JP6906957B2 - Personnel management system - Google Patents

Description

The present invention relates to a personnel management system used when evaluating an employee and a department to which the employee belongs in a company or the like.

In organizations such as companies, it is important to utilize the abilities of employees, etc. to increase productivity and maximize profits, and in order to achieve this purpose, the abilities of employees, etc. and contribution to the company are justified. Need to be evaluated. In order to achieve this, it is common for a boss who manages employees to carry out personnel evaluations of his subordinates (see, for example, Patent Document 1).

On the other hand, there are positions and departments that are difficult to produce results directly, such as middle managers and management departments, and the evaluation of such positions and departments is based on the positions (executives) that manage the positions and departments. Although it is carried out by the manager, etc., it is often evaluated based on the subjectivity of the evaluator, and the problem is that the gap between the evaluator and the evaluated person (department) becomes large.

In addition, when the boss directs work one by one or manages overtime in a situation where the employee is not evaluated properly, if the boss manages too much, the employee's development ability, processing ability, self-management ability , It may lead to a decrease in motivation and hinder the development of the company.

In order to solve these problems, the applicant sets points (virtual currency) according to the work requested or undertaken by the employee in the company, and the employee who becomes the orderer and the contractor. By exchanging points between the accounts, it is proposed to quantify the amount of work and value, and to use the increased amount of the account that manages the points for personnel evaluation in a predetermined period (for example, patent). See Reference 2).

Japanese Unexamined Patent Publication No. 2006-185080 Japanese Unexamined Patent Publication No. 2016-126586

According to the proposal described in Patent Document 2 above, although it is possible to quantify the work performance of employees to some extent, in order to evaluate the department to which the employee belongs or the evaluation including work with an external organization. Further improvement was required for the personnel management system, which leads to improvement of each employee's development ability, processing ability, self-management ability, motivation, etc., such as insufficient personnel evaluation and unfairness of personnel evaluation.

In addition, if personnel evaluation is performed solely based on business performance, efficiency in carrying out business may be despised. More specifically, there are overtime pay, etc. for employees who efficiently perform work without using overtime hours and achieve predetermined work performance, and employees who spend enormous overtime hours and achieve the same work performance. The personnel evaluation of employees who can achieve the same work performance without overtime should be higher than the latter personnel evaluation, which increases the labor cost burden, but in the past, such personnel management evaluation There was no standard, and there was a problem in motivating employees to carry out their work efficiently.

The present invention has been made in view of the above facts, and its main technical problem is to quantify the work performance of the employee and the work performance of the department to which the employee belongs, and to evaluate the employee and the department to which the employee belongs. Personnel who can carry out with highly objective parameters including work performance with external organizations, and can appropriately evaluate employees who perform work efficiently within the scheduled time and achieve the target work. It is to provide a management system.

In order to solve the above-mentioned main technical problem, according to the present invention, it is a personnel management system composed of a computer, and a department account of a department and an individual account of an employee belonging to the department linked to the department. An account storage means for storing information, a control means for managing the balance of each account stored in the account storage means, a business connected to the control means, a requested business, or a contracted business, and the business set accordingly. The control means includes at least a terminal means for inputting point information, and the control means has a point setting unit that sets and stores points set according to the work, a department account of the department that requested the work, or a request for the work. To the point exchange department that transfers points set according to the work from the individual account of the employee who has done the work to the department account of the department that undertook the work or the personal account of the employee who undertook the work, and the grade of the employee depending includes a overtime point management unit for calculating stored as overtime point set by the point overtime per hour, and the individual evaluation unit for evaluating the employee based on the balance of points accumulated in the personal account, and the The evaluation performed by the individual evaluation department is provided with a personnel management system that is carried out based on the overtime points subtracted from the individual account according to the overtime hours of the individual.

When points are transferred from the department account or the personal account of an employee belonging to the department to the personal account of an employee belonging to another department by the control means, the point is transferred to the employee. The points are also added to the department account of the department to which the personal account is linked, and if the points are transferred from the personal account of the employee belonging to the department to the personal account of the employee belonging to another department, the points are transferred. However, the points are also deducted from the department account of the department to which the personal account is linked, and the points are between the personal accounts of the employees who belong to the department or between the personal accounts and department accounts of the employees who belong to the department. When there is an exchange, it is preferable that the department account of the relevant department is set so as not to change.

