Work evaluation device

Abstract

To provide a work evaluation determination device that accurately grasps the work motivation of foreign workers, enables an employing company to effectively transfer skills without waste, improves the work motivation, and promotes the continuation of employment. [Solution] The work evaluation judgment device 1 includes a first transmission unit 3 that transmits an evaluation questionnaire to a terminal 2 carried by a foreign employee, a reception unit 4 that receives foreign employees' self-reported responses regarding work motivation and evaluation responses between foreign employees, a memory unit 5 that stores received information regarding the evaluation questionnaire received by the reception unit 4, a control unit 6 that scores and ranks the evaluations of foreign employees based on the results of the evaluation questionnaire, a display unit 7 that displays the scores and rankings of the evaluation results of foreign employees, and a second transmission unit 8 that transmits the evaluation results to the terminal 2 carried by each foreign employee.

Description

[Technical Field]

[0001] This invention relates to a work evaluation assessment device that accurately grasps the work motivation and actual working conditions of foreign workers, promotes the continuation of workers, and enables proper management by employers. [Background technology]

[0002] The labor shortage in recent years has become serious, and securing talented personnel has become an urgent issue for companies that hire workers. In particular, if employment is limited to Japanese nationals, it is difficult to secure the necessary personnel, which hinders the promotion of business.

[0003] As a result, employing foreigners has become essential for business continuity. However, smooth communication with foreigners is not always possible due to language issues and the fact that their unique cultures and customs can be detrimental in some cases, which hinders the proper execution of business operations.

[0004] Foreign workers' work motivation varies, with some highly motivated workers wanting to acquire skills through work and use them to advance their careers, while others want to return to their home country once they have secured a certain amount of funding. This makes it difficult for employers to gauge a worker's work motivation, and even if they teach skills to workers with low work motivation, the training will be wasted if they leave early, which is a disadvantage for the company. Therefore, accurately understanding workers' work motivation is beneficial for the workers and also for the employers, as it allows them to effectively transfer skills, which is a great benefit for the company.

[0005] An example of technology relating to a work management device intended to manage the work results of workers is disclosed in Patent Document 1. [Prior art documents] [Patent documents]

[0006] [Patent Document 1] Utility Model Registration No. 3202629 Summary of the Invention [Problem to be solved by the invention]

[0007] The present invention was made with these circumstances in mind, and aims to provide a work evaluation judgment device that accurately grasps the work motivation of foreign workers, allowing employing companies to efficiently and efficiently transfer skills through in-house training, and that objectively evaluates the work of foreign employees, allowing foreign employees with low evaluations to be reassigned or changed in employee combinations to improve their work motivation and promote continued employment. [Means for solving the problem]

[0008] In order to solve the above problems, the work evaluation assessment device of the present invention has a first sending unit that sends an evaluation questionnaire to a terminal carried by a foreign employee; a receiving unit that receives self-reported answers regarding work motivation from foreign employees and mutual evaluation answers between foreign employees; a storage unit that stores reception information regarding the evaluation questionnaire received by the reception unit; a control unit that scores and ranks the evaluations of foreign employees based on the results of the evaluation questionnaire; a display unit that displays the scores and rankings of the evaluation results of the foreign employees; a second transmission unit that transmits the evaluation results to the terminals carried by each foreign employee; The present invention is characterized by the following.

[0009] By obtaining self-reported answers about work motivation from foreign employees, it is possible to determine whether or not they are motivated to acquire skills through work and use them to advance their careers. This makes it possible to effectively select foreign employees who are candidates for skill transfer, which is meaningful for these foreign employees and also benefits the employing companies, as it allows them to effectively transfer skills through in-house training, which is a great benefit to the company.

[0010] Furthermore, by obtaining mutual evaluation responses from foreign employees, it is possible to objectively evaluate the work performance of foreign employees. These evaluations of foreign employees are converted into scores and ranked, and are displayed on a display unit and sent to the terminals held by the foreign employees. Therefore, by giving advice to foreign employees with low rankings and changing the work assignments or employee combinations, it is possible to improve their motivation to work and encourage them to continue working.

[0011] In the work evaluation assessment device of the present invention, a deadline is set for the responses to the evaluation questionnaire sent from the first transmission unit, and whether or not the response deadline is met can be one of the evaluation criteria for foreign employees.

[0012] Whether or not a response deadline can be met is closely related to the ability to properly carry out work, so by including this as one of the evaluation criteria, evaluations can be carried out appropriately.

