Evaluation systems, methods, programs, and server devices.

Abstract

To support employee evaluations and their adjustment. [Solution] The present invention provides a server device 50 that can communicate with a terminal device, comprising: a receiving unit 51 that receives first evaluation information about an employee from the terminal device; and an output unit 53 that causes a terminal device operated by the first coordinator to output a first screen which displays information based on the first evaluation information for each employee being evaluated by a first coordinator, and which accepts input of second evaluation information which is the result of coordinating evaluations among the employees being evaluated, wherein the output unit causes a terminal device operated by an employee to output a second screen which includes the second evaluation information of the employee.

Description

Technical Field

[0001] The present invention relates to an evaluation system, method, program, and server device.

Background Art

[0002] In companies, local governments, etc., performance evaluations of employees are often conducted. Performance evaluation means evaluating an employee's performance, contribution, ability, work attitude, etc. over a certain period. In order to improve employees' motivation to work, it is desirable to evaluate employees fairly.

[0003] From the viewpoints of fairness and employees' acceptance, techniques for modifying evaluations have been devised (see, for example, Patent Document 1). Patent Document 1 discloses a technique in which after an employee inputs their own evaluation, a manager conducts an evaluation and individually changes the evaluation for each employee.

Summary of the Invention

Problems to be Solved by the Invention

[0004] However, in the conventional technique, it has been difficult to adjust evaluations while checking the balance of evaluations of employees after evaluating the employees. For example, in order to adjust an evaluation of an employee, an adjuster needs to collect evaluations for each employee and adjust the evaluation for each employee, which involves a large workload.

[0005] In view of the above problems, the present invention provides a technique for assisting in evaluating employees and adjusting the evaluations.

Means for Solving the Problems

[0006] In view of the above problems, the present invention includes a receiving unit that receives first evaluation information about an employee from a terminal device, and an output unit that causes a terminal device operated by the first coordinator to output a first screen which displays information based on the first evaluation information for each employee being evaluated by a first coordinator, and which accepts input of second evaluation information which is the result of coordinating evaluations among the employees being evaluated, wherein the output unit causes a terminal device operated by an employee to output a second screen which includes the second evaluation information of the employee. [Effects of the Invention]

[0007] This invention can assist in the evaluation and adjustment of employee performance. [Brief explanation of the drawing]

[0008] [Figure 1] This diagram illustrates the process of performance evaluation and adjustment. [Figure 2] This is an example of a system configuration diagram for an evaluation system. [Figure 3] This is a hardware configuration diagram of an example evaluation server and terminal device. [Figure 4] This is a functional configuration diagram of an example evaluation system. [Figure 5] This diagram schematically shows the contents of the evaluation sheet stored in the evaluation sheet storage unit. [Figure 6] This diagram schematically shows the contents of the adjustment sheet stored in the adjustment sheet memory unit. [Figure 7] This is an example organizational chart that is envisioned in the evaluation workflow. [Figure 8] This is an example flowchart illustrating the overall workflow of tasks performed by employees, section managers, and department managers. [Figure 9] This diagram shows an example of an evaluation sheet registration screen displayed on a terminal in the Human Resources Department. [Figure 10] This diagram shows an example of an evaluation management screen displayed on an employee's terminal. [Figure 11] This diagram shows an example of an evaluation management screen displayed on a manager's terminal. [Figure 12] It is a diagram showing an example of an adjustment start screen displayed on the section manager terminal. [Figure 13] It is a diagram showing an example of an evaluation adjustment screen displayed on the section manager terminal. [Figure 14] It is a diagram showing an example of the correspondence between self-evaluation or supervisor evaluation and scores used for calculating evaluation points. [Figure 15] It is a diagram showing an example of an adjustment start screen displayed on the department manager terminal. [Figure 16] It is a diagram showing an example of an evaluation adjustment screen displayed on the department manager terminal. [Figure 17] It is a diagram showing an example of an adjustment result screen displayed on the section manager terminal. [Figure 18] It is a diagram showing an example of an adjustment result screen displayed on the employee terminal. [Figure 19] It is a sequence diagram showing an example of explaining the operation or process of the goal setting phase. [Figure 20] It is a sequence diagram showing an example of explaining the operation or process of the evaluation phase. [Figure 21] It is a sequence diagram showing an example of explaining the operation or process of the adjustment phase. [Figure 22] It is a sequence diagram showing an example of explaining the operation or process of the feedback phase.

Mode for Carrying Out the Invention

[0009] Hereinafter, as an example of a mode for carrying out the present invention, an evaluation system and an evaluation method performed by the evaluation system will be described while referring to the drawings.

[0010] <Overview of Evaluation> In personnel evaluations, self-evaluations by employees and supervisor evaluations by superiors (such as section chiefs and department heads) may be adjusted by the superiors. This is because there are limitations in the sources such as salary, and it is difficult to highly evaluate all employees. In the evaluation system, it is carried out in a fixed process in the company, such as goal setting, evaluation, adjustment, and feedback. Such a business process is called a workflow. Through the workflow, the process of personnel evaluation is defined by electronic means, and the personnel department, employees, and superiors each perform their defined tasks according to this process, and the personnel evaluation is completed. Although the workflow is not essential in this embodiment, the case where personnel evaluation is carried out according to the workflow will be described below.

[0011] In the existing evaluation system, employees and adjusters could self-evaluate and adjust in separate systems respectively, but the workflow for evaluation (hereinafter referred to as the evaluation workflow) and the workflow for adjustment (hereinafter referred to as the adjustment workflow) were separate. Therefore, when the adjuster tries to make adjustments along the adjustment workflow, when making adjustments, it results in an increase in man-hours and complicated preparations, such as the adjuster searching for and preparing the data used for adjustment from the evaluation workflow and communicating with the approval destination.

[0012] Therefore, in this embodiment, an evaluation system that consistently performs the evaluation workflow mainly carried out by employees and superiors and the subsequent adjustment workflow carried out by superiors will be described. Also, in the adjustment workflow, relative evaluation that relatively evaluates employees among themselves is possible.

[0013] FIG. 1 is a diagram for explaining the process of personnel evaluation and adjustment in this embodiment.

[0014] (1) Goal Setting Phase First, at the beginning of the period (the beginning of the year), etc., the personnel department starts the evaluation workflow 301. The personnel department prepares an evaluation sheet 303 to be used in the evaluation workflow 301. The employee sets the current period's goal 311 on the evaluation sheet 303. The section chief checks the content of the evaluation sheet and approves the current period's goal 311.

[0015] (2) Evaluation Phase At the end of the term (end of the fiscal year), the Human Resources Department requests employees to complete a self-evaluation. Employees enter their self-evaluation 312 into evaluation sheet 303. The evaluation workflow 301 requests a supervisor evaluation from the section manager, who then enters the supervisor evaluation 313 for the employee into evaluation sheet 303. Either the self-evaluation 312 or the supervisor evaluation 313 is optional. The supervisor evaluation 313 is recorded separately from the self-evaluation 312, but it may be overwritten.

[0016] (3) Adjustment Phase Once the employee's self-evaluation 312 and the manager's supervisor evaluation 313 are completed, the evaluation system starts the adjustment workflow 302. The adjustment workflow 302 may be started by the Human Resources Department or by the manager. The adjustment workflow 302 starts after the evaluation workflow 301. The Human Resources Department prepares the adjustment sheet 304 in advance. The self-evaluation 312 or supervisor evaluation 313 is imported into the adjustment sheet 304 from the evaluation sheet 303 (as described later, when the self-evaluation 312 or supervisor evaluation 313 is imported, it is presented as an "evaluation score"). The manager adjusts the self-evaluation 312 or supervisor evaluation 313 based on the relative evaluation with other employees in the department.

[0017] If a department head is above the section chief, the department head will further adjust the evaluation based on relative performance with other employees in the department. Adjustment by either the section chief or the department head is sufficient. Subsequently, the department head or president will hold an evaluation adjustment meeting to finalize the adjusted evaluation. Upon finalization, the adjusted evaluation 314 from adjustment sheet 304 (which will be in the form of a rating and points when imported) will be imported into evaluation sheet 303.

[0018] (4) Feedback Phase Once the evaluation is finalized, the manager enters feedback comments 315, referring to the adjusted evaluation 314 reflected in the evaluation sheet 303. The employee can then see how their self-evaluation 312 has been adjusted and how it ultimately changed. If the employee does not request further adjustments, the feedback process is complete. If the employee requests further adjustments, the adjustments are carried out.

[0019] (5) System Integration Phase The HR department imports the evaluation sheets into other systems, such as payroll management, so that the evaluations are reflected in the salary.

[0020] As described above, in this embodiment, the evaluation system executes the evaluation workflow 301 based on the evaluation sheet 303. The self-evaluation 312 or supervisor evaluation 313 from the evaluation sheet 303 is incorporated into the adjustment sheet 304, and the adjusted evaluation 314 from the adjustment sheet 304 is incorporated into the evaluation sheet 303. Therefore, the evaluation workflow 301 and the adjustment workflow 302 can be performed consistently, and the increase in man-hours and complicated preparation required when the adjuster adjusts the evaluation can be suppressed. Since the adjustment sheet 304 incorporates the self-evaluations 312 or supervisor evaluations 313 of multiple employees, the adjuster can adjust the evaluation of all employees while relatively evaluating all employees.

[0021] <About Terminology> The information based on the first evaluation information can be any information related to evaluations entered by an employee or their supervisor. This evaluation information may include numerical values ​​on a multi-level scale, grouping, rankings, comments, etc. In this embodiment, the first evaluation information is one or more of the following: self-evaluation, supervisor evaluation, or evaluation score.

[0022] Evaluation primarily refers to performance evaluation. Performance evaluation is the process of assessing an employee's performance, contributions, abilities, and work ethic over a certain period. It may also include determining compensation commensurate with the evaluation. Performance evaluation is also called performance appraisal or performance assessment. Compensation is not limited to salary. Self-evaluation refers to an employee evaluating their own work or the results of that evaluation. Supervisor evaluation refers to a supervisor evaluating a subordinate's work or the results of that evaluation.