The personnel management system configured based on the present invention is a personnel management system composed of a computer, and stores the department account of a department and the personal account of an employee belonging to the department linked to the department. The account storage means, the control means for managing the balance of each account stored in the account storage means, the business requested or contracted by the control means, and the point information set accordingly. The control means includes at least a terminal means for inputting, and the control means has a point setting unit that sets and stores points set according to the work, a department account of the department that requested the work, or an employee who requested the work. The point exchange department that transfers points set according to the business from the personal account of the company to the department account of the department that contracted the business or the personal account of the employee who contracted the business, and 1 according to the grade of the employee and overtime point management unit for storing as overtime point set by the point overtime per hour, and an individual evaluation unit for evaluating the employee based on the balance of points accumulated in the personal account, performed by said individual evaluation unit Since the evaluation is carried out based on the overtime points according to the individual's overtime hours subtracted from the individual account , the department is based on the points set according to the work load and difficulty of the work performed by the employee. , And the more the employee's overtime hours are, the more points will be deducted from the individual account and department account. Therefore, it becomes possible to more accurately and highly evaluate the employees who carry out their duties efficiently, and the promotion and salary increase of the employees are also made based on the quantified numerical values, and the employees are unfair to their own evaluation. I don't feel it. This will improve the motivation of employees to carry out their work efficiently, improve their development ability, business processing ability, and self-management ability, eliminate the need for excessive management of their superiors, and lead to the development of the company. can.

Further, according to the personnel management system of the present invention, the points accumulated in the employee's personal account also become the points of the department to which the employee belongs, so that the individual work performance leads to the improvement of the evaluation of the department. , Individual work is also evaluated as a contribution to the department, and it becomes possible to reflect it in the distribution ratio of bonuses, etc. Moreover, not only the evaluation of each employee but also the evaluation of the department can be objectively carried out by the same system, which leads to the friendly competition between the departments and can promote the revitalization of the company.

It is a drawing which shows the whole block diagram of the personnel management system constructed based on this invention. It is a drawing for demonstrating the detail of the management server of this invention. It is explanatory drawing for demonstrating the flow of work using the personnel management system of this invention. It is a drawing which shows an example of the balance of the account aggregated by the personnel management system of this invention. It is a figure which shows the overtime point calculation table of this invention. It is a figure which shows the example which calculated the overtime point based on the overtime point calculation table shown in FIG.

Hereinafter, the personnel management system configured based on the present invention will be described in more detail with reference to the accompanying drawings.

FIG. 1 schematically shows an example of a personnel management system configured based on the present invention. The personnel management system 1 of the present embodiment includes terminal means Y1 to Y3 assigned to each department (department A to department C), a management server 10 to which the terminal means Y1 to Y3 are connected, and an evaluation department terminal 20. The terminal means Y1 to Y3, the evaluation department terminal 20, and the communication network 2 as a connection means for connecting the management server 10 are included. For convenience of explanation, the figure shows only three departments to be evaluated, but it is not limited to this, and the company is organized by two departments or more departments. Including cases. Further, in FIG. 1, with the alternate long and short dash line as a boundary, the inside of the company is shown on the left side, and the external organization whose accounting is different from that of the company is shown on the right side.

The management server 10 is composed of a computer and includes a high-speed central processing unit (CPU) and large-scale storage means (main storage device such as RAM and ROM, auxiliary storage device such as magnetic disk). It is preferable, but not limited to this. The management server 10 is provided with control means, account storage means, and the like, and the details will be described later.

In the present embodiment, an example in which the terminal means Y1 to Y3 are arranged for each department is shown for convenience of explanation, but it is not always necessary to have one for each department, and one for each employee may be assigned. .. The terminal means Y1 to Y3 can use a personal computer, but are not limited to this, and can input business information described later, such as using a portable tablet terminal, and transmit the information to the management server 10. Any terminal can be used as long as it is equipped with.

The communication network 2 can use a generally known Internet line. By configuring the communication network 2 on the assumption that the Internet line is used, it is possible to access the management server 10 and input necessary information even when the terminal means Y1 to Y3 are outside the company. The present invention is not limited to this, and the communication network 2 may be configured only by a LAN (Local Area Network) line limited to the inside of the company, or a combination of an Internet line and a LAN in the company may be configured. It is possible to adopt any network means that can connect the terminal means Y1 to Y3 and the management server 10, including wired and wireless.

As shown in the figure, employees (a1 to a12, b1 to b8, c1 to c10) belonging to each department A to C are associated with each department A to C, and each department to be evaluated is evaluated. Departments A to C and employees are grouped. The "department" in the present invention may refer to an aggregate to which a plurality of employees belong, and is not limited by the form or name, and may refer to any aggregate such as a department, a department, a section, a person in charge, or a group. Also includes.

As shown in the figure, the management server 10 is connected to an external organization G (supplier, government office, transportation company, user, licensor, licensee, etc.) where money is expected to be exchanged via the communication network 2. The management server 10 manages the business between the external organization G and the company, and the information on the payment amount for the business.

The management server 10 of the personnel management system 1 in the present embodiment will be described in more detail with reference to FIG. The management server 10 is provided with at least a control means 12 and an account storage means 14. The control means 12 is composed of a point setting unit 12a, a point exchange unit 12b, an external expenditure / receipt management unit 12c, a personnel evaluation unit 12d, and an overtime point management unit 12e configured based on the present invention.