[0013] In the performance evaluation determination device of the present invention, the evaluation questionnaire sent from the first sending unit may include questions for foreign employees to ask Japanese employees.

[0014] By having foreign employees evaluate Japanese employees who are in a position to supervise foreign employees, company managers can understand the situation between foreign and Japanese employees on-site, thereby bridging the gap between foreign and Japanese employees and preventing foreign employees from quitting or disappearing during the contract period.

[0015] In the performance evaluation assessment device of the present invention, the evaluation results of questions posed by foreign employees to Japanese employees can be stored in a memory unit and periodically displayed on a display unit with the names of the foreign employees concealed.

[0016] Japanese employees can learn how foreign employees evaluate Japanese employees in response to questions, and managers can use this data as performance evaluation data, which can help improve the guidance system for Japanese employees. [Effects of the Invention]

[0017] According to this invention, by accurately grasping the work motivation of foreign workers, the employing company can efficiently and efficiently transfer skills through in-house training. By objectively evaluating the work performance of foreign employees, it is possible to improve the work motivation of foreign employees with low evaluations by reassigning their work or changing the employee combination, thereby realizing a work evaluation judgment device that can encourage continued employment. [Brief explanation of the drawings]

[0018] [Figure 1] 1 is a diagram showing the configuration of a work evaluation determination device according to an embodiment of the present invention; [Figure 2] FIG. 10 is a diagram showing a processing flow using the work evaluation determination device. [Figure 3] FIG. 10 is a diagram showing details of exchange of information regarding evaluation. [Figure 4] FIG. 10 is a diagram showing an example of a display screen of answer results regarding work motivation displayed on a display unit. [Figure 5] FIG. 10 is a diagram showing an example of an evaluation screen for a specific foreign employee based on mutual evaluation, displayed on a display unit. [Figure 6] FIG. 10 is a diagram showing an example of an evaluation screen displayed on the display unit, showing monthly changes in mutual evaluations of all foreign employees. [Figure 7]FIG. 10 is a diagram showing an example of an evaluation screen displayed on a terminal carried by a foreign employee. [Figure 8] FIG. 10 is a diagram showing an example of an evaluation screen displayed on a terminal carried by a foreign employee. [Figure 9] FIG. 10 is a diagram showing an example of a display screen of the results of evaluations of Japanese employees by foreign employees on questions. DETAILED DESCRIPTION OF THE INVENTION

[0019] Figure 1 shows the configuration of a performance evaluation assessment device according to an embodiment of the present invention. Figure 2 shows the processing flow using this performance evaluation assessment device. Figure 3 shows details of the exchange of information related to evaluations. Figures 2 and 3 show the case of a Filipino employee as an example of a foreign employee, but this is not limited to this and can also be applied to other foreigners, and this also applies to the subsequent figures.

[0020] The work evaluation determination device 1 includes a first transmission unit 3 that transmits an evaluation questionnaire to a terminal 2 carried by a foreign employee, a reception unit 4 that receives foreign employees' self-reported responses regarding their work motivation and their mutual evaluation responses, a memory unit 5 that stores the received information regarding the evaluation questionnaire received by the reception unit 4, a control unit 6 that scores and ranks the foreign employees' evaluations based on the results of the evaluation questionnaire, a display unit 7 that displays the scores and rankings of the foreign employees' evaluation results, and a second transmission unit 8 that transmits the evaluation results to the terminal 2 carried by each foreign employee. Such an evaluation questionnaire is conducted monthly and stored and accumulated in the memory unit 5 as monthly data.

[0021] Transmission from the first transmission unit 3 to the terminal 2 held by the foreign employee and transmission from the terminal 2 held by the foreign employee to the receiving unit 4 can be performed using wireless communication such as an Internet line. A wireless transmitter can be used as the first transmission unit 3, and a wireless receiver can be used as the receiving unit 4. A commonly used memory can be used as the storage unit 5. A commonly used CPU can be used as the control unit 6. A display can be used as the display unit 7. Transmission from the second transmission unit 8 to the terminal 2 held by the foreign employee can be performed using wireless communication such as an Internet line, and a wireless transmitter can be used as the second transmission unit 8. For convenience of explanation, the first transmission unit 3 and the second transmission unit 8 are described separately, but a single transmission unit can also have both functions. In this way, the performance evaluation determination device 1 functions as a management computer that manages information related to the performance evaluation questionnaire.

[0022] What are the responses to questions about self-reported work motivation among foreign employees? 1. I will obtain a qualification and work for up to eight years with the goal of settling down. 2. I will leave at the end of my contract period. 3. I will return to my country once I have saved up enough money. 4. If something unpleasant happens, I will leave. 5. I want to go home now Please select one of the following and answer.