[0023] An employee is a worker who has an employment contract with a company. This includes full-time employees, staff, bureau staff, office staff, shop staff, part-timers, temporary workers, contract employees, dispatched workers, etc. In this embodiment, the term "employee" will be used.

[0024] Employee information refers to information related to employee evaluations, such as self-evaluations, supervisor evaluations, or evaluation scores.

[0025] The second evaluation information may be any evaluation information that reflects adjustments to the first evaluation information. The second evaluation information is the result of adjusting evaluations among the employees being evaluated. In this embodiment, the second evaluation information will be explained as an example of at least one of the ratings or points entered by the section chief or department head. The second evaluation information may be a self-evaluation, a supervisor's evaluation, or an evaluation score that has been modified by the section chief or department head. If there are no adjustments, the first evaluation information and the second evaluation information may be the same.

[0026] A rating is an evaluation score. It can be described as an evaluation rank indicating which level of evaluation a student received.

[0027] The first screen may be any screen that accepts adjustments to the first evaluation information. In this embodiment, the first screen may be an evaluation adjustment screen 230 or 260. The second screen may be any screen that includes second evaluation information that reflects the adjustments to the first evaluation information. In this embodiment, the second screen may be an adjustment results screen 280.

[0028] The third screen is an example of the evaluation management screen 210B, where a supervisor enters evaluation information about an employee. The fourth screen is an example of the evaluation adjustment screen 260, which is displayed after the evaluation adjustment screen 230 is shown. The fifth screen is an example of the adjustment results screen 270, where a section chief enters comments after the department head has made adjustments.

[0029] <Example System Configuration> Figure 2 is an example of a system configuration diagram of the evaluation system 100. The evaluation system 100 includes an evaluation server 50, employee terminals 10, section manager terminals 20, department manager terminals 30, and human resources department terminals 40. Any of the employee terminals 10, section manager terminals 20, department manager terminals 30, and human resources department terminals 40 may be simply referred to as "terminal devices." Furthermore, the employee terminals 10, section manager terminals 20, department manager terminals 30, and human resources department terminals 40 do not need to communicate with the evaluation server 50 at all times; they only need to communicate when necessary. Therefore, these terminal devices may not be included in the evaluation system 100.

[0030] The evaluation server 50 and the terminal device are connected via network N, enabling communication between them. Network N is a combination of wide-area networks such as the Internet, LAN, Wi-Fi (registered trademark), Wide Area Ethernet (registered trademark), VPN (Virtual Private Network), and mobile phone networks such as 4G, 5G, and 6G.

[0031] The evaluation server 50 may be located in the cloud or a data center, or it may be located on-premises. The evaluation server 50 may be a web server that returns processing results in response to requests from terminal devices. A server is a computer or software that performs the function of providing information and processing results in response to requests from clients.

[0032] The evaluation server 50 is a server device implemented by one or more information processing devices. The evaluation server 50 supports personnel evaluation and its adjustment according to a pre-configured workflow. The evaluation server 50 communicates with each terminal device in accordance with the progress of the workflow, requesting necessary tasks and sending evaluation sheets and adjustment sheets to the terminal devices.

[0033] The evaluation server 50 may be compatible with cloud computing. Cloud computing refers to a usage model in which network resources are utilized without being aware of specific hardware resources. Therefore, the evaluation server 50 does not need to be housed in a single enclosure or provided as a single unit of equipment. The functions of the evaluation server 50 may be distributed among multiple information processing units, or multiple information processing units may each have all the functions, and the information processing unit being used may be switched through load balancing or other means.

[0034] Employee terminal 10 is a general-purpose computer used by employees. Section chief terminal 20 is a general-purpose computer used by section chiefs. Department head terminal 30 is a general-purpose computer used by department heads. Human resources department terminal 40 is a general-purpose computer used by personnel in the human resources department. These terminal devices may be shared, or there may be other terminal devices not shown in the diagram that communicate with the evaluation server 50. In this embodiment, the roles of employees, section chiefs, and department heads are as follows. • Employee: Person being evaluated • Section Chief: Evaluator and Coordinator (An example of the first coordinator) • Department Head: Coordinator (An example of a second coordinator) This is just one example of a role; the section chief may only be an evaluator. Also, there may be no evaluators, or two or more. Furthermore, there may be one coordinator, or three or more.

[0035] These terminal devices are primarily located within the company, but may also be placed at home in the case of remote work. They can also be used in any workspace, and the location of the terminal device is not restricted. The terminal device runs a dedicated native application on the web browser or evaluation server 50. When the terminal device runs a web browser, the terminal device and evaluation server 50 run a web application. A web application is an application that operates through the cooperation of a program written in a programming language (e.g., JavaScript®) that runs on a web browser and a program on the web server (evaluation server 50).

[0036] On the other hand, an application that cannot be executed unless it is installed on a terminal device is called a native application. In this embodiment as well, the application executed on the terminal device may be either a web application or a native application.

[0037] <Example Hardware Configuration> Referring to Figure 3, the hardware configuration of the evaluation server 50 and the terminal device will be described. Figure 3 is a hardware configuration diagram of an example of the evaluation server 50 and the terminal device. As shown in Figure 3, the evaluation server 50 and the terminal device are built by a computer 500 and include a CPU 501, ROM 502, RAM 503, HD (Hard Disk) 504, HDD (Hard Disk Drive) controller 505, display 506, external device connection I / F (Interface) 508, network I / F 509, bus line 510, keyboard 511, pointing device 512, optical drive 514, and media I / F 516.

[0038] Of these components, the CPU 501 controls the overall operation of the computer 500. The ROM 502 stores programs used to drive the CPU 501, such as the IPL. The RAM 503 is used as the work area for the CPU 501. The HD 504 stores various data, such as programs. The HDD controller 505 controls the reading or writing of various data to the HD 504 according to the control of the CPU 501. The display 506 displays various information such as cursors, menus, windows, characters, or images. The external device connection I / F 508 is an interface for connecting various external devices. In this case, external devices include, for example, USB (Universal Serial Bus) memory and printers. The network I / F 509 is an interface for data communication using network N. The bus line 510 is an address bus, data bus, etc., for electrically connecting each component, such as the CPU 501 shown in Figure 3.

[0039] The keyboard 511 is a type of input means equipped with multiple keys used for inputting characters, numbers, or various instructions. The pointing device 512 is a type of input means used for selecting and executing various instructions, selecting processing targets, moving the cursor, etc. The optical drive 514 controls the reading or writing of various data to a removable optical recording medium 513, such as a CD, DVD, or Blu-ray®. The media interface 516 controls the reading or writing (storage) of data to a recording medium 515, such as flash memory.

[0040] <About the features> Next, the functional configuration of the evaluation system 100 according to this embodiment will be described using Figure 4. Figure 4 is a functional configuration diagram of an example of the evaluation system 100 according to this embodiment.

[0041] <<Evaluation Server Functional Configuration>> The evaluation server 50 includes a communication unit 51, a workflow management unit 52, an output unit 53, an evaluation sheet management unit 54, and an adjustment sheet management unit 55. These functional units of the evaluation server 50 are functions or means of functions realized by any of the components shown in Figure 3 operating according to instructions from the CPU 501 in accordance with a program deployed in RAM 503.

[0042] The communication unit 51 transmits and receives various types of information to and from the terminal device. In this embodiment, the communication unit 51 transmits a web application that displays an evaluation sheet or adjustment sheet to the terminal device and receives information entered into the evaluation sheet or adjustment sheet from the terminal device. The communication unit 51 is an example of a receiving unit.

[0043] The Workflow Management Department 52 manages the workflow flow for each employee based on the progress status of the workflow. Furthermore, the Workflow Management Department 52 manages the workflow flow based on time and timing. Specifically, the Workflow Management Department 52 requests the involvement of those who should be involved in the workflow.

[0044] The HR department staff pre-define the flow of the evaluation workflow and adjustment workflow as shown in Figure 1. The HR department staff also pre-create the evaluation sheet and adjustment sheet. The evaluation workflow defines who will input data into the evaluation sheet and when, so the workflow management unit 52 requests employees, section managers, and department managers to input data into the evaluation sheet at the predetermined time. Similarly, the adjustment workflow defines who will input data into the adjustment sheet and when, so the workflow management unit 52 requests section managers and department managers to input data into the adjustment sheet at the predetermined time.

[0045] The output unit 53 outputs the screen to employee terminals 10, section manager terminals 20, department manager terminals 30, and human resources department terminals 40. The output may also be referred to as display. The output unit 53 generates this screen. When a terminal device runs a web application, screen information is created using HTML, XML, CSS (Cascade Style Sheet), and JavaScript (registered trademark), etc. Therefore, screen information may also be referred to as a web application. When a terminal device runs a client application, the screen information is held by the terminal device, and the displayed information is transmitted in XML, etc.

[0046] The evaluation sheet management unit 54 receives, saves, and modifies evaluation sheets based on the results of communication with each person in charge's terminal device, and manages the evaluation sheets in the evaluation sheet storage unit 58 (see Figure 5).

[0047] The adjustment sheet management unit 55 receives, saves, and modifies adjustment sheets based on the results of communication with the section chief terminal 20 and the department head terminal 30, and manages the adjustment sheets in the adjustment sheet storage unit 59 (see Figure 6).

[0048] ● Evaluation Sheet Figure 5 schematically shows the contents of the evaluation sheet stored in the evaluation sheet storage unit 58. The evaluation sheet includes the initially set goals, self-evaluation, and supervisor evaluation, etc.

[0049] • The items in Objective 1 are the goals set by employees for the current term. Multiple goals may exist.

[0050] The "Self-Rating" item represents the percentage (weight) that a particular goal occupies among multiple goals. Employees can register a rating within a range, for example, 10-100%. The self-rating is used to calculate the performance evaluation score.

[0051] The self-evaluation section consists of evaluations that employees enter based on their actual results in relation to their goals. Self-evaluations can be rated on a three-point scale, for example, A, B, and C, with A being the highest rating and B being the lowest. Note that the three-point scale is just an example; numerical values ​​or other indicators can be used instead of A, B, and C.

[0052] • The results section consists of employees' free-form, objective evaluations of actual achievements.

[0053] • The "Self-Comment" section is an optional comment field for employees.

