unit(i)) + 1 * unit(i)(j).technical title * unit(i)(j).technical sequence * unit(i)(j).academic degree; otherwise, then N(unit(i)) = N(unit(i)).

[0125] (Employees who have retired within the past 3 years are not included in the valid personnel count.)

[0126] Assuming that managers in department x need to achieve a total patent target of N for level x+1 units in a given year, then the patent target for the nth level x+1 department should be:

[0127]

[0128] Technical Personnel Title Calculation Module: Calculates the technical personnel title information across different departments;

[0129] The third scenario: Consider the professional titles of technical personnel across different departments. (Higher titles come with greater responsibilities.)

[0130] Let N(unit(i)) be the number of valid personnel;

[0131] Sort by personnel number within a unit. When the technical tile is [Technician] or [Engineer], assign unit(i)(j).technical title = 1; when the technical tile is [Senior Engineer], assign unit(i)(j).technical title = 2; when the technical tile is [Senior Engineer], assign unit(i)(j).technical title = 4; otherwise, assign unit(i)(j).technical title = 0.

[0132] When Sequence is [Technology Sequence], assign unit(i)(j).sequence = 1; otherwise, assign unit(i)(j).sequence = 0.

[0133] When the Technical Sequence is [Scientific Research], assign unit(i)(j).technical sequence = 1; otherwise, assign unit(i)(j).technical sequence = 0.

[0134] Initialize N(unit(i)) to 0. Starting from the first employee in unit(i) and checking attributes up to the last employee in that department, assuming there are a total of m departments at level x+1, perform the following steps:

[0135] 1) To determine if an employee's gender is male, check if unit(i)(j).year is less than 57.

[0136] N(unit(i))=N(unit(i))+1*unit(i)(j).technical title*unit(i)(j).technical sequence*unit(i)(j).academic degree; otherwise, N(unit(i))=N(unit(i));

[0137] 2) If the employee's gender is female, then if unit(i)(j).year is less than 52, then (unit(i)) = N(unit(i)) + 1 * unit(i)(j).technical title * unit(i)(j).technical sequence * unit(i)(j).academic degree; otherwise, then N(unit(i)) = N(unit(i)).

[0138] (Employees who have retired within the past 3 years are not included in the valid personnel count.)

[0139] Assuming that managers in department x need to achieve a total patent target of N for level x+1 units in a given year, then the patent target for the nth level x+1 department should be:

[0140]

[0141] If Y has a decimal part, it needs to be rounded to the nearest integer to obtain Y(n) before proceeding to the next steps. Combining the above three cases, the patent assessment indicator that different departments should achieve is recorded as Y(n), where Y(n) is the number obtained by rounding the Y calculated by the nth department according to the rounding principle.

[0142] The above three methods can be used independently and in parallel. In real life, they may be independent cases: the first, the second, and the third. Y is the value calculated using the numbers above, but in real life, it may be a decimal or a fraction, and departmental indicators are usually integers. Therefore, Y(n) is used here to represent the rounded integer, Y(1) represents the indicator obtained according to the first consideration, Y(2) represents the indicator obtained according to the second consideration, and Y(3) represents the indicator obtained according to the third consideration. In this patent solution, the departmental assessment indicators can be set according to Y(1), Y(2), or Y(3) based on the actual situation.

[0143] Assessment Module: In summary, at the end of the year, the overall income of each x+1 level department will be assessed based on the actual performance of each department. The actual number of patent applications of the x+1 level department is y(n), and the original year-end bonus of the department is W(n). Therefore, the year-end bonus of the department based on the performance of the patent indicators will be issued according to w(n).

[0144]

[0145] m represents the total number of departments, i ranges from 1 to m, W(i) represents the year-end bonus income of the i-th department, y(i) represents the actual number of patent applications in the i-th department in a given year, and Y(i) is the calculated actual patent index of the i-th department in a given year, i.e., how many patents should be applied for. The n above represents the n-th department; for example, when n=2, it means the actual number of patent applications in the 2nd department is y(2). The y(i) below appears inside the summation symbol Σ, where i represents a value from i=1 to m, and y(i) represents the actual number of applications in the i=1, 2, ..., m-th departments. y(i) and y(n) have the same meaning. y() represents the actual patent applications of the ()-th department in parentheses; the difference lies in the number within the parentheses depending on the specific circumstances.