The external expenditure management unit 12c is composed of an external expenditure management unit 121 and an external income management unit 122, and the personnel evaluation unit 12d is composed of a department evaluation unit 123 and an individual evaluation unit 124. The point setting unit 12a, the point exchange unit 12b, the external expense input management unit 12c, the personnel evaluation unit 12d, and the overtime point management unit 12e constituting the control means 12 are composed of computer programs and are registered in the memory of the management server 10. , The assigned process is appropriately executed based on the information input from the terminal means Y1 to Y3. Further, the account storage means 14 is configured by an auxiliary storage device such as a magnetic disk, and is managed by the point exchange unit 12b.

The personnel evaluation unit 12d executes department evaluation and individual evaluation while referring to the information of the point balance of the account stored in the account storage means 14, and the personnel evaluation information obtained by the personnel evaluation unit 12d. Is set so that it can be viewed only from the evaluation department terminal 20 identified to be accessed by the person in charge of personnel evaluation among the terminal means for accessing the management server 10.

The personnel management system 1 of the present invention is generally configured as described above, and the business flow of how the points distributed in the personnel management system 1 are accumulated in the accounts of each department is shown in FIG. The structure of the account will be described with reference to FIG.

An example of the account of the department handled in the present invention is shown in FIG. 4 (a). The accounts of department A are the department account XA that manages the points of department A and the personal account that is assigned to the employees (12 people in total) associated with department A and manages the points generated by the execution of individual business. It is composed of a1 to a12.

Similar to the above-mentioned department A, the department B account is assigned to the department account XB that manages the points of the department B and the employees (8 people in total) associated with the department B, and is generated by the individual business execution. It is composed of personal accounts b1 to b8 for managing points, and the account of department C is also the same as above, the department account XC that manages the points of department C and the employees associated with department C (10 in total). It is composed of personal accounts c1 to c10 for managing points assigned to (name) and generated by individual business execution. Here, the "department account" is for managing points transferred from outside the department to the department and the employee to which it belongs, and points transferred to the external department or personal account by the department and the employee to which the department belongs. The "individual account" is for managing the points exchanged in connection with the work requested or undertaken by the individual employee. More specifically, when points are transferred from a department account or an employee's personal account to an employee's personal account belonging to another department, the points are added to the transferred employee's personal account. At the same time, the same amount of points will be added to the department account of the department to which the individual account of the employee to whom the points have been transferred is linked. In addition, when points are transferred from the personal account of an employee belonging to a department to the personal account of an employee belonging to another department, the points are deducted from the personal account of the transferred employee and the transferred individual. The points are also deducted from the department account of the department to which the account is linked. If points are exchanged between the personal accounts of employees belonging to a department, or between the personal accounts of employees belonging to a department and the department accounts, the department accounts of the department will not change.

The above-mentioned information on the balance of each account is stored in the account storage means 14 provided in the management server 10, and is the department of each department at the beginning of a predetermined period subject to personnel evaluation, for example, at the beginning of the year. The point balances of the accounts XA, XB, XC, and the individual accounts a1 to a12, b1 to b8, and c1 to c10 are all set to 0. Then, the work performed by each department and each employee by the terminal means Y1 to Y3 assigned to each department A to C, the points set according to the work, the information that each work is completed, etc. By inputting, the point balance of each account changes. The process of increasing or decreasing the point balance of each account after the actual work occurs will be explained more concretely.

First, it is assumed that the user U classified as the external organization G places an order with the department C in charge of sales in order to purchase the product P (10 million yen) of the company concerned ((A) in FIG. 3). Since this work is a work that receives income from the external organization G, the employee c1 belonging to the department C to which the work is assigned is the control means 12 configured in the management server 10 from the terminal means Y3. Accessing the external income management department 122 of the external expenditure management department 12c, department C received an order for product P for 10 million yen, and employee c1 was assigned the work with 1,000,000 points. Enter.

Since the above product P needs to be customized according to the required specifications of the user U for the base product, the employee c1 customizes the base product based on the required specifications of the user U by the employee of the department B in charge of designing. Ask b1 ((a) in FIG. 3). At this time, a point is set between the employee c1 and the employee b1 according to the work related to the design in consideration of the load and time required for the work. In the present embodiment, the points corresponding to the design work are set to 1,000,000 points, and the contracted employee b1 accesses the control means 12 of the management server 10 from the terminal means Y2 of the department to which he / she belongs. In the point setting unit 12a, the department information of the requesting source, the business content, and the corresponding points are input.

Employee b1 performs a customized design according to the required specifications and completes the above-mentioned design work ordered. Report the completion of the design drawing of the product P to the employee c1 ((c) in FIG. 3), and if it is officially received, the information that the work performed by the employee b1 is completed is sent to the terminal means Y2. Access the control means 12 from and input. Since this work is a work undertaken by department C, the point exchange department 12b of the control means 12 transfers 1,000,000 points from the department account XC of department C to the personal account b1 of employee b1. Carry out the exchange. In this embodiment, points are transferred directly from the department account XC to the personal account b1, but the points are not limited to this, and 1 is formally transferred from the department account C to the personal account c1 which is the employee in charge. You may transfer million points to the personal account b1 of department B via the personal account c1. At this point, the department accounts XB, XC of the department B and the department C, and the personal account b1 of the employee b1 change as follows.