[0054] The "Supervisor Rating" item represents the appropriate percentage of effort an employee allocates to a given goal, from the supervisor's perspective. The supervisor rating is set, for example, by the evaluator, the section manager. Supervisors can register a rating within a range of, for example, 10-100%. If the supervisor rating and the employee's self-rating differ, the supervisor rating takes precedence. The employee's self-rating may also take precedence, or the average of the supervisor rating and the employee's self-rating may be used.

[0055] • The supervisor evaluation items are assessments entered by supervisors based on their reflection of an employee's actual performance in relation to their goals. Supervisor evaluations may take values ​​from A to C, for example. Supervisor evaluations are set by, for example, the section manager who is the evaluator. If the supervisor evaluation and the self-evaluation differ, the supervisor evaluation takes precedence. The average of the supervisor evaluation and the self-evaluation (for example, A and B if the scores are A and B) may also be used.

[0056] • The supervisor comment section is an optional comment field for supervisors.

[0057] • The final feedback (FB) ratings are taken from the adjustment sheet. The ratings take a three-level scale, for example, 1-3, with 1 being the highest rating and 2 being the lowest. Note that the three-level scale is just an example. Ratings may also be expressed using methods other than numbers.

[0058] The final feedback points are a numerical representation of the employee's evaluation, set by the coordinator separately from the written evaluation. Since evaluating employees using only three levels, as with written evaluations, can make it difficult to accurately assess performance relative to others, it is possible to evaluate employees using "final feedback evaluation + final feedback points." Both the final feedback evaluation and final feedback points are not mandatory; at least one is sufficient.

[0059] The final feedback comments section consists of comments written by the section chief in freehand style, based on the evaluation and final feedback points.

[0060] The HR department can configure which of the final feedback ratings, final feedback points, and final feedback comments are displayed or hidden (which are shown to employees). For example, in Figure 5, final feedback points are only displayed to managers and above. This allows the HR department, managers, and department heads to differentiate the final feedback points of employees who have received the same rating, but not show this to the employees.

[0061] Furthermore, the display / hide settings for the final FB rating, final FB points, and final FB comment do not have to be fixed for each item; the section chief or department head may set them individually for each employee.

[0062] ● Adjustment seat Figure 6 schematically shows the contents of the adjustment sheet stored in the adjustment sheet storage unit 59. Note that Figure 6 shows the main information of the adjustment sheet. The adjustment sheet can register evaluation scores, ratings, points, and handover items for each employee.

[0063] The evaluation score is a value calculated based on at least one of either the self-evaluation (A-C) or the supervisor's evaluation (A-C), and at least one of either the self-rate or the supervisor's rate. Therefore, the evaluation score corresponds to the evaluation imported from the evaluation sheet into the adjustment sheet. The self-evaluation (A-C) or supervisor's evaluation (A-C) may be imported directly into the adjustment sheet. The method for calculating the evaluation score will be described later.

[0064] • The evaluation rating system uses a three-level scale from 1 to 3 to represent an employee's performance. The rating values ​​are manually set by the section manager or department manager, based on the evaluation score. If the department manager sets the rating after the section manager has set it, the department manager's setting will overwrite the section manager's. However, both rating systems may be saved. This rating system is incorporated into the "Final FB Rating" field on the evaluation sheet.

[0065] • Points are manually assigned by the section manager or department head, based on the evaluation score. These points are then incorporated into the "Final FB Points" field on the evaluation sheet.

[0066] • Handover notes are special notes concerning employees. Handover notes are entered by at least one of the section chief or department head.

[0067] <<Terminal device>> Let's return to Figure 4 for explanation. Although there are differences in the information entered into employee terminal 10, section manager terminal 20, department manager terminal 30, and human resources department terminal 40, their functions can be the same. The following will explain the functions of these terminal devices.

[0068] The terminal device comprises communication units 11, 21, 31, and 41, display control units 12, 22, 32, and 42, and operation reception units 13, 23, 33, and 43. Each of these functional units is a function or means realized by the CPU 501 executing instructions contained in one or more programs installed on the terminal device. This program may be a web application executed by a web browser or a dedicated native application. The terminal device executes programs related to various workflows.

[0069] Communication units 11, 21, 31, and 41 send and receive various types of information to and from the evaluation server 50. In this embodiment, communication units 11, 21, 31, and 41 receive a web application that displays an evaluation sheet or adjustment sheet from the evaluation server 50 and transmit the information entered into the evaluation sheet or adjustment sheet to the evaluation server 50.

[0070] The display control units 12, 22, 32, and 42 interpret screen information from various screens and display it on the display 506. The operation reception units 13, 23, 33, and 43 receive various user operations on the various screens displayed on the display 506.

[0071] <Expected organizational chart> Figure 7 is an organizational chart assumed in the evaluation workflow of this embodiment. This organizational chart is merely an example. In Figure 7, there are two section chiefs A and B under one department head. Additionally, there are employees A1 to A21 under section chief A, and employees B1 to B21 under section chief B. The number of employees, the number of section chiefs, the number of department heads, and the depth of the hierarchy are all examples. The job titles are also examples, and evaluators and coordinators may be managers, leaders, supervisors, etc.

[0072] Employees A1-A21 and Employees B1-B21 each conduct their own self-evaluations. Manager A acts as an evaluator, conducting supervisory evaluations of Employees A1-A21, and Manager B acts as an evaluator, conducting supervisory evaluations of Employees B1-B21. Employees A1-A21 are employees or individuals subject to evaluation by Manager A, and Employees B1-B21 are employees or individuals subject to evaluation by Manager B.

[0073] Furthermore, as a coordinator, Section Chief A adjusts the evaluations of employees A1 to A21 during the process of relative evaluation of their self-assessments or supervisor evaluations. Section Chief B adjusts the evaluations of employees B1 to B21 during the process of relative evaluation of their self-assessments or supervisor evaluations.

[0074] The department head will adjust the evaluations of employees A1-A21 and B1-B21 during the relative evaluation process. Note that this evaluation adjustment may be performed by either the section chief or the department head alone.

[0075] <Overall workflow> Figure 8 is a flowchart illustrating the overall workflow of tasks performed by employees, section managers, and department managers. First, the Human Resources Department initiates the evaluation workflow at the beginning of the period. This executes the goal setting phase. According to the definition of the evaluation workflow, the Workflow Management Unit 52 prompts employee terminals 10 to input their goals for the current period. Employees input their goals for the current period into the evaluation sheet (S1). The Workflow Management Unit 52 also prompts section manager terminals 20 to approve the goals. Section managers A and B approve the goals. The Evaluation Sheet Management Unit 54 stores the information entered into the evaluation sheet in the Evaluation Sheet Storage Unit 58.

[0076] Since employee evaluations are sufficient, only one of the following steps, S2 or S3, may be performed.

[0077] Next, at the end of the term, the Human Resources Department or the Workflow Management Department 52 initiates the evaluation phase according to the definition. The Workflow Management Department 52 prompts the employee terminal 10 to input their self-evaluation. The employee inputs their self-evaluation into the evaluation sheet (S2). Next, the Workflow Management Department 52 prompts the manager terminal 20 to input their supervisor's evaluation. Managers A and B input their supervisor's evaluation into the evaluation sheet (S3). The Evaluation Sheet Management Department 54 stores the self-evaluation and supervisor's evaluation entered into the evaluation sheet in the Evaluation Sheet Storage Department 58.

[0078] When the supervisor evaluations of managers A and B are entered, the Human Resources Department or Workflow Management Department 52 starts the adjustment phase according to the definition. The Workflow Management Department 52 starts the adjustment workflow. As a result, the Adjustment Sheet Management Department 55 imports the evaluation points calculated based on the evaluation sheet into the adjustment sheet. The Workflow Management Department 52 prompts the manager terminal 20 to adjust the evaluations. Managers A and B each enter the evaluations of the employees belonging to their respective sections into the adjustment sheet (S4). Adjusting the evaluations means that managers A and B set a rating and points for each employee. The Adjustment Sheet Management Department 55 stores the ratings and points entered into the adjustment sheet in the Adjustment Sheet Storage Department 59.

[0079] Instead of managers A and B manually adjusting the ratings, the adjustment sheet management unit 55 may automatically set the ratings. The table associates "evaluation points with ratings." Once the evaluation phase is complete, the adjustment sheet management unit 55 automatically sets the ratings based on this table. The department head may manually adjust the ratings and points as needed.

[0080] Once the adjustment of evaluations by Section Chiefs A and B is complete, the Workflow Management Unit 52 prompts the Department Head Terminal 30 to adjust the evaluations. The Department Head enters the evaluations of the employees belonging to the department into the adjustment sheet (S5). Adjusting evaluations means that the Department Head sets the evaluation terms and points. The Adjustment Sheet Management Unit 55 stores the evaluation terms and points entered into the adjustment sheet in the Adjustment Sheet Storage Unit 59. The Adjustment Sheet Management Unit 55 may overwrite the evaluation terms and points in the adjustment sheet, or it may leave the section chiefs' evaluation terms and points as they are and add the Department Head's evaluation terms and points.

[0081] Once the department head's adjustments are complete and the adjusted evaluations are finalized at the evaluation adjustment meeting, etc., the evaluation sheet management unit 54 retrieves the adjusted evaluations from the adjustment sheets and incorporates them into the evaluation sheets (S6). In other words, the evaluation sheet management unit 54 reflects the adjustment results in the evaluation sheets.

[0082] Once the adjustment phase is complete, the Human Resources Department or Workflow Management Department 52 initiates the feedback phase according to the definition. Workflow Management Department 52 provides feedback to the employee with the adjusted evaluation (ratings and points) incorporated into the evaluation sheet. The employee can request a readjustment of the adjusted evaluation.

[0083] The Workflow Management Department 52 determines whether an employee has requested a readjustment, and if there is a protest, it initiates the readjustment process. The Workflow Management Department 52 may send the work back to the department head or section chief, or it may create a readjustment sheet and implement the evaluation readjustment workflow (S7). The readjustment sheet has fields for inputting, for example, the reason for the employee's readjustment request, the evaluation and points readjusted by the section chief, and the evaluation and points readjusted by the department head, and the workflow allows the employee, section chief, and department head to input the information sequentially or simultaneously after consultation.

