Dry part time work comprehensive management system

Abstract

This invention discloses a comprehensive management system for cadres' daily work, comprising: a basic configuration module for configuring user roles and their respective departments; a task management module, including: a task decomposition unit, a task execution unit, a task feedback unit, a task query unit, and a task summary unit; the task decomposition unit is used to horizontally and / or vertically decompose tasks to be executed to the corresponding cadres; the task execution unit is used to record task execution status; the task feedback unit is used to record feedback on task execution status; the task query unit is used to query detailed information and completion status of tasks; the task summary unit is used to summarize all task information; and an evaluation management module, which uses evaluation management strategies to evaluate cadres' performance in completing tasks. This system constructs a closed-loop management system for the entire task lifecycle, standardizes the task flow process, and significantly improves the efficiency of government work.

Description

Technical Field

[0001] This invention relates to the field of data management technology, and in particular to a comprehensive management system for cadres' daily work. Background Technology

[0002] Currently, the administrative law enforcement civil servant team is large in scale, has many job types, complex law enforcement matters, and dispersed performance scenarios. The traditional cadre assessment and management model generally suffers from prominent problems such as fragmented processes, subjective evaluation, data silos, and weak application of results, which are no longer able to meet the realistic needs of building a high-quality and professional cadre team and efficient governance in the new era.

[0003] Under the traditional management model, the deployment of tasks for cadres relies heavily on offline communication and verbal arrangements, lacking a closed-loop online management system. It is difficult to track and trace the progress, quality, and process of task execution in real time, leading to situations where work is not implemented effectively and responsibilities are not clearly defined. Performance evaluation is primarily based on subjective assessments and year-end centralized evaluations, lacking a standardized, quantitative, and tiered evaluation mechanism. It is difficult to implement differentiated evaluations for different groups such as middle-level cadres, frontline law enforcement personnel, and young cadres, failing to objectively and comprehensively depict the cadres' overall performance in terms of "morality, ability, diligence, achievements, and integrity," resulting in insufficient fairness and credibility in the evaluation process.

[0004] Meanwhile, cadre work data is scattered across various departments and units, failing to achieve unified aggregation and intelligent analysis. Management decisions rely heavily on experience-based judgments, making it difficult to accurately grasp the team's status, optimize personnel allocation, and plan talent development. Furthermore, performance evaluation results are not closely linked to commendations, promotions, and training exchanges, failing to fully leverage their incentive and constraint effects and resulting in insufficient enthusiasm and drive within the workforce.

[0005] With the increasing demands for digital government construction and refined management of civil servants, various regions have explored and implemented informatization of daily performance evaluation for civil servants. However, existing systems generally suffer from shortcomings such as limited functionality, insufficient business integration, weak intelligent analysis, and incomplete performance evaluation loops. They have failed to achieve integrated support for task management, process control, accurate evaluation, results application, and talent cultivation. In particular, they lack customized, full-cycle, and data-driven comprehensive management solutions for cadres in administrative law enforcement fields such as market supervision, and cannot effectively address the industry pain points of "difficult to quantify, difficult to be accurate, and difficult to maintain long-term effectiveness" in the performance evaluation of administrative law enforcement civil servants. Summary of the Invention

[0006] To address the aforementioned issues, this invention proposes a comprehensive management system for cadres' daily work, which uses digital means to reconstruct cadre management processes, improve the accuracy of assessments and management efficiency, and provide technical support for the development of the administrative law enforcement civil servant team.

[0007] The technical solution adopted by this invention to solve its technical problem is: A comprehensive management system for the daily work of cadres, applied to the work management of law enforcement cadres, includes: The basic configuration module is used to configure the user's role and the line they belong to; The task management module includes: a task decomposition unit, a task execution unit, a task feedback unit, a task query unit, and a task summary unit. The task decomposition unit is used to horizontally decompose and / or vertically decompose the task to be executed to the corresponding cadres; the task types of the task to be executed include: quantifiable in the associated system, non-quantifiable in the associated system, quantifiable in the unassociated system, and non-quantifiable in the unassociated system. The task execution unit is used to record task execution status; The task feedback unit is used to record feedback on the task execution status; The task query unit is used to query detailed information and completion status of tasks; The task aggregation unit is used to aggregate all information about the tasks; The evaluation management module uses evaluation management strategies to evaluate the performance of cadres in completing tasks.