[0023] Depending on which of the above options an employee chooses, it can be determined whether or not the employee is motivated to acquire skills through work and use them to advance their career. This allows for effective selection of foreign employees for in-house training to transfer their skills, which is beneficial for the foreign employees and also for the employing company, as it allows for effective transfer of skills through in-house training, resulting in significant benefits for the company. Figure 4 shows an example of the work motivation response screen displayed on the display unit 7. Monthly changes in work motivation for each foreign employee are displayed. Motivation is displayed in order of highest to lowest using green, blue, yellow, orange, and red circles. Employees who selected blue or lower will be interviewed and improvements will be made to the extent possible, such as by transferring them to a different workplace.

[0024] The above responses to the question about motivation will not be included in the ranking of the evaluation points explained below. Depending on the responses, the company will, to the extent possible, change the workplace or analyze and improve other factors that lower motivation. In addition, employees who aim to work for eight years will be given the opportunity to acquire higher skills. In this way, highly motivated foreign employees can be assigned to higher-level work, which will hopefully further increase their motivation, and for less motivated foreign employees, the company can take measures to motivate them and make efforts to increase their motivation.

[0025] A deadline is set for the responses to the evaluation questionnaire sent from the first sending unit 3, and whether or not the deadline is met is one of the evaluation criteria for foreign employees. Depending on the number of days between the sending date and the response date, the employee is evaluated on a three-point scale: green (first day), yellow (second day), and red (third day or later). The response period is set to the first three days of the month, and the employee is evaluated for their ability to meet the deadline. Whether or not the employee can meet the response deadline is closely related to their ability to properly perform their duties, so by including this as one of the evaluation criteria, the evaluation can be carried out appropriately.

[0026] Foreign employees will answer the following questions in their mutual evaluations: 1.Are safety rules being observed? 2.Are you actively participating in KY·SH activities? 3. Are you proactive about your work? 4. Are you following company and workplace rules? 5. Are you able to greet people at work or on the job? 6.Do you value teamwork? 7. Is the work site tidy? 8. Is the language used on-site threatening? 9. Are you complaining or grumbling at work? 10. Do you take good care of the company's equipment and vehicles?

[0027] The above 10 items are evaluated on a scale of 1 to 5, and the ranking is determined by the total score. The evaluation screen is displayed on display unit 7, and the foreign employee is notified of their ranking in the top 50%, 30%, or 20%. The notification method is to display a green circle for the top 50%, a yellow circle for the top 30%, and a red circle for the top 20% on terminal 2 carried by the foreign employee.

[0028] FIG. 5 shows an example of a mutual evaluation screen for a specific foreign employee (here, Filipino employee A) displayed on the display unit 7. The evaluation items for Filipino employee A made by each of Filipino employees B, C, D, E, F, and G are displayed as scores. Similar scores are displayed for other Filipino employees. The response results are displayed in two ways: the results of the individual's evaluation of other Filipino employees, and the results of other Filipino employees' evaluations of the individual.

[0029] Figure 6 shows an example of an evaluation screen displayed on the display unit 7, showing the monthly trends in mutual evaluations for all foreign employees. In addition to the scores of all foreign employees, the trend in average scores is also displayed, so that the scores of each foreign employee can be compared with the average score. In addition, because the monthly trends in evaluations can be seen, if a foreign employee's score suddenly drops, it can be used as an opportunity to investigate the cause and take measures.

[0030] Figures 7 and 8 show examples of evaluation screens displayed on the terminal 2 carried by a foreign employee. Figure 7 is a screen for foreign employee A that shows the progress of his or her score and average score, while Figure 8 is a screen that notifies the foreign employee of his or her ranking in the top 50%, 30%, or 20%. At this time, the foreign employee's ranking is not displayed.

[0031] The president will interview foreign employees who rank in the bottom 20% and strive to improve their motivation to work. Because the president's interviews are conducted based on an objective evaluation of the working situation, there is no room for arbitrary judgment by the president, and measures to improve the skills of foreign employees can be properly considered.

[0032] The interview contents are: 1. Are there any problems at work? 2. Are there any problems in the dormitory? 3. Are there any problems in the Filipino family? 4. Are there any problems with Filipino employees? 5.Are there any problems with Japanese employees? 6. Is there anything you would like to say to the company? The participants were asked to answer the above six questions in their native language, Tagalog.