[0084] If there are no requests for readjustment or if readjustment is completed, the workflow management unit 52 terminates the evaluation workflow and the adjustment workflow. After this, the system integration phase begins. The workflow management unit 52 inputs the evaluation sheet, including the adjusted evaluation, into the payroll system, etc. (S8).

[0085] Thus, because this evaluation system allows for consistent evaluation and adjustment of employee performance, smooth readjustments can be made as needed.

[0086] <Screen displayed by each terminal device in the workflow> Next, we will explain the screens displayed by each terminal device in the workflow, referring to Figures 9 to 18.

[0087] <<Screen displayed on the HR department terminal>> Figure 9 shows the evaluation sheet registration screen 200 displayed on the HR terminal 40. The evaluation sheet registration screen 200 is used by HR personnel to register evaluation workflows and evaluation sheets. In Figure 9, two workflows, 201 and 202, labeled "First Half of 2024" and "Second Half of 2024," have already been registered. HR personnel can register a new evaluation workflow by pressing the new registration button 203. Workflows 201 and 202 have a start date, an end date, and a current status set as their usage period.

[0088] Furthermore, when registering the evaluation workflow, the HR department staff can create the evaluation sheet to be used in the evaluation workflow. This generates the evaluation sheet shown in Figure 5. The initial evaluation sheet may be blank, or information from previous periods may be displayed for reference. Input into the evaluation sheet fields is done using the evaluation management screens 210A and 210B, which will be described later.

[0089] <<Screen displayed on employee terminal>> Figure 10 shows the performance evaluation management screen 210A displayed on the employee terminal 10. In the goal setting phase, employees can enter their goals for the current term into the performance evaluation management screen 210A, and in the evaluation phase, employees enter their self-evaluation into the performance evaluation management screen 210A. The information entered into the performance evaluation management screen 210A is saved in the evaluation sheet. The items on the performance evaluation management screen 210A are explained below. Note that employees can register multiple goals on the performance evaluation management screen 210A.

[0090] • The goal section 211 is a field where employees can freely write down their goals for the current term (to be entered during the goal setting phase).

[0091] • The self-rating 212 represents the percentage of multiple goals that the current goal occupies (entered during the goal-setting phase). Employees can set this within the range of 10-100% using the slider 205. • The self-evaluation section 213 is for reflecting on actual results in relation to the goal and entering an objective evaluation value (entered during the evaluation phase).

[0092] • Result section 214 is a section for reviewing actual results in relation to the goal and for freely writing objective evaluations (to be entered during the evaluation phase).

[0093] • Self-comment section 215 is an optional comment field (to be entered during the evaluation phase).

[0094] The following fields—Supervisor Rating 216, Supervisor Evaluation 217, and Supervisor Comment 218—are not filled in by employees and will be discussed later. Note that items not filled in by employees during the goal-setting phase, items not set by employees during the evaluation phase, or items filled in by supervisors may be masked to prevent employee input.

[0095] <<Screen displayed on the section chief's terminal>> Figure 11 shows the performance evaluation management screen 210B displayed on the manager's terminal 20. The screen configuration of the performance evaluation management screen 210B displayed on the manager's terminal 20 is the same as the performance evaluation management screen 210A displayed on the employee's terminal 10. The performance evaluation management screen 210B is an example of a third screen that receives performance evaluation information about employees from supervisors.

[0096] The supervisor rate 216 represents the percentage of multiple goals that the supervisor has set (input during the goal setting phase). The supervisor can set this percentage between 10% and 100% using slider 206. In other words, the section chief indicates the appropriate percentage for the goal from the supervisor's perspective. During the goal setting phase, the section chief only sets the supervisor rate 216.

[0097] • Section 217, "Supervisor Evaluation," is a field for entering objective evaluation values ​​from the supervisor's perspective, separate from the employee's self-evaluation (to be entered during the evaluation phase).

[0098] • Supervisor comment section 218 is an optional comment section for supervisors (entered during the evaluation phase).

[0099] Furthermore, items that supervisors do not input during the goal-setting phase, items that supervisors do not set during the evaluation phase, or items that employees input may be masked so that managers cannot input them.

[0100] Figure 12 shows the adjustment start screen 220 displayed on the manager's terminal 20. The adjustment start screen 220 is displayed on the manager's terminal 20 by the manager during the adjustment phase. For example, when the manager presses the evaluation adjustment button 221, the adjustment start screen 220 in Figure 12 is displayed. Furthermore, when the adjuster presses the adjustment in progress 222, the evaluation adjustment screen 230 in Figure 13 is displayed. The adjustment in progress 222 indicates the progress of the evaluation workflow. When the adjustment phase begins, the adjustment in progress 222 is displayed. When the adjustment is finalized at the evaluation adjustment meeting, the adjustment is finalized 222 is displayed.

[0101] Figure 13 shows the evaluation adjustment screen 230 displayed on the manager's terminal 20. The evaluation adjustment screen 230 is used by managers A and B to perform relative evaluations of multiple employees and adjust the evaluations of each employee. The evaluation adjustment screen 230 is displayed during the adjustment phase. Managers A and B each adjust the evaluations of the employees in their respective departments on the evaluation adjustment screen 230.

[0102] The number of people subject to evaluation adjustment (231) is the number of employees (number of employees in the department) whose evaluations are being adjusted by Section Chiefs A and B. This number of people subject to evaluation (231) may be predetermined by the Human Resources Department.

[0103] The number of unentered employees, 232, represents the number of employees out of the target number of 231 whose evaluations have not yet been adjusted by managers A and B. Employees whose evaluations have not been adjusted are those for whom managers A and B have not entered evaluations in the evaluation field 243. The number of unentered employees, 232, decreases by one each time managers A and B enter an employee's evaluation in the evaluation field 243. Therefore, the managers know how many more employees' evaluations they need to adjust.

[0104] The default total points of 233 represent the maximum number of points allocated to each section manager, A, and B. Managers A and B can allocate points to each employee within the limits of the default total points. These points are explained in the adjustment sheet in Figure 5.

[0105] The actual points of 234 represent the total of the points already allocated to employees by managers A and B. When managers A and B set points for employees in point item 244, the actual points of 234 are updated in real time (automatically increasing by the amount allocated).

[0106] The difference of 235 is the difference between the default total points of 233 and the actual points of 234. Therefore, section chiefs A and B can see the remaining points in real time.

[0107] • Evaluation term 236 is an example of an evaluation term that section chiefs A and B can set for employees. The default number of employees 237 and the actual number of employees 238 are displayed in correspondence with evaluation term 236.

[0108] The default number of 237 is the number of people to whom each evaluation is assigned, and is predetermined by the Human Resources Department. In Figure 13, seven people are assigned evaluation 1, seven people are assigned evaluation 2, and seven people are assigned evaluation 3. Section managers A and B adjust the evaluations (1-3) assigned to employees in their section so that the default number of 237 is reached. The actual number of 238 is undesirable if it is more or less than the default number of 237.

[0109] The "Actual Number 238" represents the number of employees who have actually been evaluated for each evaluation, as determined by Section Chiefs A and B entering each evaluation into the evaluation category 243. The "Actual Number 238" indicates the total number of employees to whom Section Chiefs A and B have assigned that evaluation. In Figure 13, 9 employees have been evaluated for evaluation 1, 0 for evaluation 2, and 7 for evaluation 3. The "Actual Number 238" is automatically updated in conjunction with the input into the evaluation category 243. The "Actual Number 238" increases by one each time Section Chiefs A and B enter an employee evaluation into the evaluation category 243.

[0110] If the actual number of people evaluated for each rating (238) is greater than or less than the default number of people (237), the actual number of people (238) will be highlighted in red, or an error message will be displayed when exiting the screen. In this case, section chiefs A and B cannot proceed with the adjustment workflow unless they assign each rating to the same number of people as the default number of people (237). Alternatively, the adjustment workflow may proceed on the premise that the department head will make the final adjustments.

[0111] The "Name / Employee Number 239" field displays the employee names and employee numbers of employees whose evaluations are being adjusted by managers A and B. The output unit 53 refers to the adjustment sheet in Figure 6 and lists the target employees from all employees in the "Name / Employee Number 239" field.

[0112] • Item 241, "Department," displays the department to which the employee belongs.

[0113] • Item 242, "Job Title," displays the job titles of the employees.

[0114] • Evaluation item 243 is where managers A and B set employee evaluations. Evaluation item 243 is, for example, a pull-down menu, allowing managers A and B to select an evaluation. Managers A and B setting an evaluation in evaluation item 243 is an adjustment of the evaluation by the managers. Initially, instead of, or together with, the evaluation score 245, at least one of the employee's self-evaluation in self-evaluation field 213 and the manager's evaluation in manager's evaluation field 217 may be displayed. This serves as a guide for managers A and B to adjust the evaluation. Alternatively, it may be hidden so that managers A and B are not influenced by the self-evaluation or manager's evaluation. Managers A and B may choose to display or hide it.

[0115] • Point item 244 is where managers A and B set employee points. As described above, employee evaluations can be adjusted using points, separate from the evaluation ratings. Managers A and B adjusting the evaluation by setting points in point item 244 constitutes the managers' adjustment of the evaluation. The range of points that can be set is predetermined according to the evaluation rating. The following is an example.

[0116] Review 1:120~106 Review 2:105~91 Review 3:90~51 In addition to evaluation terms, performance can also be evaluated using points, making it easier for managers A and B to appropriately compare and evaluate results. Furthermore, since the points that can be set are determined by the evaluation terms, it is possible to restrict the setting of points that differ significantly from the evaluation terms.

[0117] The evaluation score of 245 is calculated based on the self-evaluation or supervisor evaluation and rating imported from the evaluation sheet. The calculation method is explained in Figure 14. If the evaluation score of 245 is replaced with one of the evaluation terms 1 to 3, an example of which evaluation term 1 to 3 corresponds to the evaluation score of 245 may be provided. The self-evaluation or supervisor evaluation entered in the evaluation sheet may be displayed instead of the evaluation score.