[0008] Optionally, horizontal decomposition of the tasks to be performed includes: Break down the task to be performed into multiple sub-tasks and distribute them simultaneously to different cadres in the same department; or... The task to be executed is broken down into multiple sub-tasks and simultaneously distributed to different departments within the same unit.

[0009] Optionally, vertical decomposition of the task to be performed includes: The task to be executed is broken down into multiple subtasks and simultaneously distributed to multiple lower-level units. Each lower-level unit further breaks down the subtasks and distributes them to its next-level unit.

[0010] Optionally, for tasks that are quantifiable in the associated system and tasks that are not quantifiable in the associated system, the task execution status can be directly linked to the law enforcement system or the complaint and reporting system.

[0011] Optionally, vertical decomposition of the tasks to be performed may also include: A multi-objective optimization decomposition model is used to decompose and allocate the tasks to be performed. The multi-objective optimization decomposition model includes: Decision variables are , This indicates that subtask j is assigned to the next level unit i. This indicates no allocation; The objective function is ;in, This represents the geographical distance cost between the next-level unit i and subtask j, in km; This indicates the current workload of the next-level unit i, with a value ranging from 0 to 1, where 0 indicates no tasks and 1 indicates full load. This represents the historical performance score of the next-level unit i over the past 3 months, with a value ranging from 0 to 100. This represents the qualification matching cost; it is 1 if the qualification requirements of subtask j are not met, and 0 if they are met. ~ The weighting coefficient is dynamic and adjusts adaptively according to the task level. The constraints are ,in, This means that each subtask is assigned to only one next-level unit; Indicates workload constraints; This indicates that the applicant lacks the corresponding qualifications and is unable to undertake the task.

[0012] Optionally, the dynamic weighting coefficients can be adaptively adjusted according to the task level using the following strategy: For general tasks Take 0.2, Take 0.3, Take 0.3, Take 0.2; For urgent missions Take 0.4, Take 0.1, Take 0.3, Take 0.2; For special tasks Take 0.1, Take 0.2, Take 0.3, Take 0.5.

[0013] Optionally, the evaluation management strategy includes: The corresponding assessment indicator weight vector is set according to the position of the cadre to be evaluated. , Indicates the weight of performance indicators. Indicates the weight of compliance indicators. This indicates the weight of the task completion rate indicator. Indicates the weighting of performance indicators for fairness; The formula for calculating the assessment score is: Where R represents performance indicators, C represents compliance indicators, F represents task completion rate indicators, and I represents fairness performance indicators. The performance of current cadres is evaluated based on the assessment score.

[0014] Optionally, the system also includes a tag management module, which is used to add or modify tag types for the current inspection object when cadres are performing tasks.

[0015] Optionally, the system also includes: an inspection record module, used to store task law enforcement inspection records, including task attribution, task content, inspection time, and inspection results; When a new task is released, the system first searches the inspection records to see if there is an inspection record with the same task content as the new task. If it exists, the system checks if the inspection time in that inspection record is less than one month from the time interval of the new task. If so, the system directly associates the inspection record with the new task.

[0016] The beneficial effects of this invention are: (1) This invention constructs a closed-loop management system for the entire life cycle of tasks, integrating sub-modules for task decomposition, execution, feedback, query, and summary, as well as differentiated execution of tasks in related / unrelated systems, standardizing the task flow process and greatly improving the efficiency of government work.

[0017] (2) The invention has a unique task decomposition strategy. Based on the multi-objective optimization decomposition model, it can realize the timely communication of tasks and track and trace data such as task execution progress and completion quality in real time, avoiding the repeated release / execution of work tasks and effectively improving the work efficiency of various business departments.

[0018] (3) The present invention designs an evaluation management strategy. Through a standardized evaluation mechanism, it ensures the fairness, standardization and traceability of cadre evaluation, and solves the problems of artificiality and arbitrariness in the traditional evaluation system. In addition, the time spent on assessment and evaluation is significantly reduced, the rate of manual intervention is reduced, and the satisfaction with the fairness of assessment is improved.

[0019] (4) Through the basic configuration module, the present invention can quickly modify and adjust the role and department of cadres without the need for cumbersome manual reporting and approval. It can quickly adapt to the personnel adjustment needs of government work and improve the flexibility of personnel management. Attached Figure Description

[0020] The present invention will be further described below with reference to the accompanying drawings and embodiments.