[0146] Where β<1, it represents the weight that the department considers for the assessment of the main patent table.

[0147] Suppose that the year-end bonus that the nth department unit(n) should receive is denoted as year-end bonus, then the year-end bonus issued by the department unit(n).year-end bonus = w(n).

[0148] Completion Status Display Module: Displays the actual completion status of each department's targets.

[0149] To make the achievement of targets more readily understood by employees, a device should be designed to display to the public whether the targets have been achieved and to what extent.

[0150] The completion status display module includes a group of electrical boxes. A group of electrical boxes includes n light boxes, on which the names of the 1st, 2nd to nth departments are marked. The light box corresponding to the department that has completed the target lights up, and the light box that has not reached the target goes out.

[0151] Specifically, the circuit design is as Figure 2 and Figure 3 shown. In each parallel branch of the main circuit of the electrical box, a graduated cylinder with a height of H is set. One end of the wire in the graduated cylinder is inserted into the bottom, and the other end of the wire is placed at the scale of the highest liquid level of the preset conductive fluid in the graduated cylinder. Only when the conductive fluid in the graduated cylinder reaches the highest liquid level scale, the two ends of the wire can be connected through the conductive fluid.

[0152] To increase the visualization effect of the graduated cylinder, the conductive fluid uses copper sulfate solution, showing a blue-green color. It can also be replaced with an ionic solution that presents other bright colors according to the needs of users and can ensure the free flow of positive and negative ions under the potential difference.

[0153] The i-th parallel branch represents the completion status of the i-th department, 1 ≤ i ≤ n. h(i) represents the height relationship of the highest liquid level of the preset conductive fluid in the graduated cylinder in the i-th branch, as follows:

[0154]

[0155] Through such a display, the majority of employees can clearly see whether their department has completed the number of patents required by the superior department, and at the same time can clearly know the percentage between the number of patents completed by their department and the relevant requirements, laying a foundation for better promoting R & D work.

[0156] The purpose of this application is not only to urge each department to complete the relevant patent indicators, but also to help each department rationally analyze the reasons and give positive feedback.

[0157] For departments that have been in actual operation for three consecutive years and y(i) < Y(i), the technical personnel quantity input calculation module, technical personnel academic level input calculation module, and technical personnel title calculation module are used for analysis respectively, and the values between departments are counted. If the failure to meet the standard is due to the reason of the number of technical personnel in the first case, then learn from the vast majority of departments that have completed the indicators. If an increase in technical personnel helps to complete the indicators, then increase the proportion of its technical personnel in the next decision-making. If the failure to meet the standard is due to the insufficient academic level of technical personnel in the second case, the decision-making level tries to improve the academic level of the personnel composition of this department, provide opportunities for technical personnel to further their studies, or establish channels to introduce high-educated talents. If the third case is due to the shortage of high-title personnel, then try to improve the title level of the personnel in this department, or introduce mature talents with high titles through channels.

[0158] The first scenario indicates that the number of technical personnel is the primary influencing factor; the second indicates that academic ability is a significant factor; and the third indicates that professional title is a significant factor. If the first scenario is not met, but the second and third are, it means there is an imbalance in the number of technical personnel among departments; some departments may have a large number of personnel, but lack highly qualified or highly titled staff. If the second scenario is not met, but the first and third are, it means that the number of technical personnel and their professional title levels are proportional among departments, but there is an imbalance in academic ability levels among departments. If the third scenario is not met, but the first and second are, it means that the number of technical personnel and their academic ability are proportional among departments, but there is an imbalance in professional title levels among different departments.

[0159] The first scenario is suitable when everyone in the organization has a similar skill level, with no significant differences in ability between individuals. The second scenario is suitable when there are significant differences in educational background within the organization. The third scenario is suitable when there are large differences in income among individuals due to differences in professional titles. Managers should choose the appropriate scenario based on the assessment results from the judgment module, depending on the specific circumstances.