[0118] • Past evaluations (246) display the evaluation score, evaluation comments, and points for each employee for past evaluation periods. The evaluation comments and points for past evaluation periods are the final FB evaluation comments and final FB points on the evaluation sheet, and are therefore stored in the evaluation sheet. Managers A and B can adjust evaluation comments and points by referring to the evaluation comments and points for past evaluation periods.

[0119] Figure 14 shows an example of the correspondence between self-evaluation or supervisor evaluation and the score used in calculating the evaluation score. As shown in Figure 14, the score corresponding to the self-evaluation is predetermined. The adjustment sheet management unit 55 calculates the evaluation score 245 using the following formula. Note that the self-evaluation may also be a supervisor evaluation. Evaluation score = Self-evaluation (or supervisor evaluation) of Goal 1 × Self-rate (or supervisor rate) of Goal 1 + Self-evaluation (or supervisor evaluation) of Goal 2 × Self-rate (or supervisor rate) of Goal 2 + (Omitted below) Assume that the self-assessment for Goal 1 is A, the self-rating for Goal 1 is 0.9, the self-assessment for Goal 2 is B, and the self-rating for Goal 2 is 0.1. In this case, the evaluation score is calculated as follows, according to the correspondence example in Figure 14. Evaluation score = 150 × 0.9 + 110 × 0.1 = 146 By calculating an evaluation score, multiple goals can be consolidated into a single evaluation, making it easier for adjusters to make adjustments. If only one goal can be set, an evaluation score is not necessary. Also, since the evaluation score is calculated from self-evaluation (or supervisor evaluation), it contains the same information as the self-evaluation (or supervisor evaluation).

[0120] If the average of the supervisor's evaluation and the self-evaluation (for example, A and B if the evaluations are A and B) is used, the score in Figure 14 is calculated as (150 + 110) / 2.

[0121] The calculated evaluation score is incorporated into the adjustment sheet. Alternatively, instead of the evaluation score, the highest or lowest evaluation among multiple self-evaluations or supervisor evaluations may be incorporated into the adjustment sheet.

[0122] <<Screen displayed on the department head's terminal>> Figure 15 shows the adjustment start screen 250 displayed on the manager's terminal 30. The configuration of the adjustment start screen 250 can be the same as that of the adjustment start screen 220. The adjustment start screen 250 is displayed when the manager begins adjusting the evaluation after the section chief has made adjustments to the evaluation adjustment screen 230. For example, when the manager presses the evaluation adjustment button 251, the adjustment start screen 250 in Figure 15 is displayed. Furthermore, when the manager presses the adjustment in progress button 252, the evaluation adjustment screen 260 in Figure 16 is displayed.

[0123] Figure 16 shows the evaluation adjustment screen 260 displayed on the manager's terminal 30. The configuration of the evaluation adjustment screen 260 is the same as that of the evaluation adjustment screen 230, so we will mainly explain the differences. The evaluation adjustment screen 260 is a screen for the manager to correct the evaluation adjustments made by the section managers. The evaluation adjustment screen 260 is displayed during the adjustment phase. Note that the adjustment of employee evaluations can be made by either section managers A and B (evaluation adjustment screen 230) or the manager (evaluation adjustment screen 260). There may also be a third adjuster in addition to the section managers and the manager.

[0124] The number of people subject to evaluation (261) represents the number of employees within the department whose evaluations the department head is adjusting. This number is higher than the number shown on the evaluation adjustment screen (230) because it includes employees from two different sections.

[0125] The number 262, representing the number of employees whose evaluations the department head has not yet adjusted, is the number of employees whose evaluations the department head has not yet entered in the evaluation item 273. Because this number includes employees from two different departments, it is larger than the number shown on the evaluation adjustment screen 230. The number 262 decreases by one each time the department head adjusts an employee's evaluation. Therefore, the department head knows how many more employees' evaluations need to be adjusted.

[0126] The default total points of 263 represent the maximum number of points allocated to the department head. The department head can distribute points to employees within the department within the range of the default total points of 263. Because it includes employees from two sections, the number of points is higher than that shown on the evaluation adjustment screen (230).

[0127] • For the actual points of 264, the same procedure as on the evaluation adjustment screen 230 is acceptable. When the department head sets points for an employee in point item 274, the actual points of 264 are updated in real time (the amount automatically increases by the amount awarded).

[0128] For difference 265, the same procedure as for evaluation adjustment screen 230 is acceptable.

[0129] Regarding evaluation comment 266, the same format as in evaluation adjustment screen 230 is acceptable.

[0130] The default number of 267 is the number of people to whom each evaluation is assigned, and it is pre-set by the Human Resources Department. Because it includes employees from two different departments, the number is greater than the number shown on the evaluation adjustment screen (230).

[0131] The actual number of employees, 268, represents the number of employees that the manager has actually evaluated by entering each evaluation item in evaluation category 273. In Figure 16, the number of employees evaluated under evaluation item 1 is 1, the number of employees evaluated under evaluation item 2 is 0, and the number of employees evaluated under evaluation item 3 is 0. These numbers are automatically updated in conjunction with the input into evaluation category 273. The actual number of employees, 268, increases by one each time the manager enters an employee evaluation into evaluation category 273.

[0132] If the actual number of people (268, the number of people evaluated for each rating) is greater than or less than the default number of people (267), the actual number of people (268) will be highlighted in red, or a warning message will be displayed when exiting the screen. In this case, the manager cannot proceed with the adjustment workflow unless they assign each rating to the same number of people as the default number of people (267). Alternatively, a warning may be issued, but the adjustment workflow may proceed if the manager confirms the change. In the latter case, the manager may contact the HR department to have the default number of people (267) adjusted, or the HR department may send the work back to the manager.

[0133] The fields for Name / Employee Number 269, Department 271, and Job Title 272 can be the same as on the Performance Adjustment Screen 230.

[0134] • Evaluation item 273 is where the department head sets the evaluation for an employee. Evaluation item 273 can be the same as the evaluation adjustment screen 230. Evaluation item 273 is set manually by the department head. The department head setting the evaluation in evaluation item 273 constitutes the department head's adjustment of the evaluation. In addition, evaluations set by section managers may be overwritten by evaluations set by the department head, or they may be listed together. If they are listed together, the evaluations of both the section manager and the department head will be listed on the adjustment sheet.

[0135] • Point item 274 is where the department head sets employee points. Point item 274 can be the same as on the evaluation adjustment screen 230. The department head's adjustment of evaluation is when the department head sets points in point item 274. Points set by the section chief may be overwritten by the points set by the department head, or they may be listed together. If listed together, the points of both the section chief and the department head will be listed on the adjustment sheet.

[0136] The section chief's evaluation 275 is the evaluation set by section chiefs A and B on the evaluation adjustment screen 230, and is displayed for the department head's reference. The points set by section chiefs A and B on the evaluation adjustment screen 230 may be displayed together with the section chief's evaluation 275, or without the section chief's evaluation 275.

[0137] • Past evaluations 276 display the evaluation comments and points for each employee from past evaluation periods. The evaluation comments and points from past evaluation periods are the final FB evaluation comments and final FB points on the evaluation sheet, and are therefore stored in the evaluation sheet. The manager can adjust the evaluation comments and points by referring to the evaluation comments and points from past evaluation periods. Note that the manager does not refer to the evaluation points (because there is a section chief evaluation comment 275), so the evaluation points are not displayed, but the evaluation points should also be displayed on the evaluation adjustment screen 260.

[0138] As described above, the adjusted evaluations and points set by department heads or section chiefs A and B are registered on the adjustment sheet.

[0139] <<Screen displayed on the section chief's terminal>> Figure 17 shows the adjustment results screen 270 displayed on the section chief's terminal 20. The adjustment results screen 270 is displayed during the feedback phase. In the feedback phase, the section chief first checks the adjustments made by the department head. Confirmation by the section chief is not required. The adjustment results screen 270 in Figure 17 displays a portion of the employee evaluation sheet. The section chief can check the evaluation adjusted by the department head (the evaluation in item 273 and the points in item 274).

[0140] • In item 291 of the evaluation section, the employee evaluation set by the department head on the evaluation adjustment screen 260 will be displayed. If the evaluation set by the section chief is not overwritten, the evaluation set by the section chief may also be displayed.

[0141] • Item 292 of the points section displays the employee's points set by the department head on the evaluation adjustment screen 260. If the points set by the section chief are not overwritten, the points set by the section chief may also be displayed.

[0142] • In comment item 293, the section chief enters comments on the evaluation adjusted by the department head on the evaluation adjustment screen 260. Entering comments in comment item 293 is optional.

[0143] <<Screen displayed on employee terminal>> Figure 18 shows the adjustment results screen 280 displayed on the employee terminal 10. The adjustment results screen 280 is displayed during the feedback phase. As explained in Figure 17, once the manager's review is complete, the adjustment results are fed back to the employee. The adjustment results screen 280 has the same configuration as the adjustment results screen 270. However, as explained in Figure 5, it is possible to configure which of the following are displayed: the evaluation in the evaluation field 281, the points in the points field 282, and the comments in the comments field 283. For example, in Figure 18, the evaluation and comments are displayed, but the points are not. As described above, the HR department, manager, or department head can differentiate between employees who have been adjusted to the same evaluation using points, but do not show this to the employee. It is also possible to hide the evaluation in the evaluation field 281 instead of the points in the points field 282.

[0144] The items to be hidden from employees may be pre-set by the Human Resources Department, or they may be set by the department head on the performance adjustment screen 260, or by the section chief on the adjustment results screen 270.

[0145] <Action or process> Next, with reference to Figures 19 to 22, the operations or processes performed by the evaluation system 100 will be explained.

[0146] <<Goal Setting Phase>> Figure 19 is a sequence diagram illustrating the operation or process of the goal setting phase. S11: For example, before the start of the term, a person in charge of the human resources department operates the human resources terminal 40 to request the evaluation sheet registration screen 200 from the evaluation server 50. The output unit 53 of the evaluation server 50 creates the evaluation sheet registration screen 200, and the communication unit 51 sends the screen information of the evaluation sheet registration screen 200 to the human resources terminal 40. The communication unit 41 of the human resources terminal 40 receives the screen information of the evaluation sheet registration screen 200 from the evaluation server 50, and the display control unit 42 displays the evaluation sheet registration screen 200.