[0021] Figure 1 This is a framework diagram of the comprehensive management system for cadres' daily work according to the present invention.

[0022] Figure 2 This is a framework diagram of the task management module of the present invention. Detailed Implementation

[0023] The present invention will now be described in further detail with reference to the accompanying drawings. These drawings are simplified schematic diagrams, illustrating only the basic structure of the invention, and therefore only show the components relevant to the invention.

[0024] like Figure 1 and Figure 2 As shown in this embodiment, the comprehensive management system for the daily work of law enforcement officers includes: a basic configuration module, a task management module, and an evaluation management module. The basic configuration module is connected to the task management module, and the task management module is connected to the evaluation management module. The basic configuration module is used to configure user roles and their respective departments. The task management module includes: a task decomposition unit, a task execution unit, a task feedback unit, a task query unit, and a task summary unit. The task decomposition unit is used to horizontally and / or vertically decompose tasks to be executed to the corresponding officers. The task types to be executed include: quantifiable by the associated system, non-quantifiable by the associated system, quantifiable without the associated system, and non-quantifiable without the associated system. The task execution unit is used to record task execution status. The task feedback unit is used to record feedback on task execution status. The task query unit is used to query detailed task information and completion status. The task summary unit is used to summarize all task information. The evaluation management module uses evaluation management strategies to evaluate the performance of officers in completing tasks.

[0025] Specifically, the basic configuration module allows you to configure the role and department of each cadre. For example, cadre roles include manager, task assignor, task executor, general staff, and personnel; departments include pharmaceuticals and medical devices, food safety, special equipment, and complaints and reports. After configuring each cadre's role and department, when decomposing and assigning tasks, the system can automatically identify which cadres are relevant to the current task and then allocate the task among these relevant cadres.

[0026] Specifically, the task management module is a crucial component of this system. In the manager's interface, pending task A can be displayed. The manager can then decompose task A within the task decomposition unit. It's important to note that task types primarily fall into four categories: quantifiable by related systems, non-quantifiable by related systems, quantifiable without related systems, and non-quantifiable without related systems. "Quantifiable by related systems" means the task can be linked to other systems (e.g., law enforcement systems, complaint and reporting systems) and the workload of the task can be quantified. For example, a special equipment inspection task can be linked to the law enforcement system, and the workload can be quantified by the number of enterprises inspected. "Non-quantifiable by related systems" means the task can be linked to other systems (e.g., law enforcement systems, complaint and reporting systems), but the workload of the task cannot be quantified. For example, a complaint and reporting processing task can be linked to the complaint and reporting system, but the workload of different personnel is related to their job functions and cannot be quantified. "Quantifiable without related systems" means the task is not linked to other systems, and the workload of the task can be quantified. "Non-quantifiable without related systems" means the task is not linked to other systems, and the workload of the task cannot be quantified either. When decomposing tasks, suitable cadres can be matched to perform the tasks based on different task types. For tasks that are quantifiable and those that are not, the task execution status can be directly linked to systems such as law enforcement or complaint reporting systems, enabling real-time data exchange between the two systems without the need for frequent data export, thus significantly reducing operational complexity.

[0027] In this embodiment, the task decomposition methods mainly include two types: horizontal decomposition and vertical decomposition.

[0028] Horizontal decomposition includes two implementation methods: first, breaking down the task to be performed into multiple sub-tasks and simultaneously assigning them to different cadres within the same department; second, breaking down the task to be performed into multiple sub-tasks and simultaneously assigning them to different departments within the same unit. Taking task A as an example, in the first horizontal decomposition method, task A is assigned to the corresponding department according to its function based on its content, and then decomposed into n sub-tasks a1 to a2 based on the number of cadres n in that department. n Subtasks a1 to a2 n Assign the tasks to the corresponding personnel. Here, the n sub-tasks can be distributed evenly or allocated as needed based on actual workload saturation. The second horizontal decomposition method determines the number of departments m requiring cooperation based on the task content of task A, and then decomposes task A into m sub-tasks a1 to a2 according to the number of departments m. m Subtasks a1 to a2 m The task is assigned to the corresponding department, and then the department head assigns the sub-task to the department staff.