Department B:
Department account XB = 1,000,000 points Personal account b1 = 1,000,000 points Department C:
Department account XC = -1,000,000 points

Supplementally, when points are transferred from a department account or an employee's personal account to an employee's personal account belonging to another department by the action of the "point exchange unit" of the present invention, the transferred employee Since points are added to the personal account of the employee and the same points are also added to the department account of the department to which the employee belongs, the employee of another department B from the department account XC of the department C 1,000,000 points are transferred to the personal account b1 of b1, and the same points are also added to the department account XB.

Based on the completed design drawing, employee c1 requests the manufacturing department A to manufacture the product P. The design drawing created by employee b1 is sent to the department A in charge of manufacturing, and the manufacturing work load of the product P undertaken by the department A and the manufacturing cost such as the parts cost required for manufacturing are taken into consideration. Million points are set and ordered ((d) in FIG. 3). The production of the product P is performed by a plurality of employees belonging to the department A, and the order is placed to the department A instead of the individual employees. In department A, four employees a1 to a4 are assigned as persons in charge of manufacturing the product P, and 500,000 points are set for each person according to the manufacturing work. Then, the person in charge said that the department A received an order for the production of the product P from the department C at 8,000,000 points, and assigned the manufacturing work to the employees a1 to a4 in the department A, and the employees a1 to a4. Accesses the management server 10 from the terminal means Y1 of the department A and inputs the fact that the company has undertaken the manufacturing work with 500,000 points to the point setting unit 12a. In this embodiment, the department C requests the department A to manufacture the product P. For example, the department B in charge of the design is requested to perform the work including the manufacturing, and the department B to the department A. On the other hand, the production of the product P may be requested.

Since it is necessary for department A to purchase parts p1 and p2 from an external supplier in order to manufacture product P, the necessary parts p1 and p2 are ordered from supplier S of external organization G for 6 million yen (in FIG. 3). (NS)). Since this work involves spending on the external organization G, the work content and the actual amount of the planned expenditure are registered in the external expenditure management unit 121 of the external expenditure management unit 12c of the control means 12. For convenience of explanation, the parts to be ordered are described only in p1 and p2, but it is assumed that a larger number of parts are actually ordered from a plurality of suppliers.

When the parts p1 and p2 ordered from the supplier S are delivered to the department A ((f) in FIG. 3), the department A pays the supplier S an amount of 6 million yen according to the parts p1 and p2. .. When the information that the parts p1 and p2 are delivered and the price of the parts p1 and p2 is paid is input from the terminal means Y1 to the control means 12, the external expenditure management unit 121 is executed to execute the account storage means. The information is transmitted to the point exchange unit 12b that manages 14 points, and points corresponding to the price = 6,000,000 points are deducted from the department account XA of department A. At this point, the balances of the department accounts XA, XB, XC of departments A to C, and the employee's personal account b1 are as follows.

Department A:
Department account XA = -6,000,000 points Department B:
Department account XB = 1,000,000 points Personal account b1 = 1,000,000 points Department C:
Department account XC = -1,000,000 points

Employees a1 to a4 in charge of manufacturing product P in department A perform the assigned work, assemble and complete product P, and deliver it to department C, which is the contact point with user U (in FIG. 3). (tree)). Since department A and department C are departments within the same company, the "delivery" does not necessarily mean that the product P is physically moved to department C, and the product P is moved into department A. Alternatively, it may be stored in a predetermined finished product storage place in the company and a report to the department C that the product P has been completed may be made. Then, after the product P is delivered to the department C, the terminal means Y1 of the department A in charge of manufacturing inputs to the control means 12 that the manufacturing operation of the product P has been completed. As a result, 8,000,000 points are transferred from the department account XC of the department C to the department account XA of the department A based on the points set in the point setting unit 12a, and at the same time, 8,000,000 points are transferred from the department account XA to the department A. 500,000 points will be transferred to each of the personal accounts a1 to a4 of the employees a1 to a4 who are in charge of manufacturing to which they belong. Here, in the control means 12 configured based on the present invention, when points are transferred from the department account to the employee belonging to the department, the account of the department account XA is not changed. As a result, the balance of each account becomes as follows.