[0147] S12: Personnel staff operate the personnel terminal 40 to register new evaluation workflows or set up evaluation sheets. Past evaluation sheets can also be used. The operation reception unit 43 of the personnel terminal 40 receives the settings for the evaluation sheet (each item in Figure 5).

[0148] S13: The communication unit 41 of the personnel department terminal 40 sends the evaluation sheet to the evaluation server 50. The communication unit 51 of the evaluation server 50 receives the evaluation sheet, and the evaluation sheet management unit 54 saves it to the evaluation sheet storage unit 58.

[0149] S14: A person in charge of the Human Resources Department starts the evaluation workflow. Alternatively, the Workflow Management Unit 52 determines from the calendar that it is the beginning of the fiscal year and starts the evaluation workflow. Based on the definition of the workflow, when it is time to set goals, such as the beginning of the fiscal year, the Workflow Management Unit 52 requests goal setting from the employee terminal 10.

[0150] This section explains how terminal devices display screens during workflow execution. Employee terminal 10, section manager terminal 20, department manager terminal 30, and HR department terminal 40 are running web applications for performing workflow-based tasks. The workflow management unit 52 manages URLs and folders corresponding to employee terminal 10, section manager terminal 20, department manager terminal 30, and HR department terminal 40. The workflow management unit 52 saves necessary notifications for these terminal devices in URLs and folders. When the web applications running on employee terminal 10, section manager terminal 20, department manager terminal 30, and HR department terminal 40 access a URL or folder, these terminal devices can receive notifications from the evaluation server 50. Furthermore, when an employee, section manager, or department manager inputs an operation corresponding to the notification into the terminal device, the web application communicates with the evaluation server 50 and displays the screen corresponding to the notification. Through this mechanism, employee terminal 10, section manager terminal 20, department manager terminal 30, and HR department terminal 40 can display the respective screens described above.

[0151] There are various ways to execute the workflow, and the method is irrelevant as long as the workflow is progressing. For example, one known method is for the evaluation server 50 to distribute the evaluation sheets and adjustment sheets themselves as files to employee terminals 10, section manager terminals 20, department manager terminals 30, and human resources department terminals 40.

[0152] The employee clicks a notification from the evaluation server 50 to request the evaluation management screen 210A from the evaluation server 50. The communication unit 51 of the evaluation server 50 receives the request, and the output unit 53 creates the screen information for the evaluation management screen 210A in response to the request. The communication unit 51 sends the screen information for the evaluation management screen 210A to the employee terminal 10. The communication unit 11 of the employee terminal 10 receives the screen information for the evaluation management screen 210A, and the display control unit 12 displays the evaluation management screen 210A on the employee terminal 10.

[0153] S15: The employee operates the employee terminal 10 and enters the goal into the performance management screen 210A. The operation reception unit 13 of the employee terminal 10 receives the goal input.

[0154] S16: The communication unit 11 of the employee terminal 10 transmits target data to the evaluation server 50. The target data consists of the target entered in the target field 211 on the evaluation management screen 210A and the self-rating 212. The communication unit 51 of the evaluation server 50 receives the target data, and the evaluation sheet management unit 54 saves the evaluation sheet with the added target data to the evaluation sheet storage unit 58.

[0155] S17: When the Workflow Management Unit 52 receives goal data from an employee, it determines, according to the workflow definition, that it should request goal approval from the section manager. The Workflow Management Unit 52 sends a notification to the section manager's terminal 20 prompting the section manager to approve the goal.

[0156] The section chief presses the notification button from the evaluation server 50 to request the evaluation management screen 210B from the evaluation server 50. The communication unit 51 of the evaluation server 50 receives the request, and the output unit 53 creates the screen information for the evaluation management screen 210B. The communication unit 51 sends the screen information for the evaluation management screen 210B to the employee terminal 10. The communication unit 21 of the section chief terminal 20 receives the screen information for the evaluation management screen 210B, and the display control unit 22 displays the evaluation management screen 210B on the section chief terminal 20.

[0157] S18: The manager operates the manager terminal 20 and enters the supervisor rating 216 on the evaluation management screen 210B. The manager also enters an operation to approve the employee's goal on the evaluation management screen 210B. The operation reception unit 23 of the manager terminal 20 receives the goal approval.

[0158] S19: The communication unit 21 of the section chief's terminal 20 transmits the approved target data to the evaluation server 50. The target data is the supervisor rating 216 entered on the evaluation management screen 210B. The communication unit 51 of the evaluation server 50 receives the target data, and the evaluation sheet management unit 54 saves the evaluation sheet with the added target data to the evaluation sheet storage unit 58.

[0159] <<Evaluation Phase>> Figure 20 is a sequence diagram illustrating the operation or process of the evaluation phase.

[0160] S21: Based on the definition of the evaluation workflow, the workflow management unit 52 of the evaluation server 50 requests self-evaluation from the employee terminal 10 when it is time for self-evaluation, such as at the end of the period. The personnel department staff may also decide to execute the evaluation phase. The workflow management unit 52 sends a notification to the employee terminal 10 requesting self-evaluation.

[0161] The employee clicks a notification from the evaluation server 50 to request the evaluation management screen 210A from the evaluation server 50. The communication unit 51 of the evaluation server 50 receives the request, and the output unit 53 creates screen information (Web application) for the evaluation management screen 210A in response to the request. The communication unit 51 sends the screen information for the evaluation management screen 210A to the employee terminal 10. The communication unit 11 of the employee terminal 10 receives the screen information for the evaluation management screen 210A, and the display control unit 12 displays the evaluation management screen 210A on the employee terminal 10.

[0162] S22: The employee operates the employee terminal 10 and enters their self-assessment into the performance management screen 210A. The operation reception unit 13 of the employee terminal 10 receives the self-assessment.

[0163] S23: The communication unit 11 of the employee terminal 10 transmits self-evaluation data to the evaluation server 50. Self-evaluation data includes the self-evaluation entered in the self-evaluation field 213 and the results entered in the results field 214 on the evaluation management screen 210A. The communication unit 51 of the evaluation server 50 receives the self-evaluation data, and the evaluation sheet management unit 54 saves the evaluation sheet with the self-evaluation data added to it to the evaluation sheet storage unit 58.

[0164] S24: When the Workflow Management Unit 52 receives self-evaluation data from an employee, it determines, based on the definition of the evaluation workflow, that it should request a supervisor evaluation from the section manager. The Workflow Management Unit 52 sends a notification requesting a supervisor evaluation to the section manager's terminal 20.

[0165] The section chief clicks the notification from the evaluation server 50 to request the evaluation management screen 210B from the evaluation server 50. The communication unit 51 of the evaluation server 50 receives the request, and the output unit 53 creates the screen information (Web application) for the evaluation management screen 210B. The communication unit 51 sends the screen information for the evaluation management screen 210B to the employee terminal 10. The communication unit 21 of the section chief terminal 20 receives the screen information for the evaluation management screen 210B, and the display control unit 22 displays the evaluation management screen 210B on the section chief terminal 20.

[0166] S25: The section chief operates the section chief terminal 20 and enters the supervisor evaluation into the evaluation management screen 210B. The operation reception unit 23 of the section chief terminal 20 receives the supervisor evaluation. The supervisor evaluation entered into the evaluation management screen 210B may overwrite the self-evaluation.

[0167] S26: The communication unit 21 of the section chief's terminal 20 transmits the supervisor evaluation data to the evaluation server 50. The supervisor evaluation data includes the supervisor evaluation entered in the supervisor evaluation field 217 of the evaluation management screen 210B, the comments entered in the supervisor comment field 218, etc. The communication unit 51 of the evaluation server 50 receives the supervisor evaluation data, and the evaluation sheet management unit 54 saves the evaluation sheet with the supervisor evaluation data added to the evaluation sheet storage unit 58. At this time, instead of the section chief or department head making manual adjustments, the adjustment sheet management unit 55 may automatically set the evaluation terms. "Evaluation points and evaluation terms" are associated in a table. When the evaluation phase is completed, the adjustment sheet management unit 55 automatically sets the evaluation terms based on this table. The department head may manually adjust the evaluation terms and points from the section chief as needed.

[0168] <<Adjustment Phase>> Figure 21 is a sequence diagram illustrating the operation or process of the adjustment phase.

[0169] S31: Personnel department staff must register the adjustment sheet with the evaluation server 50 in advance. The adjustment sheet only needs to be registered before the adjustment phase begins.

[0170] S32: The workflow management unit 52 of the evaluation server 50 determines that it will start the adjustment workflow once all employees' supervisor evaluations are complete. Alternatively, a person in charge of the human resources department may determine that it will start the adjustment workflow. When the adjustment workflow is started, the adjustment sheet management unit 55 imports the evaluation scores into the adjustment sheet. As described above, the adjustment sheet management unit 55 calculates the evaluation score based on the self-evaluation (A~C) or supervisor evaluation (A~C) on the evaluation sheet and the self-rate or supervisor rate, and imports the evaluation score into the adjustment sheet. At this time, the rating determined from the evaluation score may also be imported into the adjustment sheet.

[0171] S33: Next, the workflow management unit 52 sends a notification to the manager's terminal 20 prompting adjustment of the evaluation. The manager clicks the notification from the evaluation server 50 and requests the evaluation adjustment screen 230 from the evaluation server 50. The communication unit 51 of the evaluation server 50 receives the request, and the output unit 53 creates the screen information (Web application) for the evaluation adjustment screen 230. The communication unit 51 sends the screen information for the evaluation adjustment screen 230 to the manager's terminal 20. The communication unit 21 of the manager's terminal 20 receives the screen information for the evaluation adjustment screen 230, and the display control unit 22 displays the evaluation adjustment screen 230 on the manager's terminal 20. The evaluation adjustment screen 230 displays the supervisor's evaluation (evaluation score 245) from the imported evaluation sheet.