[0029] Vertical decomposition includes: breaking down the task to be executed into multiple subtasks and simultaneously distributing them to multiple lower-level units; each lower-level unit then further decomposes the subtasks and distributes them to its next lower-level unit. For example, taking task B as an example, the unit currently receiving the task is unit K1, the next-level unit of unit K1 is unit K2 (there can be multiple units K2), and the next-level unit of unit K2 is unit K3 (there can be multiple units K3). The manager of unit K1 first decomposes task B into multiple subtasks and assigns them to multiple units K2, then unit K2 further decomposes the assigned subtasks into multiple subtasks and assigns them to multiple units K3. It should be noted that the management scope and geographical location of units K1, K2, and K3 differ. For example, unit K1 is a city-level unit, unit K2 is a district-level unit, and unit K3 is a street-level unit. Units K2 and K3 also have their own corresponding management areas. Therefore, when decomposing the task, multiple factors need to be considered to achieve optimal task decomposition. Based on this, this embodiment uses a multi-objective optimization decomposition model to decompose and allocate the task to be executed.

[0030] The multi-objective optimization decomposition model includes: Decision variables are , This indicates that subtask j is assigned to the next level unit i. This indicates that no allocation will be made.

[0031] The objective function is ;in, This represents the geographical distance cost between the next-level unit i and subtask j, in km; the greater the distance, the higher the cost. This indicates the current workload of the next-level unit i, with a value of 0 to 1, where 0 indicates no tasks and 1 indicates full load. This represents the historical performance score of the next-level unit i over the past 3 months, ranging from 0 to 100; the higher the score, the better the performance. This represents the qualification matching cost, which is 1 if the qualification requirements of subtask j are not met, and 0 if they are met. ~ These are dynamic weighting coefficients that adaptively adjust according to the task level. The strategy for adaptively adjusting the dynamic weighting coefficients according to the task level is as follows: For general tasks, Take 0.2, Take 0.3, Take 0.3, Take 0.2. For emergency missions (e.g., emergency law enforcement), Take 0.4, Take 0.1, Take 0.3, Take 0.2. For special tasks (such as special equipment inspections), Take 0.1, Take 0.2, Take 0.3, Set the weight to 0.5. The emphasis when assigning tasks differs depending on the task level; therefore, the weighting coefficient needs to be adjusted according to the task level to achieve optimal balance.

[0032] The constraints are ,in, This means that each subtask is assigned to only one next-level unit; This indicates workload constraints to prevent employees from working excessively. This indicates that the applicant lacks the corresponding qualifications and is unable to undertake the task.

[0033] Taking a certain quarter's law enforcement tasks as an example, by adopting a multi-objective optimization decomposition model, the average task response time was shortened from more than ten minutes with existing technology to a few minutes, the task execution efficiency was effectively improved, the qualification mismatch rate was reduced, the personnel workload balance was improved, and the backlog of tasks during peak periods was reduced.

[0034] This embodiment employs a unique task decomposition strategy. Compared to existing methods that require offline or verbal task communication, this embodiment, through a comprehensive management system for daily work of cadres, enables timely task communication and real-time tracking and traceability of data such as task execution progress and completion quality. This avoids duplicate task issuance / execution and effectively improves the work efficiency of various departments. The system encompasses units for task decomposition, execution, feedback, query, and aggregation, achieving traceability, accountability, and controllability of tasks.

[0035] In this embodiment, quarterly evaluations of cadres' work performance can be generated every quarter, and finally, an annual evaluation can be generated by summarizing the results. This provides summary evaluation information for each cadre annually and quarterly. This embodiment employs an evaluation management strategy to assess the performance of cadres in completing tasks. This evaluation management strategy includes: setting corresponding assessment indicator weight vectors based on the position of the cadre currently being evaluated. , Indicates the weight of performance indicators. Indicates the weight of compliance indicators. This indicates the weight of the task completion rate indicator. This indicates the weighting of the fairness performance indicators. The formula for calculating the assessment score is: The performance evaluation score is as follows: R represents performance indicators (number of enforcement actions, compliance rate, etc.); C represents compliance indicators (100 points for no non-compliant enforcement records, 20 points deducted for each non-compliant record); F represents task completion rate indicators (actual number of completed tasks / number of assigned tasks × 100); and I represents fairness performance indicators (100 points for no fairness risk records). The performance of current cadres is evaluated based on their scores.