Department A:
Department account XA = 2,000,000 points Personal account a1 = 500,000 points Personal account a2 = 500,000 points Personal account a3 = 500,000 points Personal account a4 = 500,000 points Department B:
Department account XB = 1,000,000 points Personal account b1 = 1,000,000 points Department C:
Department account XC = -9,000,000 points Personal account c1 = -9,000,000 points

To supplement the above change in the account balance, 8,000,000 points transferred from the department account XC of the department C to the department A are transferred to the department account XA of the department A, and the balance of the department account XA is -6. From, million points to 2,000,000 points. Then, 500,000 points are transferred from the department account XA to the individual accounts a1 to a4 of the employees a1 to a4 who are in charge of manufacturing the product P. Here, as described above, since the department account is not changed by exchanging points within the same department, the department account XA of the department A remains unchanged at 2,000,000 points.

Upon receiving the completion of the product P, the department C delivers the product P to the user U (in FIG. 3 (c)). The user U who receives the product P pays 10 million yen to the department C as the price of the product P. The employee c1 inputs the delivery completion and payment completion information from the terminal means Y3. The price of 10 million yen paid by the user U is the actual money paid by the external organization G, and when the external income management unit 122 shown in FIG. 3 is executed, the price of 10 million yen is paid by the user U. Information to the effect that there was income is sent to the point exchange department 12b, and 10,000,000 points, which is equivalent to the price of 10 million yen, is transferred to the department account XC of department C. At the same time, when the work is completed, 1,000,000 points will be transferred from the department account XC to the personal account c1 of the employee c1 who was in charge of the work in the department C. As described above, the product P is ordered from the user U of the external organization G, each department cooperates in the company, and the work until the product P is finally delivered to the user U is executed. As a result, the balance of each account becomes as follows.

Department A:
Department account XA = 2,000,000 points Personal account a1 = 500,000 points Personal account a2 = 500,000 points Personal account a3 = 500,000 points Personal account a4 = 500,000 points Department B:
Department account XB = 1,000,000 points Personal account b1 = 1,000,000 points Department C:
Department account XC = 1,000,000 points Personal account c1 = 1,000,000 points

The above-mentioned point transfer, exchange, etc. are just an example, and the point exchange timing, such as the transfer destination and point amount when points are transferred along with the work, is adjusted between departments and employees as appropriate. .. For example, in the above-described embodiment, the customized design of the product P is directly requested to the employee b1 of the department B, but the work is requested to the department B instead of the individual employee b1 and the work is requested in the department B as appropriate. The necessary work may be assigned to a suitable person. In that case, the points to be considered for the customized design are transferred from the department account XC of the department C to the department account XB of the department B, and from the department account XB to the personal account b1. Points will be transferred according to the work to.

In the above-described embodiment, the balance of each account may become a negative value (minus) in the process of completing the business. Therefore, if the evaluation is performed in the middle of this stage, the evaluation result may be unfair if the evaluation is performed based on the balance of the account even though each employee is performing the work without any problem. is assumed. Therefore, in order to prevent this, the point exchange unit can be provided with a configuration that plays a role like a virtual "bank" in which points from the occurrence of business to the completion of business are temporarily repaid and transferred. In this embodiment, the transfer from the department account XC of the department C to the personal account b1 of the employee b1 of the department B, the point transfer to the department account XA of the department A that manufactured the product P, or the external from the department A. When the "bank" repays the points paid for the payment of money to the supplier S of the organization G and the points are transferred to each account upon completion of each business, the points were repaid. The points may be repaid to the "bank". By doing so, it is possible to prevent an unreasonably negative evaluation depending on the timing of the evaluation, even though the work is being carried out smoothly and without delay.

As described above, the balance of points in the department account and personal account increases or decreases as the work undertaken by each department or employee is carried out. FIG. 4A shows the point balance of the account accumulated by carrying out the business for a predetermined period, for example, 6 months. In FIG. 4A, the balances of all personal accounts are not shown for departments A and C except department B, and some of them are omitted. Here, as shown in FIG. 4A, the balance of the department account XA of the department A is 12,000 million points, and among the individual accounts, the individual account with the highest balance is the individual account a3, 1, It is understood that the personal account with the lowest balance of 250,000 points was 500,000 points of the personal account a4.

Similarly, the balance of the department account XB of department B is 12,000 million points, the highest balance of the personal account is 1,600,000 points of the personal account b8, and the lowest is the personal account b2. In addition, the balance of the department account XC of department C is 1,000,000 points, and the balance of the personal account is the highest at 2,500,000 points of the personal account c2, which is the lowest. It is understood that is 900,000 points of personal account c10. As described above, the balance of each account does not simply increase as the business is carried out, but increases or decreases by placing orders and orders for the business. In addition, the department account includes points directly transferred to the department account in addition to the points of the individual accounts of the employees belonging to each department, and it is not necessarily the sum of the points of the individual accounts from the above explanation. As you can see.