[0160] The first scenario considers the number of technical personnel across different departments as a primary weighting factor. In this case, the number of technical personnel is the key factor in determining the number of intellectual property rights, and the department with more technical personnel should bear more intellectual property indicators.

[0161] The second scenario is that, in addition to the number of technical personnel, there are significant differences in the academic qualifications of different technical personnel. For example, the success rate of patent applications by technical personnel with master's or doctoral degrees is generally higher than that of personnel with bachelor's degrees or below. Investing more highly educated personnel in this area means investing more resources in the department. The greater the investment, the greater the output. Therefore, in the second scenario, departments with stronger academic qualifications should bear more intellectual property indicators, rather than simply considering the number of technical personnel.

[0162] The third scenario is that academic level does not necessarily mean actual work ability. Actual work ability is often related to professional titles that represent higher income. Therefore, the third scenario mainly uses the number of people with higher technical titles as the weight of intellectual property indicators. Departments that receive more resources from higher-level departments, receive more income, and have a generally higher level of professional titles should bear the responsibility of helping the unit to be responsible for more intellectual property indicators.

[0163] This application provides a device for incentivizing and visually demonstrating the allocation of patent indicators. While ensuring fairness, impartiality, and transparency, it also effectively motivates employees and maintains workforce stability. It reduces subjective judgment and provides objective, methodical, and evidence-based management.

[0164] Example 3

[0165] On the basis of Embodiment 1 and Embodiment 2, the completion status display module includes a group of electrical boxes. A group of electrical boxes includes n light boxes. The names of the 1st, 2nd to nth departments are marked on the 1st, 2nd to nth light boxes. The light box corresponding to the department that has completed the indicators lights up, and the light box that has not reached the indicators goes out.

[0166] Specifically, the circuit design is as Figure 2 and Figure 3 shown. In each parallel branch of the total circuit of the electrical box, a graduated cylinder with a height of H is provided. One end of the graduated cylinder is inserted into the bottom by a wire, and the wire at the other end is placed at the scale of the highest liquid level of the preset conductive fluid in the graduated cylinder. Only when the conductive fluid in the graduated cylinder reaches the highest liquid level scale, the two ends of the wire can be connected through the conductive fluid.

[0167] To increase the visualization effect of the graduated cylinder, the conductive fluid uses copper sulfate solution, showing a blue-green color. It can also be replaced with an ionic solution that shows other bright colors according to the needs of users and can ensure the free flow of positive and negative ions under the potential difference.

[0168] The i-th parallel branch represents the completion status of the i-th department, 1 ≤ i ≤ n. h(i) represents the height relationship of the highest liquid level of the preset conductive fluid in the graduated cylinder in the i-th branch as follows:

[0169]

[0170] Through such a display, the majority of employees can clearly see whether their department has completed the number of patents required by the superior department. At the same time, they can also clearly know the percentage between the number of patents completed by their department and the relevant requirements, laying a foundation for better promoting R & D work.

[0171] The purpose of this application is not only to urge each department to complete the relevant patent indicators, but also to help each department rationally analyze the reasons and give positive feedback.

[0172] Furthermore, for the departments that have been in actual operation for three consecutive years and y(i) < Y(i), the technical personnel quantity input calculation module, the technical personnel academic level input calculation module, and the technical personnel title calculation module are respectively used for analysis to count the If the failure to meet the target is due to the number of technical personnel in the first scenario, then we should learn from the vast majority of departments that have achieved the target. If increasing the number of technical personnel helps to achieve the target, then the proportion of technical personnel should be increased accordingly in the next decision. If the failure to meet the target is due to insufficient educational level of technical personnel in the second scenario, then the decision-makers should find ways to improve the educational level of the personnel in that department, provide opportunities for technical personnel to pursue further education, or establish channels to introduce highly educated talents. If the failure is due to insufficient personnel with high professional titles in the third scenario, then we should find ways to improve the professional title level of the personnel in that department, or introduce mature talents with high professional titles through channels.