[0036] It should be noted that the performance evaluation indicator weight vector can be trained using the random forest algorithm. The input parameters are job type, level, and task difficulty (values ​​ranging from 1 to 5), and the output parameter is the performance evaluation indicator weight vector. The training data consists of performance evaluation samples of 500 law enforcement personnel over the past two years plus manually labeled data (1000 valid samples), which can accurately output the performance evaluation indicator weights for different positions. For example, Table 1 shows one possible value for the performance evaluation indicator weight vector.

[0037] Table 1

[0038] The performance evaluation results are directly linked to personnel commendations, job allocation, and performance-based pay. Outstanding employees are given priority for commendations and promotions, while those who fail the evaluation receive training suggestions. Data from the training can be added to the training set as supplementary data to iteratively optimize the weighting parameters. Actual testing showed that the evaluation process was significantly less time-consuming, the rate of manual intervention was reduced, and satisfaction with the fairness of the evaluation was improved.

[0039] This system also includes a tag management module, used to add or modify tag types for the currently inspected entities when officers are performing tasks. During law enforcement, some enterprises may be inspected for the first time, and the enforcement system may not have relevant information about them. Through the tag management module, officers can directly add the enterprise's information and tags to the system during enforcement, facilitating subsequent operations.

[0040] This system also includes an inspection record module, used to store task enforcement inspection records. Inspection records include task attribution, task content, inspection time, and inspection results. When a new task is issued, the system first searches the inspection records for a record with the same content. If found, it checks if the inspection time in that record is less than one month from the time of the new task. If so, the record is directly associated with the new task. Inspection records facilitate work documentation and traceability. In practice, it has been found that some tasks are issued repeatedly. For example, if an enforcement unit conducted a special inspection of company Q in February, and then received a new task in March to conduct a special inspection of company Q again, without the inspection record module, enforcement personnel would conduct two special inspections of company Q within one month. This would not only waste enforcement resources but also impact company Q's normal production and operation. Based on this, when a new task is received, this embodiment will first search the inspection records to see if there is an inspection record with the same task content as the new task. If so, it will check whether the inspection time in the inspection record is less than 1 month from the time interval of the new task. If so, the inspection record will be directly associated with the new task to avoid repeated inspections of the enterprise in a short period of time.

[0041] In summary, the comprehensive management system for cadres' daily work in this embodiment has the following advantages: (1) This system has constructed a closed-loop management system for the entire life cycle of tasks, integrating sub-modules for task decomposition, execution, feedback, query, and summary, as well as differentiated execution of tasks in related / unrelated systems, which has standardized the task flow process and greatly improved the efficiency of government work.

[0042] (2) The system has a unique task decomposition strategy. Based on the multi-objective optimization decomposition model, it can realize the timely communication of tasks and track and trace data such as task execution progress and completion quality in real time, avoiding the repeated release / execution of work tasks and effectively improving the work efficiency of various business departments.

[0043] (3) The system has designed an evaluation management strategy. Through a standardized evaluation mechanism, it ensures the fairness, standardization and traceability of cadre evaluation, and solves the problems of manual and arbitrary nature of the traditional evaluation system. In addition, the time spent on assessment and evaluation is significantly reduced, the rate of manual intervention is reduced, and the satisfaction with the fairness of assessment is improved.

[0044] (4) Through the basic configuration module, this system can quickly modify and adjust the roles and lines of staff without the need for cumbersome manual reporting and approval. It can quickly adapt to the personnel adjustment needs of government work and improve the flexibility of personnel management.

[0045] The system of this invention is adapted to the working scenario of the market supervision system, supports the management of various daily and special tasks such as pharmaceuticals and medical devices, complaints and reports, and special equipment, and has strong scenario adaptability and practicality. It can be directly applied to the daily work management of cadres in the branch offices of the government system.

[0046] Based on the above-described preferred embodiments of the present invention, and through the foregoing description, those skilled in the art can make various changes and modifications without departing from the inventive concept. The technical scope of this invention is not limited to the contents of the specification, but must be determined according to the scope of the claims.