The operations of the department evaluation unit 123 and the individual evaluation unit 124 of the personnel evaluation unit 12d will be described. The department evaluation department 123 sets the balance of the department accounts XA to XC of each department A to C at the end of the predetermined period to the number of people belonging to the department (department A: 12 people) in order to carry out the evaluation of the department in the predetermined period. , Department B: 8 people, Department C: 10 people). As a result, as shown in FIG. 4B, the points per person in each department are calculated. Evaluation of departments A to C is carried out based on this numerical value. In the example of FIG. 4B, the highest evaluation is given to department B, and the lowest evaluation is given to department A. In this way, even if the balance of the department account of a department is simply large, that department is not necessarily highly evaluated, and the department with high points per person is evaluated as efficiently contributing to the business performance of the company. ..

On the other hand, the individual evaluation is carried out based on the balance of points in the individual account by executing the individual evaluation unit 124. As is clear from FIG. 4A, the employee with the highest balance was employee c2 belonging to department C, and the employee with the lowest balance was employee a4 belonging to department A. In this way, the department and individual are evaluated based on the department's evaluation and the balance of points in the individual account.

Here, in the personnel management system configured based on the present invention, it is calculated from the balance of points of the department account and the personal account that are exchanged and changed according to the above-mentioned business performance, and further based on the overtime point management unit 12e. Overtime points are subtracted. The operation of the overtime point management unit 12e will be described with reference to FIGS. 5 and 6.

FIG. 5 shows an example of the overtime point calculation table stored in the control means 12. As shown in the overtime point calculation table of FIG. 5, the overtime points are calculated based on the following formula (1).

Overtime points = Overtime hours coefficient (0.3 to 10.0) x [Model unit price] x Overtime hours ... (1)

The above equation (1) will be described in more detail.
As is well known, "overtime hours" are working hours when work is carried out beyond the regular hours set within the company, and are generally managed on a monthly basis. It is calculated by subtracting the monthly regular working hours from the monthly working hours that the employee worked in one month. For example, if the regular working hours per day are 8 hours and the number of working days in a month is 20 days, the regular working hours in a month are 160 hours. Therefore, if the monthly working hours actually worked are 210 hours, the overtime hours will be 50 hours. When paid leave is exhausted, overtime hours are calculated by subtracting the amount of paid leave taken from the monthly regular working hours. In addition, overtime hours are managed, for example, by inputting from a terminal means given to each person, but a commonly used time card or an electronic device for managing entry and exit to the workplace. It may be executed based on the working hours information obtained from a typical card or the like.

The above-mentioned "model unit price" is an hourly salary unit price calculated from a basic salary amount (basic salary) set according to a job grade given to an employee. For example, the job grade changes depending on the number of years of enrollment after joining the company, annual evaluation, etc., and the higher the job grade, the larger the model unit price. For example, the model unit price for a typical employee is set between 1,200 and 3,000.

The above "overtime time coefficient" is a value that changes according to the magnitude of the numerical value of overtime hours as shown in FIGS. 5 (a) to 5 (f), and is set between, for example, 0.3 to 10.0. NS. When the overtime hours are short, a small value is set for the overtime hours coefficient, and a large value is set each time the overtime hours exceed a predetermined set time. The method of calculating overtime points more specifically will be described below.

FIG. 6A shows an example of calculating monthly overtime points for employees b1 to b8 belonging to department B based on the overtime point calculation table shown in FIG. Among the employees b1 to b8, the employee b1 has the highest job grade, and the model unit price is set to 2,500. Hereinafter, the model unit price for the employees b2 to b8 is 2,000, respectively. ~ 1,200 is set.

The overtime hours of the employees b1 to b8 are 40h to 140h as shown in the table of FIG. 6A. For example, since the overtime hours of employee b1 is 40 hours, it is understood that the overtime hours are within the range of "0-45" in the column (a) of the overtime point calculation table in FIG. 5, and the overtime hours coefficient is It becomes "0.3". Therefore, the overtime point calculation formula of the column (a) is applied to the overtime point of the employee b1, and the overtime point is calculated as the following formula (2).

Overtime point (b1) = 0.3 x 2,500 x 40 (h) = 30,000 ... (2)

Further, the employees b2 and b3 have overtime hours of 60 hours and a model unit price of 2,000. When calculating the overtime points of these two employees b2 and b3, referring to the overtime point calculation table shown in FIG. 5, the overtime hours of the employees b2 and b3 are in the range of "0-45" in (a). Since it is in the range of "45-60" of the excess (b), the overtime point calculation formula in the column (a) is applied to the overtime hours up to 45 hours, and the overtime hours exceeding 45 hours (15 hours) are applied. , The overtime point calculation formula in column (b) is applied. That is, it is calculated by the following formula (3).

Overtime points (b2, b3) = 0.3 x 2,000 x 45 (h)
+2.0 x 2,000 x 15 (h) = 87,000 ... (3)

When calculating the overtime points for each employee b4 to b8, the overtime point calculation formulas in the columns (a) to (f) are applied and calculated as follows.