[0172] S34: The section chief operates the section chief terminal 20 and enters the evaluation comments (1-3) and points into the evaluation adjustment screen 230. The input of evaluation comments and points is an adjustment based on relative evaluation. The operation reception unit 23 of the section chief terminal 20 accepts the input of evaluation comments and points. At this time, if evaluation comments determined from the evaluation points have already been set in the adjustment sheet, the section chief may accept changes to the evaluation comments or input of points.

[0173] S35: The communication unit 21 of the section chief's terminal 20 transmits the evaluation adjustment data to the evaluation server 50. The evaluation adjustment data is the information entered on the evaluation adjustment screen 230, for example, the evaluation in item 243 and the points in item 244. The communication unit 51 of the evaluation server 50 receives the evaluation adjustment data, and the adjustment sheet management unit 55 saves the adjustment sheet with the added evaluation adjustment data to the adjustment sheet storage unit 59.

[0174] S36: When the Workflow Management Unit 52 receives evaluation adjustment data from the Section Manager, it determines, based on the definition of the adjustment workflow, that it should request an evaluation adjustment from the Department Manager. The Workflow Management Unit 52 sends a notification requesting an evaluation adjustment to the Department Manager's terminal 30.

[0175] The department head clicks the notification button from the evaluation server 50 to request the evaluation adjustment screen 260 from the evaluation server 50. The communication unit 51 of the evaluation server 50 receives the request, and the output unit 53 creates the screen information (Web application) for the evaluation adjustment screen 260 in response to the request. The communication unit 51 sends the screen information for the evaluation adjustment screen 260 to the department head's terminal 30. The communication unit 31 of the department head's terminal 30 receives the screen information for the evaluation adjustment screen 260, and the display control unit 32 displays the evaluation adjustment screen 260 on the department head's terminal 30. The evaluation adjustment screen 260 displays the section chief's evaluation 275, etc., entered by the section chief.

[0176] S37: The department head operates the department head terminal 30 and enters a review in the review item 273 and points in the points item 274 on the evaluation adjustment screen 260. The input of review items 273 and points items 274 is an adjustment based on relative evaluation. The operation reception unit 33 of the department head terminal 30 receives the input of reviews and points.

[0177] S38: The communication unit 31 of the manager's terminal 30 transmits the evaluation adjustment data to the evaluation server 50. The evaluation adjustment data is the information entered on the evaluation adjustment screen 260, for example, the evaluation entered in the evaluation entry 273 and the points entered in the points entry 274. The communication unit 51 of the evaluation server 50 receives the evaluation adjustment data, and the adjustment sheet management unit 55 saves the adjustment sheet with the added evaluation adjustment data to the adjustment sheet storage unit 59. The evaluation entered by the section chief in the evaluation entry 243 and the points entered in the points entry 244 may be overwritten by the evaluation entered by the manager in the evaluation entry 273 and the points entered in the points entry 274, or they may be listed together.

[0178] S39: Once the department head's adjustments are complete, an evaluation adjustment meeting is held to finalize the adjusted evaluation. Alternatively, the evaluation may be finalized by the department head's adjustments without an evaluation adjustment meeting. Upon finalization, the evaluation sheet management department 54 imports the comments and points from the adjustment sheet 304 into the evaluation sheet 303. The comments and points from the adjustment sheet 304 become the final FB comments and final FB points in the evaluation sheet.

[0179] <<Feedback Phase>> Figure 22 is a sequence diagram illustrating the operation or processing of the feedback phase.

[0180] S41: The workflow management unit 52 of the evaluation server 50 determines, according to the definition of the evaluation workflow, that once the evaluation is finalized, feedback can be provided to the section manager and the employee. The workflow management unit 52 prompts the section manager to provide feedback by sending a notification to the section manager's terminal 20 that feedback is available.

[0181] The section chief clicks the notification button from the evaluation server 50 to request the adjustment results screen 270 from the evaluation server 50. The communication unit 51 of the evaluation server 50 receives the request, and the output unit 53 creates the screen information (Web application) for the adjustment results screen 270 in response to the request. The communication unit 51 sends the screen information for the adjustment results screen 270 to the section chief's terminal 20. The communication unit 21 of the section chief's terminal 20 receives the screen information for the adjustment results screen 270, and the display control unit 22 displays the adjustment results screen 270 on the section chief's terminal 20. The adjustment results screen 270 displays the manager's evaluation and points imported from the adjustment sheet.

[0182] S42: The section chief operates the section chief terminal 20 to check the evaluation and points displayed on the adjustment results screen 270. The operation reception unit 23 of the section chief terminal 20 accepts confirmation of the evaluation. The section chief optionally enters comments. At this time, the section chief may set whether or not to display the evaluation, points, and comments to the employees.

[0183] S43: The communication unit 21 of the section chief's terminal 20 sends a request for employee feedback to the evaluation server 50.

[0184] S44: When the communication unit 51 of the evaluation server 50 receives a feedback request, the workflow management unit 52 determines, based on the definition of the evaluation workflow, that feedback can be given to the employee. The workflow management unit 52 prompts the employee to provide feedback by sending a notification to the employee terminal 10 that feedback is available.

[0185] The employee clicks the notification button from the evaluation server 50 to request the adjustment results screen 280 from the evaluation server 50. The communication unit 51 of the evaluation server 50 receives the request, and the output unit 53 creates the screen information (Web application) for the adjustment results screen 280 in response to the request. The communication unit 51 sends the screen information for the adjustment results screen 280 to the employee terminal 10. The communication unit 11 of the employee terminal 10 receives the screen information for the adjustment results screen 280, and the display control unit 12 displays the adjustment results screen 280 on the employee terminal 10.

[0186] S45: The employee operates the employee terminal 10 to confirm at least one of the evaluation and points entered by the department head, and the comments entered by the section chief. If there is no request for readjustment, the operation reception unit 13 of the employee terminal 10 accepts confirmation of the evaluation.

[0187] S46: The communication unit 11 of the employee terminal 10 sends a message to the evaluation server 50 indicating that it has confirmed the feedback. The communication unit 51 of the evaluation server 50 receives the message indicating that it has confirmed the feedback. As a result, the workflow management unit 52 determines that the evaluation workflow for the employee in question has been completed.

[0188] S47: If an employee requests readjustment, the operation reception unit 13 of the employee terminal 10 receives the readjustment request.

[0189] S48: The communication unit 11 of the employee terminal 10 sends a readjustment request to the evaluation server 50. The communication unit 51 of the evaluation server 50 receives the readjustment request. As a result, the workflow management unit 52 starts the readjustment phase based on the definition of the evaluation workflow. Readjustment may also be performed by creating a readjustment sheet. In this case, a new workflow for readjustment is executed.

[0190] S49: The communication unit 51 of the evaluation server 50 returns the adjustment sheet submitted by the department head to the department head. That is, the communication unit 51 notifies the department head that a request for further adjustment has been made (request for further adjustment).

[0191] S49-2: The reason for returning the document to the department head is defined in the evaluation workflow. If the evaluation workflow defines returning the document to the section chief, the communications department 51 returns the adjustment sheet to the section chief. There are various methods of returning the document, but the communications department 51 sends a notification to the department head's terminal 30 that a request for further adjustment has been made.

[0192] It is preferable to send the request back to the department head because if the section chief makes adjustments, the department head, who has the final authority, will have to make further adjustments. Therefore, by having the communications department 51 notify the department head's terminal 30 of the need for adjustments, the amount of work required for adjustments can be reduced.

[0193] S50: In this case, the department head readjusts the evaluations and points by interviewing employees. The department head displays the evaluation adjustment screen 260 again on the department head terminal 30 and enters the agreed-upon evaluations and points into the evaluation adjustment screen 260. Note that there is a limit to the number of people and points that can be assigned to each evaluation within the department, so the department head may coordinate with the human resources department. The human resources department will take the circumstances into consideration and change at least one of the predetermined number of people and predetermined total points for each evaluation on the evaluation sheet.

[0194] On the evaluation adjustment screen 260, which is entered by the department head, the evaluation and points agreed upon with the employee may be entered separately from the initial evaluation and points. This allows for a record of how the evaluation and points have changed. Alternatively, the initial evaluation and points may be overwritten.

[0195] S51: The communications unit 31 of the department head terminal 30 sends the readjusted evaluation comments and points to the evaluation server 50.

[0196] The subsequent processing can be the same as in step S38 and onward of the adjustment phase. Therefore, the feedback phase is performed again.

[0197] S52: Once the feedback phase is complete, the evaluation server 50 interacts with other systems. For example, the evaluation server 50 sends the evaluation sheet to the payroll system. The payroll system then uses the evaluation to adjust the salary and points to adjust the bonus.

[0198] <Main effects> In this embodiment, the evaluation system 100 executes an evaluation workflow 301 based on an evaluation sheet 303. The contents of the evaluation sheet 303 are incorporated into the adjustment sheet 304, and the adjustment evaluation 314 from the adjustment sheet 304 is incorporated into the evaluation sheet 303. Therefore, the evaluation workflow 301 and the adjustment workflow 302 can be performed consistently, and the increase in man-hours and complicated preparations required when adjusting evaluations can be suppressed. Since the adjustment sheet 304 incorporates the self-evaluations 312 or supervisor evaluations 313 of multiple employees, the adjuster can adjust the evaluation of all employees while relatively evaluating all employees.

[0199] [Other application examples] The present invention is not limited to the embodiments specifically disclosed above, and various modifications and changes are possible without departing from the scope of the claims. It goes without saying that the evaluation server 50 described in this embodiment is just one example, and there are various system configurations depending on the application and purpose.

[0200] For example, in this embodiment, the process was described in four phases: goal setting, evaluation, adjustment, and feedback. However, there may be other phases, or the phases may not be divided at all.

[0201] Furthermore, the configuration examples shown in Figure 4 and other figures are divided according to their main functions to facilitate understanding of the processing performed by the evaluation server 50. The present invention is not limited by the way the processing units are divided or the names of those units. The processing of the evaluation server 50 can be further divided into many more processing units depending on the processing content. It can also be divided so that one processing unit contains even more processing.

[0202] Each of the functions of the embodiments described above can be realized by one or more processing circuits. Hereinafter, "processing circuit" as used herein includes processors programmed to execute each function by software, such as processors implemented by electronic circuits, as well as devices such as ASICs (Application Specific Integrated Circuits), DSPs (digital signal processors), FPGAs (field programmable gate arrays), and conventional circuit modules designed to execute each of the functions described above.