Claims

1. A comprehensive management system for the daily work of cadres, applied to the work management of law enforcement cadres, characterized in that: include: The basic configuration module is used to configure the user's role and the line they belong to; The task management module includes: a task decomposition unit, a task execution unit, a task feedback unit, a task query unit, and a task summary unit. The task decomposition unit is used to horizontally decompose and / or vertically decompose the task to be executed to the corresponding cadres; the task types of the task to be executed include: quantifiable in the associated system, non-quantifiable in the associated system, quantifiable in the unassociated system, and non-quantifiable in the unassociated system. The task execution unit is used to record task execution status; The task feedback unit is used to record feedback on the task execution status; The task query unit is used to query detailed information and completion status of tasks; The task aggregation unit is used to aggregate all information about the tasks; The evaluation management module uses evaluation management strategies to evaluate the performance of cadres in completing tasks.

2. The comprehensive management system for cadres' daily work as described in claim 1, characterized in that, Horizontal decomposition of tasks to be performed includes: Break down the task to be performed into multiple sub-tasks and distribute them simultaneously to different cadres in the same department; or... The task to be executed is broken down into multiple sub-tasks and simultaneously distributed to different departments within the same unit.

3. The comprehensive management system for cadres' daily work as described in claim 1, characterized in that, Vertical decomposition of tasks to be performed includes: The task to be executed is broken down into multiple subtasks and simultaneously distributed to multiple lower-level units. Each lower-level unit further breaks down the subtasks and distributes them to its next-level unit.

4. The comprehensive management system for cadres' daily work as described in claim 1, characterized in that, For tasks that are quantifiable in the associated system and tasks that are not quantifiable in the associated system, the task execution status can be directly linked to the law enforcement system or the complaint and reporting system.

5. The comprehensive management system for cadres' daily work as described in claim 3, characterized in that, Vertical decomposition of tasks to be performed also includes: A multi-objective optimization decomposition model is used to decompose and allocate the tasks to be performed. The multi-objective optimization decomposition model includes: Decision variables are , This indicates that subtask j is assigned to the next level unit i. This indicates no allocation; The objective function is ;in, This represents the geographical distance cost between the next-level unit i and subtask j, in km; This indicates the current workload of the next-level unit i, with a value ranging from 0 to 1, where 0 indicates no tasks and 1 indicates full load. This represents the historical performance score of the next-level unit i over the past 3 months, with a value ranging from 0 to 100. This represents the qualification matching cost; it is 1 if the qualification requirements of subtask j are not met, and 0 if they are met. ~ The weighting coefficient is dynamic and adjusts adaptively according to the task level. The constraints are ,in, This means that each subtask is assigned to only one next-level unit; Indicates workload constraints; This indicates that the applicant lacks the corresponding qualifications and is unable to undertake the task.

6. The comprehensive management system for cadres' daily work as described in claim 5, characterized in that, The dynamic weighting coefficient adaptive adjustment strategy according to task level is as follows: For general tasks Take 0.2, Take 0.3, Take 0.3, Take 0.2; For urgent missions Take 0.4, Take 0.1, Take 0.3, Take 0.2; For special tasks Take 0.1, Take 0.2, Take 0.3, Take 0.

5.

7. The comprehensive management system for cadres' daily work as described in claim 1, characterized in that, The evaluation management strategy includes: The corresponding assessment indicator weight vector is set according to the position of the cadre to be evaluated. , Indicates the weight of performance indicators. Indicates the weight of compliance indicators. This indicates the weight of the task completion rate indicator. Indicates the weighting of performance indicators for fairness; The formula for calculating the assessment score is: Where R represents performance indicators, C represents compliance indicators, F represents task completion rate indicators, and I represents fairness performance indicators. The performance of current cadres is evaluated based on the assessment score.

8. The comprehensive management system for cadres' daily work as described in claim 1, characterized in that, The system also includes a tag management module, which is used to add or modify tag types for the current inspection targets when cadres are performing tasks.

9. The comprehensive management system for cadres' daily work as described in claim 1, characterized in that, The system also includes an inspection record module, which stores task law enforcement inspection records. The inspection records include task attribution, task content, inspection time, and inspection results. When a new task is released, the system first searches the inspection records to see if there is an inspection record with the same task content as the new task. If it exists, the system checks if the inspection time in that inspection record is less than one month from the time interval of the new task. If so, the system directly associates the inspection record with the new task.

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