Overtime point (b4) = 0.3 x 1,500 x 45 (h)
+2.0 x 1,500 x 15 (h)
+3.0 x 1,500 x 20 (h) = 155,250 ... (4)

Overtime points (b5, b6) = 0.3 x 1,500 x 45 (h)
+2.0 x 1,500 x 15 (h)
+3.0 x 1,500 x 20 (h)
+4.0 x 1,500 x 20 (h)
+5.0 x 1,500 x 20 (h) = 425,250 ... (5)
Overtime point (b7) = 0.3 × 1,200 × 45 (h)
+2.0 x 1,200 x 15 (h)
+3.0 × 1,200 × 20 (h)
+4.0 x 1,200 x 20 (h)
+5.0 × 1,200 × 20 (h) = 340,200 ... (6)
Overtime point (b8) = 0.3 × 1,200 × 45 (h)
+2.0 x 1,200 x 15 (h)
+3.0 × 1,200 × 20 (h)
+4.0 x 1,200 x 20 (h)
+5.0 x 1,200 x 20 (h)
+ 10.0 × 1,200 × 20 (h) = 580,200 ... (7)

The results of the calculated overtime points are also shown in the “overtime points” column of FIG. 6 (a). As can be understood from the results of the above equations (2) to (7), the smaller the overtime hours, the smaller the overtime hours coefficient is set, so that the overtime points per overtime hours are calculated to be smaller. On the contrary, the more overtime hours are set, the larger the overtime hours coefficient is set, so that the overtime points per hour also increase. Further, the rate of increase of the overtime hours coefficient, which increases as the overtime hours increase, is not uniform, and is set so that the rate of increase increases when the overtime hours exceed 45 hours and when the overtime hours exceed 120 hours. , Determined from the policy perspective of the personnel manager of the company. The above example of overtime hours is just an example for explaining the calculation method of overtime points, and it is not recommended for personnel management to actually perform overtime work in which an employee actually exceeds 80 hours.

The overtime points of the employees b1 to b8 calculated by the above formulas (2) to (7) are subtracted from the balance of the personal accounts b1 to b8 shown in FIG. 4 (a). That is, the balance of the personal account in which the overtime points shown on the left side of FIG. 6B are not considered is reduced to the balance shown on the right side of FIG. 6B. When an employee works overtime, the employee is paid the overtime fee, so the subtracted points are transferred to, for example, the accounting department, which is the department that pays the overtime fee, or the department account of the personnel department that manages the overtime work. Is done. In addition, the points deducted from each individual account b1 to b8 are also deducted from the department account XB, and the balance of the department account XB is reduced from 12,000,000 to 9,869,850, and the department of the department B. The point balance per person in the account is 1,233,731 / person (rounded down to the nearest whole number).

As described above, when an employee works overtime, the overtime points set according to the overtime hours are subtracted from the points obtained by performing the work. The effect of subtraction due to this overtime work will be described with reference to FIGS. 4 and 6. For convenience of explanation, the point balance accumulation period is set to 6 months, but for the sake of convenience, it is assumed that the employees of department A and department C did not work overtime, and department B has the above-mentioned 1 month. It will be described as if the employee worked overtime for the above-mentioned hours only during the period.

As described above, when there is no subtraction due to overtime work, as shown in FIG. 4B, the point balance per employee belonging to the department is highest in department B. Therefore, if it is left as it is, department B will receive the highest evaluation. However, as described above, the overtime points of each employee b1 to b8 are subtracted, resulting in a value smaller than the point balance per person in department C, and department B is evaluated lower than department C. Become. In addition, although employee b8 of department B had the highest balance of points in department B, the balance of overtime points became the third balance due to the subtraction of overtime points, and the work was done without overtime. It cannot be said that it is exceptionally high compared to the employees of other departments who performed it, and the employee b8 will be evaluated according to the point balance after the overtime points are subtracted.

Personnel evaluation is performed based on the balance of the department account and individual account obtained by subtracting the overtime points in this way, and for example, evaluation for promotion and calculation of bonus amount are carried out. The total amount of bonuses does not necessarily have to be calculated based solely on the balance of the points, and the basic portion paid to all employees using a common formula, for example, basic monthly salary x 2 months. , The amount calculated by the valuation based on the balance of the account described above may be added as a part of the bonus. Further, the numerical value of the balance of the personal account may be used as the evaluation as it is, but by setting a plurality of point values as threshold values and comparing the balance of the personal account with the threshold value, for example, the evaluation may be divided into five stages. Furthermore, if the work content differs significantly from department to department and it is not desirable to evaluate employees uniformly across departments based on the balance of the individual account, each employee in the department is based on the point balance of the individual account. Only the evaluation of the members may be carried out to make the evaluation of promotion, or the resources of the bonus distributed to each department based on the department evaluation may be distributed based on the evaluation based on this personal account.

When the personnel evaluation of the personnel management system based on the present invention is performed, the employee voluntarily thinks how to achieve the target work without increasing the overtime hours. In addition, the manager who supervises each department will further promote the efficiency of the work performed by employees in order to suppress the increase in overtime hours and the increase in the overtime hours coefficient when calculating overtime points. Become. Furthermore, in order to prevent the work from being concentrated on a specific individual, the work load will be naturally leveled, the work efficiency within the department will be improved, and as a result, the work efficiency of the company itself will be improved. Will be planned.