[0173] The first scenario indicates that the number of technical personnel is the primary influencing factor; the second indicates that academic ability is a significant factor; and the third indicates that professional title is a significant factor. If the first scenario is not met, but the second and third are, it means there is an imbalance in the number of technical personnel among departments; some departments may have a large number of personnel, but lack highly qualified or highly titled staff. If the second scenario is not met, but the first and third are, it means that the number of technical personnel and their professional title levels are proportional among departments, but there is an imbalance in academic ability levels among departments. If the third scenario is not met, but the first and second are, it means that the number of technical personnel and their academic ability are proportional among departments, but there is an imbalance in professional title levels among different departments.

[0174] Example 4

[0175] The relevant information of the personnel in a certain experimental center is as follows: Figure 4 As shown, considering the first scenario of this patent (excluding technicians), the number of technical personnel in each sub-laboratory who will not retire within 3 years can be calculated as follows: 4 people in the reservoir laboratory, 9 people in the reservoir laboratory, 5 people in the unconventional laboratory, 5 people in the high sulfur content laboratory, 5 people in the rock physics laboratory, and 7 people in the comprehensive laboratory.

[0176] Assuming the higher-level department allocates a total of 19 patents to the experimental center, the corresponding allocations for each laboratory should be: 2 for hydrocarbon accumulation, 5 for reservoir formation, 3 for unconventional formations, 3 for high-sulfur formations, 3 for rock physics, and 4 for comprehensive research. At the end of the year, the overall year-end bonuses for each laboratory will be assessed based on these allocations.

Claims

1. A device for incentivizing and visually demonstrating the allocation of patent indicators, characterized in that, Includes the following modules: Information entry module: For managers of level x units, the module requires the entry of relevant personnel's professional title, age at birth, technical sequence, academic degree, date of employment, years of service, theoretical retirement date, and date of obtaining the highest degree for the patent indicators of level x+1 units in the current year. Judgment and Selection Module: Based on the entered information, determine whether to use the technical personnel quantity input calculation module, the technical personnel academic level input calculation module, or the technical personnel professional title calculation module to calculate the allocation of indicators; Technical Personnel Quantity Calculation Module: Calculates the number of technical personnel deployed across different departments; Technical Personnel Education Level Input Calculation Module: Calculates the input of technical personnel's education level among various departments; Technical Personnel Title Calculation Module: Calculates the technical personnel title information across different departments; Assessment module: Record the patent assessment indicators that different departments should achieve, and assess the overall income of each x+1 level department based on the actual performance of each department; Completion Status Display Module: Displays the actual completion status of each department's targets.

2. The patent indicator allocation completion incentive and visual demonstration device according to claim 1, characterized in that, The professional title information entered is recorded as "technical title", which includes [Junior Worker][Intermediate Worker][Senior Worker][Technician][Technician][Assistant Engineer][Engineer][Senior Engineer][Senior Engineer]; Gender is denoted as sex, and is represented by [male] and [female]. Birth age is formatted as year, or [year]. Sequences are divided into [Technical Sequences] and [Management Sequences]; Academic degrees are recorded as "academic degree," and are categorized as [Doctorate], [Master's], [Bachelor's], and [Other].

3. The patent indicator allocation completion incentive and visual demonstration device according to claim 2, characterized in that, The technical sequence is denoted as Technical Sequence and includes [Technical Support] and [Scientific Research], respectively. In the system, departments are denoted as "department". There are N departments at the same level, denoted as "unit(i)". A certain attribute of the j-th person in the i-th department is represented by "unit(i)(j)".

4. The patent indicator allocation completion incentive and visual demonstration device according to claim 1, characterized in that, Iterate through each value in the academic degree array. If all people have the same academic level, then allocate the indicators to the calculation module according to the number of technical personnel. If the gap in academic ability is greater than that between [PhD] and [Bachelor's] or between [Master's] and [Other], then the allocation of indicators will be calculated according to the technical personnel academic ability input calculation module; where [PhD] = 3, [Master's] = 2, [Bachelor's] = 1, [Other] = 0; If there is a situation where the number of "[Senior Engineer]" in the technical title is greater than 1, or the number of "[Senior Engineer]" in a single department is greater than R, where R is a natural number greater than 2, then the indicator allocation calculation will be performed according to the technical personnel title calculation module.