[0033] In this way, by obtaining mutual evaluation responses from foreign employees, it is possible to objectively evaluate the work performance of foreign employees. These evaluations of foreign employees are converted into scores and ranked, and are displayed on the display unit 7 and also sent to the terminal 2 carried by the foreign employees. Therefore, by giving advice to foreign employees with low rankings and changing the work assignments or employee combinations, it is possible to improve work motivation and encourage continued employment.

[0034] The evaluation questionnaire sent from the first sending unit 3 includes questions about the foreign employees' evaluations of Japanese employees. The questions are as follows: 1. I want to work with this person 2. There is no discrimination and everyone is equal 3. He always cares about me 4. Easy to consult and talk to 5. They teach me how to do my job well. 6. He doesn't use harsh language or speak to me in a strict manner. 7. They give clear and precise instructions for work. 8. He doesn't ask me about my personal life. 9. Your frustration or mood doesn't show on your face or in your attitude. 10. I would like to work with this person The above items are evaluated on a scale of 1 to 5. Items 1 and 10 are identical, but because they are important factors, participants are asked to answer them both in duplicate to give them more weight.

[0035] By having foreign employees evaluate Japanese employees who are in a position to supervise foreign employees, company managers can understand the situation between foreign and Japanese employees on-site, thereby bridging the gap between foreign and Japanese employees and preventing foreign employees from quitting or disappearing during the contract period.

[0036] As a method for assessing the annual salary of Japanese employees, Salary increase amount decided by the company ÷ 2 × % of total score This system is adopted, and since it affects annual salaries, excessive scolding of Filipino employees can be curbed and they can be given more active guidance on work content.

[0037] The evaluation results of the foreign employees on the Japanese employees for the questionnaire items are stored in the memory unit 5 and periodically displayed on the display unit 7 with the names of the foreign employees concealed. An example of this display screen is shown in FIG. 9. In FIG. 9, the answers to the evaluation items given by Filipino employees A, B, C, D, E, F, and G on a specific Japanese employee (here, Japanese employee A) are displayed as scores. Similar scores are displayed for other Japanese employees. Because the names of the foreign employees are displayed concealed, the evaluations of the Japanese employees can be obtained without identifying the foreign employees' names, allowing the foreign employees to evaluate without worrying, and enabling objective evaluations.

[0038] This allows Japanese employees to know how foreign employees evaluate Japanese employees on the questions, and managers can use this as work evaluation data, which will help improve the guidance system for Japanese employees.In particular, in companies where work is often done on-site, it is impossible for managers to know the details of the situation at each site, and there are cases where it is difficult for managers to get a sense of what is happening on-site, but because managers can obtain information based on the experiences of foreign employees who actually do the work, the objectivity of work evaluations is extremely high. [Industrial Applicability]

[0039] This device can be widely used in companies employing foreign workers as a work evaluation assessment device that accurately grasps the work motivation of foreign workers, allowing employing companies to efficiently and effectively transfer skills through in-house training, and by conducting objective work evaluations of foreign employees, foreign employees with low evaluations can be reassigned to different jobs or have their work combinations changed to improve their work motivation, thereby promoting continued employment. [Explanation of symbols]

[0040] 1. Work evaluation assessment device 2. Devices owned by foreign employees 3. First transmitter 4. Receiving section 5 Storage section 6 Control Unit 7 Display section 8 Second transmitter

Claims

1. a first transmission unit that transmits the evaluation questionnaire to a terminal carried by the foreign employee; a receiving unit that receives self-reported answers regarding work motivation from foreign employees and mutual evaluation answers between foreign employees; a storage unit that stores reception information regarding the evaluation questionnaire received by the reception unit; a control unit that scores and ranks the evaluations of foreign employees based on the results of the evaluation questionnaire; a display unit that displays the scores and rankings of the evaluation results of the foreign employees; a second transmission unit that transmits the evaluation results to the terminals carried by each foreign employee; A work evaluation determination device comprising:

2. The work evaluation determination device according to claim 1, characterized in that a deadline is set for the responses to the evaluation questionnaire sent from the first sending unit, and whether or not the response deadline is met is one of the evaluation items for foreign employees.

3. 2. The work evaluation determination device according to claim 1, wherein the evaluation questionnaire sent from the first sending unit includes questions to be asked by foreign employees to Japanese employees.

4. The work evaluation determination device according to claim 3, characterized in that the evaluation results of the questions asked by foreign employees to Japanese employees are stored in a memory unit and periodically displayed on a display unit with the names of the foreign employees concealed.

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