The present invention is not limited to the above-described embodiment, and various modifications can be assumed without departing from the technical scope of the present invention. For example, in the overtime point calculation table shown in FIG. 5, the overtime time coefficient when the overtime time is “0-45 (h)” is set as 0.3, but for example, the busy season is prolonged and overtime is unavoidable. If it is determined that this should be tolerated to some extent, the overtime hours coefficient when the overtime hours are "0-45 (h)" may be set to "0".

In the present embodiment, the points circulated on the above-mentioned personnel management system 1 are not limited to the same numerical values as the actually circulated money, but are separated from the actually circulated money and devised as virtual currency. It can be a unique point that has been made. It is preferable to circulate the same numerical value as the actual currency as a point because it is possible to obtain an effect that makes it clear at a glance how much each employee or department has contributed to the company. In addition, by distributing points equivalent to actual money, it is possible to efficiently determine the cost of requesting business to an outside or a department inside the company, which leads to reduction of unnecessary costs.

Further, in the point setting unit 12b of the control means 12 of the present embodiment, each time a business occurs, a point to be exchanged between the orderer and the contractor after considering the difficulty level, required manpower, period, etc. of the business. The amount was adjusted and decided. As a result, it becomes clear that the department that carries out the work efficiently, or the employee can undertake the work at a low point, and the department or employee with excellent cost performance related to the execution of the work to be requested. It becomes possible to easily select the member. On the other hand, if the requested work is a routine work or a combination of routine work, the point amount suitable for the work is set in advance in a point table or the like, and the points are automatically calculated simply by inputting the work type from the terminal means. It may be set to. In this way, it is possible to avoid problems such as mistakes in setting points and unfairness such as the required points differing depending on the requesting employee despite the routine work.

Further, in the description of the above-described embodiment, the exchange with the user U and the supplier S has been described as an example of the expenditure and income of money with the external organization G, but the exchange with the external organization G in the corporate activity has been described. Various other examples of expenditure and income are expected. For example, in a department that handles patent applications in a company, expenditures to an external organization G, for example, the Japan Patent Office, are frequently generated in the process of carrying out the application business. In addition, when the transportation related to the delivery of the product is outsourced to an external transportation company, the transportation cost is managed as an expenditure to the external organization G (transportation company). Further, if the department manages the real estate owned by the company, the tenant fee from the tenant who rents the real estate can be managed as income from the external organization G. Then, points according to each expenditure and income are deducted or transferred from the department account of the department in charge of the business.

In the above-described embodiment, an example in which the control means 12 and the account storage means 14 are arranged on the management server 10 in the company is shown, but the place where the control means 12 and the account storage means 14 are actually arranged is There is no particular limitation. In recent years, in order to avoid loss of information in the event of a disaster or the like, servers are distributed and placed outside the company, and the servers are placed outside the company via the communication network 2. A personnel management system can be configured by registering the control means 12 and the account storage means 14.

1: Personnel management system 2: Communication network 10: Management server 12: Control means 12a: Point setting unit 12b: Point exchange unit 12c: External expenditure management unit 12d: Personnel evaluation unit 12e: Overtime point management unit 14: Account balance storage Department 20: Evaluation department terminals Y1 to Y3: Terminal means

Claims (2)

It is a personnel management system composed of computers.
An account storage means for storing the department account of the department and the personal accounts of employees belonging to the department linked to the department, and a control means for managing the balance of each account stored in the account storage means. It is provided with at least a business requested or contracted by being connected to the control means, and a terminal means for inputting point information set accordingly.
The control means
A point setting unit that sets and stores points set according to work,
From the department account of the department that requested the business or the personal account of the employee who requested the business, the department account of the department that contracted the business or the personal account of the employee who contracted the business was set according to the business. The point exchange part to transfer points and
The overtime point management department, which sets overtime per hour as points according to the grade of the employee, calculates and stores overtime points , and
And personal evaluation unit for evaluating the employee based on the balance of points accumulated in the personal account,
The evaluation performed by the personal evaluation department is a personnel management system that is carried out based on the overtime points subtracted from the personal account according to the overtime hours of the individual. By the control means
When points are transferred from the department account or the personal account of an employee belonging to the department to the personal account of an employee belonging to another department, the personal account of the employee to whom the points are transferred is linked. The points will also be added to the department account of the department
When points are transferred from the personal account of an employee belonging to a department to the personal account of an employee belonging to another department, the points are also deducted from the department account of the department to which the transferred personal account is linked. ,
If points are exchanged between the personal accounts of employees belonging to a department, or between the personal accounts of employees belonging to a department and the department accounts, the department accounts of the department will not change. Described personnel management system.

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