5. The patent indicator allocation completion incentive and visual demonstration device according to claim 1, characterized in that, The technical personnel input calculation module first records the effective number of personnel as N(unit(i)). It sorts personnel according to their serial number within a given unit. When the technical tile is [Technician][Technician][Assistant Engineer][Engineer][Senior Engineer][Senior Engineer][Senior Engineer], it assigns unit(i)(j).technical title = 1; otherwise, it assigns unit(i)(j).technical title = 0. When the sequence is [Technical Sequence], it assigns unit(i)(j).sequence = 1; otherwise, it assigns unit(i)(j).sequence = 0. When the Technical Sequence is [Scientific Research], assign unit(i)(j).technical sequence = 1; otherwise, assign unit(i)(j).technical sequence = 0. Initialize N(unit(i)) to 0. Starting from the first employee in unit(i) and checking attributes up to the last employee in that department, assuming there are a total of m departments at level x+1, perform the following steps: 1) To determine if an employee's gender is male, check if unit(i)(j).year is less than 57. N(unit(i))=N(unit(i))+1*unit(i)(j).technical title*unit(i)(j).technicalsequence; otherwise, N(unit(i))=N(unit(i)); 2) If the employee's gender is female, then if unit(i)(j).year is less than 52, then (unit(i)) = N(unit(i)) + 1 * unit(i)(j).technical title * unit(i)(j).technical sequence; otherwise, then N(unit(i)) = N(unit(i)). If the managers of level x department need to achieve a total patent target of N for level x+1 units in a given year, then the patent target for the nth level x+1 department should be:

6. The patent indicator allocation completion incentive and visual demonstration device according to claim 1, characterized in that, The module for calculating the technical personnel's academic level input first records the effective number of personnel as N(unit(i)), sorts them according to the personnel number of a certain unit, and assigns unit(i)(j).technical title = 1 when technical title is [technician][technician][assistant engineer][engineer][senior engineer][professional engineer], otherwise assigns unit(i)(j).technical title = 0. When Sequence is [Technology Sequence], assign unit(i)(j).sequence = 1; otherwise, assign unit(i)(j).sequence = 0. When the Technical Sequence is [Scientific Research], assign unit(i)(j).technical sequence = 1; otherwise, assign unit(i)(j).technical sequence = 0. When the academic degree is [PhD], assign unit(i)(j).academic degree = 2; when the academic degree is [Master], assign unit(i)(j).academic degree = 1; when the academic degree is [Bachelor], assign unit(i)(j).academic degree = 0.5; otherwise, assign unit(i)(j).academic degree = 0. Initialize N(unit(i)) to 0. Starting from the first employee in unit(i) and checking attributes up to the last employee in that department, assuming there are a total of m departments at level x+1, perform the following steps: 1) To determine if an employee's gender is male, check if unit(i)(j).year is less than 57. N(unit(i))=N(unit(i))+1*unit(i)(j).technical title*unit(i)(j).technicalsequence*unit(i)(j).academic degree; otherwise, N(unit(i))=N(unit(i)); 2) If the employee's gender is female, then if unit(i)(j).year is less than 52, then (unit(i)) = N(unit(i)) + 1 * unit(i)(j).technical title * unit(i)(j).technical sequence * unit(i)(j).academicdegree; otherwise, then N(unit(i)) = N(unit(i)). Assuming that managers in department x need to achieve a total patent target of N for level x+1 units in a given year, then the patent target for the nth level x+1 department should be:

7. The patent indicator allocation completion incentive and visual demonstration device according to claim 1, characterized in that, The technical personnel title calculation module first records the number of valid personnel as N(unit(i)). It sorts personnel according to their serial number within a given unit. When the technical tile is [Technician] or [Engineer], it assigns unit(i)(j).technical title = 1; when the technical tile is [Senior Engineer], it assigns unit(i)(j).technical title = 2; when the technical tile is [Senior Engineer], it assigns unit(i)(j).technical title = 4; otherwise, it assigns unit(i)(j).technical title = 0. When Sequence is [Technology Sequence], assign unit(i)(j).sequence = 1; otherwise, assign unit(i)(j).sequence = 0. When the Technical Sequence is [Scientific Research], assign unit(i)(j).technical sequence = 1; otherwise, assign unit(i)(j).technical sequence = 0. Initialize N(unit(i)) to 0. Starting from the first employee in unit(i) and checking attributes up to the last employee in that department, assuming there are a total of m departments at level x+1, perform the following steps: 1) To determine if an employee's gender is male, check if unit(i)(j).year is less than 57. N(unit(i))=N(unit(i))+1*unit(i)(j).technical title*unit(i)(j).technicalsequence*unit(i)(j).academic degree; otherwise, N(unit(i))=N(unit(i)); 2) If the employee's gender is female, then if unit(i)(j).year is less than 52, then (unit(i)) = N(unit(i)) + 1 * unit(i)(j).technical title * unit(i)(j).technical sequence * unit(i)(j).academicdegree; otherwise, then N(unit(i)) = N(unit(i)). Assuming that managers in department x need to achieve a total patent target of N for level x+1 units in a given year, then the patent target for the nth level x+1 department should be:

8. The patent indicator allocation completion incentive and visual demonstration device according to claim 1, characterized in that, The assessment module first records the patent assessment target that different departments should achieve as Y(n). Y(n) is the number obtained by rounding the Y calculated by the nth department according to the rounding principle. The overall income of each x+1 level department is assessed based on the actual performance of each department. The actual number of patent applications of the x+1 level department is y(n), and the original year-end bonus of the department is W(n). Then the year-end bonus of the department based on the completion of the patent assessment target is issued according to w(n). Where m is the total number of departments, i ranges from 1 to m, W(i) represents the year-end bonus income of the i-th department, y(i) represents the actual number of patent applications of the i-th department in a certain year, Y(i) is the calculated actual number of patent indicators of the i-th department in a certain year, and β<1 represents the weight that the department considers for the main patent table assessment. The year-end bonus that the nth department unit(n) should receive is denoted as year-end bonus. Then the year-end bonus issued by the department is unit(n).year-end bonus = w(n).

9. The patent indicator allocation completion incentive and visual demonstration device according to claim 1, characterized in that, The completion status display module includes a set of electrical boxes, which in turn include n light boxes. The names of the 1st to the nth departments are marked on the 1st to the nth light boxes. The light box corresponding to the department that has completed the target is lit up, and the light box that has not completed the target is turned off.

10. The patent indicator allocation completion incentive and visual demonstration device according to claim 9, characterized in that, In each parallel branch of the main circuit of the electrical box, there is a graduated cylinder with a height of H. One end of the graduated cylinder is inserted into the bottom by a wire, and the other end of the wire is placed at the mark of the highest liquid level of the conductive fluid in the graduated cylinder. Only when the conductive fluid in the graduated cylinder reaches the mark of the highest liquid level will the two ends of the wire be connected through the conductive fluid.

11. The patent indicator allocation completion incentive and visual demonstration device according to claim 10, characterized in that, The conductive fluid used is a copper sulfate solution.

12. The patent indicator allocation completion incentive and visual demonstration device according to claim 10, characterized in that, The i-th parallel branch represents the completion status of the i-th department, 1≤i≤n, and h(i) represents the height of the highest liquid level of the pre-set conductive fluid in the graduated cylinder in the i-th branch. The relationship is as follows:

13. The patent indicator allocation completion incentive and visual demonstration device according to claim 8, characterized in that, For departments that have been operating continuously for three years and where y(i) < Y(i), the number of technicians input calculation module, the academic level of technicians input calculation module, and the technician title calculation module are used for analysis respectively to count the value. If the non-compliance is due to the number of technicians in the number of technicians input calculation module, the proportion of technicians is increased accordingly; if the non-compliance is due to the insufficient academic level of technicians in the academic level of technicians input calculation module, the academic level of the department's personnel composition is increased, or channels are established to introduce high-educated talents; if the analysis by the technician title calculation module is due to the insufficient number of high-title personnel, the title level of the department's personnel is increased, or talents with high titles are introduced through channels.

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