[0203] The apparatus described in the examples represents only one of several computing environments for carrying out the embodiments disclosed herein. In one embodiment, the evaluation server 50 includes multiple computing devices, such as a server cluster. The multiple computing devices are configured to communicate with each other via any type of communication link, including a network or shared memory, and perform the processing disclosed herein.

[0204] Furthermore, the evaluation server 50 can combine the disclosed processing steps in various ways. Each element of the evaluation server 50 may be combined into a single device or divided into multiple devices. Also, each process performed by the evaluation server 50 may be performed by a terminal device.

[0205] <Nature> [Aspect 1] A server device that can communicate with terminal devices, A receiving unit that receives first evaluation information about employees from a terminal device, The system includes a screen that displays information based on the first evaluation information for each employee being evaluated by the first coordinator, and an output unit that outputs a first screen, which is the result of coordinating evaluations among the employees being evaluated, to a terminal device operated by the first coordinator, the first screen which receives input of second evaluation information. The output unit causes the terminal device operated by the employee to output a second screen containing the employee's second evaluation information. Server device. [Aspect 2] The receiving unit receives the first evaluation information entered by the supervisor, separately from the first evaluation information entered by the employee. The output unit outputs the information based on the first evaluation information entered by the employee or supervisor to the first screen. The server device according to claim 1. [Aspect 3] The information based on the first evaluation information includes an evaluation score for the employee calculated based on the first evaluation information, The server device according to claim 2. [Aspect 4] The first screen includes the first evaluation information, A server device according to embodiment 1 or 2. [Aspect 5] The receiving unit receives the employee's self-evaluation information entered by the employee from a terminal device operated by the employee. The output unit outputs a third screen, which accepts evaluation information about the employee from the supervisor along with the employee's own evaluation information entered by the employee, to a terminal device operated by the supervisor. The receiving unit receives the evaluation information entered by the employee and the evaluation information entered by the supervisor on the third screen as the first evaluation information. A server device as described in any one of the four aspects (1 to 4). [Aspect 6] The first screen includes the second evaluation information for the employee's past evaluation period, A server device as described in any one of the descriptions 1 to 5. [Aspect 7] As part of the adjustment of the first evaluation information, the first screen accepts input of evaluation comments for employees. The first screen updates the total number of employees for each evaluation in real time each time an evaluation is received for an employee. A server device according to any one of the embodiments 1 to 6. [Aspect 8] The first screen displays a predetermined number of people to whom the aforementioned rating is assigned, in association with the rating. The server device described in Embodiment 7. [Aspect 9] As part of the adjustment of the first evaluation information, the first screen accepts employee ratings as well as points related to employee evaluations. The first screen updates the total points within the department in real time each time an employee enters the points. The server device described in Embodiment 7. [Aspect 10] The first screen displays the default total points that can be awarded to employees belonging to a department. The server device described in aspect 9. [Aspect 11] The points that can be entered are limited to a predetermined range according to the evaluation criteria set for each employee. A server device according to aspect 9 or 10. [Aspect 12] If the predetermined number of people for each of the ratings displayed on the first screen is different from the total number of people for each of the ratings, The output unit highlights the total number of people for each of the ratings. The server device according to claim 8. [Aspect 13] The second screen includes, as second evaluation information, the rating and points entered on the first screen. The server device described in aspect 9. [Aspect 14] Even if the aforementioned rating and points are entered on the first screen, The second screen includes only the evaluation terms entered on the first screen as the second evaluation information. The server device described in aspect 9. [Aspect 15] The output unit, after the first screen, outputs a fourth screen that accepts adjustments to the first evaluation information for each employee to a terminal device operated by the second adjuster. The fourth screen includes at least one of the ratings or points entered on the first screen. The server device described in aspect 9. [Aspect 16] If an employee enters a request for readjustment regarding the second evaluation information included in the second screen, The server device notifies the first adjuster who has entered the adjustment of the first evaluation information on the first screen, The output unit causes the first screen to be output to the terminal device operated by the first adjuster. The server device described in embodiment 15. [Aspect 17] If an employee enters a request for readjustment regarding the second evaluation information included in the second screen, The server device notifies the second adjuster, who has input the adjustment of the first evaluation information to the fourth screen and is the final authority for the adjustment, of a request for readjustment. The output unit causes the fourth screen to be output to a terminal device operated by the second coordinator, who is the ultimate authority. The server device described in embodiment 15. [Aspect 18] The output unit, after outputting the first screen and before outputting the second screen, The terminal device operated by the first adjuster displays a fifth screen that accepts comments along with the second evaluation information. The second screen includes the comment entered on the fifth screen, A server device as described in any one of the descriptions 1 to 17. [Explanation of Symbols]

[0206] 10 Employee terminals 20 Section Chief's Terminal 30 Department Head Terminals 40 Human Resources Department Terminal 50 evaluation servers 100 Evaluation System [Prior art documents] [Patent Documents]

[0207] [Patent Document 1] Japanese Patent Publication No. 2024-021836

Claims

1. A server device that can communicate with terminal devices, A receiving unit that receives first evaluation information about an employee from a terminal device, The system includes a screen that displays information based on the first evaluation information for each employee being evaluated by the first coordinator, and an output unit that outputs a first screen, which is the result of coordinating evaluations among the employees being evaluated, to a terminal device operated by the first coordinator, the first screen which receives input of second evaluation information. The output unit causes the terminal device operated by the employee to output a second screen containing the employee's second evaluation information. Server device.

2. The receiving unit receives the first evaluation information entered by the supervisor, separately from the first evaluation information entered by the employee. The output unit outputs the information based on the first evaluation information entered by the employee or supervisor to the first screen. The server device according to claim 1.

3. The information based on the first evaluation information includes an evaluation score for the employee calculated based on the first evaluation information, The server device according to claim 2.

4. The first screen includes the first evaluation information, The server device according to claim 1 or 2.

5. The receiving unit receives the employee's self-evaluation information entered by the employee from a terminal device operated by the employee. The output unit outputs a third screen, which accepts evaluation information about the employee from the supervisor along with the employee's own evaluation information entered by the employee, to a terminal device operated by the supervisor. The receiving unit receives the evaluation information entered by the employee and the evaluation information entered by the supervisor on the third screen as the first evaluation information. The server device according to claim 1.

6. The first screen includes the second evaluation information for the employee's past evaluation period, The server device according to claim 1.

7. As part of the adjustment of the first evaluation information, the first screen accepts input of evaluation comments for employees. The first screen updates the total number of employees for each evaluation in real time each time an evaluation is received for an employee. The server device according to claim 1.

8. The first screen displays a predetermined number of people to whom the aforementioned rating is assigned, in association with the rating. The server device according to claim 7.

9. As part of the adjustment of the first evaluation information, the first screen accepts employee ratings as well as points related to employee evaluations. The first screen updates the total points within the department in real time each time an employee enters the points. The server device according to claim 7.

10. The first screen displays the default total points that can be awarded to employees belonging to a department. The server device according to claim 9.

11. The points that can be entered are limited to a predetermined range according to the evaluation criteria set for each employee. The server device according to claim 9 or 10.

12. If the predetermined number of people for each of the ratings displayed on the first screen is different from the total number of people for each of the ratings, The output unit highlights the total number of people for each of the ratings. The server device according to claim 8.

13. The second screen includes, as second evaluation information, the rating and points entered on the first screen. The server device according to claim 9.

14. Even if the aforementioned rating and points are entered on the first screen, The second screen includes only the evaluation terms entered on the first screen as the second evaluation information. The server device according to claim 9.

15. The output unit, after the first screen, outputs a fourth screen that accepts adjustments to the first evaluation information for each employee to a terminal device operated by the second adjuster. The fourth screen includes at least one of the ratings or points entered on the first screen. The server device according to claim 9.

16. If an employee enters a request for readjustment regarding the second evaluation information included in the second screen, The server device notifies the first adjuster who has input the adjustment of the first evaluation information to the first screen, The output unit causes the first screen to be output to the terminal device operated by the first adjuster. The server device according to claim 15.

17. If an employee enters a request for readjustment regarding the second evaluation information included in the second screen, The server device notifies the second adjuster, who has input the adjustment of the first evaluation information to the fourth screen and is the final authority for the adjustment, of a request for readjustment. The output unit causes the fourth screen to be output to a terminal device operated by the second coordinator, who is the ultimate authority. The server device according to claim 15.

18. The output unit, after outputting the first screen and before outputting the second screen, The terminal device operated by the first adjuster displays a fifth screen that accepts comments along with the second evaluation information. The second screen includes the comment entered on the fifth screen, The server device according to claim 1.

19. A method performed in an evaluation system having at least a server device, The aforementioned server device is A process for receiving first evaluation information about an employee from a terminal device, A process to output a first screen to a terminal device operated by the first coordinator, which displays information based on the first evaluation information for each employee being evaluated by the first coordinator, and which accepts input of second evaluation information, which is the result of coordinating evaluations among the employees being evaluated; A process that causes a terminal device operated by an employee to output a second screen containing the employee's second evaluation information, How to do it.

20. A server device that can communicate with terminal devices, A receiving unit that receives first evaluation information about an employee from a terminal device, A screen that displays information based on the first evaluation information for each employee being evaluated by the first coordinator, and which receives input of second evaluation information, which is the result of coordinating evaluations among the employees being evaluated, functions as an output unit that outputs this first screen to a terminal device operated by the first coordinator. The output unit causes the terminal device operated by the employee to output a second screen containing the employee's second evaluation information. program.

21. An evaluation system having at least a server device, The aforementioned server device is A receiving unit that receives first evaluation information about an employee from a terminal device, The system includes a screen that displays information based on the first evaluation information for each employee being evaluated by the first coordinator, and an output unit that outputs a first screen, which is the result of coordinating evaluations among the employees being evaluated, to a terminal device operated by the first coordinator, the first screen which receives input of second evaluation information. The output unit causes the terminal device operated by the employee to output a second screen containing the employee's second evaluation information. Evaluation system.

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